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Review: iCIMS Recruiting Software Suite

If you’re in charge of your company’s hiring process, chances are you are overwhelmed with potential candidates. The current economic climate means that the job force has a ton of potentially well qualified candidates for almost any position you’d need to fill. If you find yourself in the situation of having too many candidates for you to manage, it may be time to look into recruiting software. This type of software can be advantageous if you have a large candidate pool to choose from and to manage. One of the top recruiting software packages available is iCIMS.

What is iCIMS?

iCIMS is a recruiting software suite. It consists of three levels of recruiting software: Connect, Recruit, and Onboard. Together these three pieces of software bring an entire ecosystem to the recruiting and hiring process. This is an important point. Most software suites do one part of the recruiting process: contact with between the recruiter and the potential candidate. iCIMS does this, but also takes you and the candidate through the hiring process, and stays a factor after the candidate is hired.

Connect – The Connect part of the iCIMS software puts you in touch with potential candidates. This is where candidates come to learn about the company and about potential open positions. This is also connected to the ‘social portal’ so that candidates can keep track of future open positions. SEE THE VIDEO HERE

This is where your company shares news about openings, and points potential candidates into the recruiting section to submit an application or résumé.

Recruit – This is where the actual applications are submitted. The Recruit part of the software allows you to seamlessly track, monitor, and expand your talent pool. Instead of having a stack of paper applications that you need to sort though manually, you can use the software to search through applications, job profiles, and résumés.

This will most likely be the most useful piece of the software for your company, as it is the part that most companies need. The extras of both Connect and Onboard supplement the process that happens in Recruit.

Onboard – Once the recruiting process is over, and you’ve made the hire, Onboard brings you automated software to help assimilate your new hires into the business. The software allows you to begin communication of job and company goals, regulations, and culture before the employee actually starts work, and allows you to keep this communication going through the new hires start date. See the video here.

What this means for you is that you can take care of administrative hiring and training tasks online, through the Onboard portal, so that when the employee comes to work for his or her first day, they are more prepared and are ready to actually begin the orientation process.

How is it Better than the Competition?

There are vast differences between iCIMS and other recruiting software packages. The best way to describe it is that it is an entire suite of recruiting and hiring tools that takes you and all your candidates through the entire process: applications, hiring, and employment. The software is very focused on reports and organizing applicants so that data can be seen at a glance and be customized in a way that is suitable for your organization.

This software works well and is easy to use in most cases. There are vast support systems in place for when you get stuck, which is something that can’t be said for some of the other software on the market.

What’s even more excellent is that the software allows you to have an entire recruiting staff on board. You can manage tasks of your team, assign different levels of access based on positions within the team, and track the process and workflow of individuals on the network.

The downside to this type of software suite is that it can seem more complicated than a traditional recruiting software or service. In many cases, however, the interface of the software assists you in making the decisions you need to make. There are also extensive support options. If you’ve had a customer representative assigned to your company, they will be available to help answer any questions and fix any problems you might have.

How Can it Make Your Recruiting Process Better?

Think about your recruiting process now. Chances are it is an organized mess. Companies have hiring and recruiting policies and processes, but without the structure of an always on system like iCIMS, some things go by the way side, and habits that are contrary to policy are formed.

With iCIMS your hiring process gains a structure that everyone in your department can follow and understand. You can institute policies that weren’t practical before because everything is done online through the iCIMS system.

Because this software is a complete recruiting ecosystem it will become your daily driver. You’ll come into the office in the morning and this will be the first software you use. It will dominate the hiring process, which is exactly what you want. A good piece of recruiting software isn’t piecemeal. You want the software to provide the standard structure of the complicated recruiting and hiring process. iCIMS does that.

The software literally covers ever aspect of the hiring process from putting you in touch with candidates, maintaining a talent pool, recruiting actual candidates, and taking care of post-hire administrative tasks and some orientation functions. The Recruit part of the recruiting software suite allows you manage, search, and visually get a handle on the entire talent pool. There are literally unlimited number of ways you can customize the search results to suit your talent search.

Hiring is Social

You also want your hiring process to be as open as possible. This will get you the widest possible selection of candidates, which will in turn allow you to fill a large range of positions. Many other recruiting software suites offer some sort of social integration. iCIMS takes it a step further and offers social interaction throughout the entire process.

They have actually built powerful social media tools that tie directly into your job portals (all branded) that allow for your jobs to be posted on social media sites. This allows for your hiring process to be engaged with and explored by a wider audience.

Where the social integration really works well is with other portals where you might want to post your job listings. This software allows you to handle all those places in a direct dashboard, which is very seamless. You also get live looks at candidate’s social media profiles if they’ve chosen to attach them to their applications. They can draw in skills and experience fields from places like LinkedIn and Google+.

Hiring Internationally

Where recruiting software really shines in when you are trying to manage a talent pool that consists of applicants from across the globe. With iCIMS you have the opportunity too put all of your international applicants under one roof. The software allows you to sort, file, and search through different pools of applicants based on location, as well as skill, experience and more.

Engage Current Employees with Referrals

Unlike other recruiting software suites, iCIMS gets the entirety of your current workforce in on the recruiting action. In the past if you wanted to have a referral program, you probably had to do it with paper applications, and a spot on there for referrals. With this recruiting software, you can assign each of your existing employees a link that they can share with potential candidates.

With this system, you get advanced reports that contain stats on which employees have referred the most candidates, which employees share their links the most, and so on. You could also use this data to reward such behavior to encourage it. This will bring you a wider talent pool, and will bring in more suitable candidates that are known to the employees in your organization.

Potential Issues

There are a few potential issues you might run into using this recruiting software. The most major one that we came across in the demo of the product, was that there are some areas that might be a bit confusing and hard to use. That is expected when you’re using a new piece of software and the folks behind iCIMS promise support and help at every stage of the process.

Also if you’re looking into getting the iCIMS recruiting software, know that you probably won’t get it cheap. Because it is such a staunch ecosystem that takes the entire hiring process over, pricing is on a per employee, per seat basis, which means the larger your HR department, the more the software will cost. That being said, this isn’t unusual for a piece of enterprise software, so the price should be commensurate with industry standards.

Conclusions

With any recruiting software suite, there’s going to be a learning curve for your HR employees. The goal of any software is to make the manual process that it is replacing more efficient and less excruciating. With iCIMS, you get a full functioning ecosystem of software tools to help you and potential candidates through the entire hiring process. Not only that, but you get a system for supporting your new hires so that they can remain in touch with their recruiter and HR department contacts after they are hired in.

The iCIMS software, while complicated in places, can bring your recruiting process into the 21^st century. Because it covers the whole hiring process, it will replace many things you once had to manually. You can manage every career portal that you have job listings on, you can search through the data base of applicants without resorting to paper filing systems, and you can bring social integration both for the candidates and your existing employees. There aren’t many recruiting software suites out there that can boast this many features.

You can see demo videos of this recruiting software here.

Video Interviewing: TakeTheInterview.com Review

There are so many reasons that employers should be making use of video interviewing in 2013. But, the most important reason is that we are dealing with a highly mobile and time pressurized candidate marketplace and to effectively engage with it, employers need to be offering more flexible interviewing options such as out of hours interviewing and 1^st round video interviewing.

Gone are the days when you just had one well known video interviewing option to choose from; now there are a range of sophisticated video interviewing options in the market-place, which seem to fall into two categories. These are the live video interviewing tools which you are all probably aware of and the recorded video interviewing services which have now cornered their own section of the market.

Recorded video interviewing is an exciting new service and an evolution on traditional live video interviewing where candidates video record responses to interview questions and send them to you for perusal at a later time. We thought it would be a good time to review taketheinterview.com, one of the most prominent recorded interview tools on the market.

taketheinterview.com in a nutshell

While they offer a ‘live video interview offering’, taketheinterview.com is primarily in the market for recorded video interviewing. In a nutshell, this systems allows employers to send out interview questions to multiples candidates, who can record/video their answers. Once the candidate has finished answering, their video response is automatically uploaded to the system and indexed so they can be easily rated and shared between the hiring team. The whole process is of course facilitated by the software making it highly automated.

How easy it to use from the employer side?

The good news is that taketheinterview.com has a clean, well thought out and well designed interface. After uploading or entering candidates into the system, recruiters are presented with a simple interface. They can create a position within the system and then they can quickly create interview questions for the role using their bank of 5,000 cross industry questions or they can custom build their own questions. Questions can be made to require text or video based responses and there are several other neat settings for responses such as how long they have to answer, deadlines for responses and reminders etc…

Having prepared your interview questions, its very easy to then send out invites to your shortlisted candidates. And before you know it, you have a whole database full of video recorded interview responses. This is recruiting made easy. The system makes it easy to watch, compare, comment on and rate the video responses and they can be quickly shared with hiring managers and other recruiters, using the ‘share button’. The whole system is brought together in a digital dashboard where you can review the status of each video recording and control your entire marketing campaign and responses.

But, is it easy for candidates to use? The other part of the equation has to be the candidate experience. The good news is that taketheinterview.com is user friendly from the candidate side. After receiving the video interview invite link, candidates arrive at taketheinterview.com and are greeted by a short employer branding video of your choice which you have prepared and uploaded. You can also include a custom text greeting/introduction. After this the system steers the candidate through the video interview. A really nice touch is that there is practice component which takes the candidate through a process of setting up the webcam and making sure that the audio visual presentation is of the highest standard. Candidates can record their video responses, play them back and redo them until they are happy. Its a very usable video interview tool that enables candidates to get the best out of themselves and present themselves in the best manner possible.

And what’s the price? TaketheInterview.com has a flexible pricing model based on the number of video interviews you use a month. Prices start at around $200 a month and go up to about $5,000 a month for enterprises This may be a little hard to swallow for some of the smaller businesses, but I would urge employers to consider the potential efficiency savings that can be made from using video interviewing in place of more traditional 1^st round screening practices when considering the price of any video interviews system.

All in all, taketheinterview.com is an excellent tool for adding a flexible, costing saving, and time saving video interview process to your talent attraction process.

Have experiences? Share them with us!

Kazim Ladimeji is a featured writer for RecruitingTools and a Chartered Member of the Chartered Institute of Personnel and Development, and has been a practicing HR professional for 14 years. Kazim is the Director of thecareercafe.co.uk: a resource for start-ups, small business and job seekers. You can visit Kazim’s website: thecareercafe.co.uk here.

Recruiting Military and Veteran Talent

Topic: Recruiting Military and Veteran Talent: Understanding how to search and close military talent returning to the civilian workforce
Date: June 19, 2013
Time: 1:00 PM EST

Recruiting Veterans: This will be a power pack search webinar focusing on how to identify military and veteran talent as they transition into civilian employment.

Community member and Veteran Dean Da Costa will walk you through a step by step recruitment and search process.

Recruiting veterans, starts with understanding the veteran. This webinar will explain the terminology, and language you will need to learn to understand what a veteran did while in the military and how it correlates to the civilian world. It will provide links to sites with extensive information to help you.

All attendees will learn:

A True understanding of military ranks
and how that effects your search
Understanding of ranks versus paygrade
Understanding of MOC and how the correlate to civilian jobs
Benefits of why you should hire veterans
Where to look for veterans
How to look for veterans
Documents you need to know about

Automated Reference Checking

By discovering what a candidate’s previous managers and colleagues candidly say about their work style, skills and behaviors, you can objectively assess the candidate’s ability to be a top performer.

Through this session, you will learn how technology has introduced a way for talent acquisition professionals to capture behavioral feedback from five references in just two days for each job candidate, and how to avoid candidates who score low with references.

Automated Reference Checking

By discovering what a candidate’s previous managers and colleagues candidly are saying about their work style, skills and behaviors, you are objectively assessing the candidate’s ability to perform. Reference checking is key to success.

Through this session, we will be showing you how to learn technology that is introducing a way for talent acquisition professionals to capture behavioral feedback. Learning from five references in just two days, wow. Also learn how to avoid candidates who score low with references. Although checking on references seems tedious it’s also necessary.

You’ve probably heard the numbers. Are you hearing them now? Reference checking programs are driving employees that are more engaged. Staying with your company longer is now expected. They have a significantly lower cost per hire – about $1,000 compared to the average $5,000. They’re 4x more likely to be hired and produce up to 25% more profit for companies than hires sourced from other methods. Hiring candidates with great references is seemingly a no brainer, correct?

Across the board, employee referrals are the best quality and lowest cost source of hire. So why is accepting that we’re running a less than average program ok? Why do we rely on shoddy programs and error filled processes?

In a world driven by technology and e-mail demand, how is asking for a reference that doesn’t feel like another to-do list or something that’s not worthwhile for employees? Are you asking the right questions?

Staffing Expert: World of Work is Changing, Recruiters Must Adapt

As a featured speaker at the recent Top Echelon National Convention, staffing industry veteran Amy Bingham discussed how both candidates and clients are embracing contract staffing and how this trend will affect recruiters.Canton, Ohio (PRWEB) May 10, 2013Recruiters who don’t offer contract staffing could be left behind. That was the message staffing industry veteran and performance coach Amy Bingham had for recruiters in her session “The World of Work is Changing. Is Your Firm Adapting?” at the recent Top Echelon National Convention.

Bingham, managing partner of Bingham Consulting Professionals, LLC, cited a recent CareerBuilder survey that showed 40% of companies plan to use contractors in 2013. Over 30% of the new private sector jobs created post-recession were contract compared to just 2% in the five years before the recession, she said Additionally, various staffing sources predict that 40-50% of the U.S. workforce could be contingent by 2020.

“Recruiters are going to increasingly find that they have to play in the contract staffing space or their clients are going to go to other recruiters,” Bingham said.

Sluggish economic growth, political unrest, and rising labor costs are driving this trend, forcing employers to operate with greater efficiency. They are taking a more critical look at how jobs should be filled and whether they really want to add to their headcount, Bingham said.

“The staffing industry and the recent recession have taught employers that work can be done with contractors,” she said. “Jobs that they thought had to be done by full-time workers can be done by a contractor. The assumption can’t be that job orders are always going to be coming to recruiters as full-time positions.”

Candidates are also accelerating the contract staffing trend. Four generations co-exist in today’s workplace, and while they have many differences and motivations, they all need flexibility and are using contract staffing to achieve it.

Recruiters must change their way of thinking to thrive in this new environment, Bingham said. They need to start seeing themselves as career agents and consultants, not just recruiters or sales people. This requires a new approach to job orders in which recruiters consider the business objective of the staffing addition and provide alternative options, such as contract staffing, to help the client meet their objective.

“Today’s recruiter differentiates themselves by helping clients define the best way for work to get done and helping candidates find work that works for them,” Bingham said.

Purely direct hire firms who want to add contract staffing to their business models must determine how to handle the back-office tasks associated with employing the contractors, including payroll processing and funding, Workers Compensation, benefits administration, and employee paperwork. They can either handle these tasks themselves, which requires a one to three month ramp-up time, or they can outsource to a contract staffing back-office provider, such as Top Echelon Contracting, and immediately start taking contract job orders.

“You can focus on being a recruiter without changing anything in your office or increasing your operating budget,” Bingham said of outsourcing the back-office tasks.

About Top Echelon Contracting: Based in Canton, Ohio, Top Echelon® Contracting, Inc. (TEC), the recruiter’s back-office solution, helps recruiters offer contract staffing to clients and candidates. As a contract staffing service provider since 1992, TEC becomes the employer and handles all of the contractor paperwork, legal contracts, timesheet collection, payroll processing and funding, tax withholding, benefits, Workers’ Compensation, invoicing, collection of accounts receivables, background checks, etc. TEC does business in 49 states and specializes in technical, professional, and healthcare contract placements.

About Amy Bingham: Bingham, the Managing Partner of Bingham Consulting Professionals, LLC, is recognized for over twenty years of success maximizing outcomes in high-performance environments. She specializes in contingent workforce strategies, sales effectiveness consulting, career transition/outplacement, and performance coaching. Her career included 14 years at Spherion. As Vice President of Sales, she was responsible for growth of small to mid-size retail business, including the direct hire practice.

Julie Graff
Top Echelon Contracting
http://TopEchelonContracting.com
(888) 627-3678 434

5 Powerful Social Media Management Tools

Most of you have spent the last few years getting to grips with the various social media tools that are available to help recruiters to find talent. The thing is many of you have become too good at it, that is you are now generating huge amounts of social media information in the form of messages, communications, tweets, updates, likes, pins, you name it… If you can find a way to connect with candidates via social media, you are doing it.

Although social media generates a lot of great hiring activity, it also generates a lot of noise and for many employers it is bordering on information overload, meaning employers and recruiters are swamped with activity and potentially missing out on key updates and activity.

In order to help employers and recruiters (and anyone using social media for intensive brand marketing), a range of social media management tools have come on to the market – and we have highlighted five of the best of breed tools below.

1. SproutSocial is a powerful social media management tool which centralizes your social media activity into one powerful control panel. From this control panel, you can easily post and schedule your messages on Twitter, Facebook and Linked-In, and you can view all your Twitter, Facebook and Linked-In messages and updates through a centralized single stream in-box.

You can also monitor what people are saying about your employer brand and jobs using the keyword monitoring tool and it also has powerful analytics capabilities which measures the success, reach and impact of your various campaigns across social media, all from one platform.

If you have a hiring team then Sprout Social has collaboration features which enable you to easily allocate work to team members, who can also collaborate with each other in the system. Sprout is a powerful social media management tool and a great addition to any busy recruitment team. It comes with a 30 day free trial with pricing ranges from $39 per user per month up to $99 per user per month – and so quite affordable. Check it out

2.Hootsuite. This is one of the most well known and popular social media management tools which enables you to centralize your incoming and outgoing social media information and message stream all through one platform. Hootsuite allows you to incorporate and manage 8 social media systems: Twitter, Facebook, Google +, Linked-In, Foursquare, WordPress, Myspace, and Mixi. This means it is as close as you can get to a one stop shop for social media management. It has all the usual features like message scheduling, analytics and collaborative tools, but it also integrates with Google Analytics and Facebook insights and enables Geo Targeting of your social media campaigns. Hootsuite is free for up to 1 user and $8.99 for an additional users and there is a enterprise package which is priced upon request. Free Trial

3.Sendible. This is another powerful social media management platform which allows you to centralize social media activity from the main players of Twitter, Linked-In, Facebook, Google +, Foursquare, YouTube, WordPress along with many other social media systems you may be using. Sendible is another powerful one stop shop which start at $9.99 a month going up to $499 a month. This product may be more geared towards the enterprise end of the market, however.

4.Crowdbooster. The strength of the three tools above is undoubtedly that they allow you tap into the big three of Linked-In, Facebook and Twitter. Crowdbooster is also a powerful social media management tool, but it only supports Twitter and Facebook. So, why are we recommending it? The beauty of this tool is the analytics component, which not only allows you to measure real time tweets, retweets, replies, impressions, likes etc…it also provides recommendations to help the less data minded to make sense of and act on the data. It is a good soft landing for those to enter the social media management sphere. It comes with a 30 day trial and very affordable pricing plan starting from $9 a month, going up to $99 a month.

5.Social Flow. This is another social media management tool which has as much emphasis on the analysis (predictive analytics) as much as the social media management. Social flow has developed its own predictive analytics algorithmn which can determine the best time for you to publish or advertise in order to maximize customer engagement. It can automatically send the tweets out at these optimal times. It is priced at $99 a month which may mean it is not that affordable for small business.

Social media remains the buzz and managing it is becoming not just a learning curve, but part of everyday business. If you have not tried one of these tools yet, what are you waiting for?

10 of the Best ATS on the Market Today

With 2013 well underway and year end accounts having been put to bed for the year, now is the time for business functions to begin inching their way forwards and planning and spending budgets for 2013.

With sector specific talent shortages showing no sign of relenting, and with the candidate market becoming more social media and mobile integrated, it could not be a better time for hiring functions to focus their budgets in the direction of a shiny new ATS to help streamline their hiring processes and to help bring their hiring practices seamlessly into the modern era.

To help any of you who may be in the market for your first ATS or maybe a replacement ATS, we have provided a list of 10 of the best ATS on the market today, in no specific order.

1.Bull Horn ATS and CRM; This is a market leading web based ATS which allows you to post jobs to your social network and jobs boards at the click of a button and which can also generate candidate shortlists from your social media connections. It helps you spot passive job seekers too and has inbuilt employee referrals functionality.

2.SuccessFactors. This is a fully functional web based ATS. It contains powerful search and shortlisting functionality, along with the ability to automatically post to job boards. It also contains an interview question library and easily integrates with SuccessFactors workforce analytics software.

3.Kenexa 2X Brassring. This is a highly sophisticated ATS geared towards multinational organizations of over 5,000 staff. As you can imagine, it is a powerhouse of functionality which supports recruiters throughout the entire talent acquisition process.

4.ZohoRecruit. this is a great ATS for start-up organizations as it is free for 1 recruiter and has all the basic functionality of an ATS. After that it is $19 per recruiter per month. It is a powerful and extremely economical ATS for the start-up and small business.

5.iCims. this another best of breed ATS covering the full talent acquisition process and it enables you to not only post on jobs boards but to also search social media to identify candidates and incorporate them into the system. This product is aimed at mid market and up.

6.Resumator. This is another excellent full cycle ATS which is well suited to the small to medium size business market and is suitable for companies with less then 1,000 staff. It has flexible monthly pricing, meaning it can be used by start-ups and small businesses. It has good social media integration and comes with an inbuilt employee referral program tool.

7.Taleo.This is an enterprise ATS that is geared towards large organizations. They have a Business Edition product for firms with up to 5,000 staff, an Enterprise Edition for firms with 5,000 to 13,000 staff and a Large Enterprise Edition for firms with over 13,000 staff. Has all the bells and whistles. Includes social sharing functionality and mobile access integration.

8.Compass. This is an entirely web based, full cycle ATS built by recruiters for recruiters, although there is a staffing agency edition and a corporate edition and suits companies of all sizes but possibly more geared toward to the small to medium sized market.

9.Smart Search. This is a ATS and staffing management solution suitable for agency and in-house corporate use and is once again aimed at the small to medium sized company

10.Ascentis This is a fully featured and highly flexible applicant tracking system which has a careers portal, social sharing, candidate data analysis and even on-boarding. It is simple and easy to use and its a great tool for small and medium sized businesses.

And finally, if your business is not quite ready to invest direct budget into a new ATS, do not worry, as there are plenty of good quality, free ATS that you can deploy in place of the paid ones – and which will still do a good job. Three such ATS that spring to mind are: Smartrecruiter, ikrut, and OpenCats .

SmartRecruiters Opens Marketplace for Recruitment Agencies

New Agency Management capability makes it easy for companies to contract and manage all of their 3rd party recruiters from a single point.

San Francisco, CA (PRWEB) March 08, 2013

SmartRecruiters, the hiring platform, announced today a new Recruiter Marketplace that makes it easy for companies to contract and manage all their agency recruiters from a single point. Using the new module, companies will be able to work with the best recruiters on the best terms while having better visibility and control, enjoying a streamlined process.

Companies using the Recruiter Marketplace enjoy the following benefits:

Best Recruiters

The recruiter marketplace is by invitation only. Customers can invite their preferred suppliers or discover new ones that have been vetted by their peers. Furthermore, SmartRecruiters automatically ranks the best performing recruiters for any given job using a proprietary algorithm based on areas of expertise, key success metrics, such as CV to interview rate, average time to source, and hiring percentage, as well as, customer reviews. This ensures you always work with the world’s best recruiters.

Solid Terms

Customers can view terms for all recruiters, negotiate and contract directly online with the benefit of the marketplace transparency. They can also elect to submit a job to the marketplace and let recruiters bid for that business. Legal Terms, Payments and refunds are all standardized and processed through the marketplace giving companies a perfect visibility over their agency spend. SmartRecruiters Enterprise Members receive an additional 10% discount on all recruiters fees processed through the marketplace.

Visibility & Control

Companies can manage all their 3rd party recruiters from one platform; giving them transparency and control over spend, performance, and terms. By providing a single point of entry for all agencies, companies can ensure that only agencies that have a valid assignment may submit candidates. Furthermore, all candidate submissions are time stamped and checked for duplicates to end the much-too-frequent conflicts around candidate ownership.

Streamlined Process

Candidates submitted by recruiters are visible in the companies SmartRecruiters account where they can leverage the full applicant tracking and collaborative review capabilities to take those candidates through to hire.
“By bringing transparency to the market, companies will have free access to objective evaluations of each recruitment agency’s performance, terms and price,” said SmartRecruiters CEO Jerome Ternynck. “Recruiters, in turn, will be incentivized to deliver higher quality services.”

The new agency management feature – like the rest of SmartRecruiters’ technology! – is free to all customers. SmartRecruiters collects a 30% share of all fees processed through the marketplace.

“The new agency management capability will help us streamline the relationship with our vendors and ensure proper remuneration of new and existing recruiting firms,” said K2 Digital Managing Partner Lawrence Tepperman. “Hiring is just easier when all your candidates are in one place.”

Recruiters who get invited to the marketplace can market their services to SmartRecruiters’ 35,000+ customers across all industries. Through an online Agency Portal, recruiters can receive leads, submit proposals, sign contracts, discuss requirements with the customer, submit candidates and collect fees.

“This marketplace is great; we can deliver on-demand RPO services to a wide range of customers. The online channel makes it more effective for both sides – employer and recruiter,” said Rolf Kleiner, Chief Innovation Officer at Kelly Services, who has worked with SmartRecruiters in a private beta over the last 3 months.

“I’m excited to see this new feature in SmartRecruiters,” said PRG’s Manager of Recruitment and Employment Rich Rubin. “It adds another layer of functionality to an application that is already great.”

SmartRecruiters customers can now invite their preferred recruitment agencies into the marketplace. Recruitment agencies are subject to review by SmartRecruiters, as well as, quantitative and qualitative evaluations from customers.

“We are executing our strategy to provide businesses with a single platform for hiring,” said SmartRecruiters CEO Jerome Ternynck. “Everything you need to source, engage and hire the best talent.”

About SmartRecruiters

SmartRecruiters is the hiring platform. Leveraging the latest cloud technologies along with intuitive design, the SmartRecruiters platform gives social enterprises everything they need to post jobs, manage candidates and make the right hire. The mission of SmartRecruiters is to eradicate unemployment by removing friction in the labor market. Its 35,000+ customers have created over 170,000 jobs. Founded in 2010, SmartRecruiters is backed by Mayfield and based in San Francisco, CA. Hiring Made Easy. http://www.smartrecruiters.com

6 Killer Technologies To Accelerate Hiring in 2013

Its a new year, which brings new challenges, new resource plans, increased expectations and
thankfully, in light of all these pressures, new budgets. There’s no hiding place for HR in 2013, as
research from SHL.com tells us 90% of CEOS see HR’s main value as ensuring the right people
are in the right role. Talent attraction is currently HR’s reason for being, and in 2013, CEOs will
be judging HR and Recruiters obviously on their ability to hire the right staff.

With talent shortages expected to be as intense as ever, recruiters will need to be more innovative
than they have ever been to win the war for talent and ensure there is a constant stream of star
candidates entering their business throughout 2013.

And one area where recruiters need to get smart is in technology as, if used well, it can make your
hiring process faster and more effective, which will help to you improve all your key recruiting
metrics. In fact, I have identified six killer technologies that hiring teams should be using in 2013
which will speed up hiring and I have outlined these below.

1.Video Interviewing Technology

If you are not conducting or at least giving the option of first round video interviewing for
candidates then your hiring process is seriously behind the times and of course the pace of modern
recruitment, as 63% of companies now use video interviews. By using video hiring, you can
minimize scheduling delays arising a result of busy time pressurized candidates and interviewers
struggling to synchronize diaries for a time consuming face-to-face meet.

So, make sure you offer more flexible video interviewing options for first interview to speed up
your time to hire. There are many technologies on the market that can help you with this such as:
HireVue, Sparkhire, Montage etc…

2.Employer Branding Video Presentations

There is nothing new about corporate videos, but it is vastly under-utilized by employers as part
of their employer brand marketing mix. And probably for a while this didn’t matter as employer
branding video presentations were the minority, but now they have become the norm (thanks
to broadband, smart-phones and 3G/4G. And the modern job candidate expects to see videos in
order to learn all about employer brand and culture. As well as this, video will speed up hiring by
increasing your ratio of applicants to postings. Yes, research from CareerBuilder tells us that job
postings with video icons are viewed 12% more than postings without video and receive a 34%
greater application rate.

3.Employee Referral and Crowdsourcing technologies

Employee referrals were shown to be the most influential form of hire in 2012, and research from

Jobvite showed that referred employers were hired 26% faster than those hired from jobs boards.
An effective employee referral strategy must therefore leverage the power of social networks and
the best way to crowdsource talent through your employee’s referral network is to use employer
referrals/crowdsourcing tools like: meshhire, jobvite and bullhorn reach.

4.Mobile Interviewing Technology

Using mobile interview technology will help to give you a more flexible hiring process. Because
this means that candidates and interviewees can attend interviews on the go, which means they may
be able to interview sooner than if they were doing it face to face. As well as this, best of breed
mobile interviewing technologies allow a recorded interview, meaning the candidate can record
video responses to your questions at their own convenience and email them back to you.

5. Mobile Friendly ATS

The truth is many top candidates will be dynamic professionals on the move and if you want to
reach them you must make it easy for them to apply for jobs in their quiet time, such as in a hotel
room, in a coffee bar, or on an airplane (Boeing is introducing wi-fi access to its planes in 2013).
You can do this by using a tool called Jibe which is a mobile web solutions that allows smart-
phone users to upload their resume from the cloud or automatically build a resume and apply for a
job using data from their Linked-In profile. Giving candidates extra flexibility in the way they can
apply for a job will no doubt increase the number of applicants and reduce time to hire.

6. Applicant Tracking Systems

The best of breed applicant tracking systems yield many benefits, but if you are company that is
used to receiving high numbers of applicants per position then an ATS can help to speed up your
hiring as it can automatically read resumes and automatically generate short-lists saving your HR
team time and effort, and speeding up your short-listing times and speeding up overall hiring.

Product Review: GooodJob – Employee Referral Application

A new wave of recruiting apps have been hitting the market in recent years; they go by the name of ‘ Employee Referral’ apps. They allow forward thinking employers to leverage the full power of their employee’s social networks, by making it easy for employees to refer their social connections to potential jobs within the business and receive reward and recognition for their efforts.

Product Review: GooodJob

These tools allow firms to unleash the power of their work-force and turn them into talent scouts. This is a hot area for recruiting apps right now, with many players having entered the market in the last few years and one of the latest teams to throw their hat in the ring is GooodJob, yes, I mean’t ‘gooodjob’; its intentional. Read on to see how this exciting new app can enhance your hiring initiatives.

Employee opt in

You need to have employees opt into the scheme before you can share jobs with them. GooodJob makes this easy by giving you QR Codes, which you can post around the office, or you can send email invites for employees to opt in.

Employee Participation

The beauty of the system is that, after having opted in, the employees can be as passive as they like really, which removes a key barrier to entry. Yes, as a minimum, employees can simply opt in and give the system/recruiter permission to post a set amount jobs per week to their social media updates stream.

If employees want to put in more effort, they can share jobs with their network, email jobs and they can enter ‘leads’ and send them to the recruiter for follow up. The recruiter can determine which jobs they allow ‘lead submission’ to.

Incentive and Reward

Its all well and good having an opt in process, but you need employees to ‘want in’ and the system comes with an easily configurable reward system based on gamification principles. The system enables the recruiter to assign points for a ‘resume submission’, ‘interview’ and ‘successful hire’ which means you can reward the employee for effort as well as success which should encourage greater participation.

It also has Leaderboards, so employees can see how well they are doing against their peers, which is a sound gamification tactic believed to encourage greater participation.

The system also allows you to set referral points thresholds at which employees win certain prizes. GooodJob are supportive of prizes over cash awards, as prizes are more visible, more talked about and generally create more buzz.

Posting jobs

Recruiters can take comfort in the fact that this part of the process is very easy. You can manually enter jobs or import them directly from your ATS, which a powerful time saving feature.

Once the jobs have been imported, you can then take full advantage of the power of the system. From the desktop platform you can configure the system with the login and username of your social network account and then share the jobs with your own and your employee’s Linked-In, Facebook, Twitter networks at the click of a button, provided the employee has granted you access to their social stream. You can also send the job out to your email contacts.

A nice feature here is that when you share jobs with employees you can target this according to location, group or department, which is another powerful feature.

Tracking

Of course the system comes with automated tracking, so every employee action and referral is carefully tracked so employees can be recognized and rewarded for their referral activity.

Mobile App

When employees opt-in through the desktop, they will also have access to the mobile app. However, in practice, GooodJob are finding that desk based employees tend to use the PC platform whereas more mobile employees who don’t use a PC can take advantage of the mobile app. This is not meant to replace the PC platform but meant to enable mobile employees who are not desk based to participate in a referral program so, this is a powerful enabling function.

On the mobile referral app, employees can view jobs, submit leads and share jobs with their social network in the same way, but they don’t have the same access to view the leader-board, and track their scores etc.. as they would in the desk-top. The app is available in iOS and Android.

In addition to the mobile app which comes as part of the desktop product subscription, GooodJob offers a customized, stand-alone mobile app. It is a separate product called GooodJob Mobile that doesn’t require clients to also have the desktop platform.

Pricing

GooodJob works on a monthly subscription based pricing model based on users and is a fairly standard pricing model. Contact them for a product demo and quotation.

Screen shots

All in all GooodJob seems to be an important addition to the social recruiting via employee referrals software market and is the first to offer some kind of mobile based referrals and is definitely worth a close look.

HireVue Announces Record 2012; Appoints Founder Mark Newman as CEO

Digital Interview Leader Reports Triple-Digit Sales Growth, 400 Percent User Growth, 140 New Enterprise Customers, 3 New Products and Team Expansion

SALT LAKE CITY (Feb. 13, 2013) — HireVue, the leading on-demand digital interviewing platform provider, today announces a record fiscal 2012. For the fiscal year ended January 31, 2013, HireVue saw revenues grow by approximately 170 percent, added 140 new customers (an increase of more than 100 percent over 2011) and recorded more than 150 renewal and add-on transactions from existing customers.

HireVue also announces updates to its leadership team, aimed at setting the company up for further growth and success in 2013. Founder and Chief Innovation Officer, Mark Newman, has assumed the role of CEO and David Bradford has been named Executive Chairman. As Chairman, Bradford will continue to oversee HireVue’s financing, board of directors and shareholder relations. As CEO, Newman will continue to oversee corporate strategy and product innovation as well as day-to-day operations of the company.

HireVue’s fiscal 2012 highlights:

Record revenue, up nearly 170 percent year-over-year.
New customers included: eBay, Elance, Express Scripts, KIPP LA Schools, Living Social, New York Stock Exchange, Panda Restaurant Group, Random House, Salesforce.com, University of Nevada and Vodafone. Customers report powerful results, reducing interview time by 90% and total hiring time by 50% while reducing travel costs by up to $1500 per candidate.
Record adoption, with users and interview volume up more than 400 percent over 2011.
Launch of HireVue Mobile, the world’s first mobile interview application. Released earlier this year, HireVue’s mobile apps for iPhone, iPad and Android have experienced rapid adoption, with nearly 20 percent of all digital interviews now being completed via mobile devices.
Launch of HireVue OpenVue, the world’s first social interview application enabling candidates and companies to connect and share digital introductions, interviews, and get hired using social networks, QR codes and geolocation.
Launch of HireVue CodeVue, the world’s first technical interview application for sourcing and screening technical talent. CodeVue removes the guesswork from technical recruiting with coding questions, challenges and contests that allow candidates to demonstrate their ability to work.
Recognized as 2012 HR Product of the Year by HR Executive Magazine^TM.
$22 million in new funding led by Investor Growth Capital with previous investors Granite Ventures and Peterson Ventures, as well as newcomers Rose Park Advisors and Wilson, Sonsini, Goodrich and Rosati.
Strengthened board of directors with addition of Phil Dur, Managing Director at Investor Growth Capital, and Doug Dennerline, former President of SuccessFactors.
Added more than 50 new team members.

“2012 was an incredible year for HireVue. We grew the team, broadened the product suite, strengthened our financial position and helped customers realize remarkable results,” said Mark Newman, CEO of HireVue. “We look forward to an even better 2013 as we transform the way people interact, enabling them to connect, tell their story and be heard – while helping organizations make smarter, data-driven decisions.”

“Serving as CEO of HireVue has been a great honor,” said David Bradford, Executive Chairman of HireVue. “Mark has unmatched passion and entrepreneurial spirit for the business he has created and helped build. As HireVue continues into its next phase of growth and expansion, I’m thrilled to see Mark transition to take on the role of CEO. I’m equally excited to continue to lead the board of directors and shareholders as we capitalize on this incredible market opportunity.”

For more information on HireVue, please visit www.HireVue.com.

For more information on career opportunities at HireVue, visithttp://hirevue.com/company/careers-2/.

About HireVue

HireVue^TM, the global leader in on-demand, digital interviewing, is based in Salt Lake City, Utah. Their cloud based platform enables users to simply browse, watch, rate and share the interviews they want, on their own time – just like streaming their favorite movies – even from a smart phone or tablet. Recognized by HR Executive Magazine as a Top HR Product of 2012, HireVue’s Digital Interview Platform^TM also helps improve interviews of all types, including in person, phone and video interviews. HireVue’s CodeVue^TM platform also powers technical hiring by combining the traditional HireVue platform with coding challenges that allow companies to more easily identify and recruit top technical talent. Digital questions, feedback and collaboration tools remove hassles and make interviewing up to ten times faster and nine times cheaper. Join HireVue customers like Starbucks, Nike and Wal-Mart who are making interviewing awesome. http://www.hirevue.com

The HR Big Data Debate; What Questions Can HR Predictive Analytics Answer?

Big Data has been around for many years especially in the areas of sales, marketing and customer
segmentation and has served these areas well I believe. But, over the past year or two, Big Data has
announced itself on the scene of the HR profession. The problem is that while journalists, bloggers
and big data technology providers are all fluent in the language and business case for big data, the
average talent management professional has been wedded to the day to day of being a, well HR
professional, and hasn’t had time to look forward and prepare for HR Big Data. And as result, for
many HR professionals, Big Data has arrived at the door of HR and recruitment with a bit of a
surprising bang.

As a result, many talent professionals are wondering what all the ‘Big data’ fuss is about, because –
and they would be right to suggest this – data has been around for many years in HR and recruiting.
Yes, most HR professionals are comfortable with stats such as: turnover, cost to hire and time to
hire etc..

However, there is a fundamental different in the new HR Big Data wave that is sweeping the HR
profession. Yes, old school HR data analytics (or which it will soon become) was confined very
much to looking at data in the here and now, or even the past, such as turnover, cost to hire and
time to hire which are all based on retrospective data.

But new HR Big data is not just focused on the present, it makes predictions into the future and is
known as HR Predictive Analytics and it seeks to answer question like:

1. What will our cost to hire be like in three years time if we do nothing or if we change factor
X?

2. What will our time to hire be like in one year’s time if we continue with this strategy or if we
change factor Y?

3. Which areas of ours or our competitor’s business are at high risk of turnover in the future?

4. Is their a certain profile of employee or candidate who is at high risk of premature
departure or under performance?

5. Is their a profile of new employees that is synonymous with high potential?

HR Predictive Analytics seeks to look into the future and provide calculated data based scenarios
to help HR and senior managers make more effective decisions around the business. The questions
that can be answered are only limited by the data available, analytical grasp of the data and HR
imagination.

Its important for HR to understand that senior managers, marketing and sales are already conversing
in the language of Big data and it is time for HR to get on board if it wants to have a substantial
role in the corporate decision making process and command a seat in the boardroom going
forwards.

So, why now, why is HR Predictive Analytics and HR Big Data taking hold right now? Well, its
largely down to three important converging trends which are:

1. Increasing computer power,
2. increases in cloud based HR data,
3. and a global talent war which is raising the stakes in the talent attraction and retention arena.

There is no doubt that 2013 is the time for HR and talent management professionals to start
familiarizing themselves with HR big-data and to start to begin truly understanding the value that
HR predictive analytics can bring to their business and also how it can enhance the credibility of the
profession overall.

Kazim Ladimeji is a Chartered Member of the Chartered Institute of Personnel and Development, and has been a practicing HR professional for 14 years. Kazim is the Director of thecareercafe.co.uk: a resource for start-ups, small business and job seekers. You can visit Kazim’s website: thecareercafe.co.uk here.

A Strategic Hiring Solution

Finding A Strategic Hiring Solution

Why should we have a solution whether we like to or not? Many recruiters forget the importance of strategic hiring. Working directly with a hiring manager is an issue that most face. You can’t be good at finding a candidate if you don’t know what skills you’re looking for. However, make sure the hiring manager knows what your goals are and vice versa.

Click Here To Download The Presentation From This Event

Learning a way for talent acquisition professionals to capture behavioral feedback from five references in two days is great. For each job candidate, wouldn’t you like to learn how to avoid the 5 to 8 percent of candidates who score low with references? Low references should be a red flag, but wouldn’t it be great to avoid those flags altogether?

When it comes to recruiting and sourcing we’re made or broken by what we find online. We are the hunters and gatherers of career content on the internet. Our ability to do that with tools ranging from free to expensive are indicators of how good we are. Also, we use tools to scrape every corner of the internet. Since there are so many recruiters out there, how do we know which ones are good?

Tradition

Traditionally data gets old and stale. You change jobs, change numbers and change locations. In sourcing, we’ve all run into a dead end where we figure out that something has changed. Boolean isn’t built to sort out the correct information, it just tells you there is information and points the way. Although it’s still a commonly used tool, we tend to forget. In addition to using data while finding candidates, there are a lot of free tools online as well. As a result of the free tools we as recruiters now have more options.

What will participants learn?

Why improving quality by avoiding 10 to 15 percent of candidates is worth it?

Learning to capture behavioral feedback from five references in two days for each candidate is awesome.
Knowing how to infuse compliance, consistency, reliability and validity into each reference check is key.
Understanding and identifying developmental needs of each candidate is important.
Providing information to hiring managers that influence decisions is huge.

Video: IntelliTalent: Slicing The Front End Off The Recruiting Firm

Essentially, they’ve sliced off the front-end of the “Recruiting Firm” — leveraging the optimization of job ads (for SEO and social media performance) and the savings-per-post of their high-volume purchasing power. IntelliTalent harnesses the power of social media and the latest recruitment technology, while using an expert research team to provide businesses highly accurate resumes of candidates to fill positions fast.

Review: iCIMS Recruiting Software Suite

Video Interviewing: TakeTheInterview.com Review