The Technacious Recruiter – WEDDLE's http://www.weddles.com A Careerstead™ for your success! Thu, 14 Sep 2017 17:17:23 +0000 en-US hourly 1 https://wordpress.org/?v=4.8.2 http://www.weddles.com/wp-content/uploads/2016/03/cropped-logo_new-32x32.gif The Technacious Recruiter – WEDDLE's http://www.weddles.com 32 32 What You May Have Missed This Summer http://www.weddles.com/what-you-may-have-missed-this-summer/ http://www.weddles.com/what-you-may-have-missed-this-summer/#respond Thu, 14 Sep 2017 17:17:23 +0000 http://www.weddles.com/?p=10380 READ MORE]]> It used to be that summers unfolded at a slower pace as people took holidays with their families and worked shorter weeks to enjoy the good weather. These days, however, there is no respite. New companies continue to be launched, partnerships among existing companies continue to be announced, and innovative products continue to be introduced – all while we’re lying on the beach or on a hammock in the mountains. So, to help make sure you didn’t miss anything, here’s a roundup of some of what made the news this summer.

Harver, an Amsterdam-based HR technology company, announced that it has raised $8.1 million to launch its TalentPitch product in the U.S. market. The product provides a series of games, video tours and real-life situational tests to help employers rapidly and accurately identify best-fit candidates when faced with high volume recruiting needs.

One outcome of the Google for Jobs launch may be significantly higher application rates, which would, in turn, transform every opening into a “high volume” situation. Recruiters are already challenged in dealing with candidate flows, and Google’s omnipresent search capability could exacerbate that situation. While I have no brief for Harver, I think it and any other company with a product that can automate and accelerate pre-screening and assessment is well positioned for the impending tsunami of talent applications.

HiQ Labs won a big court victory against LinkedIn by convincing a federal judge to issue a preliminary injunction that forced LinkedIn to remove any technology which prevents HiQ from scrapping the public profiles of its members. HiQ uses the data to assign color codes of red, yellow or green indicating the likelihood a person will become a “flight risk” from their current employer, the assumption being that updating one’s profile is the first step on the path to looking for something new or better.

Jobvite announced that it has earned SOC 2 certification, the highest level of security for a cloud-based application. Given the increasingly intrusive and costly nature of malicious hacker attacks and malware insertions, this focus on security may become the new norm in talent acquisition solutions.

Leap.ai launched with $2.4 million in seed money. Its algorithm matches prospects to openings – nothing new there – but it adds “an endorsement that explains why the candidate is a great fit for the company and role.” It’s an interesting riff, but I’m not sure how it’s going to scale.

LinkedIn is testing a new feature for mentors and mentees, at least that’s the word from Fast Company. Described as a “career advice hub,” it will connect users looking for a mentor with those willing to serve as one, using the site’s matching algorithm as kind of an eHarmony for the working person.

It’s a rare example of an employment site providing genuine career assistance to its visitors. Job boards as well as corporate career pages have long offered career hubs for recent college graduates, veterans and diversity candidates, but very few have ever bothered to extend such resources to the general workforce … as if today’s working man and woman doesn’t also need the help. Ask the 20-year sales professional who finds their company is relocating to China or the thirtysomething woman who works for a bigoted boss or the Boomer who faces ageism from a twentysomething colleague, and you’ll see that career issues are THE big thing and, inexplicably, almost always ignored.

OnboardIQ (apparently now called Fountain) has closed more funding, bringing its total to date to $9.1 million. It competes with Snagajob in the hourly job market, but with one important difference – it’s a mobile first solution. It tracks sources, provides an applicant portal (where they can see their status in the process), schedules interviews, sends out background checking consent forms, tax documents and NDAs for signature as well as onboarding manuals and even training documents and videos, and collects social security numbers, driver license data and bank account information. Throw in a kitchen sink, and you can open a restaurant.

Textio announced that it has raised $20 million in new financing to expand its product line from a “writebot” that helps employers develop better job postings to recruiting emails and sales communications. It claims that “By analyzing the hiring outcomes of more than 10 million job posts a month, Textio predicts the performance of your listing and gives you real-time guidance on how to improve it.”

As I’ve noted in previous posts, the need for such capabilities is obvious – job postings are the garbage dump of English literature. What’s less certain is whether recruiters will be given the resources, time and management priority they need and deserve to improve their ads.

StartAJob.com launched with the “original” declaration that it “aims to revolutionize [the] online jobs marketplace with [an] all-in-one platform.” Its press release goes on to note that “Among StartAJob’s most unique features is video functionality. People can upload clips of faulty appliances that need repair, rooms they want painted or household chores that require attention.” I guess it aims to be an Angie’s List for job seekers.

Vervoe introduced a “recruiting assistant,” launching it with $1 million in funding. It’s basically a platform for automated interviews and simulations for small and mid-sized businesses. Based in Australia, it will use the money to enter the U.S. market.

Yeah, there was just a little going on while you were on vacation, but now you know what happened so you can put it to work for your organization.

All the Best,
Peter

TAprose and The Technacious Recruiter by Peter Weddle are brought to you by TAtech: The Association for Talent Acquisition Solutions.

Mark Your Calendars! TAtech’s 2017 & 2018 events give corporate and staffing firm recruiters the unique ability to interact with the leaders – rather than the exhibit booth salespeople – of TA tech companies.
• September 27-29, 2017 Denver: The TAtech Fall Congress & Deal Center, with The World Job Board Forum and the 2017 Recruiting Service Innovation Awards Gala.
• March 13-14, 2018 Dublin, Ireland TAtechEurope 2018, The TAtech Industry Congress in Europe – the premier event for recruitment technology thought & business leaders worldwide.
• April 18-19, 2018 in Las Vegas: The TAtech Spring Congress & Meetup. See the 2017 conference details here.
• June 5-6, 2018: The TAtech Leadership Summit on Programmatic Ad Buying. See the 2017 conference details here.

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Most Innovative Recruitment Sites & Solutions Announced http://www.weddles.com/most-innovative-recruitment-sites-solutions-announced/ http://www.weddles.com/most-innovative-recruitment-sites-solutions-announced/#respond Wed, 06 Sep 2017 15:10:50 +0000 http://www.weddles.com/?p=10377 READ MORE]]> TAtech’s Recruiting Service Innovation Awards (ReSIs) are unique among the awards programs offered in the HR and talent acquisition fields. And today, the 2017 Finalists in each of the twelve award categories are being announced.

What makes the ReSIs so special?

First, the ReSIs underscore the importance of recruiters. All of the attention focused on “optimizing the candidate experience” is fine, but progress has been slow for one very important reason: You can’t improve what happens to job seekers until you first improve the tools and technology made available to recruiters. Asking them to make life better for candidates without giving them effective resources is like asking authors to pen a great novel with quills and parchment. They can do it, but it sure would be easier and more productive with a computer and word processing software.

Unlike any other awards program, the ReSIs are designed to correct that oversight by celebrating the talent acquisition sites, products and services, organizations and individuals that are optimizing the recruiter’s experience.

Second, the ReSIs respect the views of all recruiters. Its Finalists and Winners are not determined by appointed selection committees or panels of pundits. They are not picked by some organization’s insider group or by a bunch of vendors patting themselves on the back. These awards are intended to recognize the individuals, organizations, products and services that are optimizing the recruiter’s experience, so participation in the selection process is open to recruiters everywhere and the results reflect their choices.

Each year’s ReSI Winners are determined by recruiters and HR professionals in an annual online ballot that measures the scope and intensity of customer support for each Nominee – it’s not a scientific survey, but is does represent the voice of the User.

The Finalists for the 2017 ReSI Awards are:

Most Innovative Big Data Solution
Appcast PX | Job Ad Auction Technology for Agencies & Employers
Nexxt – Text2Hire Text Recruitment
Recruitics Analytics – FREE Recruitment Marketing Analytics Dashboard

Most Innovative Cloud-Based Solution
BreezyHR
NewHire
Recruitology

Most Innovative Mobile Solution
BreezyHR
Jobalign’s Candidate Engagement Platform (CEP)
TextRecruit

Most Innovative Recruitment Advertising Solution
Appcast Brand | Targeted Employer Brand Advertising
Jobs2Careers Predictions
Recruitics Action – Programmatic Job Advertising Optimization & Automation Platform

Most Innovative Social Media Solution
GoBe – The Job Bot
WadeandWendy.ai
ZenithTalent.com

Most Innovative Enterprise Solution
Digi-Me: Digital Candidate Expectation Videos
Nexxt – Text and Email Campaign Builder
TextRecruit

Most Innovative SMB Solution
Crowded
NewHire
Recruitology

Innovator of the Year – Small Employment Site
Crowded
Internships.com
NewHire

Innovator of the Year – Large Employment Site
Jobs2Careers.com
Nexxt
Snagajob.com

Innovator of the Year – Employment Site Partner
Appcast Inventory | Revenue Optimization for Job Sites
RealMatch’s Programmatic Job Board Platform for Digital Publishers

Innovator of the Year – Recruitment Blogger
Joel Cheesman
Jessica Miller-Merrell
Tim Sackett

Innovator of the Year – Business Leader
Tim Dineen, Recruitics
Fred Goff, Jobcase.com
Howard Schwartz, Crowded

The 2017 ReSI winners will be announced at the ReSI Awards Gala on September 28th, during the TAtech Fall Congress & World Job Board Forum. The celebration – known as the best party in recruiting – is open to all. Join us!  Corporate and third party recruiting leaders can attend the Congress & Forum at a 50%+ discount.  To get the discount code, please contact ceo@tatech.org.

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A Goldilocks Applicant Flow http://www.weddles.com/a-goldilocks-applicant-flow/ Thu, 24 Aug 2017 12:58:40 +0000 http://www.weddles.com/?p=10373 READ MORE]]> It happens with some regularity. You post a job on one or more job boards and you get (a) way too many applicants or (b) way too few. You either have to wade through a mountain of resumes – many from unqualified prospects – or you have to run around with your hair on fire looking for other sources of talent. Wouldn’t it be nice if you could post your openings and generate a “goldilocks applicant flow” – not too many, not too few, but just enough to fill your openings efficiently and effectively?

There’s been no lack of commentary about the importance of writing compelling job postings. I’ve penned more than a few such exhortations myself. But, here’s the rub: if you write a truly powerful job posting, you’re going to shoot yourself in the foot. Half of North America will apply, and the vast majority of those applicants will be totally unqualified for the job.

Just as bad (and maybe worse), you can write the best job posting on the planet and get exactly the opposite outcome. No matter how persuasive your words or how enticing your employer’s value proposition, all you hear once the ad is posted is the sound of silence. All you have to show for your hard work is an angry look from the hiring manager.

The solution to this binary dilemma is a new software-based technology with a terrible name. It’s officially known as “programmatic ad buying,” but for our purposes, let’s call it a Goldilocks Delivery System. It’s used in performance-based advertising. In other words, instead of paying a single fee up front to post your job – the way it’s done with standard 30 or 60-day online ads – you set an overall budget and what you are willing to pay per applicant. Then, the system only charges you for each application you receive and only up to the budget you’ve set.

It’s the software and data in a Goldilocks Delivery System, however, that produce just the right number of applicants for you to fill each of your job openings. Here’s how it works:

First, a Goldilocks Delivery System uses predictive analytics to target the best sites for your opening. Many of today’s job boards not only post your job on their own sites, they also distribute them to lots of other job boards, as well. As a result, they have mountains of historical data indicating which sites work best for which kinds of jobs. The job boards with a Goldilocks Delivery System use that data to predict where your opening is likely to get the best flow of applicants and post it there. In effect, you start your ad campaign where it has the highest probability of succeeding quickly.

Second, a Goldilocks Delivery System monitors your posting and makes adjustments as necessary. If your job posting has generated the right applicant flow for you to fill an opening, it removes the ad so you don’t get too many resumes. And, if the ad isn’t generating enough applicants, it moves the ad to other job boards to increase the flow. The software makes both adjustments in real time and without human intervention, so time is saved and recruiters are free to focus on other important tasks. In effect, your ad appears on just the right sites and for just the right amount of time to ensure you get the applicants you need.

I understand that HR and talent acquisition teams sometimes feel as if they’re being bombarded on a daily basis by new technologies. They haven’t figured out how best to deploy the technology they already have before they’re confronted with the next big thing they absolutely must acquire. It makes a lot of folks simply tune out, but that would be a mistake with programmatic ad buying … oops, I mean Goldilocks Delivery Systems.

The technology has been effectively used in e-commerce for several years now. It’s the reason you see an ad for those boots you checked out on Amazon, when you visit the NBC News site the next day. The capabilities of Goldilocks Systems are proven and their results are impressive. And, now they’re being introduced in talent acquisition. Check ‘em out.

Thanks for reading,
Peter

TAtech® Insights and Peter Weddle’s Technacious Recruiter are brought to you by TAtech: The Association for Talent Acquisition Solutions.

Mark Your Calendars! TAtech’s 2017 & 2018 events give corporate and staffing firm recruiters the unique ability to interact with the leaders – rather than the exhibit booth salespeople – of TA tech companies.
• September 27-29, 2017 Denver: The TAtech Fall Congress & Deal Center, with The World Job Board Forum and the 2017 ReSI Awards Gala.
• March 13-14, 2018 Dublin, Ireland TAtechEurope 2018, The TAtech Industry Congress in Europe – the premier event for recruitment technology thought & business leaders worldwide.
• April, 2018 in Las Vegas: The TAtech Spring Congress & Deal Center. See the 2017 conference details here.
• June 5-6, 2018: The TAtech Leadership Summit on Programmatic Ad Buying. See the 2017 conference details here.

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Painting a Talent Acquisition Masterpiece http://www.weddles.com/painting-a-talent-acquisition-masterpiece/ Wed, 16 Aug 2017 12:27:41 +0000 http://www.weddles.com/?p=10369 READ MORE]]> I’ve long bemoaned the sorry state of company career sites. Despite all the hoopla about “optimizing the candidate experience,” most of these destinations still treat visitors as brainless automatons that can be “acquired” like commodities. Recently, however, I visited Nestle’s new career portal, and it’s given me cause for hope. The site isn’t perfect, but it’s so far ahead of the norm it deserves a new name. I’ll call it a career gallery – a multimedia display of what’s best about working at Nestle.

Most company career sites are impersonal, uninformative and boring. All visitors are herded into a single job search database, making it all but impossible to find a specific kind of job easily; all of the information about the company is generic, making it all but worthless to those with specific questions; and all of that information is presented in the very same way, making it all but deadening to the senses. The sites are tolerated by active job seekers – they don’t have any choice – but most top prospects see them as junk destinations.

Why is that a problem? Simple mathematics. There are undisputedly A and B level performers among the 23 percent of the workforce the U.S. Bureau of Labor Statistics says are actively in transition at any one time, but mathematically, there are three times as many of those top performers among the 77 percent who are passive. To be successful, therefore, a company career site must appeal to both those who are looking for a job and those who are looking for something else.

The new Nestle career gallery does that better than most. Its content is presented in a rich, multimedia format that is visually appealing and very engaging. There’s a video about the Nestle USA Women’s Network and pictures and videos of the company’s corporate citizenship projects. No less important, the gallery feels alive and well cared for. There are current messages – when I visited, there was a post from the company’s Chief People Officer that had been uploaded just 21 hours prior (but also a post from 11 days before) – and a Chat page with ongoing “discussions” that are actually questions posted by job seekers and – drumroll please – answers from company HR reps.

The gallery’s layout is equally as appealing. From the second a person arrives, they know just where to go to find what’s of interest to them. Career areas are prominently displayed on the home page and again in a drop-down window under their own tab on the main navigation bar. Whether a visitor is looking for a retail, engineering, HR or supply chain job, they can tell right away that Nestle has such employment opportunities and where on the site they’re located.

That, of course, is the perfect way to make active job seekers feel at home – they’re looking for jobs – but it doesn’t do much for passive prospects. Those gallery visitors aren’t in transition. They aren’t job seekers, so they aren’t going to search a job database. They are, instead, trying to interpret the company. They’re looking for information and insights that will help them determine if Nestle is a good place for them to work. And here, the Nestle gallery falls short; that content is missing from the career areas. There are no blogs that would shed light on what it’s like to work in a retail, engineering, HR or supply chain job at Nestle, and while there is an occupation-specific Q&A feature, it doesn’t cover all of the career areas and is located elsewhere on the site.

Nevertheless, there is a lot in the gallery for a passive prospect to like. For example, it features Nestle University, which offers “the tools, resources and support to help you manage your own career path and realize your full potential” and a writeup on Educational Reimbursement, both of which tend to interest high caliber prospects. The gallery also highlights the company’s work in health and nutrition research and environmental protection and offers enrollment in the company’s “talent community,” but sadly, fails to describe the benefits of signing on.

Perhaps most impressive, the site actually listens to its visitors. That’s right, instead of talking at them, it offers to speak with them. They are invited to participate in a chat where they are connected with the company’s “employee ambassadors.” While these individuals are obviously going to paint the best picture possible of Nestle, they provide a peer-to-peer interaction that is both very rare on company career sites and especially engaging for passive prospects as well as active job seekers.

The Nestle career gallery is a good start on what a company career site can and should be. It doesn’t simply transact talent acquisition, but instead, provides the visitor with a collection of canvases on which the company is painted in words, pictures, graphics and human interactions. That’s about as close as it gets – at least right now – to a talent acquisition masterpiece.

Thanks for reading,
Peter

TAtech® Insights and Peter Weddle’s Technacious Recruiter are brought to you by TAtech: The Association for Talent Acquisition Solutions.

Mark Your Calendars! TAtech’s 2017 & 2018 events give corporate and staffing firm recruiters the unique ability to interact with the leaders – rather than the exhibit booth salespeople – of TA tech companies.
• September 27-29, 2017 Denver: The TAtech Fall Congress & Deal Center, with The World Job Board Forum and the 2017 ReSI Awards Gala.
• March 13-14, 2018 Dublin, Ireland TAtechEurope 2018, The TAtech Industry Congress in Europe – the premier event for recruitment technology thought & business leaders worldwide.
• April, 2018 in Las Vegas: The TAtech Spring Congress & Deal Center. See the 2017 conference details here.
• June 5-6, 2018: The TAtech Leadership Summit on Programmatic Ad Buying. See the 2017 conference details here.

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Getting Past Consideration http://www.weddles.com/getting-past-consideration-2/ Wed, 02 Aug 2017 12:36:25 +0000 http://www.weddles.com/?p=10362 READ MORE]]> NOTE: Peter Weddle is on vacation this week, so we are republishing one of his more popular columns.

The news couldn’t have been better. A recent LinkedIn survey found that 90 percent of all workers would now consider a new job. Impressive as that figure is, a 2010 Spherion Staffing Services survey reported an even higher result, with 95 percent of its respondents saying they were willing to look at alternative employment opportunities. Whatever the correct number, it’s clear that a significant segment of the so-called “passive job seeker” population is now ready to move to wherever the grass is greener.

So, why don’t they? Despite literally millions of job ads posted by recruiters, most of that ready-to-go talent pool stays right where they are. They consider new jobs – they read those job postings – but they don’t apply. They simply aren’t convinced, persuaded, or sold well enough to ditch their passivity and act.

Why is this happening?

In a recent online article, Dr. John Sullivan opined, “… as the economy improves, the power will inevitably shift away from the corporation to the job seeker. With this shift, most corporate recruiting functions simply aren’t ready for a return to intense competition where the candidate holds the power. Solving the intense competition problem will be difficult because the primarily “active” recruiting approaches that have worked and dominated over the last handful of years will simply fail when you have to fight over prospects and candidates. Having to fight to fill every position qualifies this problem as the one with the highest impact unless you have developed a plan to return your function to a war-for-talent model.”

Okay, but how can you put your recruiting team on a War for Talent footing?

As Sullivan notes later in his article, there are a whole range of actions that could be taken, but almost every one of them is as much a problem as a solution. They require a significant increase in funding, organizational priority, staffing, technology or other resources. In addition, they also take time and considerable effort to implement, and recruiting teams are pretty busy with requisitions they have to fill and hiring managers they have to satisfy today. So, what’s to be done?

There is one simple action you can take that will have an immediate impact on the ad response rate of passive prospects and is capable of being implemented at no cost: reformat your job postings.

The format of most job postings today are an artifact of messages and documents designed in the 1950s. They are based on:
• classified ads in print publications, where words were expensive and responses were expected from even bare-bones information; and
• position descriptions, which provided information – requirements and responsibilities – that was designed to help employers manage their internal compensation schedules.

While the resulting ad format has largely been tolerated by active job seekers, it has the exact opposite effect on the passive population. Nine-out-of-ten or more of them are now willing to consider a new job, but they won’t go any further than that with a job posting written for the 1950’s. If you want them to apply, they want you to provide:
• a lot of information; and
• information that’s useful to them in their consideration of an employment opportunity.

Instead of organizing your job posting to address a position’s requirements and responsibilities, therefore, use a format summarized with the following acronym: S-ABC-S.

The acronym stands for:

S = Summary. A statement of no more than 4-5 lines that uses engaging, compelling language to describe the value proposition of both the opening and the employer.

A = Advancement. A description of how the opening will enable a person to progress in their field and/or career and of the skills they must have to do so.

B = Benefits. A description of the formal benefits offered by the employer as well as other “intangibles” they would gain by working there (e.g., the capabilities of those who would be the new hire’s coworkers, the caliber of the company’s facility, the quality of life where the company is located).

C = Culture. A description of the employer’s work environment and how it can help a person perform at their peak and achieve success both in the organization and their field.

S = Sign-off. A call to action with several options: 1. Apply now. 2. Don’t apply now, but stay in touch for information about future openings. 3. Refer the job to a friend or colleague who is better suited for the job.

As we all know, there are many ways to improve recruiting outcomes, but very few that can be accomplished quickly, without cost and with almost immediate results. Changing the format of your job postings is one of those few.

Thanks for reading,
Peter

TAtech® Insights and Peter Weddle’s Technacious Recruiter are brought to you by TAtech: The Association for Talent Acquisition Solutions.

Mark Your Calendars! TAtech’s 2017 & 2018 events give corporate and staffing firm recruiters the unique ability to interact with the leaders – rather than the exhibit booth salespeople – of TA tech companies.
• September 27-29, 2017 Denver: The TAtech Fall Congress & Deal Center, with The World Job Board Forum and the 2017 ReSI Awards Gala.
• March 13-14, 2018 Dublin, Ireland TAtechEurope 2018, The TAtech Industry Congress in Europe – the premier event for recruitment technology thought & business leaders worldwide.
• April, 2018 in Las Vegas: The TAtech Spring Congress & Deal Center. See the 2017 conference details here.
• June 5-6, 2018: The TAtech Leadership Summit on Programmatic Ad Buying. See the 2017 conference details here.

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Real Time Bidding Powers Up Job Postings http://www.weddles.com/real-time-bidding-powers-up-job-postings/ Tue, 01 Aug 2017 14:14:29 +0000 http://www.weddles.com/?p=10358 READ MORE]]> Scientists use it to describe resistance bulb thermometers. Special Forces teams use it to signal a return to base. For corporate and staffing firm recruiters, however, the acronym RTB means real time bidding.

You’ve probably heard how computers and high speed trading have changed the way Wall Street works. Well, now they’re poised to do the same in recruiting. Not today and maybe not tomorrow, but for sure in the relatively near future.

Wikipedia describes RTB as “a means by which advertising inventory is bought and sold on a per-impression basis, via programmatic instantaneous auction.”

Here’s what that means:

Let’s say a recruiter wants to post a job opening for a sales person. Using what’s called a demand-side platform, they can access several different ad networks (sources of talent), place a bid for what they are willing to pay for an impression by a sales person on one or more of those networks, and see the ad posted on those networks where the bid is accepted.

So, what’s the big deal? These kinds of auctions have been used in recruiting for awhile now. They’re the basis for fairly distributing ad inventory on most publisher networks. RTB, however, represents a breakthrough because these demand-side platforms have the computing power to determine the value of an impression in real time or less than 100 milliseconds.

No more waiting around for monthly reports; the technology has either been fed candidate and budget data or has a history with the recruiter’s organization, so it can instantaneously determine what an appropriate bid should be. Ads get posted at the right job boards faster than ever before. And they get posted for an appropriate investment – recruiters no longer have to worry about bidding too little and losing an optimum slot or bidding too high and wasting precious ad dollars.

Now, that’s certainly a big step forward, but there’s even more to RTB. It also includes applications called supply-side platforms. They enable job boards and other publishers to manage their own inventory of advertising space more effectively and to interface with ad networks to place ads with other publishers. In effect, these platforms extend a single ad into an ad campaign that maximizes a recruiters’ reach into the talent pool based on their impression-level bidding history.

RTB has been used on the commercial side of the web for several years now, but applications that support recruitment advertising are only just now being introduced. They include:
• Appcast Clickcast, a product that manages candidate acquisition with “automated bidding, budget, and vendor management to increase volume across more jobs by 20 percent and reduce wasted job ad spend by 10 percent.”
• RealMatch Recruitment Performance Manager™, an analytics suite and ad network that “leverages advanced performance-predicting algorithms and targeted campaigns to automatically boost response for jobs that need it most.”
• Recroup JobAdX, a programmatic job advertising platform powered by real time bidding that allows “job-boards and publishers to dynamically place jobs on their site after a real time auction,” resulting in better ad performance for employers.

Admittedly, these are very early days for RTB in recruiting, but lest you think it’s unlikely to have much staying power, consider this: ReportsnReports predicts the RTB market will grow at a better than 40 percent (41.18%) CAGR between 2014 and 2019 and hit $42 billion by next year.

What’s the probability that will happen? Who knows. But here’s a sign – there’s now a job board for RTB pros. It’s called RealTimeBiddingJOBS.com.

Thanks for reading,
Peter

TAtech® Insights and Peter Weddle’s Technacious Recruiter are brought to you by TAtech: The Association for Talent Acquisition Solutions.

Mark Your Calendars! TAtech’s 2017 & 2018 events give corporate and staffing firm recruiters the unique ability to interact with the leaders – rather than the exhibit booth salespeople – of TA tech companies.
• September 27-29, 2017 Denver: The TAtech Fall Congress & Deal Center & World Job Board Forum and the 2017 ReSI Awards Gala.
• March 13-14, 2018 Dublin, Ireland TAtechEurope 2018, The TAtech Industry Congress in Europe – the premier event for recruitment technology thought & business leaders worldwide.
• April, 2018 in Las Vegas: The TAtech Spring Congress & Deal Center. See the 2017 conference details here.
• June 5-6, 2018: The TAtech Leadership Summit on Programmatic Ad Buying. See the 2017 conference details here.

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Not Your Grandmother’s Job Board http://www.weddles.com/not-your-grandmothers-job-board/ Thu, 27 Jul 2017 17:37:22 +0000 http://www.weddles.com/?p=10354 READ MORE]]> The myth that job boards are dead or dinosaurs has long since been debunked. Despite the arrival of seemingly endless variations of “the next big thing,” job boards remain among the most effective sources of new hires for small and mid-sized as well as transnational employers. How have they been able to achieve such resiliency? By evolving with the times and technology.

There are at least 150,000 job boards currently in operation around the world. They are operated by commercial enterprises, print and digital publishers, social media sites, job search engines, aggregators, governments, professional societies, even fraternities, sororities and other affinity groups. Their only common denominator is the use of technology to give employers access to talent and job seekers access to employment opportunities. Other than that, they are more dissimilar than they are alike.

It’s that single commonality, however, that has given job boards their staying power. They are prime examples of how to leverage technology for results that are actually useful to their customers. Whether they develop it inhouse or partner with other organizations, today’s job boards offer an array of tech-powered capabilities that enable employers to tailor both their message and reach into the talent pool.

Here are just a few examples:

Nexxt.com (formerly known as Beyond.com) offers a product called Text2Hire, which sends your job posting or branding message to candidates’ cell phones and other mobile devices. Since more than 70% of job seekers use their mobile device to look for employment, a text message is an especially effective tool for sourcing. No less important, such messages get a 99% open rate compared to just 20% for traditional email, so they typically generate more applications more quickly than other forms of outreach.

HealthJobs.com, a subsidiary of the job board HealthJobsNationwide.com, is a job aggregator – similar to Indeed, CareerJet, JobSafari and JobRobot – with one important difference. It focuses on a specific niche of the economy. It doesn’t collect every kind of job and force job seekers to search the entire pile to find the opportunity they’re interested in, but instead aggregates only healthcare jobs, making it easier for each individual opening to stand out and for job seekers to find the right ones for them.

Snagajob.com, a job board that serves hourly workers, and The New York Times Job Market – among many others – offer programmatic ad buying to provide employers with much more precise targeting of candidates and much greater control over their ad spending. The technology uses advanced software and analytics to automate the buying and placement of ads – typically through an online auction and an ad network – so that they appear on the right sites and for the right length of time to generate just the right number of candidates required to fill an opening.

Association CareerHQ, a job board operated by the American Society of Association Executives, offers a video job posting product that can achieve a 20-60% higher candidate apply rate than the 2-7% rate employers typically see. The digital technology gives ads a 53x greater likelihood of appearing on the first page of candidate search results on Google and other search engines and gives employers a much more engaging presentation of their value proposition.

Monster.com is offering a product called Monster Twitter Cards, which reduces the socialization workload of recruiters by automating the distribution of advertising and branding messages to their Twitter followers. The tweets appear on the employer’s Twitter page and include their logo or other image as wll as the job title, company name and a link to its ad on Monster.

Olivia, launched by Recruiting.ai, a sister company of the job board Jobbing, is an artificial intelligence-based recruiting assistant. Similar to the chatbots that are now found everywhere in online commerce, it takes on the much more complicated business of “selling” a candidate on a particular opening and employer, by offering 24/7 chat capability that can pre-screen candidates, answer their questions and schedule them for interviews. The result is a much better candidate experience and a much more effective use of recruiter time and skills.

The simplistic notions that all job boards are the same and that all use outdated technology just don’t measure up to the facts. In most cases, the reality is exactly the opposite. Job baords provide advanced technology-based products and services that give employers more flexibility, greater reach and better ROI than ever before in their talent acquisition. Said another way, today’s sites are definitely not your grandmother’s job board.

Thanks for reading,
Peter

TAtech® Insights and Peter Weddle’s Technacious Recruiter are brought to you by TAtech: The Association for Talent Acquisition Solutions.

Mark Your Calendars! TAtech’s 2017 events are open to corporate, staffing firm and RPO recruiters and include:
• September 27-29, 2017 Denver: The TAtech Fall Congress & Deal Center, with The World Job Board Forum and the 2017 ReSI Awards Gala.
• March, 2018 in Dublin TAtechEurope, The TAtech Industry Congress in Europe – the premier event for recruitment technology thought & business leaders worldwide.
• April, 2018 in Las Vegas: The TAtech Spring Congress & Deal Center. See the 2017 conference details here.
• June, 2018: The TAtech Leadership Summit on Programmatic Ad Buying. See the 2017 conference details here

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Chatbots Raise the Level of Conversation http://www.weddles.com/chatbots-raise-the-level-of-conversation/ Wed, 19 Jul 2017 14:59:17 +0000 http://www.weddles.com/?p=10351 READ MORE]]> Is your company thinking about investing in a recruiting chatbot? If so, remember this: all chatbots are not created equal. The trick to maximizing the return on your investment is to get the bot that best fits within your budget while upgrading your candidate experience.

Chatbots are already familiar features in the online commercial marketplace. They help us find that perfect pair of running shoes, the best vacation package, a great car deal and even the right person to date. In fact, within the next three years, the average person will have more conversations with bots than with their spouse, at least that’s Gartner’s prediction.

According to Dr. John Sullivan, chatbots have been used in recruiting for over decade, but as all the discussion in the blogosphere makes clear, they are just now coming into vogue among employers. He describes the current generation of these applications as “Q&A chatbots” – bots with capabilities limited to answering candidate questions in a personalized and conversational way.

That limitation, notwithstanding, chatbots create more informed candidates, which in turn provides employers with a number of benefits:
• Higher quality applicants – top performers typically have more questions and require more information before they are willing to apply, so addressing that need increases their propensity to apply.
• Fewer unqualified applicants – more information enables (and encourages) candidates to determine when an opening or employer isn’t a good fit for them, so giving them that insight helps avoid wasting both their and recruiters’ time.
• Better candidate experience – almost eight-out-of-ten candidates say job postings don’t provide enough information, so solving that problem enhances their perception of how they are treated in the recruiting process.

It won’t be long – if it hasn’t happened already – before you can buy a chatbot in a box. In truth, however, these bots have at least three levels of sophistication, so it’s important to recognize the differences and acquire the capability that best suits your organization.

Level 1: A more engaging version of the static FAQ page on your corporate career site.

These bots answer the questions you typically receive from candidates. They lack a machine learning capability so cannot answer questions that fall outside that narrow scope, but do provide a more interactive experience that can help candidates feel as if the company is treating them as valued customers rather than just another job seeker.

Level 2: Human assisted chatbots.

Given the variability in human information needs, there’s a high probability that at least some candidates will ask a question that goes beyond a Level 1 chatbot’s ability to answer. At that point, a company has two options: ignore the question and leave the candidate hanging or provide a way to connect with a human recruiter. For example, the Crowded.com chatbot offers an “escape hatch” when a candidate’s inquiry draws a blank. It’s a labor-intensive backstop, however, and given the staffing limitations on most recruiting teams, the capability is probably only appropriate for critical openings and/or talent requirements.

Level 3: A smart Q&A chatbot which learns from its interactions with candidates.

Unlike the relatively limited question set for buying a pair of boots, “buying” into a new employer can generate an almost limitless range of questions. Every candidate has their own unique set of career goals, expectations, circumstances and experience, so it’s impossible to program every possible question and answer in advance. Chatbots that can learn, however, have the ability to extrapolate from previous candidate interactions to devise answers to questions they haven’t seen before. It’s not “artificial intelligence,” but it is a kind of growing knowledge base that can make the chatbot experience feel even more personal and helpful.

Chatbots will soon be a common fixture in recruiting processes, but given the variability in their capabilities (and those of their developers), leveraging the technology to its best advantage requires smart consumer behavior by employers. Practice that, and you can redefine your job seeker FAQs as Forgotten And Quashed.

TAtech® Insights and the Peter Weddle’s Technacious Recruiter are brought to you by TAtech: The Association for Talent Acquisition Solutions.

Mark Your Calendars! TAtech’s 2017 events are open to corporate, staffing firm and RPO recruiters and include:
• September 27-29, 2017 Denver: The TAtech Fall Congress & Deal Center, with The World Job Board Forum and the 2017 ReSI Awards Gala.
• March, 2018 in Dublin TAtechEurope, The TAtech Industry Congress in Europe – the premier event for recruitment technology thought & business leaders worldwide.
• April, 2018 in Las Vegas: The TAtech Spring Congress & Deal Center. See the 2017 conference details here.
• June, 2018: The TAtech Leadership Summit on Programmatic Ad Buying. See the 2017 conference details here.

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The Next Mobile Era http://www.weddles.com/the-next-mobile-era/ Thu, 06 Jul 2017 12:20:49 +0000 http://www.weddles.com/?p=10348 READ MORE]]> Let’s begin by reviewing the history of mobile applications in online sourcing and job search. The first stage, of course, was to make job boards and other employment sites (your corporate career page, for example) accessible from smartphones. The use of those devices in the U.S. lagged the experience in other parts of the world, so most U.S. sites were late to the party. In fact, the majority of respondents to the TAtech (then IAEWS) Global Job Board Survey in 2015 reported that less than 20 percent of their traffic came from a mobile device. An astonishing 15 percent of the respondents weren’t even tracking mobile usage.

That all changed as smartphone adoption soared in the U.S. and continued its rapid expansion elsewhere around the globe. Job boards rushed to make their sites mobile accessible, but the user experience remained rooted on the desktop. In other words, instead of creating an experience that was specifically designed for the small screen of a smart-phone and thus native to that device, sites simply repurposed their PC experience on the phones. Yes, job boards and corporate career pages were then mobile, but mobile users were more often than not frustrated by the constrained visibility and limited functionality they found on their devices.

So, now we’ve come to a new generation of mobile sourcing and job hunting tools that were expressly designed for a mobile phone. Called “mobile first,” they tout features and functionality that are native to a smartphone, enabling them to make much better use of its capabilities and to be much less constrained by its limitations. Adaptation has been swift with LinkedIn introducing its first native app in 2014 followed by a host of others including CareerBuilder, Monster, JIBE, Proven and Glassdoor.

Where to Next?

That rapid buildup brings us to the next stage in mobile introductions, a period that is just now getting underway. Call it the second phase of the mobile first revolution. You see, being native to a smartphone is no longer a sufficient value proposition to differentiate a site or the company using it to post jobs. In essence, saying you have a mobile first job search or recruiter app is like newspapers saying they were in the print business back in 1995 when job boards first came online. Those companies didn’t understand that print was simply the medium and information – in this case, about open jobs – was their real business, and we all know where that misperception took them.

What then is the second phase of mobile first introductions?

Filters. Ever finer filters. Providing the ability to narrow a job or candidate search down to something less than the entire country or even an entire city. Take WorkHere, for example, and a similar app in Europe called Job Today; their mobile first applications filter by geography. The job seeker experience is improved because the user doesn’t have to wade through a bunch of jobs located in places they’d never want to work.

In the case of WorkHere, job seekers for hourly positions can actually specify a company location that is, say, just a ten-minute walk from their home. That makes employers happy, because experience shows that workers who live near a company have much higher retention than those with longer commutes, and that makes job seekers happy because they don’t need a car to get to work. In essence, the information the app provides optimizes both the job seeker AND the recruiter experience.

There are an unlimited number of other ways to use filters to micro-target the user experience on a smartphone, and the employment sites which leverage that capability will lead the industry in the next phase of mobile recruitment and job search … and provide a better yield for employers.

TAtech® Insights and the Peter Weddle’s Technacious Recruiter are brought to you by TAtech: The Association for Talent Acquisition Solutions.

Mark Your Calendars! TAtech’s 2017 events are open to corporate, staffing firm and RPO recruiters and include:
• September 27-29, 2017 Denver: The TAtech Fall Congress & Deal Center, with The World Job Board Forum and the 2017 ReSI Awards Gala. Meet the thought and business leaders of the worldwide talent acquisition technology industry.
• April 22-23, 2017 Chicago: The TAtech Spring Congress & Deal Center, with The Business Accelerator has now occurred. See you at next year’s Spring Congress in … Miami!
• May 17-19, 2017 Barcelona: RecTech, The TAtech Industry Congress in the EU in partnership with the AIM Group. See you at next year’s RecTech in … Dublin!
• May 31-June 1, 2017 Minneapolis: The TAtech Leadership Summit on Programmatic Ad Buying, featuring two tracks: Programmatic Ad Buying Applications & Programmatic Ad Buying Technology. See you at next year’s Programmatic Summit!

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Getting Past Consideration http://www.weddles.com/getting-past-consideration/ Thu, 22 Jun 2017 17:53:26 +0000 http://www.weddles.com/?p=10337 READ MORE]]> The news couldn’t have been better. A recent LinkedIn survey found that 90 percent of all workers would now consider a new job. Impressive as that figure is, a 2010 Spherion Staffing Services survey reported an even higher result, with 95 percent of its respondents saying they were willing to look at alternative employment opportunities. Whatever the correct number, it’s clear that a significant segment of the so-called “passive job seeker” population is now ready to move to wherever the grass is greener.

So, why don’t they? Despite literally millions of job ads posted by recruiters, most of that ready-to-go talent pool stays right where they are. They consider new jobs – they read those job postings – but they don’t apply. They simply aren’t convinced, persuaded, or sold well enough to ditch their passivity and act.

Why is this happening?

In a recent online article, Dr. John Sullivan opined, “… as the economy improves, the power will inevitably shift away from the corporation to the job seeker. With this shift, most corporate recruiting functions simply aren’t ready for a return to intense competition where the candidate holds the power. Solving the intense competition problem will be difficult because the primarily “active” recruiting approaches that have worked and dominated over the last handful of years will simply fail when you have to fight over prospects and candidates. Having to fight to fill every position qualifies this problem as the one with the highest impact unless you have developed a plan to return your function to a war-for-talent model.”

Okay, but how can you put your recruiting team on a War for Talent footing?

As Sullivan notes later in his article, there are a whole range of actions that could be taken, but almost every one of them is as much a problem as a solution. They require a significant increase in funding, organizational priority, staffing, technology or other resources. In addition, they also take time and considerable effort to implement, and recruiting teams are pretty busy with requisitions they have to fill and hiring managers they have to satisfy today. So, what’s to be done?

There is one simple action you can take that will have an immediate impact on the ad response rate of passive prospects and is capable of being implemented at no cost: reformat your job postings.

The format of most job postings today are an artifact of messages and documents designed in the 1950s. They are based on:
• classified ads in print publications, where words were expensive and responses were expected from even bare-bones information; and
• position descriptions, which provided information – requirements and responsibilities – that was designed to help employers manage their internal compensation schedules.

While the resulting ad format has largely been tolerated by active job seekers, it has the exact opposite effect on the passive population. Nine-out-of-ten or more of them are now willing to consider a new job, but they won’t go any further than that with a job posting written for the 1950’s. If you want them to apply, they want you to provide:
• a lot of information; and
• information that’s useful to them in their consideration of an employment opportunity.

Instead of organizing your job posting to address a position’s requirements and responsibilities, therefore, use a format summarized with the following acronym: S-ABC-S.

The acronym stands for:

S = Summary. A statement of no more than 4-5 lines that uses engaging, compelling language to describe the value proposition of both the opening and the employer.

A = Advancement. A description of how the opening will enable a person to progress in their field and/or career and of the skills they must have to do so.

B = Benefits. A description of the formal benefits offered by the employer as well as other “intangibles” they would gain by working there (e.g., the capabilities of those who would be the new hire’s coworkers, the caliber of the company’s facility, the quality of life where the company is located).

C = Culture. A description of the employer’s work environment and how it can help a person perform at their peak and achieve success both in the organization and their field.

S = Sign-off. A call to action with several options: 1. Apply now. 2. Don’t apply now, but stay in touch for information about future openings. 3. Refer the job to a friend or colleague who is better suited for the job.

As we all know, there are many ways to improve recruiting outcomes, but very few that can be accomplished quickly, without cost and with almost immediate results. Changing the format of your job postings is one of those few.

TAtech Insights and the Peter Weddle’s Technacious Recruiter are brought to you by TAtech: The Association for Talent Acquisition Solutions.

Mark Your Calendars! TAtech’s 2017 events are open to corporate, staffing firm and RPO recruiters and include:
• April 22-23, 2017 Chicago: The TAtech Spring Congress & Deal Center, with The Business Accelerator has now occurred. See you at next year’s Spring Congress in … Miami!
• May 17-19, 2017 Barcelona: RecTech, The TAtech Industry Congress in the EU in partnership with the AIM Group. See you at next year’s RecTech in … Dublin!
• May 31-June 1, 2017 Minneapolis: The TAtech Leadership Summit on Programmatic Ad Buying, featuring two tracks: Programmatic Ad Buying Applications & Programmatic Ad Buying Technology. See you at next year’s Programmatic Summit!
• September 27-29, 2017 Denver: The TAtech Fall Congress & Deal Center, with The World Job Board Forum and the 2017 ReSI Awards Gala.

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