We don't need more. We need more relevant.
Waaaay too much noise in the recruiting process.
Noise is the problem. In the job seeking process. And in the talent sourcing process.
Job seekers are flooded with irrelevant messages. There’s more job boards with copy-of-a-copy job postings than you can count.
Recruiters are flooded with thousands of inbound applicants, way off the mark. And sourcing tool databases that area painstakingly difficult to sift through.
What happens? Job seekers bang the Easy Apply button. Recruiters hit the mass mail.
If you spend any amount of time on LinkedIn, you see the venting. Typically one side blaming the other.
You may not realize it, but it’s a shared frustration with the same cause: the technology sucks. It's what enables all this.
👉Expecting hundreds of thousands of people to change their behavior is foolish. Especially when they’re all using the technology exactly as it was designed.
Whether it’s LinkedIn or all the knock offs, recruitment tech created an environment where the (incorrect) solution is more, bigger, easier. More access to more people & jobs with ‘easier’ ways to connect.
👉But more is not better.
We don’t need more. We need more *relevant*.
Talent acquisition technology that can niche down. Show job seekers the ads and recruiting messaging they *want* to see. Give recruiters the ability to find candidates who are interested in their job so the ‘blast all’ method is the inefficient, waste-of-time option.
Rainmakers does this. SaaS sales hiring is their niche focus. What do sales leaders in the space want to see more of?
Candidates who have works in SaaS, at start ups.
👉86% of Rainmakers candidates have sold SaaS
👉75% of Rainmakers candidates have start up experience
What’s the result?
👉93% of messages on the Rainmakers platform get a response.
That’s what relevance looks like. For both sides.
If you’re looking for a new SaaS sales gig , check out Rainmakers 👉 here.
If you’re looking to hire SaaS sales peeps and what to check out Rainmakers, 👉reply back for a demo.