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Is this the “Expertise Economy?”

On the second night of #HRTechConf in Las Vegas, I stumbled into a happy hour co-hosted by Degreed and Bridge. These are both learning platforms. I know people come here for recruiting and sourcing deals mostly, and we cover that mostly — but this was an interesting discussion that I think needs to get out there a little bit.

Degreed has a lot of LinkedIn alums, probably from after Microsoft bought it. David Blake, who’s a co-founder of Degreed, wrote a book called The Expertise Economy. I started talking to one of his marketing ladies, the discussion was interesting, and I went by the next day and grabbed a copy of the book. Normally I read magazines on flights, but the credit card machine at McCarran Airport was down, so all I had was said book, and I read it on the flight.

Let’s discuss for a moment.

Continue reading “Is this the “Expertise Economy?””

Turning down the heat on political discussions at work

Midterm elections are just two months away and the temptation to talk politics will get even harder to resist. But is the office the right place for potentially heated discussions? How much should employers tolerate and how do you keep it civil?

When work and politics mix, tensions can rise. Add in 24/7 news alerts and an abundance of divisive, deeply personal issues, and polite conversations can quickly inflame. While casually talking politics may be harmless enough during everyday situations like team meetings and water cooler chats, the potential fallout can be far more serious.

Recent headlines illustrate just how pervasive politics are in our workplaces – from the cubicle to the boardroom. Employees at tech behemoths like Amazon, Microsoft and Google recently demanded, with some signing an online petition, that their companies end agreements with certain federal entities due to controversial political issues. Several CEOs and company leaders are also taking a stand. For example, Dick’s Sporting Goods banned the sale of assault weapons after the Parkland school shooting in February 2018.

Understanding the Ground Rules

It’s essential that we as talent management professionals know how to manage these situations. Handling political tensions in the modern workplace is challenging, but understanding the ground rules is a strong start.  

Although you definitely want to get the guidelines firsthand from your legal department (and if guidelines don’t exist, consider putting some in place), experts say that it is illegal to attempt to ban political discussion. This is especially true if the discussion pertains to labor issues like harassment and workplace safety. That doesn’t mean you can’t create specific policies to keep things civil, though, or take specific actions to thwart political activities in the office.

Considering the unique political environment we live in today, I talked with leaders in Talent Management companies to get their insights on how to tactfully mitigate the potential disruption talking politics may have on your business and overall culture.

How to Keep Political Conversations Civil

Respect differing opinions – Difficult conversations and personality conflicts at work are going to happen, and Michele McCauley, SVP of Human Resources at Apex Systems suggests that we, “Always seek to understand. Ask questions about why the other person feels the way that they do or supports the candidate that they do.”

McCauley adds that it’s imperative to keep the conversation going, even in the workplace.

“We have got to be open to having discussions on politics and understanding the other side, or we will never bridge the gap that has increasingly gotten larger between the two sides.”

Coach managers to recognize and mitigate tense situations – Sometimes what starts as a harmless back-and-forth about a news headline or even a conversation about someone’s weekend plans can turn heated. Sean Gilligan, President of Technology Recruiting for Harvey Nash North America recommends that, “colleagues should be cautious when discussing politics at work; all individuals have their own unique opinions, and friendly banter can quickly turn into a hostile conversation should there be opposing views.” 

To keep political conversations civil, companies should coach team leaders through potential scenarios. McCauley shares that she has encountered some situations that became so divisive that they “eroded trust between teammates. In those cases, it’s best that the manager give direction that there shouldn’t be political discussions or that they should be considerate when talking loudly to their friends in the office environment.”

Turn to HR for support – Managers are typically responsible for ensuring their team is within the boundaries of company policy when it comes to political discussions and activities at work. If major transgressions happen, especially those that disrupt the work environment or lead to emotional debates, HR is a helpful resource. Penny Queller, SVP and General Manager of Monster.com’s Enterprise Talent Solutions shares, “These conversations are often tense. If they lead to a disagreement or a relationship rift that causes disruption in work productivity, HR should step in.”

Weigh the consequences – Educate employees so they know that before they engage with a co-worker on a political topic, they should take stock of the situation. Queller states that, “It’s likely you’ll have a sense of a colleague’s perspective. If you’re aware that you differ substantially on an issue, you may want to consider whether engaging in the discussion at work is the right decision.” At the same time, Queller recognizes and believes that “some sensitive topics deserve a healthy debate.”  

Proceed with caution if you’re in top leadership – Despite recent reports that show more CEOs are comfortable taking a stand, many experts recommend restraint. “C-Level executives need to be the most cautious as it pertains to political communications,” says Gilligan, but he agrees that it’s impossible to completely ignore discussions on topical events. “Constructive conversations should be encouraged by leadership when the topics are items that would affect the business,” such as new corporate tax rates or how immigration issues may alter the talent supply for staffing/recruiting companies.

McCauley adds that even if CEOs have the best intentions, the nature of their role as company steward complicates the situation, “It’s likely comments from the CEO would be one-sided since most employees don’t have the opportunity to engage in conversation directly… intentions can be misunderstood without opportunities to gain additional context.”

We spend much of our lives in the office, so it’s only natural that our personal beliefs and passions come through in our workplace interactions. It’s our responsibility as talent management professionals to encourage open discourse while promoting company policies to minimize disruption; maintain a productive and welcoming workplace; and be cognizant of the potential impact politics may have on an employment brand.  

Build Your Candidate Cloud With Jobjet Recruiter Pro

jobjet update

 

Jobjet now has a new and improved Recruiter Pro update

 

Jobjet has now released its Recruiter Pro version, which adds new features and uses both its App and Chrome Extension to help you find and organize talent.

When you log in to Jobjet Recruiter Pro, you see a list of your candidates. These can be imported into Jobjet in a variety of ways. You can add candidates manually, import them from other sites using the Chrome Extension, or find them within Jobjet using the Candidate Cloud, which I will touch on later.

Once candidates are imported into the system, Jobjet makes it really easy to contact them and monitor any progress. You can also use Jobjet in teams, allowing you to easily keep track of who is talking to who for improved efficiency.

The Jobjet Recruited Pro Chrome Extension also makes your talent search more efficient. The tool works best on LinkedIn, but also useful on AngelList, GitHub, and more. It allows you to find contact info such as email addresses and phone numbers, import people into your list of contacts, and even message candidates directly from the extension.

The most notable new feature of Jobjet Recruiter Pro, however, is the previously mentioned Candidate Cloud. This is a built-in database of potential talent, making it simple to search, add, and contact new candidates within the Jobjet app.

  • You can search candidates with keywords such as titles, skills, locations, and more.
  • Jobjet will compile a large list of search results, conveniently displaying key information about the candidates. The candidate’s last few positions are displayed, as well as educational background and more relevant skills.
  • The candidates’ contact information is also easily accessed from this search, by choosing “Get Contact Info.”

This search helps you to greatly improve and speed up your candidate search process, allowing you to move on to the crucial contact step sooner.

Overall, the new Jobjet Recruiter Pro combines all the most important tools into one easy-to-use system ~Noel Cocca

 

See inside with Dean Da Costa:

 

 

 

Uncertainty Kills: The Root Cause of All Your Recruiting Problems

Hiring is a minefield, with hidden and not-so-hidden problem, obstacles, issues and objections scattered between here to the acceptance.

As a recruiter or recruiting leader, you are tasked with shepherding the candidate through that minefield as best you can. No one will blame you for the occasional lost candidate, the one who bolted last minute. But these days, it might feel like you have more rejections than successes, and a quick review of the data would confirm it.

Obviously, as the demand for talent grows, we can say candidates are more picky, but that’s not really what’s going on. The reality is that you are applying 20th century thinking to 21st century hiring.

In the past, employers help all the cards. They knew what the salary was. They knew who the boss would be (and what their pros and cons were). They knew where the desk would be. They knew where the businesses was headed. They knew the likelihood of the business hitting revenue and bonus targets. They knew how convoluted the red tape was. They knew what the job really entailed. In this world, the employer had most of the information and the job seeker was faced with dealing with uncertainty. The job of the recruiter was to entice someone looking for a job to apply, keep all the negative stuff at bay, and walk the tightrope towards the finish line, so that uncertainty didn’t derail the process.

Is uncertainty really the issue? Pretend you’re driving in a new city and your phone is dead. All you have is a paper map and the signs around you. You aren’t 100% certain where on the map you are, so it’s unclear which direction to take. In this situation, do you randomly guess and start turning? Of course not. You stop the car, take a breath and start studying the map. Uncertainty didn’t turn into a “maybe,” it stopped the entire dead in its tracks.

Sites like Glassdoor, Google, Indeed and Blind have pulled the veil away from the employer having all the information. Not only can’t the recruiter can’t hide all the bad stuff anymore, but recruiting leadership hasn’t learned to shift gears, lean in, and face the new reality. Rather than become transparent and reveal the pros and cons, they stick their heads in the sand. There’s a whole thread on Blind identifying the companies that block the Blind app and its emails to ensure that no one can see what other people are saying. These are leadership decisions, endemic of how far most companies have to go to removing uncertainty.

If you want to be more successful in your hiring, your strategy should shift to removing uncertainty. Here are seven ways you can lower the amounts of uncertainty throughout your hiring process to keep more prospects and candidates engaged and more likely to accept your offer.

1) Salary on the job posting

Yep. Not only will Google reward you with better-ranked jobs in its search results, it will help you communicate to candidates what the expectation of the role really is. In a world where we seem to tack on manager or specialist on to any title regardless of whether its a people-managing role or requires actually specialization and expertise, the salary helps you say, “yeah, this is an entry-level job” or “this job assumes you’ve got real experience doing this kind of work” that is often unclear in the job posting.

2) Share the hiring manager and supervisor’s name and Linkedin account as soon as 2) possible

What’s that old saw about people join companies but leave bosses? Why not actually share who the boss is? We expect recruiters to own the relationship, but why? The recruiter exits the picture as soon as the hire happens. If a good part of productivity comes from chemistry between the employee and supervisor, start sharing that early. If things change halfway through the process, be transparent about that, too. Good candidates appreciate your willingness to be open about changes because it shows you respect the candidate. That’s the kind of connection you should be fostering.

3) List the people on the team and share their LinkedIn profiles

You pay your people because they are smart, productive, engaging and interesting people. Why not leverage that to the candidate? Each employee’s LinkedIn profile should be professional enough that you don’t have to worry about the things you might if you shared Facebook profiles. And if they are sharing stuff you’re embarrassed about, that candidate isn’t really the problem, are they?

4) Show the edges of your brand

Great. You value diversity. Or ownership. Or fearlessness. Or respect. Or teamwork. Or independance. These words, which are so often pointed to in the career site, are effectively worthless. I value every one of these things, too. The question isn’t if I value them, but how much. What am I willing to give up to commit to a value? Where is the edge to your brand and values? A value you don’t have to sacrifice anything for isn’t a value so much as an aspiration or wish. For example, if you value respect and also performance, which one wins when someone is out-performing, but is a jerk? Is that something you’re willing to accept? If so, you value performance not respect. If not, you value respect not performance. If you can’t show the edges to which you will commit to that brand or value, you might as well say nothing.

5) A virtual office tour on the website

Yes, the candidate will get a tour when they come in for the interview, but why not share that info ahead of time? If there’s no reason to hide something, why hide it? Why not share it like you’re proud. Between video cameras in everyone’s pocket, $300 360-degree cameras and $60 microphones, there’s simply no reason to not show and tell all the cool parts of your office.

6) A “why you’ll hate this job” section on the job post

Hiring is about fit. But if you only show off the good, how can anyone judge for themselves if they’ll fit? By showing off only the good, you put more burden on the recruiter to define and assess for fit. If you are transparent about some of the things that aren’t great (spoiler: no company is 100% great and anyone who thinks that isn’t someone you want to hire), you are helping smart candidates decide if they should self-select out. This way you are shrinking the size of the haystack the recruiter is trying to work for. And by sharing that up front, you won’t get hit with the surprise, “wait, you expect me to be in the office at 8am every morning and don’t have a work-from-home policy?!?” objection. When you get that close to the offer stage, you’re asking the candidate to think you’re hiding more and uncertainty grows.

7) Link to your Glassdoor profile

Glassdoor is happy to boast about what percentage of your candidates will make a stop at their site to get the straight dope, so to speak. So beat them to the punch and link to it. If you’ve got a good rating, brag. Why wouldn’t you? If you’ve got a less-than-stellar rating, pointing to it gives you a chance to reframe the rating. You can talk up what you’re doing to fix things and that you are using Glassdoor reviews as a way to target what you’ll be fixing next. That will help counter any uncertainty a low rating will spark.

Truly, uncertainty kills your recruiting funnel. Nothing can remove uncertainty completely, but if you pivot your strategy to identify and remove as much of it as you can, you’ll see far higher acceptance rates and a smoother hiring process overall.

James Ellis is the lead employer brand consultant at Proactive Talent and host of the highly-rated podcast The Talent Cast. Based in Chicago, you can reach him via Twitter @TheWarForTalent or on JamesEllis.us.

Hear more from James on THE TALENT CAST – UNCERTAINTY KILLS

Solving your intervals and bottlenecks with Yello

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Welcome to what we’d call “Product Week” on this site. Over the last two weeks, at different recruiting industry events — first our own HRTX at the Yello offices in Chicago and then HR Tech in Vegas — we’ve seen demos of dozens of different talent acquisition-related suites. Now we’re going to start writing about how some of them can benefit you. You might have heard about a few; you may have researched them, and you may even own them. Your specific interaction point to each possibility will be different. Enjoy what you can.

First up is Yello. I should caveat all these that they’re not meant to be hard-hitting, deep-review journalism. They’re just going to discuss the suite. As William Tincup noted at an event at Yello actually, please go talk to your peers  and check out more than few review sites to get an idea of the good, the bad, and the ugly. These are more an overview, and some future ones will be tied to the context of how a specific solution works within a current industry problem.

Continue reading “Solving your intervals and bottlenecks with Yello”

But really, are we going to save the hiring process from an Expo Hall in the desert?

The 35,000-foot view

Tuesday night when the Expo Hall at HR Tech 2018 opened, I was trying to meet up with some people and ended up doing about five-six laps of the whole floor. On about the fourth lap, I decided to start counting different concepts in the marketing messaging you see as you approach given booths. I got it to three big buckets.

  1. AI
  2. We save recruiters time or otherwise make them less busy
  3. We help you find the needle in the haystack

I got about 72 on AI in terms of sheer booth references, and that might be low. AI seems like it’s a “must-have,” or at least a “must-have” in the eyes of the guys making the products. Maybe consumers and B2B buyers are interested. Seems like the market says they are.

Some people were getting annoyed, myself included:

Obviously (1) and (2) above are interconnected. If you implement AI and it’s even just a scheduling feature, that should save time for recruiters. Recruiters spend a lot of time on top-of-funnel and logistics. That all makes sense.

I’m not necessarily sure that (3) is connected, though — I would actually worry about AI increasing bias in hiring. While all the vendors have talking points around this (and some are good), most research seems to indicate AI will jack up bias, not fix it.

OK, so there’s your higher-order big buckets. That’s where the industry is headed on the tech vendor side at least. Until a shiny new buzzword comes along.

Continue reading “But really, are we going to save the hiring process from an Expo Hall in the desert?”

What in the living shit does “comfort with ambiguity” mean on a job description?

Been out at HR Tech this week with about 5,000 other people in the general talent acquisition space, and it’s an overload of product demos, new information, beers, new friendships, life opportunities, a bunch of Alicia Keys songs, and promises to go to the gym which are never truly realized.

Yesterday, in between two demos and wandering aimlessly on the Expo Floor, I stumbled upon TapRecruit. They were on a side aisle next to bigger deals like Montage or Phenom People, and the messaging was what you’d expect from a conference like this: “Make evidence-based hiring decisions,” or something similar to that. I stopped in part because of fatigue. I’m glad I did, though.

We got into a conversation about job descriptions. I absolutely hate job descriptions. The story I always tell is this ditty: years ago, I worked for a huge (multi-billions) healthcare company for about 15 weeks on a project. During those 15 weeks, someone left a role. He had been there eight years. Here’s what the damn hiring manager did: he found the job description from eight years ago and re-posted it. No edits. Essentially, whatever that employee did and showed about the role in almost a full decade was meaningless. Just re-post and fill that funnel.

I sometimes walk around stuff like HR Tech and think to myself, “If we could just fix job descriptions and role design, half these booths would be irrelevant anyway.”

OK. Back to TapRecruit.

So they analyze job descriptions and one of the “plays” therein is obviously gender. For example, if you simply add “senior” to a job title, you get 40% less female applicants, in part because they’ve never been told they’re “senior” because, well, work is sadly still a man’s game and quite broken at that. Textio and others do similar work. I think we all secretly know that a lot of job descriptions are written by tech bros or sales guys who are 47 and feel like they’re still in SAE back at State, so this shouldn’t necessarily be super surprising. It’s sad, but it’s not breaking news.

But this intrigued me:

Apparently in the millions of job descriptions they ingest, one of the new trends is “comfort with ambiguity.”

The dude I was talking with, Philip Reyland, and I start discussing what it even means.

Some possibilities:

  • “We don’t really know what this job is.”
  • “Be prepared for chaos.”
  • “You will have essentially no stability in this role.”
  • “Oh God this is going to be a tire fire.”
  • “You are about to enter the professional equivalent of The Hunger Games.”

Now I want you to add up two things I’ve said.

We’ve hit a point in job descriptions where:

  1. “Senior” alienates almost half your potentials, and probably “senior” isn’t even paid any more than “regular” — it’s just that some hiring manager thought it would be a way to attract better candidates. “Oh, sorry, we can’t do more than 60 for this role…”
  2. We think we’re being all cool and fashionable saying “comfort with ambiguity” — we’re acknowledging the beast! — but in reality, we’re just telling people what they already knew about most white-collar work: it’s an ill-defined, priority-lacking tire fire at a lot of places.

We’re going to write a lot more about stuff from HR Tech, including product demos, but for now I’d say this: if you are trying to “disrupt” some element of the hiring process, start by writing job descriptions that make sense and underscore the essential elements of business-important roles. Start there, at the top of the funnel. Get better at that. Everything flows from there anyway.

“Marketing is a crystal ball for recruiting.”

Ah, welcome to the first #HRTechConf — HR Tech 2018 — post on this site.

This is a quick-hitter recap of a session MC’ed by Katrina Kibben, who herself is a former employee of RD. (“Friend of the program.”) She had this crew with her:

  • Courtney Martinez from Houlihan’s
  • Katharine Mobley from First Advantage
  • Susan Vitale from iCIMS

First, let me say this: all these women are completely bad ass. You should follow them online — Mobley, Kibben on Twitter at those links — and understand what they’re discussing. They all “get” it.

Continue reading ““Marketing is a crystal ball for recruiting.””

#bemoreeventful at #HRtechconf w/ Oleeo and RecruitingDaily

One scroll through Instagram or Facebook and you’ve got a potpourri of inspirational advice imploring you to…

Put down the phone and play with your children. (No, not video games)

Actively listen and be present (and stop finishing your partner’s sentences in the annoying way)

Slow down and chew every bite 32 times (um, gross.)

Outside of work, we are encouraged to be mindful, make meaningful connections and “soak it all in.”But once we get to work, what’s the encouragement?

#HUSTLE.

#GRIND.

#DOWORK.

We celebrate being busy AF and we’re literally encouraged to go beast mode…

  • Slam in the back to back meetings (who needs to pee?)
  • Take home more than a year’s worth of action items (it’s ok, you’ll pretend to delegate.)
  • Do the things (all of them.)
  • Grind for 72 hours at HRTech (no you don’t need sleep –  there’s O2 pumping through the airwaves.)
  • Don’t forget to check your email between every session.
    (F@#$ that out of office nonsense)

Seriously? No wonder 95% of HR pro’s admit that burnout is sabotaging retention.

We’re missing the point.

We’re so busy focused on the potential outcomes of the conference, we barely stop long enough to enjoy it while we’re here!

My suggestion – stop, re-apply some of that ‘off duty advice’ you’re getting and appreciate HR Tech for what it really is – the chance to connect with peers in meaningful and memorable ways.  With some awesome learning sprinkled in of course.

Connecting with people and doing meaningful things is why you got into HR, remember?

  • Yes, this conference has organically exploded.
  • Yes, this conference has more tracks than trainspotting.
  • Yes, the expo hall is a obstacle course requiring a tight focus, a tighter gameplan and the loosest, most comfortable shoes possible. (Flip flops are biz cas’, right?)

Remember why you are at this conference.

  • To make new connections (they could change your career)
  • To reconnect with amazing humans you haven’t SEEN in years (they could also change your career)
  • To take a minute and appreciate how cool your job is (you actually help people start careers/ perform their best, achieve epic shit…)

In an effort to help you stop and soak it the moment, we’re partnering with Oleeo to remind you to #bemoreeventful at this year’s #HRtechconf.

Oleeo has created a simple game with 14 cards that challenge you to step out of your comfort zone, get a little silly and yes – say hi to the stranger next to you in line.

I hope you’ll swing by their booth #1548 and grab a deck and play with the team at Recruiting Daily. We’re going to be handing out $100 cash rewards (aka, gambling money) every day to winners that post themselves completing challenges.

Bonus points if you know how to Floss.

And yes, there’s a tech tie in – because shouldn’t there be? The folks at Oleeo deliver intelligent mobile technology for all kinds of high volume recruiting events to help candidates and recruiters #bemoreeventful.

Come challenge me to a dance off. I dare you.

Pick up cards in booth #1548
And Follow @recruitingdaily and @oleeo_
tag #bemoreeventful + #hrtechconf when you play!

How to buy HR tech (a brief but informative guide)

I cribbed some of this from William Tincup’s session at HRTX Chicago, and I’ll probably go back and add to it after HRTech in Vegas this week. But let’s start with the 35,000-foot view if you’re super busy, then we’ll get more nuanced.

Continue reading “How to buy HR tech (a brief but informative guide)”

WebClipDrop renames and improves into ZAPinfo

zapinfo recruitingtools

Great Recruiting Tool, New Name, Improved Functions!

 

What was formerly called WebClipDrop has changed its name to ZAPinfo and added new and improved capabilities. The Chrome Extension works within Facebook, LinkedIn, and more, including a Google search. It searches through the sites to find people and the information we love and turns that info into an easily viewed profile for you to save.

Once you open the extension within a site, you will see the profiles that you have stored so far, as well as your options for clipping new data.

  • Choosing “Clip Data” will allow you to clip all of the records from the selected page. This will search through the page, and provide you with a list of people it has found.
  • You can then select which—or all—of the profiles to clip and bring into ZAPinfo. These profiles contain whatever the program managed to find, such as names, email addresses, phone numbers, companies, personal websites, and more.
  • Once you have selected profiles, you can choose to drop these profiles into a variety of other compatible recruiting programs, or export the data separately.
  • Additional features include importing data into ZAPinfo from other sources, manually clipping information, and gathering information directly from a resume.

ZAPinfo’s ability to clip from and import into a variety of different sites and programs makes it a versatile tool for every workflow.

ZAPinfo, with its new name and form, is definitely worth adding to your tool belt. ~ Noel Cocca

 

Look inside with Dean Da Costa

 

What if analytics is more of a leadership problem than a technical problem?

We’ve been talking about analytics, data, big data and all that for a hot minute. Data scientist is supposedly “the sexiest job of the 21st century.” Meow.

There are flaws here, of course.

Notably, most companies are good (or starting to get good) at collecting data, but most of them have literally not an iota of a clue what to do with it. This has been the case for about five years.

Let me explain this as directly as I can: having data means nothing unless there is a way to present it to decision-makers (check-writers) in a way they understand.

Most companies have about 7-10 “real people” who can actually do anything or approve something. Those are usually men, in their 50s/60s, who have been fed/presented information in a very specific way for two-three decades.

You cannot come at those men with data plots, visualizations, algorithms, etc. They don’t care. In reality it probably threatens them. Can these AI things they’re discussing take my job?

In short: data means nothing unless it can be explained to the people who matter.

This means we need to rethink how we’re approaching this. Let’s do that now.

Continue reading “What if analytics is more of a leadership problem than a technical problem?”

CandE Awards: Here are some companies doing candidate experience right

True story: at HRTX in Chicago yesterday, we met a woman who was laid off and went on 16 — yes, sixteen — interviews with a company for a new role. (Wait for the punchline.) Seven of these interviews were phone/email/etc. and nine were in-person. Yes, you can argue that she should have self-selected out of the process at some point because 16 is a little bit ridiculous, but we all need a way to earn money, right? Oh, about the punchline: after the 16 interviews, she was rejected by an automated email. LOL. Companies are not people. They can be straight-up savage.

Well, that little story above is not good candidate experience. But thankfully there is some good candidate experience out there in the world, and we have awards to prove it.

Continue reading “CandE Awards: Here are some companies doing candidate experience right”

Could we save the college career fair with a “crazy” idea from Singapore?

Yesterday was our HRTX event in Chicago at the HQ of Yello, and we had a strong turnout and good conversations across four “tracks:”

  • Global sourcing strategies
  • College recruiting
  • How to buy HR tech
  • Vendors / subject matter experts

I’ll end up writing a bunch of articles about different ideas that came up throughout the day, because there was some real powerful stuff in there. But now, it’s Friday morning and the CHI —> DFW leg didn’t land until 12:41am, so we’re going to do a smaller concept.

Continue reading “Could we save the college career fair with a “crazy” idea from Singapore?”

Is it time for HR to get more “tech-y,” finally?

This was written by the team at Apploi.

Technology has enhanced our everyday lives, both at home and at work. While it seems like there’s a new tech fad every week, many technologies are here to stay.

HR professionals who embrace technology and adopt a tech-forward approach to the hiring process can reap major benefits for their company, not to mention make their own jobs a lot easier.

Let’s look at five reasons why it’s important to be a tech-savvy HR professional.

Continue reading “Is it time for HR to get more “tech-y,” finally?”