This week on T3 I take a look at the Talent Acquisition technology ZipRecruiter. Unless you’ve been living under a rock the past year, you couldn’t have missed the media and marketing blitz ZipRecruiter has been putting on. You can’t turn on the radio without hearing one of their ads, so I was intrigued to find out who and what they actually were!
ZipRecruiter is an online job distribution and job board service. The web-based platform aggregates applications from job boards and provides tools for applicant tracking and screening. It is a subscription-based SaaS for employers, recruiting firms, and staffing agencies. They have about 5.2 million resumes in their database. They also have a new product called ZipHire which helps you onboard candidates. When you post your jobs they go out to over hundred free sites, and you have options to buying up for pay sites like Monster and Careerbuilder at a reduced rate.
For all intensive purposes ZipRecruiter/Hire can act as your ATS and System of Record. It’s not as functional as those designed to be that, but their goal isn’t to be an enterprise level system. Their goal is to give SMB clients similar technology that the Fortune 500s are getting to play with at a greatly reduced cost, and they seem to be doing it! This is a technology designed to be used by smaller and medium sized shops for folks who might not be as technology savvy as large HR shops. Easy to use. Easy to get started.
5 Things I really like about ZipRecruiter:
1. Zip is not shy about saying this is who we are, and this is who we aren’t. They do really well with high volume hiring jobs – service level, call centers, skilled trades, etc. They’re inexpensive to use and get your jobs out on the web to hundreds of locations and drive traffic to your postings.
2. InstaMatch technology which automatically shows the user which candidates within their database is the closest match to their opening. For big shops this is a no brainer, for small shops this is a pretty cool function.
3. Interview type pre-screen filter questions. For those who don’t have an ATS or don’t have this functionality within their ATS this is another great feature most SMB HR shops don’t have.
4. You can have multiple companies, divisions, locations, etc. all under one account. Your corporate office can set the account up, then you can allow all of your locations to run their own postings, but it all roles up to the corporate account giving you visibility of who is using it and how it’s going.
5. Zip has a Job Widget you can put right onto your careers page, so people can applying directly to your jobs on Zip from your career site. Again, many SMB companies don’t even have technology to post jobs on their career site/page and this makes it super easy for them to do so.
ZipRecruiter is growing extremely fast and has hundreds of thousands of companies using them, so they are proven to work. The feedback I’m hearing in the industry is that for the price their users are extremely happy with what they are getting, especially on the non-technical/professional level job postings.
Check them out, they are pretty inexpensive and set up under a Saas pricing model where you pay monthly based on how many job you want to post on Zip. This can also be changed month to month. One month you need to post ten jobs, but the next six months you only need a couple, Zip allows you to flex your plans to meet your needs. Their prices are public, free trial to start, but for posting 1-3 jobs you’ll pay $99 per month. If you have high volume lower end jobs you almost have to try it for that price!
T3 – Talent Tech Tuesday – is a weekly series here at The Project to educate and inform everyone who stops by on a daily/weekly basis on some great recruiting and sourcing technologies that are on the market. None of the companies who I highlight are paying me for this promotion. There are so many really cool things going on in the space and I wanted to educate myself and share what I find. If you want to be on T3 – send me a note.
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