What product changes does Bayt need to make to improve growth in 2017?

"On Bayt,  I'm contented to meet people who thinks differently and search new opportunity". Truthfully, I want to come back to Bayt product every day to have meaningful ways to advance my career every time I come back.

For me Bayt.com as employment site  to sit on a goldmine of information to me and other users, they:

1. know how the careers of others has progressed and can give users meaningful advice.

2. know whether any job is becoming more or less defensible in the industry.

3. Ask users for my career goals and help them build up towards them.

4. Know which of career friends work at companies that are aggressively hiring.

5. Know how much the market wage is for various job and whether we've above or below it.

6. Know which of my contacts could be looking for jobs.

7. Know tons of interesting people with similar interests in my area that I could be networking with (Weave was one product in this space).

8. Know or (with enough concerted effort, which they have resources for) could know all the relevant professional events/conferences in my area I might be interested in.

9. Know what skills are in demand and know what classes are available to teach them.

10. Know where I've worked and who I knew from there.

 My suggestions  for Bayt to grow products in:  

First: Focus on the mission, not on optimizing clicks or reading time in feed .

Second: Focus on  ill defined problem to solve than the relevance of feed stories to build products that ambitiously succeed.

Third: Include a feed story about data-driven personalized trends in various industries .

Fourth: Focus sight of your real value proposition to have long term success strengthen with growing news feed and an amazing growth team that keep going finding new ways to re-engaging the audience and bring them back to feed every few hours.

Thanks for the invitation. I wouldn't necessarily pick any one of those 4 options as none of them totally represent my view, but I'll suggest the following improvements for Bayt in 2017:

1. They need to make the scoring and ranking update across all specialties instantaneous with the change that happens to the specialty score. 

2. The inbox messaging system needs to include attaching files

3. They need to have a forum wall under each specialty where people can do multiple posts under the same topic

4. They need to add "status update" to personal profiles where we can post status like we do on facebook and linkedin

I joined Bayt few days ago, first time I watched news feed I was pleased to find a friendly community where I can advance my skills and career,  I need Bayt to do well than other social networking as Qoura and LinkedIn,  upon this Bayt's people with new ideas and professional expertise will differentiate Bayt from other rival products.   

1. Have live workshops in regions Bayt wishes to address concerns, or recruit people.
2. Promote key Specialties like Entrepreneurship, Digital Marketing & Leadership with high profile events to become content leaders.
3. Real time Specialty score updating required
4. Videos on youtube and snapchat need to be made and circulated to cater to the younger audience who will eventually become future leaders

I see and I hope that the site focuses only on employment

Producer  is trying to break the unity of the impasse reached by the Surat item in the eyes of the people as evidenced sales firming at a certain point with a tendency to slow decline and that the initiative to conduct calculated and significant changes in the qualities and characteristics of the item and its specifications and advantages in an attempt to attract new buyers  and increase use among current buyers rate.

Thank you for the invitation...........  You're contented to meet people who thinks differently and search new opportunity on Bayt.

Thanks Ms Ghadda for this excellent Question. 

For my field (Scientific and laboratory equipment) Bayt is far more behind. Bayt footprint is too selective and not covering all market verticals plus the geographical domains.

Linkedin had quite an effective footprint plus the groups activity they have for  "Like minded people" is very much supportive not only for candidates  but also for employers and head hunters. 

Manage job postings with diligence More often than not, jobseekers are drawn to minuscule particulars of the job– they wish to discover all there is to know about it and no amount of detail is superfluous. As an employer aiming to have your employer brand prevail, make sure all vacancies you publish (online, in the newspaper, etc.) comprise a thorough and eloquent job description. Throw in supplementary excitement stimuli here and there about perks and benefits and other development opportunities. Include your logo and a brief and concise narrative of who you are, what you do as a company and what the company stands for.

Incite candidates to want to join you and to want the job no matter what! Let everyone know that you are hiring while putting your best resources and efforts into making it a pleasant experience for job seekers. At the same time, make it very clear that you are firmly and steadfastly committed to your employees by expounding on such items as company culture, retention programs, employee satisfaction surveys and employment standards. Differentiate your company in the job posting by expounding on not just all the items you require of prospective candidates but also all the items that make your company a preferred place to work.

2. Manage your company website with diligence With typically no less than eight hours of work a day, five days a week in the same office, a company becomes an employee’s second domicile and its staff becomes, voluntarily or not, a second family. According to the What Makes a Company an Attractive Place to Work? poll, 76% of professionals will always turn to the internet to research a company when considering a job opportunity. Therefore, you can undoubtedly count on prospective candidates to pay your website a visit to dig into details that would ease their hearts and minds. Make sure your website is a winning one! This is not simply a matter of using the right graphics, colors, images, backgrounds and formats. You need to make sure your vision, mission statement, values and culture are all very clearly and concisely articulated. Show potential candidates why they should and would want to join your organization and the benefits they will reap once part of your team. Including pictures and videos and biographies of your existing staff/management and keeping content up-to-date would also contribute to make your website even more compelling and your vacancies even more in demand.

3. Manage candidate job applications with diligence Hiring managers and recruiters all over the world receive gargantuan masses of job applications every single day, some of which may be appealing enough to call the subject in for an interview, and others of candidates who could be unqualified, overqualified or simply totally irrelevant. However, this does not imply unfit candidates can be ignored and left in the midst of uncertainty. An employer aiming to have their employer brand prevail does, of course use all means available to screen and qualify talent and source only the best, however they do, as well, take the time to actually reply to all applicants, regardless of whether or not they were successful enough to proceed to the next stage.

In fact, there is nothing more frustrating to a candidate than not being acknowledged by a company after putting the time and effort to research it, apply to it, and trust it enough to want to join it. Your employer brand is calling you to take action: a simple, “Thank you. You have not made it to the interview phase,” will not only ease the candidate’s doubt, but it will also showcase the professional and dedicated person that you are, and the respectful and considerate organization that your company is. Brand yourself the right way– make every point of contact with the outside world a professional one!

4. Manage job interviewees with diligence They have developed interest in your company, they have researched your line of work and your culture and liked it, they have succeeded in getting to you via their carefully-written job application, and they are now here for the interview. Your employer brand has, hitherto, been on the right track, but it does not end here! The interview represents the perfect setting for you to convey an exemplary image about your company and yourself. Do be on time, do be professional, do be friendly and most importantly, do put the interviewee at ease. Remember, you are not simply making a mere business transaction. You are aiming at recruiting a “relationship” before recruiting an employee. Always aim at guaranteeing a winning relationship via the recruitment process whether the prospective employee does or does not get the job. Solid recruiting relationships translate into a more solid employer brand!

5. Manage employees with diligence Nothing can boost an employer brand better than having existing employees willingly want to brag about your organization! Satisfied employees often tend to volunteer to tell stories about their company’s unrivaled success, unique culture, and exquisite bundle of values. Make your employees happy: reward them when due, support them when needed, and leave the doors open for communication at all times just so they know they can come to you for both positive and negative feedback. Transparency, integrity, support and gratitude are what talents are after in their quest for their ideal employer today.

6. Have a compelling online presence One of the key benefits of the web is that it allows you to create profiles on different platforms that all reflect your company’s unique brand and message. A cohesive brand is especially important when you’re reaching out to and trying to attract top talent. The simplest thing to do in order to figure out your online reputation is to Google the name of your company. Are the top 20-30 results positive? Are there any negative customer reviews? Prospective employees should be able to look at any one of your profiles and get a good feel of what your company is about. In addition to having elaborate, well-thought-out website and social media profiles, you need to create a company profile on a high traffic, leading job site. 80% of professionals check a company’s online profile before applying to its advertised jobs, as revealed in the poll.  

7. Actively engage with job seekers online It’s important to reply to your online followers quickly and diligently. Never ignore or delete their comments. You can also ask for their opinion or feedback. The same social media poll revealed that 55% of professionals feel they are more likely to be hired if they are active online. 

2-  You're contented to meet people who thinks differently and search new opportunity on Bayt.

Dear Ghada, 

If I were you I would add a fifth choice for those who do not understand the question, or unsure about their answers, or want to answer the question differently. When you force the audience to pick an answer that they don't understand or don't agree with, then you will risk getting unreliable results.

As for me, I think Bayt is doing well; however, they cannot just say that we've done what we are supposed to do and leave things unchanged or unmodified for a long period of time.

The market is constantly changing; therefore, companies need to respond to the ever-changing consumer behaviors. And the online environment in particular requires companies who shifted from offline to online to constantly add new features and contents and change the way the website is set in order to increase the online trustworthiness - this is the ABC of online marketing.

Always, 

Ammar