Sat.Jan 03, 2015 - Fri.Jan 09, 2015

Facebook’s Hiring Surprise is Good For Sourcing & Recruiting

Boolean Black Belt

Nearly a year ago I stumbled across an interesting post on LinkedIn that revealed that Facebook’s single biggest recruiting focus was NOT what most people would assume. Can you guess what it might be? Software engineering? Infrastructure? Wrong. People and recruiting? Not even close.

How to: Radically Improve Your Candidate Response Rates in 2 Easy Steps

Social Talent

At Social Talent, we’re big believers in learning from the successful practices of other industries, and applying them to our own in order to help improve our own. So when we first saw this research from Yesware , an email productivity service for salespeople, we got very excited!

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PODCAST: How Employer Branding Impacts Your Recruiting

Glassdoor for Employers

When SkilledUp reached out to me to do my first podcast on how employer branding impacts your recruiting, I pounced at the opportunity to discuss a topic I was so passionate about.

Strong Interest In The 2015 Mobile Recruitment Awards

Web Based Recruitment

We are pleased to report that there has been strong interest in our 2015 Mobile Recruitment Awards. Now in their second year the awards will acknowledge those companies leading the way in the use of Mobile Recruitment and at the same time help raise the awareness of Mobile Recruiting best practice.

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2020 Report: The Future of HR

Paycor asked more than 500 leaders of medium and small businesses to talk about the present and future of HR. Download the guide and see what they said. Their responses will surprise you!

Capital Improvements: Why VC Firms Are Betting Big on Glassdoor

Recruiting Daily

While it might not be the sexiest of sectors, the market for recruiting and HR technology remains red hot, with well funded and pedigreed startups proliferating in an increasingly competitive arms race for the estimated $90 billion in annual spend this segment represents.

More Trending

Genesys Puts Emphasis on Employee Engagement

Glassdoor for Employers

What a wonderful surprise it was to discover that Genesys was chosen by Glassdoor as one of Glassdoor’s Best Places to Work ! The honor is especially meaningful knowing that it came from those who make Genesys what it is by living our values every day – our employees.

Why Talent Advisors Must Be Curious Observers of HR Technology

CareerBuilder

In the constant flurry of information that one faces on a daily basis as a talent advisor, it seems HR technology is the area making the most noise. HR technology is important, and it’s a reality. When it comes to HR tech, what knowledge is truly needed in a talent advisor role?

What Staffing Agencies Really Want From Corporate Recruiters

Recruiting Daily

After writing about what corporate recruiters really want from staffing agencies , it only seemed fair to turn the tables and discuss what those on the other side of the aisle really want from those of us in corporate. So, if you’re working in house, listen up. I mean, look, I get it.

5 Crazily Interesting Sourcing News Stories to Kick-Off 2015 – 5 January 2015

Social Talent

In the news this week: Only 11% of Silicon Valley Executives are Female. Marissa Mayer, CEO of Yahoo! It’s no secret that Silicon Valley and the tech industry as a whole has a gender equality problem.

Preparing for the Workplace of the Future: HR’s Role

Speaker: Robin Schooling, Managing Partner, HR + People Strategy, Peridus Group

Join Robin Schooling, Managing Partner, HR + People Strategy with Peridus Group, to learn what you can do now to prepare yourself and your organization for the future workplace while simultaneously solidifying HR’s impact as a strategic and influential leader for business success

Winning Glassdoor Employees’ Choice Award Changes E.

Glassdoor for Employers

I have to admit to being thrilled when I heard Kareo was named a Glassdoor Best Place to Work. Being selected as the 22nd Best Place To Work among small and midsize businesses in the U.S. changes everything. Not just for me as a recruiter, but for the whole company and everyone who works here. How we did it. I’ve been asked how we went from just a few reviews on Glassdoor two years ago to winning this award.

#FirstInHR: How to Recruit and Hire Like a Pro

Recruiterbox

You’re new to hiring. Because, well, you’re not a hiring professional really. The small business owner you work for spends 35-45% of business hours handling employee-related paperwork , recruitment, hiring, and onboarding… in other words, they double as an HR professional.

Identity Theft and HR: Is Your Employee Data At Risk?

Recruiting Daily

If you’ve seen one of those ridiculous LifeLock commercials on TV, read the advice columns in Parade Magazine or are an aficionado of crappy Melissa McCarthy comedies, you’re already familiar with the concept of identity theft.

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New Year, New Goals – Is Social Recruiting on Your List?

Recruiting Toolbox

I hope you had a great holiday season and got some time to relax. As for me, I spent this holiday season enjoying discussions with extended family followed by a vacation to Mexico. When I need to think, lying by the beach with the sun baking away is the best.

HR Benchmark Report: How to Recruit, Coach & Develop Teams

Do you really want a team of all-stars? Instead of trying to hire all Type A high performers, research shows it’s much more effective to hire a mix of personalities. In this report, Paycor will explain why and how to go about assembling, coaching, and developing effective teams at work.

What Makes HubSpot a Best Place to Work

Glassdoor for Employers

Ask any CEO if his or her company is a Best Place to Work and I guarantee you almost 100% of them will respond with a resounding “yes.” We all think we lead exceptional organizations with outstanding cultures, but at the end of the day, it’s not our opinion that matters.

Job Seekers are from Mars, Recruiters from Venus

CareerBuilder

I spent a long time as a recruiter, and I now work alongside great recruiters every day as I help my clients look at their hiring methodologies. Technology is changing everything for talent advisors.

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Candidates Are Users, Too: Why UX Matters in HR and Recruiting

Recruiting Daily

Have you ever actually applied for a job that’s posted on your careers site? Yeah, I’m guessing from that blank look that the answer is probably never – or at least, it’s been a while, if you’re like most recruiting and staffing practitioners.

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Recruitment Forecast 2015

NPA Worldwide

If you track the future of recruitment and you do not know Bob Marshall, you should tune in. Bob’s site is www.themarshallplan.org ; he is great at providing recruitment analytics and fact-based information on the current status of employment and how it will impact recruitment.

The Art of Selecting Candidate Pre-Hire Assessments

Speaker: Melissa Dobbins, Founder & CEO, Career.Place

At the core of successful hiring practices is the fair and accurate evaluation of skills, abilities, knowledge and other criteria for a job. One powerful method to do this is through psychometric assessments. The right assessments used in the right way provide objective evaluation of criteria that are far more accurate than interviews alone. Unfortunately, choosing the wrong assessments or using assessments in the wrong way can lead to bad choices, biases, and even discriminatory practices that violate compliance standards.

Why VC Firms Are Betting Big on Glassdoor

Glassdoor for Employers

The following article originally appeared on RecruitingDaily.com. You can read the original article here.

3 Benefits of Maintaining Work-Life Balance in Your Business

Spark Hire

With the ever-growing popularity and constant advances in technology, many employees are finding it difficult to achieve a work-life balance. When your employees lose track of the precious line dividing their personal life from work life, your business is in danger.

They Buy Anything: Selling HR and Recruiting Software To Suckers

Recruiting Daily

'With so much money pouring into HR and recruiting software at the moment, there’s never been a better time to monetize your confirmation bias, take up that cliched chorus of “ recruiting is broken” and release a tool that takes any element of “human” out of Human Resources. In this market, all that stands in your way are those shadowy, purse-string-wrangling HR leaders and decision makers you’re going to need to get past to make a sale and cash in. 10 Steps For Selling HR & Recruiting Software (Even If It Sucks). But how, exactly, does one direct an HR Director to buy their software and profit from the power of their purse strings? It’s not easy, but here are 10 things HR and recruiting technology vendors can do right now to start up, cash in, sell out and bro down! Step 1: Say, “It Has An Algorithm.” First, don’t worry if you have no idea what the hell an algorithm actually is – neither do the majority of HR software buyers. What they do know is that it’s one of those big buzzwords that internet and consumer technology companies seem to be using all the time, and it sounds really important. Of course, all you have to do is say “it’s like Google,” which all of them obviously use, and some of the more savvy ones might even understand more advanced technical terminology like “matching” or “ranking,” but don’t worry about backing up your BS. Just keep saying that your tool has a new algorithm, and if pressed, tell them it’s proprietary and shoot them a knowing look. They’ll shut up. If not, just say it’s better than the search feature on LinkedIn, and you’ll inevitably kill off any further questions. Remember, it’s always a best practice to point to the purported strength of your algorithm to cover up your horrific design choices and terrible user experience. If a prospective customer mentions that they’re considering another tool or talking with one of your competitors, make sure to belittle it and claim that the clunky, ugly interface you preside over is “hardcore computer science.” Step 2: Hold your clients to a lengthy ‘implementation period.’ Remember back in the good old days, when we all sold databases that required buyers to add on a bunch of additional hardware and ancillary software to make your solution (sort of) work? Sadly, the development of user friendly, intuitive and powerful software in the consumer market (and every other business function, for that matter) has caused HR buyers to expect more before finally signing on the dotted line. That’s why it’s important to help indemnify your company against any expected or promised level of service by insisting on a lengthy “implementation period.” In almost every other discipline, software is now sold as a service, with data stored on servers in the cloud (which, like algorithm, is another ubiquitous buzzword worth busting out). Tell your buyers that storing data remotely is insecure and a “risk” that could lead to potential liability. The mere mention of the word “risk” will get their attention; after all, this is pretty much the Kryptonite of every HR department. Step 3: Don’t Open Your API; Make Clients Pay A Premium For Existing Data or 3rd Party Integrations. After your buyer has agreed to the customary, lengthy implementation period, you’re now ready to start delivering half of the functionalities and features you originally promised or that they requested during the software selection process. Be sure to intentionally omit any particular features that they seemed to really like when you were demoing your product, as these can be added on after the fact as “modules,” which can be priced and upsold accordingly. Similarly, if they’d like to import their existing candidate or employee database, make sure that you charge them to migrate and/or access their own data. Remember: compatibility is for wimps! Why the hell would you even think about letting them use another tool that’s probably far superior to yours? The easiest way to preempt this is simply to make exporting their data as difficult as importing it was. Problem solved. Step 4: They”ll Want Analytics. So Add A Graph! If you’ve been to any conferences or read any blogs recently, you’ll already have heard that “big data” is the next cool thing that every HR and recruiting pro needs to succeed. This is why you should start peppering this meaningless buzzword into any conversation about your tool/app/rebranded ATS, which, of course, takes a “Big Data approach” to anything that it can’t actually handle. Don’t worry about getting called out on this; like “algorithm,” it’s a magic #HRTech word that no one has to know is really an empty cliche. You will, however, probably have to provide some basic “analytics” to your users. This is why it’s important your software not measure anything that encourages end users to ask more questions or discover the limitations in your software; this is best achieved by making generating reports or analyzing data so impregnable and counterintuitive that the user is forced to rely on the templates that come prepackaged with the system. Don’t encourage them to expect anything that they can really use; you, of course, will be providing everything they need right out of the box. They can’t question what they can’t measure. Step 5: Advertise your software as a “white labeled” solution. Let them upload a low rez.jpeg of their logo. Hey, culture is hot right now, so when selling to HR and recruiting buyers, make sure to tell them your software can help them “differentiate” themselves and “level the playing field” in the “war for talent.” For most buyers, the concept of ‘culture’ will probably boil down to uploading some generic photos of their office and a company logo. Let them do this, and maybe even score extra points by allowing them to link to their Pinterest page. If your buyer seems really fixated on their unique culture, refer to candidates and applicants as a “talent pool.” They’ll love it. Step 6: Copy a competitor’s tool. The HR and recruiting technology has seen the proliferation of so many products at the moment that there’s undoubtably going to be some tool out there that does the exact same thing as the software you’re selling. It probably even does it better. But beating these competitors means more than just relying on buyer ignorance or indifference. In some cases, you’ll be well advised to implement a “sort of” feature that does “almost” the same thing if you need to ensure a sale when up against a direct competitor; don’t worry if it’s not as good as the original tool you’ve copied. All that really matters is that you’ll still hit the requirement and let them check the box on the RFP. There won’t be any repercussions, since the buyers are invariably not the ones who actually have to use the software, so will never know that your solution doesn’t deliver as promised. The best thing about these MSFs (minimum saleable features) is that with enough of them, you can bolt together a bunch of crap on the same code base and call the resulting Frankensuite a “platform,” which in turn lets you make even loftier claims about your software’s capabilities. While the most prudent recruiters know how to use the right tool for the right job, let’s reiterate that buyers are not the users in this case. If you can sell them on the Quixotic dream of “seamless interactions” and “end-to-end solutions,” then they’ll play along – and probably be blind later on to the reality that your platform is nothing more than a hodgepodge of “almost tools” cobbled together. Step 7: Say Your Software is “Social.” The social bandwagon is still trundling along nicely (at least if you’re in consulting or product), and while the early adopters and forerunners have already realized that being truly social requires actually having the time and personality to create meaningful engagement, there’s still a huge percentage of the market that still wants a shortcut – and is willing to pay a premium for the privilege. You can cash in and make money off these lazy laggards by simply providing links to Twitter, Facebook and LinkedIn – throwing in a few feeds and calling it an “integration” should be enough to get away with calling your software “social.” Remember, the best part about “social” is that it can’t be owned by a service provider. Instead, it relies on the end user taking the time to develop authentic, compelling communications and content – so if it fails, it’s never the fault of the tool; the blame lies entirely with the end user. Brilliant, right? When you inevitably talk about “social” as a vendor, it’s very important to remember to only do so in the broadest and most sweeping of terms, as HR departments are a bit flighty, as a rule; only last week, they banned all use of social media and set up restrictive policies and procedures to preempt its use. Now, they’re at the other extreme end of the spectrum; every HR department really, really wants to adopt social, and are doing so with “social tools” that basically do nothing more than spit up and regurgitate job postings to the few bots that happen to follow them. Of course, if you just RT them or are that one like they get on their careers fan page on Facebook, they’ll think you get it. Step 8: Reinvent the Wheel; Charge Them For A Tool They’re Currently Using for Free! When adding features, it’s important to monetize the tools that HR and recruitment are already using for free. For example, Skype and Google Hangouts are free of charge, easy to use and have been successfully utilized for years for remote interviewing at employers all over the world, resulting in abundant cost benefits, scalability and sustainability. Of course, one can easily argue that Skype and Hangouts have inferior quality or (as always) put companies at risk due to data security issues, for example – you might need to get creative, but you should easily be able to get away with adding some weird functionality like recorded responses or a rating system to get them to start shelling out the big bucks for your shiny new software. Video interviewing is valuable because it allows a human connection, after all, so obviously the best way to create that connection is to throw up a bunch of standard questions and have people pre-record their answers so that you can’t engage or follow up with them at all, nor personalize your approach in any way. Makes sense, right? Step 9: Force the Customer Into Your Workflow. Despite their protestations that they face unique challenges and possess particular competitive advantages or market positioning, that hasn’t stopped a huge number of employers from forcing their candidates to fill out a ton of generic and redundant forms, often forcing them to duplicate efforts like inputting personal information several times throughout the hiring process. This sucks for them, obviously, but you’re a software provider, so you only have one concern: pleasing the buyer. Forget ‘candidate experience’ and remember that it doesn’t matter to you in the slightest if candidates have to apply in triplicate if it makes the client happy. Remember, you’ll only have to actually reveal the absurd workflow or arcane user interactions your system requires after the buyer has already been locked into a contract. What happens after the fact is their problem, not yours – the onus is on them if their end users get so fed up with your system that they try to bypass it by doing insane things like e-mailing themselves resumes or even – gasp – printing off hard copies for easier access. Not your circus, not your monkeys. No matter how badly your system sucks, clients are trying so hard to differentiate themselves to prospective employees they’ll never notice that you make all of them jump through the same hoops or use the exact same instance of your software. It’s best to make sure that these workflows cannot be altered, and maybe even add a few roadblocks or extraneous steps just for fun. Step 10: Never talk to anyone during the sales process who will actually be using the tool. We’ve saved the most important step for last, so pay attention. Before selling anything to anyone, before you even go to market with your software product, it’s imperative to never, ever talk to any actual HR or recruiting end users. Most people who will eventually be stuck using your tool actually want to be saved from repetitive tasks, manual data entry or other high effort, low reward tasks probably required by their current software. In fact, they’ll want a tool that enhances their capabilities, have a list of workarounds or process gaps that they want addressed to fix shortcomings in their existing technologies, and maybe, worst of all, come with a few ideas or additional requirements of their own. While listening to these end users would probably improve user experience and the overall efficacy and adoption of your tool, these iterative improvements and boring back office offerings are incredibly unsexy and unattractive to the buyers and decision makers in HR, who will never themselves touch the tool you’re building. This is why it’s best to completely disregard potential users entirely. Rule of thumb: If they don’t pay, they have no say. Which is why candidates really should just shut up, already. Time To Start Selling! Armed with this sage advice, you’re now well prepared to produce a tool that’s going to generate a lot of buzz and a sizeable amount of venture capital or other institutional investments while doing nothing to improve an employer’s ability to recruit or retain people. Remember that there’s no individual or human interaction that can’t be successfully suppressed, ignored or automated away into oblivion – as long as you’ve got the right tools in place, of course. Which is where you come in, naturally. Now, go close some deals. About the Author: Matt Buckland is Head of Talent at Forward Partners an investment studio for early stage UK ecommerce startups. Based in Hoxton, London, Forward Partners combine investment with practical hands-on expertise and insight. He also blogs at The King’s Shilling. Follow Matt on Twitter @ElSatanico or connect with him on LinkedIn. Blog Posts HR & Recruiting Technology Recruiting Recruiting News Recruiting Products Social Media and Recruiting Tools cloud hr technology matt buckland Products Recruiting Advice Recruiting Industry Recruiting Software social recruiting'

45% of Employers Expect to Raise the Minimum Wage in 2015

CareerBuilder

As CareerBuilder CEO Matt Ferguson previously mentioned , the U.S. job market is turning a corner as caution gives way to confidence. More than one-third of employers expect to add full-time, permanent staff in 2015, the best hiring outlook from CareerBuilder’s U.S. Job Forecast since 2006.

3 Reasons to Invest in a Learning Culture: RECRUIT, RETAIN, ENGAGE

One of the least explored and most effective ways to drive recruiting, retention, and overall employee engagement is to establish a learning culture. If this is an area where you need help (or if you could just use a refresher) let Paycor walk you through actionable tips and insights on how you can develop the learning culture that works best for your business.

PODCAST: How Employer Branding Impacts Your Recruiting

Glassdoor for Employers

When SkilledUp reached out to me to do my first podcast on how employer branding impacts your recruiting, I pounced at the opportunity to discuss a topic I was so passionate about.

Top 5 Talent Management Trends for 2015

Capterra

The talent management space has undergone a lot of change over the last year. From deeper integration of talent management and training software, to a huge ramp-up of social recruiting on networks like LinkedIn , big trends are visible everywhere you look for HR departments.

How to Decide When’s the Best Time to Use Video Interviews

Spark Hire

In the past few years, video interviewing technology has taken the HR and staffing industry by storm. Currently, six out of ten companies are utilizing video interviews in their hiring and recruiting process.

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3 Talking Points From the December 2014 Jobs Report

CareerBuilder

While temperatures plunged and a deep freeze gripped much of the U.S. , job creation thankfully continued to thaw. According to the December 2014 jobs report released this morning, U.S.

Recruitment Marketing: More Than Revamping Your Career Sites

Speaker: Matt Alder, Host & Producer, The Recruiting Future Podcast.

Talent acquisition functions are fixated on developing an authentic employer brand. However, that's not the be-all and end-all. When it comes to attracting candidates, you need to have targeted recruitment content at every stage of the candidate journey where they may interact with your company - your careers page, job descriptions, and social media.Join Matt Alder, Producer and Host of The Recruiting Future Podcast, to learn how to refresh your recruitment marketing efforts and set yourself apart from competitors.