Improving Current Methods Is Mandatory Right Now

• Current industry technology and business processes don’t or can't focus on or support the candidate. 
• COVID and pre-COVID low unemployment rates means high turnover! Talent and training is walking out the door!
• Unemployment/under-employment still exists in many industry segments.
• Student loan burdens continue to grow and defaults are rising, impacting millennials and their families.
• Finding candidates lost in the black hole of the current online job search paradigm—too many resumes and job requisitions in the online ether = chaos = bad matches or no matches=no feedback=poor search experience.
• A direct, two-sided need exists NOW to connect employers with candidates.
• JobXü’s built in video conferencing, video portrait, and other secure communication features allow candidates to connect visually, orally and by text/email from either direction.
• Data visualization and metrics are needed to prevent mis-hires and identify processing inefficiencies.
• JobXü promotes all things that make candidates unique to introduce “the whole candidate” creating a match, reducing turnover and making all participant happy.
• JobXü leverages, clarifies, and projects military qualifications and experience.
• JobXü identifies work style traits and preferences, occupations, and training programs where candidates are likely to succeed, and the criteria to meet job specifications posted by employers.
• JobXü organizes all the candidate’s employment information in a single place = JobVault.
• Career centers often struggle because they are understaffed and underfunded rendering them ineffective.
• Apprenticeship providers should focus on training not job hunting. We present the jobs.