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Consolidation in SMB Market as Bullhorn Acquires Two Competitors

by
John Zappe
Nov 28, 2012, 1:30 pm ET

At once swooping up two of its largest competitors, Bullhorn today became one of the largest, if not the largest, technology providers to staffing and independent recruiting firms in the world.

Describing it as “an incredible moment for Bullhorn customers,” company CEO Art Papas announced the acquisition of both MaxHire and Sendouts.

“We’re acquiring two extremely talented teams, both of whom have succeeded in delighting their large customer bases with a combination of product innovation and excellent service,” Papas said in a news release. “These acquisitions dramatically increase our ability to execute on our vision of helping recruiters be more successful, develop new products, and serve our exponentially expanding user base.”

Details of the sale weren’t disclosed, however both MaxHire and Sendouts will operate under the Bullhorn brand. MaxHire’s CEO Peter Blitz, who founded the company in 1995, will become Bullhorn’s product innovation officer. Sendouts’ CEO Brian Hopcroft will become general manager.

Customers of each company will continue to use the existing software and will be supported as they always have, assured Andrew Hally, Bullhorn’s vice president of product and marketing. “Both products (MaxHire and Sendouts) are staying… We are not shutting down the products,” Hally explained, though the individual companies will immediately be folded into Bullhorn. keep reading…

Workday Moving Into Recruiting Technology

by
Todd Raphael
Nov 6, 2012, 6:16 pm ET

Workday, the hot human resources technology company whose entry into the stock market made waves last month, is headed into the recruiting-technology business.

Workday Recruiting is no big surprise for Workday, a company that’s a cloud-based competitor of Oracle and PeopleSoft. The system for managing applicants, and onboarding them, isn’t yet available. Workday is merely announcing that it’s working on the product, and that it’ll include “headcount planning, job requisition, and pipeline management analytics” and “candidate workflow management, collaborative interview management, offer management, support for local data compliance and configurable rules, and connectors for postings, social sourcing, and background checks.”

It’ll be sold as an add-on to Workday customers in the first half of 2014, the company says.

Our Dumb Question: What’s an ATS Theme Song Sound Like?

by
John Zappe
Nov 2, 2012, 3:50 am ET

Asking that silly interview question about where you want to be in five years is so old school. It’s only value any more is as a knockout question. If your candidate fumbles it badly, what that tells you is they didn’t do any prep work. Shoot, there’s something close to half a million results in Google for that question alone.

What you should be asking — and I loved this one from BrazenCareerist – is “Tell me about where you’ve traveled.” People who travel without the safety net of tour leaders and have to rely on their wits to solve problems when they don’t speak the language, know much about the culture, or have much idea of where they are — these people, says the author, make the best employees. keep reading…

What’s New: Jobspora; Product Design Jobs; DeveloperAuction; Sex, Drugs, and Jobs

by
Todd Raphael
Oct 24, 2012, 5:32 am ET

New job sites for techies, musicians, designers — and a new applicant tracking system. More below. keep reading…

Recruitment 5.0: The Future of Recruiting — the Final Chapter

by
Matthew Jeffery
Oct 12, 2012, 12:01 am ET

(This article was co-authored with Amy McKee, Sr. Director, Global Talent Acquisition, at Autodesk.)

Mobile …finally! DNA footprints in the cloud; recruiting back to basics: getting to know the candidate; the end of the traditional ATS; emerging markets dominate; augmented reality; disruptive marketing and stunt PR; the end of social media; candidate cloning and the end of recruiters as we know it!

The impact and level of debate created by Recruitment 3.0 & 4.0, certainly took us by surprise. Based on feedback, it is clear that there has been healthy discussion and many companies have re-appraised/reviewed their recruiting strategies.

Recruitment 5.0 is the final paper in the trilogy.

3.0 was all about building.

4.0 all about driving value.

5.0 is all about … Personalization, self-sufficiency, predictability, big data, and back to basics.

The defining features of Recruitment 5.0:

  • Mobile recruiting finally takes off and becomes the dominant channel.
  • Recruiting gets back to basics and focuses on building relationships. Included in this is a focus on personalization/humanization and dominating/driving communications.
  • Footprints in the cloud. Companies obsessively get to know their customers/consumers, and recruiters do the same with their “corporate” talent pools
  • Data DNA: Companies draw data to profile candidates based on online habits and trends.
  • Technological developments bring an end to the traditional ATS.
  • Emerging markets emerge and dominate.
  • Augmented reality and disruptive marketing dominate recruiting marketing.
  • As companies seek to attract the best talent in a candidate short market, they set up their own courses, universities/academies, and “clone” future employees.
  • As talent becomes more scarce, talent becomes more contract by nature and more flexible.
  • It’s the end of recruiters as we know it … the death of the recruiting profession?

Some meaty stuff.

Reviewing these bullet points, some companies are already experimenting and executing on elements, but as time passes, these will become dominant in our thoughts, plans and strategies.

Let’s explore in more detail. keep reading…

HR Tech Update: Recruiting Vendors Try to Stand Out in the HCM-focused Crowd

by
Lance Haun
Oct 9, 2012, 2:31 pm ET

I’m here at the HR Technology Conference in sunny but chilly Chicago. One of the best reasons to come to the HR technology show (besides the great people here, the sessions, and parties) is to talk to people and vendors about the new technologies they are working on.

Like many of you, I love to focus on technology as part of my job. But, as I go through the floor here in Chicago, I’ve tried to pull out the recruiting vendors from the rest of the human capital space. As is typical, recruiting is often leading the pack in innovation and new products.

Here’s a brief rundown of the things I’ve seen (and haven’t seen) at the HR Technology show:

keep reading…

IBM’s Acquisition of Kenexa: A Sign of the Times for 3 Trends in HR Technology

by
Dr. Charles Handler
Sep 20, 2012, 3:42 am ET

By now we’ve all heard the news about IBM’s acquisition of Kenexa and have likely read a few of the many opinions about the meaning and implications of this blockbuster deal.

In some sense this deal represents a logical pinnacle of a trend that has been going on for the past five or so years. While some have referred to this trend as the “death” of talent management, I prefer to look at it as the birth of a new era for humans and the organizations they call home.

No matter how you feel about it, this deal is about data and the ability to apply it to HR and organizational performance. The combined IBM/Kenexa organization will blend IBM’s capabilities with data with Kenexa’s ability to harvest data across HR functions using a mature set of tools such as ATS, surveys, and assessments, while helping IBM gain additional competency in the measurement of human traits that are important for defining, evaluating, and managing performance within the workplace.

The ability to provide sound measurement of the human elements that are required for effective job and organizational performance is a critical supplement to the type of raw empirical data IBM is used to working with. As we move forward, the real value in HR systems will not be in simply ballistic (unguided) data crunching, but rather in blending it with rationally guided measurement captured and managed within HR software and systems.

It will likely take a few years before we the consumer see any direct impact of this deal. In the here and now, it has meaning because it shows that pre-employment assessment has finally hit the big time and is poised to become the visible face of three major trends that are shaping the future of how people relate to work and vice versa. keep reading…

SeeMore’s ‘Big Data’ Prowess Is Now Available to Small Employers

by
John Zappe
Sep 19, 2012, 1:01 am ET

Today, talent-focused big data comes to small business. While in France, big data comes to big employers.

Both developments involve Monster’s cloud-based semantic search, SeeMore. Both are big news for the company, representing in the first instance a market push into the long tail of employers, while in the second, a broadening of its service offerings into non-English speaking Europe. But otherwise, the developments are unconnected.

Somewhat more than a year after Monster first launched SeeMore, Monster is now offering the service to companies with as few as 50 workers. It’s not a stripped down version, Javid Muhammedali, Monster’s director, Product Management, assured me. “We didn’t slim down the feature set.”

What the developers did do was to make some adjustments so employers without a technical staff could begin to use SeeMore right after they sign up. For instance, instead of using APIs, the SMB version of SeeMore is email-based. Send one resume, or Zip up hundreds. keep reading…

Facebook-Recruiting Tool Work4Labs Offering Free Version for Smaller Companies

by
Todd Raphael
Sep 12, 2012, 4:39 pm ET

“Free” is the new “paid” in recruiting technology, and Work4Labs is joining that party, offering some of its product at no cost for smaller companies.

Work4Labs, which also announced it got $11 million in new funding, helps companies (like Intel, described briefly here) use Facebook to set up career pages, advertise to candidates, track results, and — as I mentioned last fall — get referrals.

The free version of its product, for small and medium size companies, allows companies to launch Facebook career sites and post jobs on the site, as well as generate referrals. It’ll cost extra to integrate the Facebook data with a company’s applicant tracking system, or to do certain customizations of the Facebook pages. keep reading…

Social Media Jobs Distributor Acquired by iCIMS

by
John Zappe
Sep 10, 2012, 7:33 pm ET

iCIMS, a SaaS provider of recruiting technology, bought its social media partner Jobmagic, according to an announcement today.

Jobmagic had been an iCIMS partner, providing its customers access to social media sites where they could post their openings, as well as enabling them to build networks and attract candidates through social media job matching.

One of the key strengths of the platform is its versatility. It allows recruiters and employment marketers to integrate video links and blogs with the postings, and to include a direct link to recruiters should a potential candidate have questions. Besides posting to the big three — Facebook, LinkedIn, and Twitter — Jobmagic has some 300 other social sites to which jobs can be posted automatically. keep reading…

OFCCP Clarifies Rules to Make Clear It’s All Up to You

by
John Zappe
Aug 23, 2012, 4:46 pm ET

If your employer does business with the federal government, you already know — or should know — the rules about Internet hiring.

You know the four criteria for defining an Internet applicant are:

  • An expression of interest (as in sending in an application);
  • Meets the basic qualifications (education, years of experience, geography, etc.);
  • You “considered” the individual for a job;
  • The person never withdraws from consideration.

And you know about the recordkeeping requirements.

Now comes clarifications of these rules from the Office of Federal Contract Compliance Programs that won’t make life any easier, but which do, at least, make it clearer what records to keep and who is responsible for keeping them. keep reading…

When Applicant Tracking Systems Attack

by
Janine Truitt
Jul 26, 2012, 5:02 am ET

Applicant tracking systems are wonderful contraptions, aren’t they? Recruiters: what a great pleasure to behold to have a system where you can review, disposition, and index all of the extraordinary candidates who apply to our jobs. It sifts through resumes; it assesses the skills of candidates; it even allows us to interview and check the backgrounds of the rockstars who await that shiny new offer from our companies.

Let’s not forget that these systems are going mobile these days and have befriended our dear associate social media.

The possibilities are endless and surely we recruiters will persevere in our quest to hire the best candidate for every job. These ATS’s do it all! They can do what we were incapable of doing on our own for decades. Our work has decreased and been made easier as the ATS has advanced. All of our vacancies are filled in a timely manner. Retention of all hired employees since the implementation of the ATS has remained with our companies.

The C-suite has stopped questioning the value of HR because our analytics and reporting are unmatched. Payroll, Benefits, Compensation, and Learning Management are all playing nice with the ATS and speak to one another in the King’s English — crisp and clear. What on earth did we do before the ATS?

Who loves the ATS more than us? keep reading…

Recruiters Ponder Pay, Metrics, and Relocation in California’s Silicon Valley

by
Todd Raphael
Jul 20, 2012, 6:36 am ET

up high in the EA lobby

High pay, high housing costs, and an increasingly global recruiting environment have sent the recruiting market in California’s Silicon Valley back to the late 1990s.

Leaders from Genentech, Brocade, Electronic Arts, and other Valley companies talked about Silicon Valley recruiting at a July 18 event at Electronic Arts, put together by, among others, Brenda Rogers of Roku (the streaming-player company sporting a 67% employee referral rate) with help from CKR Interactive’s Andrew Gardiner, known by many as the founder of BAjobs.com.

Below are some highlights of that discussion entitled “recruiting top talent in the wake of a tsunami” put on by the Bay Area Human Resources Executives Council.

Moving From “Pay to Opportunity” keep reading…

GetHired Adds More to Its ‘Bit of Everything’

by
John Zappe
Jun 28, 2012, 10:00 am ET

The site that “aims to do a bit of everything” is doing a bit more this morning. And it’s an interesting something more that takes its cue from direct hire recruiting.

Launching this morning, and only in metro New York, is GetHired‘s Job Seeker Spotlight. Five lucky, handpicked job seekers will get profiled in an email being sent to recruiters and hiring managers for their review. If they like what they see, they can reach out to the candidates and invite them to become applicants.

“The Job Seeker Spotlight is a conduit for job seekers to stand out and have hundreds of hiring managers learn about them in just a few hours, at no cost,” says Suki Shah, co-founder and CEO at GetHired.com.

It’s more of a macro match-up than anything really granular. Candidates are selected because of the thoroughness of their GetHired profiles, their locale, and their varied industries. Up to five a day will be featured, and, says GetHired’s Allison VanNest, all are quality candidates. keep reading…

Somebody Get Gordon Ramsay to a Gym

by
John Zappe and Todd Raphael
Jun 15, 2012, 8:07 am ET

Lucky for Shami Marangwanda she landed a recruiting job with Starbucks, because the irascible and profane Gordon Ramsay and his cohorts dashed her hopes of becoming a MasterChef. The Zimbabwe native had been laid off from her previous recruiting position when the opportunity came along to participate in the third season of Fox’ cooking show.

“I went in just having fun,” she told the Seattle Times. She made oxtail stew in a wine sauce made with sadza, a cooked corn meal that is a staple of traditional Zimbabwe diets. Alas, it fails to impress the judges and she was sent back to Seattle sans the apron that denotes a MasterChef semi-finalist.

Get Thee to a Gym

Boss been a monster lately? Then boost those endorphins. We mean the boss, though a little more exercise all around couldn’t hurt.

Turns out that abusive bosses can be tamed (though we doubt domesticated) by some time in the gym. There’s real science behind this. Three researchers experimented on 98 workers and their bosses and found “that increased levels of supervisor-reported stress are related to the increased experience of employee-rated abusive supervision.” Okay.

But here’s the biggie: “We also find that the relationship between supervisor stress and abusive behavior can be diminished when supervisors engage in moderate levels of physical exercise.”

So next October 16, instead of taking up a collection for a lunch, or cookies, or those soon-to-be-extinct party balloons, buy the boss a gym membership. keep reading…

Recruiting Software Company Bullhorn Acquired

by
John Zappe
Jun 14, 2012, 12:29 pm ET

Bullhorn, the software company that powers much of the staffing and SMB recruiting market, has been acquired by Vista Equity Partners. The Boston-based tech firm announced the deal this morning.

The financial terms were not made public; however, sources, including TechCrunch, said the sales price was in the “low nine-figures.” That would be a near tripling of the company’s valuation since 2008 when it got a $26 million VC fund investment.

“It’s a big day here,” CEO and founder Art Papas said. “The employees are really pumped up.” There are two reasons for the excitement, Papas said. Because of stock options, many employees will see a financial windfall, but as important, he added, is that Bullhorn will remain independent and growing.

“I work with some incredible people. And with this acquisition, no one is leaving. Just the contrary, we’ll be growing.” keep reading…

Wow! It willbe a Startup Roundup

by
Todd Raphael
Jun 7, 2012, 5:06 am ET

With so many new recruiting- and human resources-related companies sprouting up (perhaps about one a day), we thought we’d do a little roundup of some recent and upcoming startups that we haven’t covered yet on ERE. Here are some video interviewing, employee referral, and other launches, including the ambitious launch of an outfit called willbeHired.

Zao Like Wow

We were double-checking how to pronounce “Zao,” and asked CEO Ziv Eliraz. He said it’s pronounced “like ‘wow,’ as in what we hope people’s reaction to our platform will be.”

The system helps you match a job description to the friends of referrers; track referrals; collect notes from references; and, it serves as a free little applicant tracking system, too. Pricing is explained here.

Eliraz started the company while working in Palo Alto but has now moved back to Israel, where he wanted his four kids to grow up. He says that unlike some other referral sites, this one is based on “people you trust” rather than being an open marketplace for referrals, which contradicts the whole purpose of an employee referral in the first place.

Zao just completed what Eliraz calls a “nice size round” of angel funding (including from some fairly high-profile investors, like one who also put money into Chegg). It’s in beta, invite only, with that changing in a couple of weeks. It has nine employees: salespeople in LA/Newport Beach, with the CEO and R&D in Israel. Zao, says Eliraz, isn’t going to disappear any time soon. “Even if we don’t make a dime,” he says, “we have at least a year and a half, maybe more. We have companies using us and a business plan that makes money.”

Square One

Foursquare recruiter Morgan Missen is starting a company of her own called Main. For entrepreneurs, it’ll help them recruit tech talent; for employees, it’ll help them with the hiring process, such as negotiating pay.

New Video Service keep reading…

Stock Analyst Says Jury’s Out on Cornerstone Cloud

by
Todd Raphael
Mar 29, 2012, 8:15 pm ET

Today’s announcement out of Santa Monica that Cornerstone OnDemand is launching a “recruiting cloud” may end up being a successful one due to the company’s strong track record, but it’s too early to say for sure, according to one stock analyst.

Scott Berg, senior research analyst at Feltl and Company, is one of the few stock analysts with a special interest in human-resources related companies like Taleo, SuccessFactors, or even the private firm Workday.

He emailed me some thoughts today on the Cornerstone announcement, one that adds recruiting to a company better known for other human resources technology like performance management and learning management. keep reading…

Stock Analyst Says Big Acquisitions Are Leaving HR/Recruiting Depts Concerned

by
Todd Raphael
Mar 5, 2012, 1:56 pm ET

The flurry of activity among human resources technology companies — from the big SAP/SuccessFactors news to Oracle/Taleo —  has left customers “somewhat confused and concerned about near-term vendor viability.”

That’s the word from Scott Berg, senior equity research analyst at Feltl and Company. After attending a regional HR technology conference last week in Minnesota, and “speaking with many customers, consultants, and vendors from the far reaches of the country,” here’s what he reports. keep reading…

Taleo Becomes Latest HR Vendor to Be Sold

by
John Zappe
Feb 9, 2012, 1:01 pm ET

Oracle announced this morning it will buy HR software vendor Taleo for $46 a share, a deal worth about $1.9 billion.

It’s the second major acquisition of an HR firm in three months, and continues an Oracle buying spree that’s so far added some 70 companies at a cost of about $40 billion, according to Bloomberg.com. Last fall, Oracle bought RightNow Technologies, a cloud-based CRM provider.

The Taleo deal, however, falls far short of what SAP is paying for SuccessFactors. The German tech firm announced in December it would pay $3.4 billion for the HR vendor. The acquisition is key to “accelerating SAP’s momentum as a provider of cloud applications, platforms, and infrastructure,” the company said in making the announcement.

SAP has run into delays completing its acquisition. The deadline for the deal has now been extended for a third time to Feb. 15th while regulators, principally the Committee on Foreign Investment in the U.S., investigates the transaction. SAP said today it was waiving the requirement the investigation first be complete before the expiration of its tender offer. The company said it already has been tendered 86 percent of the SuccessFactors, enough to close the deal. keep reading…