Why use ComparJobs?

To attract suitable candidates

ComparJobs is a recruitment tool designed to help companies attract and select motivated, loyal employees.

For several years, experts have been predicting an imminent shortage of personnel that will greatly hinder the productivity of companies. As it happens, the numbers of baby boomers leaving for retirement far outnumbers the number of young workers who will enter the labour market. To be fair, however, this disaster waiting to happen has not been felt in the same way across all sectors. In reality, many other factors have come into play to affect the demographic imbalance:

  • Workers who remain in the labour market longer rather than take a full retirement;
  • Technological progress that allows for certain tasks previously performed by humans to be automated;
  • Outsourcing of many jobs overseas, especially in the manufacturing industry;
  • Economic fluctuations that directly impact the unemployment rate;
  • Immigration;
  • Etc.

That means that, from now on, we’ll hear more about a scarcity of personnel rather than a shortage. However, the demographic situation has still triggered some significant changes in the world of recruiting. Among the challenges to be faced, three are particularly noteworthy:

  • The shortage of qualified labour;
  • The attractiveness of companies;
  • Adaptation to newer generations.

Shortage of qualified labour

This is probably the biggest challenge in terms of productivity faced by our companies. For the past few years, many companies have been unsuccessful in finding workers with the skills required to fill the jobs openings available. Companies are even forced to turn down growth opportunities due to a lack of a skilled workforce.

These circumstances mainly affect jobs that require specific skills within a specific specialization. At this time, the demand for many skills greatly surpasses the number of workers who possess them. While training establishments try to adapt to this growing demand, they themselves often have trouble attracting and training a suitable number of people. This is why companies are making increasing efforts to develop missing skills in their current employees on their own, rather than resorting to outside resources. Yet, this type of development program may prove cumbersome and costly to support, especially for SMBs.

Consequently, qualified employees are so rare in many sectors that we talk about a “talent war,” meaning that companies try to outdo each other to attract and retain the best resources. That's where ComparJobs comes in.

ComparJobs helps businesses stand out to persuade skilled workers to apply for a position with their company. Its algorithm automatically determines how a job offer may meet a worker's needs, expectations, and requirements. By doing so, it allows employers to customize their approach and build on the attractiveness arguments that have real value for potential candidates.

The arguments presented to job seekers are divided into 9 categories:

  • Salary
  • Schedules
  • Vacation and other benefits
  • Distance and travel time
  • Types of tasks
  • Work environment
  • Values of the immediate supervisor
  • Affinities with coworkers
  • Administration

The arguments presented to job seekers are divided into 9 categories:


The attractiveness of companies

Another problem that many companies experience is the attractiveness of a position, organization, or industry. In fact, while certain trades, companies, or industries are popular with job seekers, others are much less appealing. Often, this situation can be linked to a company’s reputation and prestige. Here are a few examples:

  • Rightly or wrongly, certain trades occasionally develop a bad rap over the years. Take, for example, used car salespeople, insurance agents, and telemarketers. It can end up being difficult for a company looking for this type of worker to find the candidates required. Yet, these jobs often offer excellent benefits.
  • The same situation can occur with companies. For example, a company that received bad publicity in the past may have trouble finding job seekers to fill roles. This may be the case, for example, of a company that previously had financial or legal problems. Even though the issues have been resolved and are in the past, public opinion may last.
  • Along the same lines, an image problem may affect an entire sector of the economy. For example, it may become difficult to recruit in an industry that is known as a pollutant, boring, or hazardous. Yet, companies in these industries frequently offer certain challenges comparable to those in other industries.
  • In sum, the lack of stature can be detrimental even to the smallest companies. For example, if an SMB and a multinational in the same city are both looking for the same type of employee, the smaller company will surely have a harder time. Job seekers often instinctively choose companies they know, even if, in reality, the SMBs may offer better conditions.

In short, at a time when everyone is bombarded by advertising and marketing, more and more companies attach importance to what they call the employer brand. The employer brand consists of communications strategies to position a company as a potential employer for job seekers. Unfortunately, this type of method is often reserved for big companies since it can be costly and cumbersome to roll out. Once again, SMBs find themselves at a disadvantage.

ComparJobs can help companies with attractiveness problems to convince candidates to apply for their jobs. By customizing job offers to the expectations of each job seeker, we can highlight the assets of each company:

  • Salary
  • Schedules
  • Vacation and other benefits
  • Distance and travel time
  • Types of tasks
  • Work environment
  • Values of the immediate supervisor
  • Affinities with coworkers
  • Administration

Job seekers are then able to instantly understand how they would benefit from applying for a position that may not have interested them at first glance.


Adapting to the newer generations

The last point concerning demographics is mostly related to the behaviour of job seekers according to their age. In fact, the way people look for jobs has changed substantially over the past few years. This change in habits is directly linked to the arrival of newer generations of workers on the labour market. These young workers, often known as Generation Y, have considerably different behaviours than their older counterparts, Generation X and the Baby Boomers. And there is every reason to believe that these differences will only increase with the impending arrival of Generation Z, those born starting in the early 2000s.

Here are a few examples of the differences in behaviour between the newer and older generations of workers:

  • Newer generations of workers tend to lean toward technological tools in seeking a job. The internet, social media, and cellular phones all play key roles in their job search.
  • As opposed to the previous generations, members of Generation Y openly compare their salaries and working conditions with one another, allowing them to compare and assess the progression of their careers.
  • Often, they're not just looking for a simple job, but for a professional life experience in which they can learn, accomplish, and advance. They're constantly looking for purpose in their professional achievements. As a result, they have no patience for jobs that bore them, or that don’t offer any short-term advancement opportunities.
  • The idea of being loyal to a company is a concept that has all but disappeared with the newer generations of workers. While their parents spent nearly their entire careers working for the same organization, the newer generations regularly change jobs, around every 3 to 5 years. There's still a certain sense of loyalty among young people, though it's to the people they work with rather than the companies. In this manner, they tend to be more loyal to a respected supervisor or favourite coworkers.

To attract these young workers, employers also need to adapt. ComparJobs is the perfect tool to reach and persuade Generation Y, and soon Generation Z, to apply to positions within a company. Not only does this tool use technology to its advantage, but it allows young people to compare the different job opportunities based on the criteria they consider most important:

  • Salary
  • Schedules
  • Vacation and other benefits
  • Distance and travel time
  • Types of tasks
  • Work environment
  • Values of the immediate supervisor
  • Affinities with coworkers
  • Administration

For these reasons, ComparJobs should be at the heart of any strategy for attracting young workers.

Do you want to attract even more suitable candidates? Start posting an offer today.