If you need to know about new tools first then you need to be at Recruiting Innovation Summit.
Tag: technology
“Send me a text!”
“I’ll text you!”
“Visit my webpage.”
“See the attached file…”
“Please electronically sign the contract and email it back to me.”
“Apply online.”
“’Like’ me on Facebook, Twitter, whatever…”
“Join my “GoToMeeting.”
It’s not at all unusual for new technology to produce crude results.
In our case, new technology is opening the door to weak communication skills.
Few stop to consider that all these impersonal communications may be endangering our work! keep reading…
In this webinar, Chris Havrilla and Ben Gotkin talk about the top 3 mistakes made when evaluating and implementing recruiting technology. Listen in to this fascinating episode.
There’s a better-than-even chance you don’t know what the cloud is. Fluffy white things in the sky is not correct. And the bad news is that if you polled the audience, that’s about what you would have heard.
Seems a majority of Americans think “the cloud” has something to do with weather, and about half of you think rainy weather interferes with your cloud computing.
Now this little survey from Citrix isn’t recruiting specific, but we’d guess that a big percentage of you are in the cloud on a regular basis. All those SaaS systems out there are cloud-connected. keep reading…
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:
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…
A new testing company, a new way to keep candidates up to date with their applications, and more, today in our short look at some new recruiting services.
The social recruiting hype went huge and has not burst, but mobile has followed a stealth, almost, cult adoption. Over the next 12 months the continued convergence of mobile and social will catapult mobile to the front of recruiters’ minds.
As an industry, recruitment is suffering the growing pains of mobile web. You know you need to support mobile, and reap the rewards of the powerful digital marketing and engagement channel, but it is not clear what the objective is, or how to go about it.
Is mobile the ultimate connectivity tool providing employer information and candidate communication? Or is it the new way to apply for jobs? Maybe it is the next best referral tool? Perhaps it is the ideal back-office device allowing the candidate database to be carried in your pocket! Perhaps the true jackpot mobile recruiting solution is still waiting to be discovered.
Recent research shows that 31% of the global $5.3 billion mobile advertising spend is to achieve market presence, while 25% is for lead generation. If recruitment followed the same pattern, this would be 31% for employer branding and 25% to attract applications; but today most companies have pushed mobile off the agenda in place of social media. The problem with this typical approach is social media is rapidly morphing into mobile! keep reading…
As I continue to attend conferences and hear awesome speeches about analytics such as the one by Josh Bersin, I am thoroughly convinced that talent acquisition (testing and assessment included) are at the beginning of a new era. The coming decades will represent not just a new era for testing and assessment, but rather its “golden era.” I began talking about this trend almost a decade ago, and I continue to watch for signs of the major transition that is currently underway.
The past decade saw Internet technology freeing employment testing from the shackles of paper-based administration and reporting. As it got easier to do tests, there was a big increase in the use of pre-employment testing and the testing industry changed. A byproduct of this shift was a veritable cornucopia of data that has better allowed us to understand the factors that predict performance in almost every job and industry.
The coming decades will be all about the ability to use data and technology to gain incredible new levels of insight around people and their relation to the workplace — and to use this insight to realize new levels of efficiency and effectiveness.
Here are some of the things that will provide unprecedented ability to understand the relationship between people and jobs both in the near and the not to distant future. keep reading…
The company that powers campus recruiting services, including NACElink, is under investigation by the FBI for allegedly attempting to hack into the computer systems of two competitors.
The investigation doesn’t involve NACE, the National Association of Colleges and Employers. Nor is there any evidence that NACElink was ever hacked or that any attempt was made to illegally access the system. However, Marilyn Mackes, executive director of the nonprofit association, says the organization is monitoring the situation and has been sending periodic updates to its member schools and employers.
“Is NACE going to be looking out for the interests of its members,” Mackes said rhetorically. “Of course it is.”
At this point, she says, it is “kind of premature” for the organization to make any decisions about the hosting of its career services network. keep reading…
Today there are more than 100 million smartphone subscribers in the US. Smartphone sales are now bigger than desktop and laptop sales. Mobile is quickly becoming the primary internet source. The recruitment industry has been slow to adopt mobile during a flurry of social media efforts, but the latest trends are showing that employers are starting to maximize mobile to enhance their talent acquisition strategies.
For more podcasts, webinars, and articles on recruiting be sure to check out ERE.net!
According to comScore, 181 million Americans watched more than 40 billion videos in the past month. A more interesting stat would be, what percentage of companies are ignoring this huge pool of passive candidates by not implementing a video recruitment strategy? May I ask, what are you doing now to capture the mindset of the passive candidates who are quietly waiting for the market to turn in their favor? Are you using YouTube and sites like it to maintain your edge? If not, this webinar is an event you can not miss.
For more podcasts, webinars, and articles on recruiting be sure to check out ERE.net!
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…
In this session, we will talk about all your recruitment & sourcing process and how you can cut costs without sacrificing the quality of the hire. Not everyone is able to afford the cost of every job board, along with Broadlook Diver, and a Linkedin Premium account. Sometimes being a staffing manager means creating magic out of very little or nothing at all.
We will discuss improvements to your recruitment process that include savings on the phone, savings in your search, savings with your recruitment message, savings in your branding, and savings in the sourcing tools that you use.
For more podcasts, webinars, and articles on recruiting be sure to check out ERE.net!
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…
A $5 million investment in a company that charges nothing for its product would seem to have the same shot as a straight bet in roulette. Yet the Mayfield Fund just gave SmartRecruiters a $5 million boost to fund new development in its SaaS-based free ATS.
It’s certainly a vote of confidence in the company and the business model launched by Jerome Ternynck. He introduced SmartRecruiters to the SMB market in 2009 when he still owned and ran MrTed, a European ATS company that was entirely SaaS.
MrTed was an enterprise system. SmartRecruiters was intended for smaller companies, many of whom had either no ATS or rudimentary products. Promoted as “Free and Easy” — which it was and is — so resonated with recruiters and hiring managers that Ternynck quickly had hundreds of customers paying nothing. keep reading…
Thinking of heading to the cloud in 2012? Everyone seems to be, including some of the biggest HR vendors in the world.
Just a few weeks ago, when SAP snapped up SuccessFactors, the buzz was all about the cloud. A similar buzz ensued when Oracle bought RightNow Technologies.
Even though Wall Street reacted to the SAP/SuccessFactors deal as if the cloud had just been discovered, the reality is cloud computing has been around almost as long as the Internet itself. What the excitement is about is how HR software services are delivered, and the big deal is that increasingly, companies aren’t buying systems, they’re licensing seats.
For HR, that means SaaS. SaaS, the acronym for software-as-a-service, is the type of cloud computing with which HR professionals are most familiar. Yet, like the cloud itself, SaaS has about as many different flavors as there are vendors offering it.
Before discussing what you should know before going SaaS, let’s take a moment to talk about just what it is that distinguishes it — and the cloud — from other forms of computing. keep reading…
SAP announced this morning that it is buying SuccessFactors for $3.4 billion. The $40-a-share all cash deal is a 52 percent premium over SuccessFactors’ $26.25 closing price Friday.
The unusual Saturday announcement made much of the part the acquisition will play in “accelerating SAP’s momentum as a provider of cloud applications, platforms, and infrastructure.”
During a conference call Saturday with financial and industry analysts, SAP’s Co-CEO Bill McDermott enthusiastically declared that the acquisition of SuccessFactors will “create, yes, create a cloud powerhouse… This market, ladies and gentlemen, is just beginning.” keep reading…
If you are a recruiting leader or recruiter who is constantly on the lookout for new recruiting trends, practices, and tools, you have surely already heard of QR codes.
QR codes are a second-generation barcode that allows potential candidates to quickly and directly access supporting materials and websites using only a camera equipped smartphone. QR codes have many uses, but are most often used to direct target audiences to online content that cannot be easily conveyed in print. keep reading…
News about internships, employee referrals, resumes searches, social media recruiting, and a video-oriented job board — it’s all in our roundup, below. keep reading…
Who doesn’t love writing Boolean search strings?
There’s nothing like crafting a Boolean equation to find a software engineer with every single requirement and a few of the “nice-to-haves” only to discover that somewhere in those 193 characters you’ve got a tilde instead of a minus and now your list includes tons of coffee industry IT professionals, who may also know Java.
Even writing a perfect Boolean string the first time isn’t quite so satisfying when you consider the time it took.
Scavado (nee AutoSearch) shortcuts all that string writing to cut to the chase, which, (need it be pointed out?) is to find prospects who meet your hiring manager’s needs. keep reading…
LinkedIn said there would be surprises at its Talent Connect conference in Las Vegas this week. The company didn’t disappoint.
During a keynote session this morning that had more in common with a Hollywood spectacular than sober recruiting kickoff, CEO Jeff Weiner wowed the audience of 1,800 with Talent Pipeline. Now it might be that the biggest applause — and some actual cheering — came when he uttered the magic word Free, as in free for those licensing LinkedIn Recruiter. But, those cheers would have been equally appropriate for the product itself.
Weiner left the driving to his VP of product, David Hahn, who tour-guided Talent Pipeline on five massive screens, demonstrating its ease of use, its utility, and a little less obviously, its potential to replace the most basic of ATS programs in use.
Hahn said the development of Talent Pipeline was driven by the challenges talent specialists face in managing pipelined prospects over many months. And not just prospects sourced from LinkedIn. Talent Pipeline, declared Hahn, is the single place to manage all your talent prospects, whatever the source.
What’s particularly special about Talent Pipeline is how it connects prospects and information. Any old ATS will take applicant resumes and sort them into a searchable database. More sophisticated systems provide notes fields, calendaring and scheduling functions, automated messaging, and the like. What Talent Pipeline also does is to pull information from a prospect’s LinkedIn profile, match up their connections, essentially building a portfolio private to the recruiter and tracking all activity between the prospect and employer.When a prospect in Talent Pipeline updates their LinkedIn profile, the recruiter is alerted. In the rare event that a prospect isn’t on LinkedIn, a profile-like portfolio is built from the resume employment history. keep reading…
The National Security Agency has made our jobs easier with the release of a 646-page document called “Untangling the Web: A... more »
