Matt Plummer, ZipRecruiter's Head of Product Strategy with Craig Fisher inside Talent

Inside Talent with Craig Fisher

I chatted with Matt Plummer, VP Product Strategy, ZipRecrecruiter. ZipRecruiter is a premier sponsor of the 2019 TalentNet Live Recruiting conference taking place at Toyota North America HQ in Plano, Texas on December 6th. With over 40 speakers and a total of 300 participants, this will be TalentNet's largest event yet. It's fitting as TalentNet Live is celebrating 10 years of hosting these rather intimate yet highly impactful recruiting events. It is one of the largest and longest running regional recruiting events in America and the largest in Texas and the Southwest. ZipRecruiter's Brian Carillo will join me on stage at TalentNet this year to chat with the audience about the state of job boards and ZipRecruiters innovative AI approach. Below are excerpts from my conversation with Matt Plummer. Matt, catch us up on ZipRecuriter Two thousand and ten is when we got started. And then about twenty fifteen, we started to really look at some of the problems with that model are the sort of post and pray model if you will. And a lot of it came down to discover ability. We've really just learned that for the most part job seekers aren't really good at searching for jobs. They don't understand skill transfer ability too. Well, and then recruiter spent much time trying to do Boolean based searching to find people with the right skills and everything. So that's when we set about, to build sort of our first real major technology innovation around our base, matching built out a great team. And Tel Aviv Israel, so to build that up. So our second way, it was really more discovery based recommendations. If you think about like a Netflix model, where you can sit down and fire up your Netflix app on your Apple TV or whatever it is. And you're recommended content, and a lot of the Netflix consumption comes from that model. So we kind of took a queue from that. And then we really think about the third wave that we're getting into, not just discovery on the jobs at your side, but really creating human connections between recruiters and job seekers or candidates. Because right now, both sides of the marketplace are complaining about effectively a black hole. We've always known about the job seeker, black hole where they apply, and they never hear back. But now a lot of recruiters are complaining about not being able to get a hold of job seekers. So they find a good candidate in their. They try and reach out and they're not getting anything back. So we look at that is real material problem to try and solve for. And we think that using oddly enough using a artificial intelligence, we can actually create more sort of actions between recruiters in candidates and that's what we're really excited about. And I think we continue to sort of keep that differentiation between the, you know, traditional job board model. Yeah, so I I think the the regular communication that a little bit of automation can help employ on the candidate communication side is is a game changer. It really does assist in sort of the human connection. And it's because recruiters are are too busy and active job seekers are are really busy and it's difficult without a massive spreadsheet or some sort of. You know, really good system to even keep track of all the jobs that you're applying for when you're active. Passive job seekers, you know, they have jobs. Right? I mean, so it's very difficult for them to even respond in real time most of the time. And so, you know, a little bit of that automation goes a long way when you start to understand and learn Windows passive job, seekers are responsive. Yeah, totally agreed. And there's this whole process that happens today. That is pretty transactional. Right? You've got maybe a recruiter posting a position a job seeker discovers that applies to it, but there's no real connection there. And then the recruiter's back in their eighty s, and looking at a list of candidates and so we

By Craig Fisher