Recruiting platforms Brazen and WayUp will jointly pursue campus recruiting teams with a solution that combines early-candidate data with virtual event capabilities.
It’s the latest move among HR and recruiting technology vendors to adapt their approach for a world that discourages face-to-face contact..@BrazenHQ, @WayUp jointly pursue campus recruiting with solution to combine candidate data with virtual event capabilities. #HR #HRTech Click To Tweet
Brazen’s platform connects employers with candidates using tools such as virtual hiring events, career fairs and video interviews. WayUp offers a database of more than 5.6 million users from 7,000 college campuses. WayUp CEO Liz Wessel said combining the two offerings will allow employers to drive attendance from “every campus in the country, rather than only from universities where they have partnerships.”
Campus Recruiting Beyond the Campus
Since the Covid-19 pandemic took hold last spring, recruiting technology companies have rushed to either modify their core approach or add tools that support efforts to recruit or develop an employer’s long-term pipeline. After seeing a spike in customer interest during April, vendors say their sales pipelines continue to be active, perhaps because no clear end to travel cutbacks, lockdowns and social distancing is in sight.
Indeed, Beamery, Paradox, Eightfold.ai and GR8 People are among those that have either launched or offered free access to virtual recruiting or digital event tools. Dice and IDG joined to package IDG content—from publications such as CIO and Computerworld—with the job board’s virtual events capabilities.
“A lot has changed, and a lot has changed very quickly,” said Pete Cipollone, CEO of Turazo, which offers a platform focused on recruiting early talent.
For one thing, he said, employers recognize that they can cast a wider net now that location is less of a factor in both talent acquisition and work.
For another, added Turazo Vice President Meghan O’Leary, the digital playing field offers smaller employers a more level place to complete when they go up against brand-name employers. “Everyone’s going to know of the Googles, the Facebooks, but now those companies who did rely on more of those on-campus events or those in-person encounters, really have to figure out how to differentiate themselves,” she said.
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