Reducing Hiring Chaos for Small Business

Written by Simon Bouchez, CEO of Multiposting, an SAP Company.

Reducing Hiring Chaos for Small Business

I want you to imagine that you’re the owner of a small business. An accounting firm, for example. You want to hire a bookkeeper, so you post an ad on a few job boards. The next thing you know, you have 75 emails in your inbox. Now you have to figure out a system for tracking all these candidates, storing their information and applications, ranking them, coordinating interviews, saving feedback from coworkers, and on and on. Doesn’t look like you’ll be doing any accounting this week!

As the CEO of Multiposting, an SAP company specializing in recruitment technology, it is my job (and my passion) to understand the dynamics of the job market and develop solutions that make recruiting easier. I have the pleasure of speaking often with companies, both big and small, about their hiring process. While large enterprises struggle to hire globally and locally, and to navigate the waters of job networks, small companies are facing recruitment chaos. Often times hiring becomes the job of the operations person or hiring manager and it is just one part of their job. The hiring process is usually quite manual, time-consuming and unorganized.

As we were developing our flagship product, Multiposting, we set out to also help address this struggle in the small business market. When we joined SAP in 2015, we were given the support we needed to take this passion project forward into market. I’m proud to introduce to you WorkConnect by SAP, a recruiting tool that helps remove the stress of hiring with easy job postings and candidate management.

From Chaos to Calm

WorkConnect simplifies the hiring process by enabling you to reach dozens of job boards, track and manage candidates, and easily collaborate on team feedback – all with one tool. We’ve integrated with leading job boards so you can just post your job once and it automatically reaches multiple boards. This makes the process of sharing a job post much less manual and saves hiring managers significant time.

One of the most difficult things about hiring is managing the influx of applications and tracking candidates through the hiring pipeline. Typically, small businesses use spreadsheets to manage candidates and it is time-consuming, manual, error-prone and difficult to collaborate on. WorkConnect has Applicant Tracking System (ATS) capabilities that keeps applicants’ information organized in a simple interface and allows you to keep track of them throughout the hiring process. Even if you amplify your job post on other networks not integrated into the product, like Craigslist, you can still track and manage your candidates easily through WorkConnect.

Hire as a Team

I think it goes without saying that involving your team in hiring decisions is critical to finding the right fit. But coordinating team feedback is easier said than done. Getting team members to provide feedback after interviews in a timely manner is one challenge, but compiling feedback from email threads, post-it notes, and in-person conversations into one place is even more difficult. WorkConnect is designed to alleviate this organizational stress by allowing colleagues to easily rate and provide feedback all within an organized system. All you need to do is send them a candidate link to coworkers and they have all the information they need on the candidate and a place to easily share their input.

Efficient Recruiting IS Possible

And finally, our pièce de résistance, it’s an easy-to-use cloud-based tool with no training required, simple onboarding, and an even easier purchase process (try free for 30 days or buy online at sapstore.com). WorkConnect is currently available in the U.S., U.K., Canada and France, but we plan to expand into other markets in the near future.

As I mentioned earlier, I’ve heard the challenges of hiring for small businesses and I’ve experienced them in my own career. I empathize with the hiring chaos and I think this solution will make the process easier and faster so your team can focus on finding the right talent that will drive the success of your company. Let’s be honest – recruiting is not only fundamental to your business because you are sourcing top talent, it’s also a big investment. So optimizing that cost through a more efficient process is also an important matter for business. With WorkConnect, improved efficiency is affordable, especially compared to other recruiting solutions.

If you want to learn more about WorkConnect by SAP, I’ll be discussing and demoing the solution at HR Tech World in London March 21 - 22. I hope to see you there!

About the Author:

Simon Bouchez, CEO of Multiposting, an SAP Company

Simon Bouchez is the CEO of Multiposting. Founded in 2008, the Paris-based company was acquired by SAP in November 2015. Simon is now a member of the SAP SuccessFactors Product leadership team and holds a Master’s degree in Management and Entrepreneurship.

Multiposting provides innovative sourcing technologies to more than 1,200 blue-chip companies in more than 50 countries. Its flagship product – now called SAP SuccessFactors Recruiting Posting – allows companies to distribute their jobs online on more than 4,000 websites (job boards, social networks, etc.). 50+ million jobs have been posted with Multiposting’s technology over the past 5 years.


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AI

Why and How to Improve Your Candidate Experience with AI

Why and How to Improve Your Candidate Experience with AI

An organization’s candidate experience is directly associated with their employer brand. Failing to attend to your employer brand can be detrimental to your organization. Nearly 60% of candidates have had a poor candidate experience, and 72% of those candidates shared that experience online or with someone directly.

The power that word-of-mouth holds in this day and age is exponential compared to any other marketing tool as 92% of consumers believe recommendations from friends and family over all forms of advertising. Cleaning up your employer brand, once negative word-of-mouth has spread, is harder than it may seem. How can you ensure a good candidate experience every time and in turn ensure a good employer brand? Artificial intelligence may be the answer:

Avoiding the ATS Black Hole

What is the ATS black hole? This is the phenomenon many candidates experience when they submit an application or resume online and have no way of knowing if it was received. It leaves potential candidates in the dark because they don’t know whether to expect a call or forget about the opportunity altogether. How can you avoid the ATS black hole for your candidates?

Many corporate recruiters already have more to do than they can handle, and responding to all applications can seem next to impossible. This is where artificial intelligence comes in. AI can be used in the recruitment process by integrating with an ATS and notifying candidates when their application has been received. It can help set guidelines of when, or if, they’ll receive a response. No one will slip through the cracks (even those not qualified for the position).

The communication shouldn’t stop there. 65% of candidates say they either never or rarely receive employer notice of the decision made on their application. With the use of AI, once a job posting has been filled and closed, candidates who were not offered the position will be automatically notified and given other open positions within the organization for which they may be better suited. This improves their experience (and job search) and reduces your recruitment team’s workload by moving applicants into a more appropriate funnel. Using AI in your talent acquisition process broadens your talent funnel without burning out your recruiters.

Guide the Way

93% of job seekers cited unclear application instructions as the primary cause of a bad candidate experience. Unclear application instructions can result in candidate delays submitting resumes or no submission at all.

A CareerBuilder survey found that 40% of candidates feel the application process has become increasingly difficult. With the guide of a chatbot, applicants will sail through the process. They receive direction and clarification in an instant rather than waiting for a recruiter to respond back to them when, or if, they have time.

Using a chatbot also provides advantages to the recruitment team as the chatbot can use the feedback from the candidate and apply it to the selection process. The recruitment team can then easily see how each candidate ranks from the applicants selected by the platform.

Provide a Two-Way Street for Communication

Time and time again, we’ve heard that communication is a two-way street. Yet many candidates feel the application process is strictly one-way and they’re the ones doing all the talking. 60% of applicants say “better communication throughout and after the application process,” would have the most positive impact.

Using AI, recruiters would be able to provide the communication so many candidates are looking for. Having a chatbot integrated into the recruiting process would allow candidates to ask relevant questions throughout the application process. A chatbot will also provide a faster and more efficient way to respond with meaningful answers from the recruitment team.

Creating a positive candidate experience is no doubt a crucial part of investing in your employer brand. Implementing artificial intelligence will give you the edge you need within your hiring process and have candidates lining up to apply for the positions at your company without fear they’ll be disappointed, overlooked or simply forgotten.

About the Author:

Noel Webb, co-founder and CEO of Karen.ai

Noel Webb is co-founder and CEO of Karen.ai (Your Cognitive Recruiting Assistant), the latest project from his role as Director of Product Innovation at Innosphere. A veteran of business development and out-of-the-box thinking, Noel has been a leader in his roles over the years for several companies, including Bam Digital, SpeakFeel and Agnition.


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Train Wheel

Reducing Friction is a Game-Changer for Trains as Well as Executive Recruiters – Who Knew?

Trains and High Speed Rail – The Way to Go

Trains have always been fascinating to me since I was a little kid. I used to commute from south of Seattle to downtown for work and I would take the Sounder Train in. The Sounder provided a comfy ride and saved me the headache of fighting horrific Seattle traffic. Really glad Seattle has this commuting option as it has lead to reducing friction for my commutes. In our ongoing “Be the Grease” series this article will show the parallel between executive recruiters and train lubricants. Who knew they had anything in common?
For several years now, High Speed Rail has been discussed as a transportation alternative. High speed rails is up and running and links together dozens of cities. Technology in this sector is booming and having a profound positive impact on helping fight gridlock traffic around the world.

According to a recent article in Evolution the railway industry is gaining momentum worldwide and looking to make a comeback. There are many reasons for this including, “…environmental challenges, availability of energy and the growing congestion in major cities.” Also, “the cost of investments in road infrastructure is also contributing to an increasing awareness of the capabilities that rail transport can offer to support a sustainable world.”

Reducing Friction is Crucial to Keep Trains in Tip Top Shape

Train Friction
Friction Reduction Is Critical for Trains

Interestingly, one issue that train manufacturers have to contend with is the wear and tear on their railway vehicles. As noted by Evolution, “The friction at the contact area between the wheel flanges of railway vehicles and the rails determine wheel and rail wear. Vehicle and track maintenance intervals are strongly determined by this wear process and dramatically influence the life-cycle cost of the total vehicle and the track.”

What is more, “Considerable energy savings can be achieved by reducing friction in these contact areas. This friction has to be considered, as it occurs on all wheel flange contacts in the train, on every journey and every day.” How is this friction reduced and the trains kept “running on time”? Why the use of a lubricant? Because, “The lubricant, sprayed on the wheel flanges of the first axle in the direction of travel, is transferred to the rail face, thus lubricating the following wheel flanges.” By reducing the friction the trains last longer and are more efficient.

Clearly, reducing friction is critical to keeping railway vehicles in excellent working order.

Reducing Friction is Also Critical for Executive Recruiters

Executive Recruiting
Relationship Management Software Should Reduce Recruiting Friction

In a similar way to trains and high speed rail, executive recruiters are tasked with ‘greasing the skids’ between their network of amazing candidates and their clients who have jobs to be done. Or another way of putting it: Executive Recruiters need to find as many tools as possible to ‘reduce the friction’ between candidates and potential employers. Sources of friction in recruiting can derail successful placements. Things like not being personable, approaching candidates at the wrong time or with a flawed strategy, or losing track of their career trajectory can be deal killers.

One way to help mitigate the friction and ‘grease’ the pathway? Have a solid Applicant Tracking System (ATS) or even better a Talent Relationship Management Solution (TRM) that is tailored to help recruiters stay connected to their clients and their customers.

Testimonials from Crelate Users

Over the years we have had dozens of great conversations with our users, many of whom are executive recruiters, and they have told us what tools they need. Incidentally, a significant percentage of our feature updates have resulted from listening to what recruiters need to do their jobs better. A sampling of their comments helps tell the story of what they value and what they need and, even more importantly, how Crelate helps solve their challenges:

Best thing about Crelate is if I put data in, I can get the data out. Our people are maniacal about updating information and managing that because it’s invaluable to have that information. It’s a great CRM, but is a great rolodex tool.

I do some programmatic recruiting for a client that I’ve worked with for a decade. But my first conversation with these guys was 5 years ago. I’ve managed that relationship in Crelate and kept track of them; so when we talk, I can ask a team member about their wife or kid’s soccer games. You build a familiarity and a trust when you remember these things and track them.

It’s a great product to help you take the relationship to a deeper level. At the end of the day that’s what recruiting is: do the candidates trust you and do the clients trust you and do you take ownership for the success of the fit?

Talent Relationship Management Software a Game-Changer

Additionally, one of our executive recruiters told us they have 55,000 people in their database and 8 people in the firm building direct relationships with these talented people. In order to effectively manage this many folks it’s absolutely critical that your software solution is up to the challenge. This recruiter noted:

A lot of people think it’s lunches and cocktails and golf – this is a hard business. You have to be personable, intuitive, have to be able to sell, dissuade, discern why someone is right or wrong. Your job can’t be to close a transaction, you have to be a great matchmaker.

This last statement is so critical – Your job can’t be to close a transaction. You have to be a great matchmaker.” In order to be the best ‘matchmaker’ you can be having an awesome Talent Relationship Management Tool. Given that it is humanly impossible to remember the personal details and work history of 55,000 people, having a tool like Crelate is game-changing.

Executive Recruiters Need Tools for Effective Matchmaking

Executive recruiters can more easily manage their matchmaking by having features like:

  • Adding personal notes to candidate records (that are saved and searchable)
  • Using “Mentions” to build your network of contacts
  • Using “Tags” so you can quickly identify best candidates for open opportunities
  • Having a “Timeline” feature where the candidates’ career journey can be archived

Our executive recruiter Susan is working on finding a great fit for an open Chief Technology Officer (CTO) position and has identified “Dalena Pham” as a potential match. It’s easy to see how Crelate can make the process go smoothly.

Susan Needs a Way to Reduce Friction to Maximize Matchmaking

For Susan Crelate can quickly get her up-to-speed regarding: (1) What Dalena is passionate about, (2) Who Dalena has previously worked with (and can possibly provide solid references), (3) What specifically Dalena’s skills are (by using Tags), and (4) Access to Dalena’s career journey so she can see if a potential match is plausible.

When Susan determines that Dalena is a great fit she can reach out in a phone call or video chat. Susan will then bring a lot of personalization to the interaction. For instance, she could ask her about her work at the Humane Society. She can also ask if she still talks to Aaron, Wilson, Erik and/or Jason. Also, Dalena will send over a current resume and any new skills can be added to her record and tagged. This is just one example of the power of an amazing Talent Relationship Management system for executive recruiting.

Just as the lubricants are important to make the trains run correctly and efficiently – a smooth running executive search firm must have a software solution that edifies their matchmaking magic.

If this sounds like it could help your business goals please contact Crelate's Sales Department and request a demo today!

Source: Reducing Friction is a Game-Changer for Trains as Well as Executive Recruiters – Who Knew? – Crelate

Talent Acquisition Process as a Whole Needs to Change Radically

Talent Acquisition Process as a Whole Needs to Change Radically

Written by Çağatay GüneyPeoplise.

Talent Acquisition Process as a Whole Needs to Change Radically

We Went Digital

Let’s admit it. We are all hooked. Some of us are downright addicts.

No one seems to be able to pick up a good restaurant without asking advice from an app, laptops are always on our laps, vacations are never without work, long forgotten friends are a click away and we whatsapp our customers. According to Ericson’s Consumer Lab report, a typical white collar worker spends %20 of his time on business apps. Add to that the time spent on social networking sites and shopping, you will get a full day of app happiness. As if that is not enough, 43% of the working population downloads a new app every week. It does not get better at home, either. On average, the time spent on digital will reach a staggering 5,3 hours per day excluding work activities.

Generation Z Is Upon Us

That is just us; the current workforce. Now think about the next generation. The Generation Z. The Millenials. People call them Gen Tech, Gen Net, Gen Wii; Digital Natives. They were born into the digital world. In fact, they are the first generation whose births were announced on the internet. They never knew a time before the computers, www or apps. And now, they are on their way to the job market. Within 2-4 years a huge demographic shift will change the talent landscape forever. In US alone there are 67 million Generation Z members, born after 1998, making them almost as large as the baby boomers who have retired or retiring.

GenZs play, socialize, learn, engage, compete, succeed, fail, laugh, share in the digital universe. There is no divide, there are no boundaries between self and the digital. Life is digital and mobile, all the time. By the time Dad pours porridge for breakfast before the school bus arrives, his teen daughter would have looked at her mobile phone 5 times already. Teens today spend 27 hours a week online.

Not only that, they view the world differently too. Many of the old-world assumptions and methods don’t sway or impress their young and boundless minds. Better educated generations demand better things from the society and companies. Nearly three quarters of those surveyed (74%) agreed that businesses have a responsibility to create a better world.

Talent Acquisition Must Change

Understanding, attracting, and engaging the next generation of talent will require genuine new approaches, new methods and tools, almost all digital. The HR field has made some headways into social media hiring but that is just the beginning. Talent acquisition process as a whole needs to change radically to accommodate the new generation and their digital habits. The days of the printed CVs, tedious application screens, long on-site personal interviews are numbered.

The companies who embrace the digital challenge early on are already reaping incredible advantages over their competition in talent attraction, branding, engagement, and retention. They are utilising games, social media widgets, chat bots, video interviews, online tests, and smart onboarding tools with great effect. It saves time, it is cheaper and provides a much better experience for the young talent for sure.

Start Now To Get Ahead

Finding the right digital tools, integration of processes and developing new work practices takes time. It takes trial and error and some getting used to. But given the cost pressures and the demographics, this is a challenge all HR leaders have to face sooner rather than later. The pioneers of the new generation are already in the job market today.

So why wait? Let’s start planning for the transformation and plunge into the world of digital HR. Now, not later.

About the Author:

Çağatay Güney, CEO and Co-Founder at Peoplise

Çağatay Güney is Co-Founder and CEO at Peoplise.

Çağatay is a Human Resources and Organization Development professional with more than 20 years of experience both as a manager in and as an external consultant to several Fortune 500 companies in USA, Canada and Turkey.

He is also the author of two fictional novels.


Source: Digital HR – Time To Get Started

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HR's Aversion To AI Will Affect Its Ability To Hire

HR’s Aversion To AI Will Affect Its Ability To Hire

Artificial Intelligence

Successful hiring should be based on evidence based decisions supported by technology and automation but HR remains slow to respond. PwC’s 20th Global CEO Survey found that nearly half (47%) of UK CEOs are failing to address the impact AI and automation will have on their businesses (compared to 31% globally and just 19% in Germany). As 83% of UK CEOs rank access to skills as their number one barrier to business success in the next 12 months, this needs to change.

Why the reluctance to engage?

HR has often demonstrated a wariness of data and more recently automation and AI, exacerbated by recent headlines including:

  • Fukoku Mutual Life Insurance in Japan announced its intention to automate the jobs of over 30 employees, replacing them with IBM’s Watson Explorer. According to the Nomura Research Institute, half of all jobs in Japan could be performed by robots by 2035.
  • A similar scenario was projected in the UK, with the prospect of 15 million jobs being eradicated by AI, shortly after an announcement that outsourcing specialist Capita was replacing 2,000 of its employees with automation.
  • The world’s largest hedge fund, Bridgewater Associates intends to automate three-quarters of its hiring decisions over the next five years. The company is building a robotic recruitment platform to remove ‘emotional volatility’ from business decision.

How AI and automation empower HR

AI and automation offer a number of benefits for HR:

Talent pipeline : In its simplest form automation identifies issues in your talent pipeline, such as, qualified candidates abandoning a prolonged application process. Algorithms are also used to reveal factors which improve employee engagement and identify leadership potential. This is relevant in a week when a Robert Half survey found that that half of all candidates for management level roles don’t possess leadership skills.

More effective candidate selection : HR has historically relied on standard but limited candidate selection criteria, such as interview performance or an emphasis on technical skills or qualifications but that isn’t sufficient to predict a quality hire. Broader, evidence based HR is needed to support effective candidate selection, which algorithms in your recruitment software offer.

Potential flight risks : Combined with predictive analytics, algorithms can also predict potential flight risks in your organisation. With an expected talent exodus in 2017 understanding why your high achievers leave is critical. Typical ‘prompts’ include birthdays (especially milestones) and work anniversaries but your own recruitment metrics will provide more insight.

Reduction in bias : Automation and AI help to eradicate unconscious bias. This is exemplified by the tendency to hire so-called ‘brogrammers’ across the US’s Silicon Valley, fuelling the image of a male dominated tech culture. Closer scrutiny revealed that the majority attended elite schools and secured their jobs through friends or the tech fraternity. AI start-up Tara.ai aims to change that bias. Tara removes information relating to age, gender, previous employment, education and race to assess candidates based on the quality of their work – analysing and ranking programmers’ code – rather than their personal connections or background. Selecting specific criteria within your applicant tracking software helps to achieve the same results.

Technology needs the human touch

Should HR be wary? Algorithms in the hiring process have been proven to make better hiring decisions than humans but the role of HR, while shifting, is integral to the future of AI.

The following strategies can help to make the vital transition to evaluating the benefits of AI and automation in hiring:

  • Technology is only as effective as the information gathered. Inputting bad data will produce poor quality results. The quality of your data is vital.
  • When posting open jobs, understand the precise skills you need from your new hire. A candidate persona improves recruitment success for either high volume or stand-alone critical positions.
  • Algorithm or AI averse hiring teams can begin with automated recruitment software that streamlines the hiring process and analyses the common patterns revealed in your recruitment metrics. Start by focusing on just one specific area. With qualified candidates in short supply, time to hire is one of the most important metrics your business can measure and allows HR to evaluate the effectiveness of automated recruitment systems.
  • Create a structured interview process supported by online tests during screening to assess cognitive ability, conscientious and leadership.
  • Final decisions on candidate selection should be collaborative and supported by relevant data gathered during the hiring process. The CIPD found that, in organisations that use HR analytics, a quarter of senior leaders are not being given access to HR data to make effective business decisions. Without data, your ability to attract and hire high achievers is restricted.

HR technology should be simple to use, easy to engage with and produce data which informs and drives talent acquisition strategies.

Introducing a ‘kill switch’?

While AI and automation are now unavoidable, justifiable concerns exist over its growing impact on the workplace. In response to these concerns, the European Commission’s Legal Affairs Committee is seeking the creation of a European agency to provide technical, ethnical and regulatory advice on robotics and AI within the EU. Its proposal recommends:

  • A voluntary code of conduct related to AI.
  • A ‘kill switch’ in all AI systems to ensure they can be automatically deactivated in the event of a malfunction.
  • Consideration of a minimum income to compensate people who have been replaced by robots in the workplace.
  • A new status of ‘electronic persons’ for autonomous robots.
  • Reassurance that the use of robots does not engender ‘fear of physical or psychological harm’, while maintaining privacy, human dignity and safety.

HR is a long way from dealing with those issues on a daily basis but employers must begin now to address the impact of AI and automation in the working environment to remain competitive and meet future business goals.


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Recruiting and Retention in a Gig Economy: What to Expect in 2017 and Beyond

Entrepreneur Working on His MacBook

Independent workers, or freelancers, have always been part of most industries. For years, professional writers and coders have thrived off temporary positions with multiple organizations. It was simply a game of leveraging an ever-expanding network to find new opportunities.

But in recent years it has caught on like wildfire.

A 2015 Intuit study predicts that by 2020, 40 percent of American workers, or an estimated 7.6 million, “will be regularly working as providers in the on-demand economy.”

While most of the country enjoys low unemployment figures, some questions linger: what will the workforce look like when more employees decide to work independently?

How will Human Resources technology adapt to as more workers turn freelance?

Most employers aren’t concerned with communication, expectation, and deliverables of freelancers. Recruiting and retaining top talent is, as always, at the top of their to-do list.

However, a recent Harvard Business Review article suggests that “Workers who possess strong technical, management, leadership, or creative abilities are best positioned to take advantage of the opportunity to create a working life that incorporates flexibility, autonomy, and meaning.”

In other words, the same top talent organizations are investing in securing.

From an Organization’s Perspective

Since its inception, independent contractors have been widely viewed as dispensable employees who work on one campaign and are then left to find new work. It had become an accepted form of management and, when needed, utilized to temporarily fill a gap in hiring or meet a deadline.

It was an agreement both parties had come to accept, if not begrudgingly on part of the contractor.

With steady-building numbers and a resounding voice, independent contractors are beginning to find themselves in a position to make more demands than ever before. The Wall Street Journal reports that “contractors and consultants… demand to be treated with dignity and almost as if they’re your employee,” vigorously shaking themselves of the former “disposable” identity they had come to loathe.

As more top talent takes the leap into independent work, organizations must reframe their perception of a contractor’s role within the organization—an interesting evolution to watch for in coming years.

An Overdue Evolution for Top Talent

Take the alarmist nature above with a grain of salt.

Employees who excel at their work are simply finding more opportunities; their energies focused on more challenging and interesting work benefits them—and it should.

Positioning themselves towards better financial tides, great talent receives the income, schedule, flexibility, and benefits they seek. In short: they’ve become entrepreneurs within their respected industries.

It may seem uncertain how organizations will grapple with the growing trend, however those who see the opportunities will benefit.

What Becomes of the Workforce?

There is still room for uncertainty, of course. The idea of a gig economy instills thoughts of empty offices, those left performing menial tasks while their contemporaries increase their personal value.

The simplest way to regard the consulting revolution is in terms of career advancement. The consultant has reached a new stage in their career and is flourishing.

Organizations will “expand [the] talent pool to incorporate gig economy workers on vital roles,” according to a recent HR Tech Weekly post.

This, of course, raises questions about benefits, employee relations, training, and more. Questions that HCM software will undoubtedly come to address as the gig economy continues its expansion.

Existing full-time employees will see benefits as well. As recruitment strategies begin to loosen, organizations will focus attention on retaining full-time employees they’ve already invested in. A recent Forbes article offers that “companies that invest as much time and resources in the development of their talent will be the real winners in the coming years.”

Likewise, candidates once overlooked by organizations will be reconsidered as their peers turn to consultant work. The gig economy can benefit every party involved, so long as organizations understand how to leverage the new workforce.

Let the Internal Talent Search Begin!

If the gig economy teaches us one thing, it’s that niche skills are sought by multiple organizations. Employees should (if they have not already) harness unique skillsets to gain from the new order—especially if they are full-time employees.

By harnessing known and new skill-sets, current employees may find themselves trained and nurtured to higher positions within an organization—especially as more and more explore independent work.

2017 inches us closer to before-mentioned Intuit predictions, and they are not likely to be off my much. Start the year off by refining crafted skills and exploring new ones.

Leadership is watching and determined to retain as many employees as possible.


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10 Most Popular Articles of 2016 About HR, HR Tech, Recruitment and Beyond

Human Touch in Digital

The HR Tech Weekly® is happy to present you the list of 10 most popular articles in our blog in 2016. The entire rank is made based on the number of views and social shares. The competition was severe but fair. Some of our favorite article got behind. But there were only ten slots available.

We did not include in the list our own listicles and third parties ranks like Top 10 HR Tech Influencers on Twitter and some others despite of they were quite popular among the audience.

Some great articles from the beginning of the year did not compete well with those from the second half. We treat it as a technical error as the blog itself was less popular that time.

Nevertheless, after careful consideration and precise calculation we’ve got the following list of readers choices, and here we go:

  1. Recruiting Secrets LinkedIn Doesn’t Want You To Know, by Ninh Tran

Today, only pockets of the tech industry still enjoy significant growth and hiring volumes, for example, autonomous vehicles, augmented and virtual reality, artificial intelligence, and deep learning. To satisfy hiring teams, talent acquisition professionals must find better and more creative ways to reach premier talent and generate their interest for the right opportunity. Can LinkedIn be an excellent recruiting channel to connect the right people with the right roles?

  1. What you need to know about Agile Performance Management, by Yatin Pawar

Agile performance management is a collaborative, continuous feedback and development practice that is steadily replacing traditional performance management.

Traditional performance management has proven to be insufficient to assess and enhance an employee’s contribution. Its primary focus is setting up a series of processes to measure the employee’s performance over the whole year. These processes end up having an unanticipated effect of managers focusing on employee’s weaknesses.

  1. The Future of Recruiting and Hiring with AI, by Noel Webb

The buzz around artificial intelligence this year is being shrugged off by many as just a new word HR got ahold of, but what would happen if AI was actually embraced by the recruiting and hiring world? What could it do to further practices and solve problems?

  1. HR Tech Is So Dynamic and Still Has Very Much a Work in Progress, Q & A with Bill Kutik

As for being on the other side of the table… being a good interviewer means taking second chair to the person being interviewed. Teasing out and highlighting what they know. Since much of what I do are interviews and panels (except for my columns), I don’t get to do much of the talking. So I love whenever the roles are reversed!

  1. The HR function is in the middle of a process which will change it forever, by Marco Pastore

The New Way of Working (NWoW) is rising and the reasons behind this are in the latest trends in HR: Autonomy, Accountability, Flexibility and ICT.

Most companies are following or are planning to follow this trend, and for good reasons! But before speaking about the benefits, it is better to understand what this trends mean with some examples.

  1. What LinkedIn’s Buyout with Microsoft means for the Talent Acquisition Technology Ecosystem, by Brian Delle Donne

While critics point to Microsoft acquisition failures like Nokia and Yammer, neither one of those companies open up the ability for increased ad revenue, user interaction data or video conferencing abilities.

  1. Building a Culture of Confidence, by Lisa Feigen Dugal

Confidence and competence: Two invaluable characteristics to possess in today’s professional environment. While these traits have different meanings, they are inextricably linked. Consistent research findings show men tend to overestimate their competence while women underestimate it, yet research has also shown that women tend to be more effective, and more competent, leaders.

  1. 5 Reasons Why Big Data Analytics Degrees Are Worth It, by Lauren Willison

Due in large part to the rapid growth of science, technology, engineering and mathematics (STEM) fields, big data analytics is approaching new heights. Students who pursue a degree in big data analytics learn how to effectively analyze large sets of data and identify patterns, connections and other pertinent details revealed by data. Companies are increasingly turning to data analytics to harness customer insights, and ultimately, produce better business decisions. As a result, big data analysts are in high demand and the data analytics field is showing no signs of slowing down.

  1. Great Companies Are Built Around Great People, by Annie Jordan

There is a lot of truth in the saying that great companies are built upon great people. However, the reality is, of course, more complicated than that. The world’s leading companies are a powerful blend of people, vision, capability and culture. These things work together like the mechanics of a rocket, generating and maintaining irresistible momentum.

  1. How You Can Improve Customer Experience With Fast Data Analytics, by Ronald van Loon

In today’s constantly connected world, customers expect more than ever before from the companies they do business with. With the emergence of big data, businesses have been able to better meet and exceed customer expectations thanks to analytics and data science. However, the role of data in your business’ success doesn’t end with big data – now you can take your data mining and analytics to the next level to improve customer service and your business’ overall customer experience faster than you ever thought possible.

Featured articles:

The 30 Most Influential People To Follow In The #hrtech World • Recruitee Blog

50+ Online Sources for HR Managers, Part 1

50+ Online Sources for HR Managers, Part 2

Top 10 Articles of 2015 in HR Tech, Recruitment, Startups and Around

The new exciting year is ahead and we are looking forward to serve you with the best content. We wish you useful and productive reading with us! Stay tuned and we’ll be back…


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ScheduleOnce Acquires Reschedge

ScheduleOnce

Acquisition allows ScheduleOnce to automate interview scheduling through all phases of the talent acquisition lifecycle.

January 11, 2017 — ScheduleOnce, a leading scheduling automation solution, today announced the acquisition of Reschedge from HireVue. Reschedge is the world’s best algorithmic scheduling engine for interviews. With this acquisition, ScheduleOnce will leverage its platform to offer an end-to-end solution for interview scheduling through all phases of the talent acquisition lifecycle.

Recruiting the right people is essential to the success of any company in today’s fast-paced business environment. While the search for top talent has intensified, the process of coordinating interviews remains an obstacle for everyone involved: hiring managers, recruiters, and candidates alike. Coordinators must juggle interviewer and candidate availability, line up sequenced panel and manager interviews, reserve conference rooms, and deal with last-minute changes. Hours can be spent coordinating everything. Rather than focusing on sourcing and signing top talent, companies waste time scheduling and rescheduling interviews. Candidates don’t see hiring managers fast enough and top talent can be stolen away.

With its patent-protected technology, Reschedge offers an industry-first solution designed specifically to overcome the pains of interview scheduling. A sophisticated algorithm combines interview requirements, hiring manager availability, and resource constraints to offer the best possible scheduling options. From simple one-on-ones to panels and all-day, sequenced interviews, Reschedge can handle it all.

When using Reschedge, talent acquisition departments reduce time spent scheduling interviews by up to 95%. This significantly shortens time-to-hire and frees up resources for more high-value tasks. Rami Goraly, CEO of ScheduleOnce, appreciated the potential of Reschedge since day one.“We’ve had our eye on Reschedge since it first hit the market back in 2013,” he says. “We had just started working with recruiting departments and found Reschedge to be the perfect fit to extend our offering.”

Axial, a New York based company, has been using Reschedge for the past three years. “Reschedge has completely streamlined our interview scheduling process,” says Alexandra Badavas, Director of Talent Acquisition at Axial. “Candidates get in front of hiring managers faster and we save at least 15-20 minutes on each interview scheduled.”

Reschedge was founded by Jonathan Kennell, an MIT graduate and former Google engineer. Having worked on scheduling algorithms at MIT and witnessing the complex requirements of Google’s recruiting department, he designed Reschedge to tackle the most demanding scheduling scenarios. The software was an immediate success and was acquired by HireVue within a year of its launch. With its continued success, the acquisition by ScheduleOnce followed.

“I was very happy to hear about ScheduleOnce taking over the helm for the product,”says Kennel, now VP Product Management at Yext, a longtime Reschedge customer. “Having cooperated with Rami in the past and based on ScheduleOnce’s leadership position in the scheduling space, I am confident that it is the right company to take Reschedge to the next level.”

ScheduleOnce acquired Reschedge from HireVue, a provider of predictive analytics, video, and digital tools to help build and coach the world’s best teams. HireVue will continue to offer its comprehensive interview scheduling solution, HireVue Coordinate, to its enterprise customers, which include 40 of Fortune’s Most Admired Companies, while ScheduleOnce will offer the underlying technology to small businesses as an extension of its integrated scheduling platform. ScheduleOnce will continue to provide full support to the existing Reschedge customer base and HireVue will continue to fully support all HireVue Coordinate customers.

Reschedge SaaS subscriptions are now immediately available for purchase from ScheduleOnce. In addition to directly enhancing Reschedge, ScheduleOnce will integrate it into its existing platform, offering enterprise talent acquisition departments a robust combination of self-scheduling and coordinator-based scheduling tools. For more information visit: www.reschedge.com

About ScheduleOnce

ScheduleOnce is a powerful and easy-to-use meeting and appointment scheduler that works in tandem with personal calendars and supports businesses in a wide range of prospect, customer, and interview scheduling scenarios. Together with Reschedge, the platform offers an end-to-end solution for scheduling through all phases of the customer and talent acquisition lifecycle. Users report an up to 3x increase in conversion rates, up to 2x acceleration in time-to-engagement, and up to 95% reduction in time spent coordinating interviews. For more information visit: www.scheduleonce.com

About HireVue Coordinate

Winner of the 2015 HR Product of the Year Award (HR Executive Magazine), HireVue CoordinateTM is the only no-hassle, rules-based interview coordinating solution that crawls and presents the best options for candidates and managers automatically across an enterprise. Coordinate works with Microsoft Outlook/Exchange and Google’s Gmail to automatically crawl and organize schedules, people preference and location availability, even taking into account interview priority and sequence — to build even the most complex interview schedules in less than 30 seconds.

Press contact:
Dana Raveh
ScheduleOnce
Head of Product Marketing
danar@scheduleonce.com


Source: ScheduleOnce Acquires Reschedge

Hollywood Legend Jerry Weintraub Always Heard “Yes”

Hollywood Legend Jerry Weintraub

Hollywood Legend Jerry Weintraub

The biography of Hollywood legend Jerry Weintraub is truly extraordinary. He was a American film producer and actor whose films won him three Emmy’s. Weintraub is also known for being a talent manager (one could say a recruiter) and concert promoter. The list of musicians he represented includes: Elvis Presley, John Denver, Frank Sinatra, Neil Diamond, Bob Dylan, Led Zeppelin, and The Four Seasons. In many ways Jerry was the “Godfather” of concert promoters and a true showman.

Further, Weintraub is also known for producing films such as Nashville (1975), Diner (1982), The Karate Kid (1984), Vegas Vacation (1997) and the Ocean’s franchise (2001). More recently, Weintraub was the executive producer for a couple of HBO series – The Brink and Behind the Candelabra (both 2013). In 2011, HBO broadcast a television documentary about Weintraub’s life, called His Way. Weintraub was an amazing story teller and his book When I Stop Talking, You’ll Know I’m Dead: Useful Stories from a Persuasive Man and documentary are worth checking out for sure. I want to focus on one of my favorite Weintraub stories that hits home [as the time it was written we get ready for Thanksgiving 2016].

Weintraub Refused to Go Quietly

As the story goes, in 1969, Weintraub was living in New York on 54th Street and awoke at three o’clock in the morning to proclaim, “I just had a crazy dream” to his wife Jane Morgan (an enormously talented singer in her own right whom he managed). Jane said, “What was the dream?” Jerry proclaimed, “I saw a sign in front of Madison Square Garden that said ‘Jerry Weintraub Presents Elvis.’” Jane then said, “That’s crazy. That’s nuts. You know, you don’t know Elvis and you don’t know Colonel Parker. You know, how do you expect to do this?” Jerry then quipped, “I don’t know them now but I will.”

For the next year from 1969-1970 Jerry’s first phone call of the day, at 8:30 in the morning, was to Colonel Tom Parker and (as reported by Weintraub in his memoir) here’s how it went.

JW: Good morning, Colonel, this is Jerry Weintraub. I want to take Elvis on tour.

Colonel Parker: What are you, crazy? Why do you keep calling here? You’re wasting your money. First of all, Elvis is not working right now. Second of all, if he were working I have a lot of promoters that I owe dates too. A lot of producers I owe dates to. And it’s not gonna be you. It’s never gonna be you.

After a solid year of rejection one morning, in 1970, Colonel Parker had something different to say than the usual dismissive “No” “not interested.”

Colonel Parker: You still want to take my boy on tour?

JW: Yes, very badly.

Colonel Parker: Okay, you be in Las Vegas (in two days) at 11:00 o’clock with a million dollars and we’ll talk a deal.

Weintraub Gets a “Yes” Finally

The year was 1970 and, therefore, securing 1 million dollars in two days had long odds. Jerry didn’t have a million dollars and, in fact, owed a bank about $65k. By sheer persistence and phoning practically everyone he ever met or knew within a 48 hour period, low and behold, he found a wealthy business owner in Seattle, WA that said “Yes.” The Elvis super-fan, from the Pacific Northwest, was willing to wire Jerry a million dollars site unseen for a chance to fund an Elvis concert tour. Weintraub showed up in Las Vegas at the bank 2 days later and worked out a deal with Colonel Parker.

Elvis proceeded to put on an incredibly successful and lucrative concert tour. The tour would also be remembered for providing concert goers with reasonable ticket prices. As the tour came to a close, Elvis, Weintraub and Colonel Parker cashed in on the tour for sure.

What’s more, at the conclusion of the tour Colonel Tom Parker took Jerry to a back room (behind the stage) and proceeded to reveal a huge pile of cold hard cash. Jerry proclaimed, “What’s this?” Parker exclaimed: “This is the money from the t-shirts, the hats, the buttons, and so on that have been sold throughout the tour.” Jerry then said, “We didn’t have a deal for the merchandise.” Parker then said, “You are my partner 50/50.” He then took his cane and smacked the table and said, “Half is mine and half is yours. Are we good?” After the tour with Elvis, Weintraub went on to have a storied Hollywood career partnering with some of the biggest stars in music and television.

The Power of Persistence is Undervalued

It’s funny how we often only see the ‘final product’ of a person or group’s success and assume that they must have had amazing breaks, luck, or connections to get where they are at. What’s often lost, by people, is the struggle of how difficult it is to achieve truly extraordinary things. It takes persistence and sheer will to do hard things. Often many obstacles must be conquered along the way.

George Clooney, Brad Pitt, Andy Garcia, Julia Roberts, and Matt Damon (just some of the star-studded cast of the Ocean’s franchise) have all commented on the amazing power Jerry had of getting everyone to a “Yes” when the odds were incredibly long to do so. In order to get all of the A-list actors to align their schedules to shoot the Ocean’s movies was nearly impossible. The odds of any other producer being able to make it happen would probably be about 0%.

However, Weintraub would call each cast member and tell them when the dates were for shooting and when they would inevitably say, “Jerry I can’t do it I’m busy during that time… no seriously I’m out.” Jerry would respond with, “Yea, I know you are busy but everyone else is in and you will be able to do it.” Famously he would tell each actor that all the other actors were all “in” even though they had said they were “out.”

Through sheer force of will Weintraub made it happen. There’s a lesson here.

The Weintraub Way for Business & Recruiting

When recruiters or business professionals are told “No” this can lead to cracks in their resilience, resolve, and self-confidence. We can begin to think we aren’t good enough, don’t have the necessary skills and abilities to do awesome things and, therefore, become unmotivated and depressed. But the Weintraub Way is to turn that negativity on it’s head and go in the opposite direction. When people say “No” or “It’s not going to happen” maybe you should double-down. The thought should be “Oh, it’s going to happen all right.” One of the great motivators for the human spirit is the ability to overcome obstacles and ‘win over’ the folks who aren’t on board with what we are ‘selling’. What is more, there is little in life that compares to the incredible high of ‘proving everyone wrong’ and accomplishing big things despite those that don’t believe.

There’s little doubt that there had to be mornings, in the 300+ phone calls that Jerry made to Colonel Parker, where he doubted his abilities and his power to persuade. But he didn’t let it hinder him or his ‘dream’. In the end he made the deal and was a key player in one of the most successful concert tours of all time. By sticking to a plan and being determined to see it through (no matter how difficult things get) individuals get a true sense of accomplishment. There is no substitute for the euphoria that comes from “Beating the Odds.”

So, you might be asking, “What the heck does this have to do with Thanksgiving?” Thanksgiving is a time for reflection. This year I’m going to think about how glad I am that over the years I’ve been told I couldn’t do something. Even though I didn’t appreciate it at the time, hearing this skepticism has likely helped light the fire within me even hotter. The fire to prove the doubters wrong is powerful.

I’m Thankful For…

When you sit down for Thanksgiving this year with your family and friends take a moment to say thank you to those that have told you “No” or openly questioned your ideas, motives, abilities, or work ethic. It’s highly likely that those folks, that you may have perceived as shutting the door on your ambition, have helped to make you the success you are today.

Thanks Jerry Weintraub for sharing with us this incredible anecdote about the power of perseverance, pride, and not taking “No” for an answer.

In your own experience, are you able to pinpoint particular times when someone doubted you or said “No”? Did the rejection serve as a motivation for you to work even harder to prove them wrong? Have you ever thought to be thankful for those that weren’t on board with what you were selling?  What other forms of motivation do find the most useful?


Source: Hollywood Legend Jerry Weintraub Always Heard “Yes” – Crelate

Don’t Trust Your Gut: 3 Guidelines for Evidence-Based Recruiting

Chess Algorithms

Experience is generally good. Employers love job candidates with impressive track records. But when we on the hiring decision-making side start gaining experience in recruiting, there is a dark side that we need to be aware of if we still want to be effective.

The problem with growing experience in recruiting positions is that you start to gain confidence in your judgement. And that gut feeling about job candidates clouds the decision-making of even the best of us.

The essence of evidence-based recruiting is that you build your recruiting practice on the best available scientific evidence. What is scientific evidence? It is not expert opinions, TED Talks or blog posts. Why not? Because they are opinions without rigorous methodology backing them up. Sure, there is often wisdom in the words of HR influencers, but in order to be effective, basic evidence-based guidelines should be in place.

In the core of evidence-based recruiting should be a hiring algorithm. Algorithm is simply a formula that calculates the score of each of your job candidates. Algorithmic decision-making is simple – you hire the candidate with the highest score. But an algorithm won’t work without variables. It is the recruiter’s responsibility to build the formula – decide what kind of data to gather from the candidates and which factors matter the most. But where to start?

Screening methods – the fairest of them all

I/O psychologists have been studying selection methods with meta-analytic methods for around a 100 years, and there is a clear consensus that General Cognitive Ability (GCA) – also known as General Mental Ability (GMA) or Intelligence Quotient (IQ) – is the most versatile and powerful of the methods commonly in use. Considering how simple-to-use and cheap methods there are available, it is a mystery why these tests are not more widely adopted in practice.

Especially as a screening method, GCA measure is powerful for a couple of reasons. First, for most jobs, the job requirements aren’t set in stone. Especially in startups or companies working in dynamic markets, the contents of employees’ jobs tends to change a lot. GCA is a measure that indicates how well the candidate would be able to learn new things. Second, and related, when the job requirements are complex or new, higher information processing capacity, which is what GCA essentially measures, helps candidates perform better.

Research suggests, that the best predictive validity is achieved when GCA is coupled with other methods that preferably are “MECE” – mutually exclusive and collectively exhaustive. This means that the other methods used should be strong as well, but they should measure different constructs that GCA tests measure. Famous companies such as Google measure GCA together with other variables – namely, “Googleyness” – that they have internally found predictive for future performance. Some evidence-based factors found in I/O psychology are conscientiousness and integrity, and most companies would actually get better results with these methods than with using classic unstructured job interviews as a go-to method. But I bet that…

You are going to interview anyway, so here is how to do it right

One common mistake that many recruiters make is not structuring their job interviews.

How do you expect to compare the candidates if you ask each of them different questions? And how do you expect to hire actual talent if you let human error come in between? If you use the so called “free talk” method (the losing method) to interview candidates, you are bound to simply get along better with some candidates than with others. If the recruiter was changed, the result would most likely be different too, and this is not a good indicator of the reliableness of the interview.

Structuring interviews takes some work, but it’s principles are fairly simple. Essentially, structured interview is an employment interview where

  1. the same questions are asked of each candidate in the same order
  2. free talk is minimised
  3. the evaluation criteria for each question are determined beforehand

The two best types of questions are behavioral and situational. Behavioral questions ask about candidates’ past performance in order to predict how the candidate is likely to perform in the future. Situational questions present hypothetical situations and ask how the candidate would proceed in a given situation.

The outcome of designing the structured interview should be an “interview booklet”. This guide provides a set of predetermined questions (based on variables you have deemed to be necessary for success in the job), room for note-taking and a guide for evaluation. It should be written in a way that anyone even without recruiting experience would be able to run the interview.

If you want to be really professional, have interviewers write down the answers of each candidate, and let someone else evaluate the answers. This obviously takes time, and you need to make the call whether the added value is worth it.

Decision time? Enter Excel

So. You have built your hiring algorithm (hopefully based on GCA and other reliable variables) and collected data to measure those variables using tests and structured interviews. Now it is time to be humble, and let your new best friend Excel make the decision for you.

When you let an algorithm decide for you, you are going to get an improvement of about 50% in predicting work performance. And the interesting fact is that even the most experienced recruiters with years of experience fail more often than algorithms.

Let’s go one step further than that. Even when there is a group of experts, and when they have more data available than your excel table (the algorithmic decision-maker), their decisions are worse. Why is this and what can you do to improve?

A likely reason, as mentioned, is that these bad choices arise from various psychological biases. We as humans are overly influenced by first impressions, personalities and our own values, among other things. Because hiring decisions are essentially prediction problems – ”which candidate would perform the best in the job?” – we should use statistical algorithms which are tools originally built for prediction problems.

This does not mean that experts are unimportant. They are a great source of insight in building the algorithm in the first place. But it does mean that HR professionals need to be humble and understand their limitations. Hiring managers need to be aware and continuously measure the success factors for each job in their company, but they need to restrain themselves when the decision-time comes.

Evidence-based decision-making is the first step towards next-generation recruiting. Most of the algorithmic methods discussed here are going to be adopted to various HR tech applications in the future, but by knowing the basics, you can already start making better decisions while waiting for Big Data and AI to become mainstream in the industry.

Further reading:

Danieli, O., Hillis, A., & Luca, M. (2016). How to Hire with Algorithms. Harvard Business Review, https://hbr.org/2016/10/how-to-hire-with-algorithms

Kuncel, N. R., Klieger, D. M., Connelly, B. S., & Ones, D. S. (2013). Mechanical versus clinical data combination in selection and admissions decisions: A meta-analysis. Journal of Applied Psychology, 98(6), 1060.

Levashina, J., Hartwell, C. J., Morgeson, F. P., & Campion, M. A. (2014). The structured employment interview: Narrative and quantitative review of the research literature. Personnel Psychology, 67(1), 241-293.

Schmidt, F. L., & Hunter, J. E. (1998). The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. Psychological bulletin, 124(2), 262.

Schmidt, F. L. (2002). The role of general cognitive ability and job performance: Why there cannot be a debate. Human performance, 15(1-2), 187-210.

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