October 30, 2018 – Ladders Inc., a career website for $100,000-plus jobs, today announced a feature of its mobile recruiter site that allows recruiters to instantly call candidates simply by tapping the phone number on the profile. Tap2Call, described as the first of its kind among job recruitment platforms, is designed to give recruiters speed and ease of access.
“Unlike other top platforms in the digital recruitment space, Ladders’ new feature removes a barrier between recruiters and candidates,” said Ladders CEO Marc Cenedella. “It allows recruiters to instantly leverage contact information that candidates have provided, rather than forcing them to make contact through proprietary communication tools that many candidates don’t even check.”
“Recruiters want to reduce their time to hire, and we’re helping them do that by making Tap2Call functional, easy to use, and a new standard for each candidate’s mobile profile on Ladders,” he said.
On recruitment platforms where contact information typically isn’t readily available, it can be impossible to quickly connect with a candidate, said Ladders. “Tap2Call lets me contact candidates immediately, via my cell phone or iPad,” said Pat Carlucci, senior partner with Allen Austin Executive Search, who uses the feature. “If I need to get in touch with a candidate, I can just find their profile on Ladders, tap the number, and be talking to them immediately.”
Ladders is a leading professional careers site that offers comprehensive, data-backed career tools and guidance to place members in top tier professional jobs. Founded in 2003 in New York City, the company has more than 10 million users on its platform (theladders.com, for job seekers, and recruit.theladders.com/thirdpage, for employers).
This spring, the company rolled out another feature, Third Page, which helps candidates improve their profile and resume for Ladders recruiters. Prospects answer optional questions on the company website, helping to deliver valuable data and insights into their personalities, aspirations and passions, going beyond what is typically included in a standard resume, said Ladders.
With Third Page, Ladders members are presented with questions to “tell employers more about [themselves]”, and respond to as many or as few as they like. The member’s responses are added to their profile, in addition to their full resume and contact information, and are then made viewable to interested Ladders recruiters. The average Ladders Third Page user has answered 125 total questions, with a total of 1.5 million question responses recorded since Third Page’s beta launch in early May, said the company.
“The recruitment process is evolving drastically, and companies are looking to connect with candidates who not only fit a role from a professional standpoint, but are also able to mesh with the team and company’s culture,” said Mr. Cenedella. “At the same time, candidates who are increasingly bombarded with inbound interest from recruiters are craving a more personalized experience. On that note, we are incredibly excited to launch Third Page, which gives both companies and our members the opportunity to make deeper connections and have more productive conversations right out of the gate.”
In tallying the responses of more than 10,000 members who answered sample questions for the Third Page rollout, Ladders found that:
- 35 percent of candidates think they’re smarter than their bosses
- 41 percent would move out of state for an additional $10,000 in pay
- 31 percent would take a pay cut for their dream job
- 77 percent would like to have the flexibility to work from home
- 70 percent wouldn’t work at a company without health insurance
- 99 percent say they’d be a good boss; but only 17 percent definitely want their next job to be a promotion
Other questions, designed to showcase personality and act as potential conversation starters, include: “Have you ever spent your entire paycheck in one night?”; “Do you smile for pictures?”; “Does money buy happiness?”; “Do you buy cookies for the office?” and “Do you sing in the shower?”
The questions are designed to present a more well-rounded view of each individual candidate, going far beyond the basics of their professional experiences and credentials, and providing deeper insights into their personalities and preferences, said Ladders.
“With the market for top talent fiercer than ever, Third Page gives candidates the opportunity to share more about themselves and what they are looking for in their next jobs, and gives employers a leg up on the competition,” said Mr. Cenedella. “By providing a deeper understanding of candidates before even picking up the phone, Third Page enables talent acquisition executives to make better hires, faster and smarter than ever before.”
Contributed by Scott A. Scanlon, Editor-in-Chief; Dale M. Zupsansky, Managing Editor; Stephen Sawicki, Managing Editor; and Andrew W. Mitchell, Managing Editor – Hunt Scanlon Media