How many times have you spent hours sifting through job postings, and mustered up the stamina to send off not one, not two, but three applications into the dark technological abyss, only to hear nothing back from even one of the companies?
Knowing this is all too common, Johnson & Johnson rolled out a new “candidate experience platform” in the U.S. this week— called Shine — that the company says will bring people who apply for jobs there greater transparency by letting them see what stage their application is in at every step of the hiring process.
Sjoerd Gehring, Global VP of Talent Acquisition and Millennial ERG leader at Johnson & Johnson, talked Ladders through the ins and outs of how the new platform will work.
Here’s what job seekers should know.
How it works
As for the name, Shine, “we’re really trying to shine a light on a black box experience,” Gehring told Ladders.
After applying to a position at Johnson & Johnson, applicants are invited to the Shine platform where they can see how their application is faring behind the scenes. They’ll find out the expectations up front, Gehring said.
Since the tracking system updates in real time, applicants can see where their application is at any given moment, plus get a feel for how long it takes to move between points.
But say someone applies to multiple jobs at the company? They can monitor each one’s individual progress on Shine.
— JNJShine (@JNJShine) October 17, 2017
It still may not be quick
“We never rush into hiring decisions, but what we’re able to do is be much more transparent with job seekers in terms of what they can expect,” Gehring told Ladders.
Once you submit an application, it isn’t necessarily all go, go, go on the company’s side.
“Depending on where you are in the process and when the process ends, you could get a call from a recruiter, definitely a call from Johnson & Johnson,” he said.
What happens if you don’t get the job?
It may not necessarily be the end of the line — you may still have a future at the company. Shine provides job recommendations for other positions at the company to those who don’t make the cut, according to Gehring.
The need for transparency in hiring
Gehring said that when they approached job seekers about how Johnson & Johnson could improve, transparency was their top concern.
Shine wasn’t “modeled after any other organization,” he said, since “hiring hasn’t seen much disruption in decades.”
Referencing companies like Amazon, which lets customers track their packages and Netflix, which recommends content to consumers, Gehring said that they want to be able to “bring those relevant expectations into the hiring process.”
Gehring told Ladders that Johnson & Johnson receives about one million resumes each year worldwide. But while Shine was unveiled this week in U.S. — the company’s biggest hiring market — the platform is expected to launch in other areas of the world in 2018.
The extent to which other other companies will follow suit remains to be seen. Job seekers and recruiters will be watching.
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