How would you measure the success of Facebook Jobs?

Comprehension: FB Jobs is a way for employers to connect with prospects and prospects to connect w/employers within the FB portal. It is free for prospects. Employers pay a fee. The post behave as Ads. The revenue generation model here are the ads. But the ads are irrelevant if the prospects do not see them, click on them and submit applications via the portal.

Clarifying Q: When you say improve, I assume we are talking about improving adaption, retention, engagement, Task success and overall satisfaction with the product. That's what is going to drive revenue i.e., keep employers and prospects using the app.

Typically I would choose one customer segment but this question is really two sides of a coin as both want the same thing. Employers want to hire and prospects want to be gainfully employed. They both seek a happy conclusion.

FB Jobs falls in line with the guiding principle of bringing people together and there are some high-level north star metrics to consider: Increase the number of successful candidate submissions on both sides of the coin. Increase engagement, both side of the coin within app. Drive revenue, increase adaptation of employers using FB jobs. Increase no. of employers seeking jobs via FB Jobs.

Trade-offs: I would typically go into this after brainstorming and applying HEART framework but for this question I think we should preface with Why? Why would FB get into this marketplace considering issues around privacy (Most people do not want their social media profiles to be their professional profiles. In fact, most people are pretty itentional about how they share for that purpose. In this marketplace, there is linkedin, glassdoor, Indeed, Hired, etc. It's a pretty competitive landscape. So the Q is: What competitive advantage does FBbring to this marketplace? FB, for employers and prospects, could leverage the connectedness of FB to create more meaningful and suitable matches. FB, via, existing functionality could, incorporate interviews where the competition is just now trying to figure that out.

Brainstorming solutions

• Currently, FB jobs appears to be Indeed lite.
• It is not promoted w/in the platform.
• FB is competitively advantaged to coordinate that 1st interview w/in platform. Something it's competitors are only now trying to do.

Thinking out of the box

With meta, FB can create an unparalelled 1st impression using mixed/virtual reality. 

• Imagine if you were a user experience designer and could walk your interivewer thru a world you designed. 
• Imagine if you were an engineer and were able to do extreme programming in an interative interview as opposed to a whiteboard.

• Job seekers can create a professional profile. Post relevant things there and link that to their applications. Notifications can be sent there and to private pages when an employer reaches out.

  Employers will need an employers page designed for job seekers ( for larger employers) or to their website where jobseekers can get a better idea of the company (location, customers, segments, products,etc.)

Interview scheduling and execution within app

FB has this capability via reels, groups, etc. It would only require an additional integration via outlook, google, etc.

The virtual on-site.

 Work with larger corporations to create a virtual campus visit so prospects can see how teams collaborate.

Enhance the existing

• With existing functionality and the social network,  prospects can easily within the platform research the company (i.e., see if they have friends who work there, take tours of the location and access their cusutomer-facing-pages)
• Streamline administrative tasks via better filtering and weighting upon more relevant requirements. 
• Allow employers to spend more time engaging w/prospects as oppsed to processing them.
• This could be an immediate interaction w/ employers and prospects.
• Provide some additional customization for employer and prospect to facilitate that more useful connection.
• Allow for measured treatments of criteria (job has 10 requirements weight them on the employers end from 1-10, creating a more cohesive match.)

Summary

Indeed lite is not good enough to compete in this marketplace. There are too many legacy options who are better placed. FB will need to prioritize its network w/out the fear of having employers snooping around into private FB profiles.

I would prioritize existing site enhancements to meet the threshold within the marketplace and focus on features that would leverage existing social networks. 

• Is this a prospect a friend of someone who works are the org? 
• Does this company employ a friend? 
• Does the company build something I have liked in the past? 
• Target potentional prospects based upon those users having either liked or purchased from the company. 
• Streamline the process of posting, filtering and sorting thru relevant applicants and provide employers with a dashboard where they can see how their ads perform relative to other ads from similar companies.
• Employ AI to present the prospects with more relevant ads based upon ads they have previously clicked on.
• Prioritize interview scheduling capabilities. 

Long pull here is VR/ER. This could be a game-changer but the effort is high and the adaption might not quite be there yet. But ultimately, the virtual onsite, the virtual portfolion walk thru could be tremendous for some professions.