Here’s a puzzling business model: A HR tech application to help write job advertisements.
It’s puzzling because, surely guys, we must be expert at this already. We’ve been writing job ads for decades and decades, and lots of them, so I’m sure your company has this down to a fine art.
Or maybe not.
An Ohio-based company, GlideHR, has been having success selling their app/service to well-established businesses that have come to realize they kinda suck at reliably writing effective job ads. Companies fail at this routine activity because managers feel they don’t have time to write an insightful description, and in any case, are not particularly good at explaining what the job is like and what competencies they need.
HR doesn’t have the staff to help, and as a result, poor jobs ads are written.
The application works by asking the hiring managers good questions, then using algorithms and human writers to craft an effective ad. This has an out-of-pocket cost, but I suspect it’s far less than the cost of trying to attract talent with crummy ads.
However you don’t need to make decisions based on what “Creelman suspects is true;” it would be easy enough to run tests on the quality of candidates attracted by your traditional ads versus ones attracted by ads written using a new process.
This last point is particularly important because whether you continue to write the ads in-house, use GlideHR or find another service, it makes sense to, from time to time, check how well the process is working relative to alternative approaches.
