Though much of the information aggregated is free and publicly available, CareerLabs attempts to provide it an easy-to-consume format, Van Horne says, and offers it for companies of all sizes, even less well-known firms.
"We wanted to this be like a shopping experience, so it's modeled somewhat after consumer retail practices. Yes, much of this information is free and publicly available already, but it can be difficult for the average candidate to go find it. Not only that, many times this information's harder to find for smaller companies that might be a fantastic fit for a candidate, but the firm doesn't have the same name brand and it's harder to find," he says.
In CareerLabs' testing phase, Van Horne says the site's most popular filter has been Employee Morale, and the capability to search for companies with remote work opportunities has really resonated with millennial candidates.
CareerLabs has a team of data scientists continually aggregating data and identifying trends like this, he says, which will help companies looking to add or subtract benefits to better attract talent. He says that many companies have benefitted from social and etiquette norms that discourage candidates from asking about perks and benefits like vacation, work-life balance, parental leave, bonuses and the like.
"The things that potential employees want to know about are the very things they're told they shouldn't ask about in a job interview. Until now, there's been no incentive for companies to change in response to job-seeker demands. In this tight talent market, though, with our tool, companies are going to find that unless they focus on what their talent wants, they're going to lose out to competitors," he says.
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