There are some really bad recruiters out there. The common myth for recruiters is that all you need to do is match resumes to keywords in your job description. That is also why so many recruiters get a bad wrap. Especially tech recruiters. Just because the tech buzzwords show up on a resume does not mean that the job you are offering is the best one for the candidate. Tech recruiting is not just about what a tech candidate can do for you. It is about the art of the woo. If you want to stand out among bad recruiters, you need to be able to answer what you can do for the candidate. This is what Woo, who I met at TechCrunch Disrupt (#TCDisrupt) is hoping to accomplish.
Woo, Who?
Woo is an anonymous recruiting platform letting talent know their value is without exposing themselves as a job seeker.
While most tech professionals are happily employed, we all have ambitions for different things that we are curious to know if we can achieve. Woo helps people understand their market demand and the possibilities available to them while remaining completely anonymous, said Woo CEO Liran Kotzer
Here is how it works:
- Tech talent joins Woo and enters their job wish list.
- Candidates then get matched to companies based on their experience AND the companies ability to meet the candidates needs.
- Matching companies can view candidate’s anonymous profile.
- If the candidate accepts what you have to offer, companies can view their full profile, including their contact info.
- If everything is still good, you can then start the interviewing process.
Don’t Convince Candidates to Accept Your Offer – Woo Them
Why this is great it, these are not candidates who are looking for “jobs.” These are candidates that are looking for opportunities that actually match exactly what they want. It is your job to “woo” them (get it?) over based on your offer.
“We know exactly how to showcase your company to techies. We make sure they have everything they need to know about you and the position. From great looking photos to insights into your company culture that reflects your vibe.”
Currently, they send professional photographers to all of the companies looking for candidates to make sure that your company is shown in the best light.
For recruiters, it also allows you to know where you stand in the market. Woo has a “what if” feature. For example, what if I move the location of the job? The difference between a salary of 100K to 110K was about 5 additional candidates to choose from.
The question that keeps coming to mind however is, how do we know if the candidate is any good? Well, you don’t. The good news is, if you don’t end up hiring the candidate, there is no cost to you. If you do hire the candidate, you will pay 10% of the first years salary.
There is no way for me to “test” this product but according to Liran, they have an 80% response rate which is pretty huge. You can sign up with Woo by clicking here.
By Jackye Clayton
Jackye is an acclaimed thought leader and inspirational speaker on recruiting and DEIB topics. She brings years of experience recruiting across a variety of industries including tech, HR, legal, and finance. In her role as VP of Talent Acquisition and DEIB, she leads all related work at Textio, provides critical expertise to customers, and serves as a leading voice in the products Textio creates for the broader ecosystem. Jackye has been named one of the 9 Powerful Women in Business You Should Know by SDHR Consulting, one of the 15 Women in HR Tech to Follow by VidCruiter, and is on the Top 100 list of Human Resources Influencers by Human Resource Executive Magazine.
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