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…
What’s New: HireFuel; Qwalify; Meetup; Intern Sushi; SHL; Jobsite; Hiring Bounty; Military, Young Adult Sites
Just last month here on ERE Matthew Jeffery concluded his remarkable series on the future of recruiting — Recruitment 5.0 — saying “5.0 is all about… Personalization, self-sufficiency, predictability, big data, and back to basics.”
“Big Data,” he writes, “will become the central point of competition, driving productivity growth, innovation — and this applies to recruiting.”
Before big data can, as Kevin Wheeler put it a year ago, “change everything” about recruiting, recruiters will need to have access to it and know how to use it. Considering how few tap the full power of their own ATS, that’s a task on a par with getting PC users to see their first computer as more than just a word processor.
“Even if you have the tool,” says CareerBuilder’s Brent Rasmussen, “They don’t use it correctly; they don’t use it efficiently.”
Rasmussen wasn’t talking about anyone or group in particular; he was talking about the challenge of introducing a whole new way of dealing with information. In September, CareerBuilder bought employment and labor data and analytics firm EMSI (Economic Modeling Specialists International). It’s Rasmussen who has responsibility for integrating the EMSI data with CareerBuilder’s products, principally its Supply and Demand Portal. keep reading…
A new employee referral tool, a new way to source IT employees, a career site for developers and engineers, a young startup working on verifying resumes, and an applicant tracking system. It’s all below.
First, out of Bangalore comes WhistleTalk. The CEO tells me the company has closed a round of seed funding, and have seven full-time employees and a few freelancers.
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…
The recruiting technology startup Jibe was one of 30 companies selected to pitch to New York venture capitalists November 7-8.
There were more than 300 applicants in all kinds of industries. Those selected include a new doctor’s portal, an iPad magazine, and a manicurist company that works with HR departments to fancy up nails at people’s workplaces.
Jibe started a couple years ago as employee referrals and social media began to meld together. It then played up its mobile capabilities, particularly now as an antidote to poor smart-phone candidate experiences. Some experts, like David Martin, are quite bullish on Jibe as a tool to apply for jobs with a mobile phone.
AOL’s CEO Tim Armstrong, FCC Chairman Julius Genachowski, and Clear Channel’s CEO Bob Pittman will be at the New York event, which’ll include pitches and keynotes.
New job sites for techies, musicians, designers — and a new applicant tracking system. More below. keep reading…
From video interviewing to “job matching” to social media-oriented job boards, recruiting technology continues to proliferate, including two or three companies you may not have you’ve heard of yet (below). Meanwhile, as I mentioned was coming, LinkedIn is out with those “big, not-yet-specified changes” to profiles. Here’s some of what’s new: keep reading…
It’s that time of year: the start of the fall holiday season. Halloween will be here soon. Soon there’ll be skeletons, ghosts, monsters, candy being handed out, and people in weird costumes. There’s a lot of similarities with the conferences that dominate the fall. Go to any and you’ll see vendors that are skeletons of what they used to be; ghosts of vendors that have been swallowed up by others; one Monster (never more), and, of course, candy being handed out and people in weird costumes. I saw people dressed up as cows, pirates, Romans, and angels, in the expo hall at some recent conferences. Maybe it’s the silly season — this is why elections are held in the fall.
Deja Vu All Over Again keep reading…
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:
A little of what’s new, from a “matching” site, to video, to job boards, a tool to find passive candidates, a place to review employers in Australia … and a look at what might happen if LinkedIn and eHarmony had a baby.
Let’s start with Jobdreaming. In short, here’s how it works. A candidate (U.S. only for now) puts in the type of job they want (let’s say a design job making $50,000 within a certain number of miles radius of a given zip code). An employer — right now for free — sends in a job listing to Jobdreaming. It gets sent to candidates who match, along with a question of the employer’s choice. The candidate is still anonymous at this point. But, if the candidate is interested, they can express interest, and answer the question. The employer receives the contact information on the candidate, as well as the answer to the question the employer posed.
Jobdreaming has under 10 employees and is funded by two VC firms. In response to my question asking how this is different than the laundry list of matching sites we’ve chronicled on ERE, the company mentions simplicity. Instead of starting with a specific job description and trying to match a long list of personal traits with it, this begins with the “what do you want to be when you grow up?” concept.
Entelo’s Passive-candidate Sourcing, and More keep reading…
With the acquisition announced today of Indeed.com, Recruit.com has taken a major step toward becoming a worldwide recruitment powerhouse, directly challenging CareerBuilder, Monster, and Indeed’s most direct competitor, SimplyHired, for a share of the global employment advertising market.
A curiously eclectic conglomerate with holdings in the B2C classifieds and direct sales marketplace, Recruit has been moving aggressively to expand its human resources market, and broaden its footprint from Asia Pacific and especially Japan where it is headquartered. In the last two years, the company spent more than $700 million buying American staffing firms, establishing its first U.S. presence while simultaneously become one of the top four or five staffing firms in the world.
Recruit already was the dominant staffing and placement firm in Japan, where it operates both job boards and employment agencies. It also owns a piece of 51Jobs, the leading publicly traded job board in China. Buying Indeed, the No. 1 or No. 2 most trafficked job board in the world (depending on what’s counted and how), Recruit leaves no doubt it intends to be a global player.
“I think that’s their goal,” said Paul Forster, co-founder and CEO of Indeed. “We are the No. 1 job site worldwide, which makes us a good fit with the company plans … They are looking to Indeed to be their tech platform worldwide.” keep reading…
Just a taste of what’s new of late: keep reading…
The company into which venture funds poured $40 million is under attack from vendors and customers, and is facing down a class action suit alleging fraud and misrepresentation in connection with its resume writing and premium job services.
At this point, it’s not clear what the status of the company is. Calls and emails to the company, its VC backers, and founder and former CEO Rob McGovern have had no response. McGovern’s LinkedIn profile says he left Jobfox in June to launch Cobrain, which he describes there as “a mobile technology company operating in stealth mode.” Before launching Jobfox, McGovern founded and managed CareerBuilder, which was sold to a group of newspaper publishers.
One source said that as of several months ago, vendors with unpaid bills were being directed to Sherwood Partners, a firm specializing in corporate restructuring, and other services. A firm vice president confirmed there had been contact with Jobfox, but decline to discuss what role Sherwood now plays, if any. keep reading…
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…
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…
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…
LinkedIn is launching a few changes. Some of the most interesting revolve around a mobile-friendly version of its company pages. Droid and iPhone users, rather than using a phone to view company pages like they do with a computer, will have a streamlined, mobile-optimized company page (see graphic at right).
Another change is that as part of people’s “Recent Updates,” the “jobs you may be interested in” will appear.
Below is an example of what those “jobs you may be interested in” looks like, also shown on an iPhone.
LinkedIn had been experiencing some pretty high bounce rates when smart phone users tried its non-optimized pages using smart phones, an issue it has wanted to address as about one of five users come to LinkedIn via a mobile device. Nineteen people-searches are done on LinkedIn every second from mobile devices, and 41 LinkedIn profiles are viewed every second from mobile devices.
Growth is particularly strongly coming from LinkedIn iPad users, who generally tend to be more in more managerial positions than other LinkedIn users.
This & That
Meanwhile, here are a few other recent tidbits about recruiting job boards, venture capital funds, databases, and more.
The announcement of the new funding says it “will be focused on strategic investments in research and development, sales and marketing, client services, and global expansion.”
The $22 million, plus $6 million HireVue raised in two previous rounds, gives the 60-person company a big chunk of change. Exactly what it will be used for wasn’t explained in the announcement, and when I asked, here’s what I was sent:
HireVue also plans to increase headcount in solution development, sales and marketing and customer success to maintain its position as the leader in the digital interviewing category.
Kevin Marasco, HireVue’s CMO, offered more detail in a conversation today. HireVue already has such global, blue-chip companies as Walmart, Starbucks, Conoco/Phillips, and Rio Tinto, so a logical step is to move into Europe and Asia/Pacific, he said, mentioning Australia, India, and China.
HireVue, though, is quickly becoming more than a provider of virtual recruiting services. Its digital platform can be used — and is by some of its clients — to deliver company and branding videos to candidates. Some are already using the digital video capabilities for internal conferencing, and candidate onboarding. Marasco explained that other “extensions of the application” for training and leadership are likely.
Video recruiting is a crowded space, with at least a couple dozen companies offering video interviewing services, which tells you that online video interviewing is growing, and not a tough field to enter. In fact, anyone with a webcam (and that’s almost everyone these days) can load Skype and conduct a live interview for free. keep reading…
Kenexa’s stock is up about 40% early today on news IBM’s buying the company for about $1.3 billion.
IBM says it’s buying Kenexa to bolster “social business initiatives.” IBM tells me that Rudy Karsan, the well-regarded founder and CEO of Kenexa, will stay with the new company.
Kenexa has a mix of products and services, from RPO to applicant tracking systems (through its BrassRing product).
Today’s tools include Facebook recruiting, keeping track of job applicants, college grad hiring, startup recruiting, and in-house recruitment training. keep reading…