That marriage of employee referrals with social media first mentioned on these pages three years ago and chronicled with new launches and updates many times since continues, as SuccessFactors works on a social-media/employee referral tool as part of its recruiting product.
This system suggests people who your employees might know — using their Facebook and LinkedIn contacts — who might be a fit for an open job. Employees can then send those people a note. The tool also, graphically, can show you any money an employee may have earned for a referral (e.g. $500), as well as a cumulative total.
This took about six months to make. Meanwhile, in August, SuccessFactors, an SAP company, expects to launch an improvement to the tool, where an employee can more easily distribute jobs on social networks, including Twitter, to their social media “friends” and contacts.
SuccessFactors’ social referral updates (and onboarding updates too) is just a taste of the many recent new launches and updates, such as: keep reading…
Smarterer has won the 2013 startup competition at the Recruiting Innovation Summit.
The award comes with a $10,000 prize. It was selected by three judges: ERE Media Founder David Manaster, Greylock Partners Talent VP Dan Portillo, and Universum Founder Lars-Henrik Friis Molin. The judging panel considered in its decision the results of an audience vote done via text message (judges and the crowd each received a 50-50 weighting).
Friis Molin says the Smarterer tests are “perfecting themselves” through crowdsourcing. (Here’s more on Smarterer.) He sees it as one of the potential future gold standards in the assessment field. David Manaster said he tried the test and found it as fun as Smarterer claimed. He also said that given Smarterer’s “consumer approach” he also thought the test could be a future gold standard.
It was the elite of an elite group of new tools and technologies rolling out for recruiting departments, including one that would help companies hire teams (vs. individuals); another that would add a one-page candidate proposal to the application process; and another that would help companies create mobile careers sites. And more.
Meanwhile, two other companies were also winners at the event. keep reading…
From the department of where-are-they-know … whatever happened to Mystery Applicant, winner of last year’s competition between startups in the recruiting field?
If you don’t know the company, it automates candidate feedback. So it asks job seekers what they think of your brand, whether they are satisfied with their experience as a candidate, their preferred interests/channels for job seeking and career content about your company, and more. One of its clients, G4S, has used the information it has gathered to improve recruiter skills, and refine its brand messaging.
Anyhow, back to what it’s up to. keep reading…
In 2013, it seems everyone is talking about talent communities. Some people call their job alert system a talent community; some people refer to their CRM as a talent community; some people call their LinkedIn company group a talent community; and some job boards refer to their resume database as a talent community. And, it seems, there is a vendor solution for each flavor of talent community. These diverse opinions create interesting discussions and debate until it is time to seriously consider whether to invest in a community of talent; then the confusion sets in and creates the question — what is a talent community?
For me, defining a talent community is easy. keep reading…
“Imagine what the world of recruiting would be like if Twitter, Linkedin, Foursquare, and Monster combined into one awesome social recruiting platform that provides an easy way for job seekers and employers to connect in real-time.” That’s how Cedrick Dunn, founder of the Social Jobs Board, describes his company.
The Denver company has been working on its launch since about November of 2011. Employers (offerings are summed up briefly here) broadcast their jobs from their applicant tracking system or career site. Job seekers upload and send resumes to employers.
Of course, that’s just one of a long list of new companies, betas, updates, and so on. Here are a few more: keep reading…
Practices: The return of talent agents; HR owns M&A; and hiring without degrees
Anyone who tracks advanced trends in talent management knows that many of them originated in the Silicon Valley. However, you probably also know that many of the publicized practices that start in the Silicon Valley are so unique and even outrageous (like the free Sweets Shop that is part ice cream parlor and bakery at Facebook), that no firm outside of the Valley ever copies them.
The three Silicon Valley practices that I am highlighting today probably won’t require immediate action at your firm, simply because they are so bold and outrageous that conservative talent managers will not even consider them. As a result, I am labeling them “leading edge practices that you should simply be aware of.” keep reading…
The cost of hiring someone bad is so much greater than missing out on someone good. — Joe Kraus, partner, Google Ventures
Each company for which we recruit has a special set of circumstances and a unique story to tell. Large organizations like Raytheon sit and sell differently then giant fast-food places like McDonald’s. Google had its own special place and unique environment in terms of hiring, and hot Cambridge-based SasS startups like Quant5 also have their own set of challenges that require thoughtful navigation if hiring is to be successful. (Define successful as hiring the people you need, when you need them, and they do the job for which they have been hired.)
Like myself, those of you out there who have hired for startups know that even though a candidate might fit the bill in terms of qualifications, they still might not be the right DNA to be the right fit.
With this in mind, lets look at 12 factors that will address the people part of the equation in terms of the recruiting: keep reading…
The concept of “corporate coworking” is among the boldest corporate people management concepts of the decade. If you’re not familiar with the concept, it varies from traditional coworking, which is a well-established concept where a group of startups and entrepreneurs share a facility that supports their getting launched.
There is a new model, which I call “corporate coworking,” where the employees of a major corporation share a facility that also houses startups and/or employees from another corporation.
The primary goal is not to save real estate costs, to provide space for expansion, or to provide remote work options. The objective is to generate and test new and innovative ideas.
On the Surface, it May Appear to Be a High-risk Approach keep reading…
Glassdoor’s competitive analytics isn’t the only recent launch or update in the world of recruiting and human resources technology. There are quite a few new companies and products — or just ones you may not have heard of.
That’s particularly true in the hot social media/employee referral startup world. Some you may not know of: keep reading…
Out of Stockholm comes Jobylon. Launching a public beta, it’s a site where people sign up with Facebook and see jobs that their friends and those friends’ friends might be interested in. If a friend or a friend of a friend gets hired, the referrer gets a reward.
That’s just a sampling of what’s new. Here are a few recent launches and tidbits that you may not know about: keep reading…
Those who measure clout with Klout have a new tool on the way.
A new site called “HireInfluence” is in beta, and is still building a database of contacts, but says it’ll “identify, analyze, and verify an individual’s influence and networking value.”
The company says you’ll be able to do a “social media background check” on a candidate. You can also find out how much influence people have, and who in an industry is the most influential. It’ll aggregate the demographics of people’s friends and followers; for example, if I have 100,000 Twitter followers but they’re basically phony, it’ll know that.
More Sites & Tools
There’s more that’s new that you may not know of. Such as: keep reading…
An IT recruiting tool. An internship community. A new branding/careersite company. A video interviewer.
A website for “challenges” students can take, leading to a job.
And, two big new launches from the applicant tracking company Jobvite.
All below. keep reading…
Startups and new products handling employee referrals, screening, sourcing, background checking, healthcare recruiting, and resume-reading. All below. keep reading…
A new tech company launches today, aimed mainly for the recruiting needs of small and mid-sized companies. It says it has “sliced off the front-end of the recruiting firm.” That, and a new company in the mobile-phone-recruiting genre. And more, below. keep reading…
Here’s a quick look at some of the newer recruiting-technology companies you may not have heard of, from gamification to screening to a significant new “social resume” tool launching right now. keep reading…
“There are hundreds of recruiting solutions available today,” Talent Sprocket says in its marketing materials.
Amen to that, but I have a couple you may not have heard of. Read on. keep reading…
The war for technical talent is so intense that a handful of firms like Google, Facebook, Cisco, Apple, Twitter, and Zynga have shifted to a powerful but rare recruiting sub-strategy known as acqui-hiring. It involves established firms acquiring startup firms not for their products (only Facebook admits it) but instead primarily to capture an entire team of talented engineers and designers at once.
Marissa Mayer
If in the past after reading about an announcement of an acquisition you’ve wondered to yourself why a technical giant was bothering to buy a startup with no profit, a seemingly unrelated product, and a product that was in a completely different field, now you know why. The strategy has recently received some added publicity because Yahoo’s new CEO Marissa Mayer recently announced that she was going to adopt the strategy used by her former employer Google, a king of acqui-hires. Mark Zuckerberg has boasted that “Facebook has not once bought a company for the company itself. We buy companies to get excellent people” (“Engineers are worth half a million to one million” — V Smith).
Acqui-hiring (acquisition hiring) is in direct contrast to most traditional corporate hiring, which simply doesn’t work when you are recruiting innovators who prefer startups over what they consider to be onerous “corporate jobs.”
The Benefits of an Acqui-hire Strategy keep reading…
Social media, employment branding, an employee-assessment company, a new tool you need to know about for using applicant tracking systems, and a job site focusing on screening for fit.
It’s all below.
Let’s start with Reqcloud, which launched about six months ago. “Nobody really knows about us,” says founder Ivan Kedrin.
I’m thinking you should, as this one may be around a while.
keep reading…
If you’re a startup recruiter, before you set out to compete for world-class talent, ask your client, “why will the 20th talented person to join your startup join your startup?” keep reading…
Here’s a taste of a few recent new companies and other moves, from assessments to job-posting technology to screening tools, to job sites for recruiting veterans, young adults, and more. keep reading…
That marriage of employee referrals with social media first mentioned on these pages three years ago and chronicled with new launches and updates many times since continues, as SuccessFactors works on a social-media/employee referral tool as part of its recruiting product.
