by Janine Nicole Dennis | Sep 15, 2014 | Business, Featured, Guest Post, HR Innovation, HR Technology, HR Technology Trends and Tips, Recruiting, Recruitment, Talent Acquisition
Only in the last few years has the amount of social data begun to scale, allowing data-driven individuals to begin to search for hiring trends. Within this social data, there are strong indicators of when a top performer is about to “come to market,” or pursue their next career opportunity. As a result, it’ll be the job of tomorrow’s recruiter to figure out how to leverage big data and predictive analytics to find the right candidates when they aren’t yet actively looking.
The majority of recruiters lack the time to gather all public data on each of these professionals. They lack the ability to run multivariate regressions needed to identify the one in 200,000 professionals who are both qualified for and open to a new opportunity. These recruiters will need a tool to do these things for them. Until now, no one’s done a good job of building one.
That’s why we’ve built Entelo. It takes the average recruiter a half-hour to manually collect all available information on just one candidate. Entelo does all this work for you, providing the most comprehensive view of talent available and saving you from hours of research. Entelo Search includes rich profiles of over 30 million candidates, each filled with data from social sites such as Github, Dribbble, Quora, Twitter, and more.
Entelo also uses this wealth of data to help recruiters identify those candidates who are about to change jobs, using our first-of-its-kind More Likely To Move™ filter. Our proprietary algorithm analyzes over 70 variables indicative of upcoming career changes to tell you the right candidate to speak with at the right time. We track everything from layoff announcements and M&A activity to length of time at current company and social profile activity. When a candidate is flagged as More Likely To Move™, they have a 30% likelihood of changing jobs in the next 90 days.
We feel we’ve only scratched the surface of what this data can do to help HR professionals build great teams. We launched Entelo Diversity in April, which helps you find candidates whose social profiles indicate a high probability of meeting specific gender, race or military experience requirements. It’s our hope that this latest element of our algorithm will help companies of all sizes reap the benefits of building strong, diverse teams. Studies show that a more diverse workforce is more creative, more productive and less likely to turn over.
We’d love to show you and your organization how Entelo can help you hit your hiring goals and build a great team. For your free demo of the Entelo platform, visit www.entelo.com/demo.
Author Biography
Kyle Paice runs the Entelo Marketing Team. Previously, he was the Head of Marketing for RentJuice, a real estate software company that was acquired by Zillow. Before RentJuice, Kyle built inbound marketing software as a Product Manager at HubSpot, and consulted to investment banks and other financial services institutions with Deloitte. He has a B.A. in Economics and Political Science from Boston College.
by Janine Nicole Dennis | Sep 8, 2014 | Business, Featured, Guest Post, HR Innovation, HR Technology, HR Technology Trends and Tips, Life
In 2002, Patrick G. Riley published “The One-Page Proposal” that became a bestselling self-help book in North America, China, Japan, and Korea, which described how the author succeeded in helping businesses all around the world using one-page proposals. In 2011, Patrick G. Riley and Joanna Weidenmiller co-founded 1-Page. The co-founders wanted to take the successful approach and founding principles of the book, and leverage technology to tackle the largest demographic with the biggest communication problem: companies and job seekers.
For every job post it is reported that companies receive an average of 250 resumes, with leading brands receiving up to several thousands of resumes every week. The problem goes beyond quantity, as the content received within a resumes doesn’t provide any indication on the future performances, fit and motivation of a candidate. HR departments and hiring managers need a new system of engagement to identify top candidates before the interview, enabling job seekers to pitch their value instead of simply providing a list of their past accomplishments.
1-Page provides the Challenge-based Assessment Platform that gamifies hiring, giving recruiters the access to predictive data for enhanced decision-making on talent. With 1-Page, companies engage candidates to compete for jobs based on their ability to solve real-time business challenges, to achieve company’s strategic objectives. Candidates’ ability to pitch their value to the company for that specific role, and propose their solution on a 1-Page Job Proposal, is at the core of the process.
Some of the largest US and global companies like First Republic Bank, BevMO!, UST Global, Orange, rely on the platform for:
- Hiring talent
- Engage passive candidates
- Internal promotion
- Open- source innovation
The platform helps the talent acquisition team to turn job descriptions into real-time business challenges that are unique and specific to the role, and share them through their ATS, customized email invitations, referral lists, and social media. Companies can track in real time the status of candidate’s progression, and leverage collaborative and automated proposal scoring (powered by Natural Language Processing technologies) to identify the best. Thanks to the innovative approach to hiring, the technology behind the scoring model, the great candidate experience delivered, and the results achieved by their enterprise clients, 1-Page has been awarded as one of the top three HR technologies in the US (HRO Today, iTalent 2014). 1-Page has also been endorsed by some of the leading experts in the field of HR technologies:
– “While I always ask candidates to describe how they’d solve a job-related project as part of the assessment, the folks at 1-Page.com have taken this idea a few steps further … candidates submit a one-page proposal summarizing how they’d handle some challenge likely to be faced on the job.”- Lou Adler, Best-selling author and CEO of The Adler Group.
– “The idea of a company engaging with a candidate through evidence of what he or she could do, rather than for what they have done in the past, is a very bright light in recruiting.” –Bill Kutik, Founder of the HR-Tech Conference, on HRE Online.
1-Page’s clients have been able to lower cost per hire by 70%, increase retention by 75% and reduce time to hire from an average of 13 to 4 weeks. With 1-Page, companies have significantly increased the quality of interviews and hires, while delivering the greatest candidate experience.
Author Biography
Joanna Weidenmiller is CEO and Co-founder of 1-Page, the next generation hiring solution that revolutionizes talent acquisition.
Successful and active woman in tech, prior to launching 1-Page Joanna was CEO and Founder of Performance Advertising, responsible for building one of the US leading outsourced direct sales and marketing firms for two Fortune 500 companies, with a successful exit in 2007. Joanna moved back to the US after spending 5 years in China where she developed and led technologies in the mobile and e-commerce fields. On top of building 1-Page, Joanna most recently served as Managing Partner for Hubert Burda Media (one of the largest magazine and digital publishers in the world) in China, where she headed the expansion and led all strategic operations. Joanna earned her BA degree in Foreign Affairs from the University of Virginia where she was a Full Scholarship athlete and National rower. Joanna was recruited to the FBI out of college, where she trained police in the Middle East.
Currently she lives in San Francisco, CA.
by Janine Nicole Dennis | Sep 4, 2014 | Featured, HR Technology, HR Technology Trends and Tips, Human Resources
It’s a very exciting time in HR Technology. In fact, a June 2014 article by Aliah Wright on SHRM.org, indicates an increase in both company interest and spending for HR Technology. The article goes on to state that 30% of respondents in a Towers Watson study say they will spend a substantial amount of HR spending on technology. Finally, after years of resisting the technological movement, companies are starting to realize the efficiencies and value that come with investing in the right technology.
The three areas of greatest concern according to :
- Data and Analytics
- Mobile Optimization and Capabilities
- Saas
In my opinion, we are seeing a highly saturated market where you will find tried and maybe not-so-true players in the ATS arena that are holding steady; followed by lots of marginally improved replicas or in some cases “knockoffs”. Full scope talent management systems are intriguing to businesses who no longer have the gumption to try to make separate systems speak to one another in an effort to have fully integrated systems and accurate outputs. Yet still, we have our pick of aggregators, video interviewing platforms, assessment platforms and the list goes on and on.
How does the HR practitioner make sense of all of this?
The first step is understanding what problem you want the technology to solve. The second step is understanding that technology is unlikely to solve all of your inefficiency issues. Inefficiency is first resolved by having sound processes and practices, no system can replace that. Third, once you have considered your HR Technology needs, you need to adequately research and identify appropriate vendors.
Don’t just think about your needs right now, but anticipate how you see the company growing five or even ten years down the line. This will also mean that you will have to pay attention to the bandwidth and scalability of potential systems; a common pitfall of buyers.
There are tools to suit almost every company need. The hard part is taking the time to do the research to find the diamonds in the ruff.
That said…
Those that have been following me for sometime know that every September I celebrate my blog anniversary with a month-long HR Technology series. I do this every year to commemorate my first post which was on called ” To Automate or Not To Automate…That Is The Question”. This year I have coined my series ” I am Revolutionizing HR”. I am highlighting 1-2 HR Technology start-ups per week to open your eyes to vendors that are uniquely solving HR problems.
In doing the research to find what is out there, I was extremely impressed to find vendors solving HR issues in a practical and unique way. None of them are replicas or knockoffs, but they all have a sincere desire to help the everyday HR practitioner work more efficiently.
The first HR Technology start-up will be showcased on Monday, September 8th. Please stay tuned the entire month to get the scoop on some innovative and cool players on the HR Technology scene.
I hope you find each of them helpful.
by Janine Nicole Dennis | Sep 18, 2013 | HR Technology Trends and Tips
We live in a world where every day we rely on sound, pictures, and videos to display data, give us instructions, deliver the news, and even stay in touch with our friends and family. According to Gartner, Inc., the world’s leading information technology research and advisory company, more than 25 percent of the content that workers view each day is dominated by pictures, video or audio. Already, video has even gained importance in recruiting, with graphics and videos displayed on employer’s career sites to provide a more engaging experience to jobseekers. Now, employers can offer the same type of engaging experience during the actual application and interviewing processes with video cover letters.
Recruiters should take advantage of this trend to reach candidates, who are already using and consuming video daily, to shorten the hiring process and find top talent. Video can give recruiters an advantage by providing a more holistic perspective on a candidate, in less time with fewer costs. By adding cutting-edge yet extremely simple-to-use technology in their recruitment process, employers can enhance their employment brand and stand out as an innovative and tech-savvy place to work.
Furthermore, video allows recruiters to evaluate qualities like the candidate’s verbal communication skills, energy level, and potential benefit to the company earlier in the hiring process. This is helpful particularly for entry-level positions, where the candidates may lack experience but have transferable skills and traits that may not translate on paper alone. Another example of a situation where video is particularly helpful is when an employer is hiring for positions that will utilize video technology on a regular basis. In today’s business world, customer service is a virtual experience, and tools like phone and video conferencing and utilized daily. Video cover letters will help companies hire employees who are comfortable with the medium for these customer service type positions. Rather than wasting time, money, and effort to schedule a phone screen or conduct an onsite interview, video can be used to quickly identify good-fit talent based on their displayed creativity, professional presentation, communication skills, and passion your company needs to succeed.
From the candidate perspective, recruiters are far more likely to watch a short video of you explaining why they’re the best candidate for the job than reading another cover letter. It is often easier for candidates to be expressive about past achievements when telling a story to a camera. Video is a quick way to allow candidates to stand out against their peers and be remembered by recruiters and hiring managers.
Given these advantages, video is quickly becoming essential to effective recruiting success. Organizations that do not start embracing the powerful tool risk being at a competitive disadvantage. Aberdeen’s talent acquisition research indicates that organizations were two or three times more likely to improve recruiting metrics (time to fill, cost per hire, hiring manager satisfaction) and business metrics (customer retention and customer satisfaction) after implementing video. Fifty-two percent of organizations improved the length of search, and 47 percent improved cost per hire, compared to 17 percent of organizations not using video. Clearly, it makes an impact, and organizations that implement this type of interviewing achieve ROI.
However, video can also understandably raise legal and practical considerations. Video in recruitment is compliant according to the Equal Employment Opportunity Commission. As long as your organization has a policy about how they’re used, video cover letters are no more discriminatory than a face-to-face interview.
Overall, video cover letter can improve the efficiency of screening, recruiting and hiring potential candidates. Technology has certainly become an integral part of today’s hiring process. Are you ready for the next big thing in talent acquisition?
Meaghan Kacsmar is a Product Marketing Associate at iCIMS, a leading provider of innovative Software-as-a-Service (SaaS) talent acquisition solutions. iCIMS is an Inc. 500 and Software Satisfaction honoree focused on solving corporate business issues through the implementation of easy-to-use, scalable solutions that are backed by award-winning customer service. iCIMS’ Talent Platform, the industry’s premier candidate management solution, enables organizations to manage their entire talent acquisition lifecycle from sourcing, to recruiting, to onboarding all within a single web-based application. With more than 1,700 clients worldwide, iCIMS is one of the largest and fastest-growing talent acquisition system providers with offices in North America, UK, and China. To learn more about how iCIMS can help your organization, visit www.icims.com or view a free online demo of the iCIMS Talent Platform.
Janine Truitt
by Janine Nicole Dennis | Sep 16, 2013 | HR Technology Trends and Tips
I realize that this blog series is about HR technology trends and tips, but since my HR technology interests have to do with employee communication and education efforts, I’m going to dial things back a bit. Frankly, I think the future of HR communication tech is old-school.
Don’t get me wrong. I’m no Luddite, and I’ll be the first to tell you that all the new technology we have at our disposal makes our lives easier. Email, social media, asynchronous online educational platforms—every single bit of it is a modern miracle.
But here’s the “but.”
Advances in technology—especially those that affect how we communicate with employees—don’t mean a thing if they don’t help get your message across.
Technology is always changing and creating new opportunities, for sure, but the magic of good employee communication isn’t in the technology. The magic is when the words and images that do the communicating are simultaneously simple to understand and a delight to experience.
Shorter Is Always Best
No matter what you have to say or how you plan to say it, there’s always a way to do it with fewer words. Keeping your messages concise helps with comprehension, and makes whatever you have to say more approachable.
But short doesn’t necessarily refer to length. Sometimes, like with summary plan descriptions, for example, you must distribute a very large document. If that’s the case, break things down into digestible chunks. Make the lengthy content “shorter” by providing a simple, one-page overview of key highlights, and explain that the “fine print” goes into deeper details.
Keep It Conversational
Conversational doesn’t mean breezy. It doesn’t mean unprofessional. It means relaxed and easy to understand. Need to know if you’re communicating on a conversational level? Here’s a simple test—take a look at what you’re about to send out and compare it with the kind of language used in a traditional wedding invitation.
If your message sounds anything like this—“The honor of your presence is requested at the union of Ms. Mary Smith to Mr. Robert Jones on Saturday, the tenth of May, Two Thousand and Eight, at four o’clock in the afternoon”—then you’ve gone way, way too formal.
Things like passive voice (“is requested”), exotic/jargony language (“union” when “wedding” will do), and wonky sentence lengths (jamming two or three short ideas into one space), make things harder to understand. Besides, nobody talks that way.
It’s Not Always “Hammer Time”
Ever hear of Abraham Kaplan’s Law of the Instrument? The concept comes from The Conduct of Inquiry, Kaplan’s 1964 examination of behavior science, and can be formulated as follows: “Give a small boy a hammer, and he will find that everything he encounters needs pounding.”
Don’t be the kid with the new hammer. Sure, your department may have recently embraced a particular tool or mode of communication, but don’t forget about everything else in your toolbox. Always be thinking about the best ways to go about reaching your workforce (hint: there’s going to be more than one). Yes, some employees will respond best to the fancy stuff, but other others may be more enthusiastic about a photocopy taped to the lunch room fridge.
Push your messages through every available channel, because a single approach is unlikely to reach everyone. === Justyn Harkin writes about employee benefits and other HR topics for ALEX®, the Jellyvision Benefits Counselor. Available to over 1 million people across more than 90 organizations, ALEX takes the mystery out of complicated benefits details and gives employees personally relevant information they can use to select their best-fit plans.
Janine’s career spans eight years in HR and Recruitment. She has worked in pharmaceuticals, healthcare, staffing and now science R&D. Hundreds of candidates later and after several stints working in the trenches of HR; she founded “The Aristocracy of HR” blog in 2011. “The Aristocracy of HR” (TAOHR) is an HR blog that she created to discuss Talent Management triumphs, blunders, and best practices. A contributor for ERE.net, Smart Recruiters, and TIRA News, she is a globally recognized thought leader that isn’t afraid to tackle the obstacles and issues facing employers and employees alike. She has been quoted by Maternity.com and SHRM. Janine is well-known in the social HR community for her expertise and engagement in all things social. From guest hosting Twitter chats to webinars, she is proof that social media and HR can live happily ever after. Connect with her on LinkedIn and Google+. Check out the “The Aristocracy of HR” Facebook Page. Follow her tweets on Twitter @CzarinaofHR.
Janine Truitt
by Janine Nicole Dennis | Sep 13, 2013 | HR Technology Trends and Tips
All of the technology in the world cannot make up for the human connection. Human Resources was put in place to represent and support the people of the company – whether they are in the candidate process, or full-fledged employees. HR Tech continues to evolve, but it should not act as a replacement for human interaction, only a supplement.
The biggest development in the wake of evolving HR Technologies is a sense of community. In regards to hiring, there has been emergence of social software features within HR Tech such as the sharing of candidates and commenting on a colleague’s interview notes. Pick a technology that allows you to amplify personal interactions not limit them. A good tool is only great if it can reinforce the human interaction and help to build a sustainable community with people inside the office and out.
As an HR professional or recruiter, you cannot let technology diminish your interaction with candidates or employees to the “just another cog in the wheel” mentality. These people ARE people are should be treated as such.
Use a tool that lets you get to know you candidates and include your employees. This is better for your company because you can guarantee you’re hiring or working with people who want to be there. By emphasizing community as part of your hiring brand, you can build a talent pool of passive candidates for when more jobs open up. I believe in collaboration at every level. Pay attention to companies that foster this kind of collaboration. They are usually the companies that are consistently building new & amazing features. It’s a team mentality.
It is immediately important for HR Practitioners to know that candidates are expecting more. Talent Branding, employer branding, candidate experience – they are all buzzwords for a reason. It’s because they are real. I’m a young professional and my experience with HR has always been positive, and in general I’ve been lucky enough to have a majority of positive candidate experiences. However, I know the stereotypes. HR is an evil department lurking in the back of a business to destroy people’s professional happiness. Companies don’t respond to candidates because they just don’t care, right? Wrong. Not anymore, at least. Social Media allows HR to be up front and center. They can build a positive brand for themselves by not only empowering themselves to get involved in the conversation, but by engaging candidates and fellow employees. HR is in a unique position because they understand what is at the heart of the company- the people.
This trend of candidate acknowledgement is beyond important. Talent is the lifeblood of your company, and if you don’t pay attention or appeal to them- you can forget about attracting the candidates you need.
Smart technology vendors understand the importance of relationships and allowing for collaboration. You want HR Technology that allows for transparency, ease, and efficiency. That’s the first step, you have to find something that allows you to achieve your goals but also live up to the expectations of the candidates.
Hiring is social. HR is social. Humans are social.
“Lexie is the Community Manager at SmartRecruiters. After graduating with a degree in Anthropology and Communications from the University of Kansas she decided she never wanted to stop talking to people. She believes in creating great workplaces, developing talent, sharing knowledge and using social media for good.”
Janine Truitt
