Another week, another round of tech layoffs.  ZipRecruiter has just announced that about 270 roles, or 20% of their workforce, will be laid off. Bloomberg reports that these roles will mostly come from sales and customer support roles. The CEO will also take a 30% pay cut to his salary.  The company cites a desire to create “long-term efficiency” and “current market conditions” as the cause.  But what does this all mean for recruiting in general? 

The Era of Post-and-Pray Recruiting is Over 

ZipRecruiter’s business has always largely focused on a more advanced version of the post-and-pray recruiting strategy.  In a nutshell, ZipRecruiter takes your job posting and shares it with all the biggest job boards online. They automatically match you with resumes of candidates on file and can even help spread the reach of your job ads through different channels.  That’s all well and good, but there’s one problem.  It doesn’t target passive candidates! It doesn’t proactively search for candidates that meet your unique needs, either. 

There’s a Better Way to Recruit Top Talent 

The best candidates aren’t putting their resumes on ZipRecruiter, or waiting to see ads to find their next job opportunity. They’re busy with their heads down working on complex challenges at their current company.  That’s why it’s crucial that your recruiting strategy includes an approach to find and connect with the qualified candidates you need to hire.  Whether that’s joining networking groups, private groups on LinkedIn or Facebook, local associations, or even honing your employer brand, you need a step-by-step strategy to connect with these professionals.  Of course, there’s always recruitment research solutions you can leverage to put you in touch with the right candidates for your open roles. 

We Have to Adapt to a New Recruiting Landscape 

The talent market has shifted dramatically in the last few years. As recruiters, our job was hard enough as is – so change can be difficult.  The good news is that by changing our approach and leveraging new tools and methods, we can still make quality hires in a timely fashion. It’s just a matter of rethinking our approach and being willing to try new strategies.