Comments on: 6 Best-of-breed Solutions for Talent Acquisition in 2013

By: Jobvite’s Big Social-media CRM Launch Leads List of New Tools - ERE.net

Jobvite’s Big Social-media CRM Launch Leads List of New Tools - ERE.net — Thu, 07 Feb 2013 18:44:16 +0000

[...] sure you have heard of the applicant tracking company Jobvite (a company whose CEO Dan Finnigan says is already [...]

By: Matthew Evans

Matthew Evans — Thu, 31 Jan 2013 13:29:54 +0000

http://www.tazio.co.uk/ is an advanced online digital interview platform. Recruiters can set an unlimited amount of audio, video and text based questions that candidates then answer via webcam.

Each interview is completely customizable to improve company awareness.

Adapting to this process saves employers not only valuable time but significantly reduces cost during the recruitment process.

A lot of companies with a lrage turnover of staff are now taking on this kind of software as the main stream recruitment process, while research proves that candidates prefer this method of employment application too. So therefore it is only a matter of time before this method is seen across all areas of recruitment.

By: Ryann Reddy

Ryann Reddy — Wed, 02 Jan 2013 16:29:51 +0000

Namegeneration.net is another great service. It brings social and professional data together in one place. It includes contact information and links to sites that make up an individuals digital footprint. They also develop email addresses based on an individuals name and current company using common naming conventions. They offer a 7 day free trial to boot.

By: Antoine de Brabant

Antoine de Brabant — Wed, 02 Jan 2013 16:23:42 +0000

Lookout for http://www.jobbook.com

By: Michael Brown

Michael Brown — Thu, 27 Dec 2012 19:48:47 +0000

This is a good list and I agree with the comments about the cost of most recruiting solutions. I submit for the record, WorkedWith.com. A solution that is free for both candidates and recruiters. Candidates let WorkedWith interview their references upfront and provide them a personal url to share with one or more recruiters. Recruiter don’t have to waste time chasing down a candidates’ references and are certain they are hearing verified reference, because we do the work for them.

Win-Win

We are in public beta: http://workedwith.com

By: Keith Halperin

Keith Halperin — Wed, 26 Dec 2012 18:59:17 +0000

@ Marvin. I think that many firms want to have talent communities to create effective candidates pipelines, but lack the money, time, people to do so. I know of a company that claims to be able to affordably outsource the talent community process to not only provide the technology and processes, but also the training for existing recruiting staff to most effectively, create, implement, use, and improve the TCS, or even provide contract recruiters to do it if the firms don’t have the recruiters themselves. It’ll be interesting to see how this model does….

Cheers,

Keith keithsrj@sbcglobal.net

By: Marvin Smith

Marvin Smith — Wed, 26 Dec 2012 15:43:13 +0000

Thanks for sharing your thoughts and this article. One thing each of your best of breed solutions have in common (except HireVue & HireRight), is that they are based on capturing the active prospect or candidate as they are based on an advertising model. And in each case, we are advertising a job which only active and some of the semi-passive talent audience will be responsive. The data indicates that passive candidates do not respond to job advertising. And if each of us is honest with ourselves, our experience for 2012 supports that this thesis.

Like you, I am hopeful that communities of talent will offer a viable method of nurturing talent. My experience with communities of talent is that they offer an effective method of attracting the passive talent audience.

By: Jon Flanders

Jon Flanders — Wed, 26 Dec 2012 15:02:49 +0000

Solid list, Matt.

A group that is missing that I HOPE will have a large impact in 2013 is mobile apply.

Any feedback on good mobile apply vendors/functions? From a simple apply solution, I’ve seen feedback that Indeed Apply beats out LinkedIn Apply (http://blog.ziprecruiter.com/2012/07/18/linkedin-vs-indeed-the-apply-button-smackdown/).

Any feedback on Jibe or other more robust services?

By: Keith Halperin

Keith Halperin — Tue, 25 Dec 2012 18:16:55 +0000

@ Doug: If we only talked on ERE about what most companies and recruiters could afford/are realistically able to do, there’d be hardly anything here except for Todd’s and John’s articles. Also, like you I agree Boolean isn’t dead, by any means.

Cheers,

Keith “Have Some Good Chinese Today” Halperin

By: Doug Cohen

Doug Cohen — Mon, 24 Dec 2012 20:33:12 +0000

As a Recruiting professional for the past seventeen years most of the companies I have been in cant afford or wont purchase LinkedIn recruiter or they have just one seat, same other sites mentioned. I locate candidates from referrals, LinkedIn basic and pro and Boolean search. I have heard many recruiter say that Boolean is dead-I don’t agree with that. I think to myself maybe they don’t know how to write a string or don’t understand.-but that another post.
I also source from conferences, organizations/associations/news letters/twitter , LinkedIn Groups. Call me old fashion but it still works.

By: Matt Hendrickson

Matt Hendrickson — Mon, 24 Dec 2012 19:56:13 +0000

Brian, Doug & Ty – admittedly too much hyperbole in the title (“best-of…” redacted). As Keith suggests, it would be great to hear what works best for you and why (even if it’s not a technology solution).

By: Ty Chartwell

Ty Chartwell — Mon, 24 Dec 2012 19:00:00 +0000

Matt, nice effort, thanks for sharing, but i think you had too much eggnog. How do you define Best of Breed? HireRight is a good technology solution, but the rest you highlight are pretty standard.

By: Keith Halperin

Keith Halperin — Mon, 24 Dec 2012 18:46:24 +0000

Thanks, Matt.
May I suggest we open it up to our Gentle Readers to submit their own “Best Of” List. (They should disclose if they have some sort of financial or other type of interest.)

Also, I’d like people to submit their own “Worst Of” Lists.
I’ll begin with my Worst Large-Company ATS (technically, this was from 2011, so they may fixed it by now, though I doubt it):

PEOPLESOFT
At the major organization where my colleagues and I worked, a candidate could simply not apply externally (though they were told to)- they had to be internally entered by a recruiter. The IT estimated it would be 6-18 months before it would be fixed. I attribute this not to the lack of competence of the IT staff (though there was a lot of that, too), but the dysfunction of the PS system itself.

Merry Christmas,

Keith keithsrj@sbcglobal.net

By: Doug Cohen

Doug Cohen — Mon, 24 Dec 2012 16:43:32 +0000

Thanks for sharing I am not sure if I agree with the list. I am a consultant and lot of client I deal don’t have the budget as the large corporations do. It will be interesting to see what happens in 2013

By: Brian Kevin Johnston

Brian Kevin Johnston — Mon, 24 Dec 2012 15:29:44 +0000

Thanks for sharing, but Disagree with list, not because they are not good, but they are not “Best of Breed”, as the headlines suggest…

By: Ziv Eliraz

Ziv Eliraz — Mon, 24 Dec 2012 14:55:59 +0000

A category missing up top is platforms for managing referrals (both employee and non employee referrals) and mastering social recruiting. We humbly submit Zao as candidate for best of breed. Check out http://www.zao.com or contact us to judge for yourself!