Wenn

When a company starts to hire personnel for an open position, the typical procedure is to post the job on a job board and wait for a possible candidate to apply. Age-old and due for a change, this approach allows employers to reach only a 10 percent target audience, with the remaining 90 percent candidate pool not actively searching the listings. The numbers can dwindle to a lowly 1 percent as companies try to remain relevant amongst thousands of similar employment offers. Recognizing the anomalies of the current recruitment process, Michael Wenning, founder and CEO at Wenn, designed and developed a technology platform to simplify job searching and attract job seeker attention from all quarters, in turn improving the odds for enterprises to find the right talent.

Today, job applicants are particular about their work preferences and opt for businesses that offer benefits such as student loan reimbursement or a chance to work abroad. Unfortunately, companies have fallen short in understanding such employee preferences, despite offering lucrative employment prospects to aspirants. Research has shown that these businesses must rely on their brand value to excite and interest potential candidates; doing so presents newer challenges for aspirants who could find themselves lost in the maze of job application portals and unintuitive hiring channels

“The average job search takes five months, and the average person changes jobs up to twelve times in their career,” says Wenning.

Putting forth a job-seeker-first proposition to the recruitment structure, Wenn empowers applicants to review companies based on selective criteria rather than sift through job descriptions hoping to find a great employer. During an in-house survey to understand the needs of passive job seekers, Wenning realized that 92 percent of participants would still prefer to know if an opportunity with a great company came along, even though they might be unable to pursue the opportunity due to time or other constraints.

A perfect place to meet with companies, the Wenn Platform allows working employees to view a company profile and understand the reasons to apply or show interest if a future vacancy appears. Wenn also enables business owners and employers to showcase their culture and mission more elaborately and with distinction, encouraging the transfer from current reactive recruiting processes that depend on individuals applying for a job entirely. Usually costing companies high dividends to be instantly matched with a suitable employee, Wenn gives the ability to host a company profile at a minimal monthly fee instead of a high percentage of annual salary per hire. Wenn also aggregates all critical research points, and channels that have a significant prospective employee presence, including social media feeds and customized content, to enable businesses to generate a wider outreach.

Aggregating all the research sites that job seekers utilize to research an opportunity, Wenn identifies details of a company’s employee value proposition, about us, and benefits that are in sync with a candidate’s requirements and showcase only those businesses that are relevant. Previously unable to access the same talent interested in enterprises with recognized brand value, the Wenn platform allows candidates and companies to create better traction through curative viewership of online content that otherwise remains hidden. If a job seeker clicks the apply button, an application wizard pops up and showcases the type of roles available at companies that offer benefits of choice, and users simply need to click expand to understand more about their prospective employer.

In addition, the ability to upload a profile video that showcases personality vividly ensures that only companies that are compatible are brought forward [The purpose of the profile video is to give candidates the chance to sell themselves much better than just a resume can]. The superior data visualization allows employers to avoid unnecessary questions and prevent prospective employees from providing redundant information during the interview. For entry-level roles, the visual profile showcases soft skills that play a critical role when companies decide to hire.

With a plethora of otherwise hidden business portfolios at the tip of their fingers, individuals with existing jobs do not have to spend too much time finding employers with great reputations in the job circuit. Wenn connects personnel with companies that are a right fit by relating elements such as experience and common culture denominators. The recruitment solution provider also caters to creative professionals by allowing the hosting of digital portfolios; individuals are assured that employers will see the link, unlike the chance of it being missed in their resumes.

“Our user experience lets an individual fully research a company and apply for a job in minutes, instead of spending twenty to thirty minutes on an opportunity currently,” says Wenning.

From a company point of view, as most small businesses do not deploy an applicant tracking system due to a lack of postings at any given time, the Wenn platform is a gateway for them to zero in on candidates that have shown prior interest in the firm. Companies do not need a job posted at a particular moment, when an opening appears, HR can access a saved list of individuals that are qualified and interested in working; recruiters need only to select the candidates to meet and set up an interview.

“We enable businesses to adopt a proactive recruiting structure by hosting their profiles for potential candidates to view on the Wenn platform,” expresses Wenning.

Simple and efficient, small businesses without a dedicated HR professional can employ even less tech-savvy professionals to share company profiles and store candidate information. HR personnel or any authorized individual can select employee benefits from a common list, add the data to their profiles, and copy-paste the Wenn URL on their website and other media avenues.

We Make It This User Experience That Lets An Individual Fully Research And Apply To A Company In Minutes, Instead Of Spending Twenty To Thirty Minutes On An Opportunity Currently

As the HR community pushes to be seen as strategic partners rather than performing mediocre chores such as creating classified advertisements, Wenn empowers them to focus on their upcoming, more productive initiatives and build talent pools to support enterprise projects. For small businesses that do not require such complex recruitment orientation, Wenn is split into segments such as function, sales, marketing, and IT, making it easy for even the least HR-savvy business owner to proactively build talent pools, so when they’re ready to hire they know right where to go. HR personnel viewing candidates that have shown interest can select modules and interests and place them in a relevant segment before establishing contact. After the selection of personnel, companies directly send screened candidates information for a position of interest, and any supporting materials to highlight the responsibilities of a role.

Always improving and innovating the recruitment process, Wenn, to solve internal problems and keep up with popular recruiting trends, spent a lot of time tracking existing options to create a set list of core employee wellness benefits that businesses offer their employees. The thorough research allows companies’ on boarding the Wenn Platform to make easier selections of employee benefits and other data that is included in their profile. If a company has a specific benefit that they offer and is not on the roster, all they have to do is send a note, and it will be added. For instance, if a company were to offer a pet-friendly site, or help pay off student loans, then the benefits are immediately added as search criteria for their portfolios.

“We constantly gather data and identify trends, and when a specific employee satisfaction or assistance denominator achieves a certain limit in search criteria, the data is incorporated into our platform, further pushing the evolution of an employer-employee relationship and their offerings,” says Wennings.

Heading into the future, Wenn aspires to increase the number of people who like their job from a mere twenty percent to fifty percent initially and then reach the golden number of eighty percent.