Search Results - understand

Blog Post: Text Messaging for Recruiting: Best Practices to Rock Your Recruiting Season: Email outreach still reigns supreme as the commonly used method to reach candidates. Email’s little brother, text messaging, is somewhat overlooked as a communication tool, yet SMS has some…; Added by Rakuna at 11:32pm on November 14, 2024

Blog Post: Turning Unemployment into Opportunity: Start Your Own Construction Business: Are you currently unemployed but have previous experience in the construction industry? If so, starting your own construction business could be a rewarding and…; Added by Emma Sturgis at 9:24pm on June 10, 2024

Blog Post: Workplace Wellness: The Future of Employee Benefits in the Digital Age

KG’s take…

Added by Katharine Gallagher at 11:35am on November 24, 2023

Topic: How I won the SourceCon Sourcing Challenge by Joshua Kahn: iration, well placed breaks, spying on what the other contestants were doing, some slight misdirection, and some skill. I think with the right mix of those components anyone of the other people participating could've won. The differences between us all were slight. I must give kudos to the SourceCon brainwizards for putting this together. Well done. Kudos also to Julia Stone who I think was just hours behind me in finding the NYC guy. Good on you to Amie Ernst, Rushit Shah, and Shoheb Shaikh, who were right there as well, and also to a host of sourcers from India who were also pushing the pace. Thanks to Suzy Tonini and Jeremy Langhans for their help and support as well. I wanted to put this story together in a way that would clearly show my approach, where I got lost, where I got found again, purple squirrels and a bit of mild paranoia. First Clue: http://www.sourcecon1.org/newspad/newsletter.asp?article=33 Keys to finding site: Harry Smith, Guru, "sales/telemarketing front/end work" Confirmers (how I knew I was at the right place): "live in fairbanks" , ID = 898617 Clues for later: SCIP, SSS, recruitingblogs, Sourcers Unleashed, ERE forums Purple Squirrels: mONEY At the time of the search, I didn't formally organize the information this way, but looking back its how it fell into place in my head. The information could be used differently than how I used it. With this information a teammate of mine, Rob Hoefer, and I started searching a bit. He found the 'Guru' site first, kudos Rob. It was as simple as finding guru.com, then searching there with Harry Smith, his 'location', his area of expertise, or ID number. Throughout the challenge I had that spelling and peculiar capitalization of 'mONEY' in the room in my mind where I kept all those bits of information of which I endlessly questioned the importance. Nothing is on accident right? No, but sometimes its misdirection. Second Clue Site: http://www.guru.com/emp/view_profile.aspx?g=ihLZ88u2WqJwfuQkS% Keys to finding next site: "I can be found talking between 1:00-1:30pm everyday", "Love web2.0 technology for keeping in touch with my friends" Secondary keys: the timezone in alaska (AKDT) + 1-1:30 timeframe Confirmers: that Moose icon, the date 14 DEC 2007. Purple Squirrels: that Harry actually lived in Fairbanks. Exacerbated later when Harry revealted an address on Peger Rd in Fairbanks, Alaska, curse you Harry! This one took a bit to figure out. I went down many wrong paths on this one, which I'm kicking myself for now, because it looks so obvious in hindsight. I was looking for radio shows, podcasts etc related to lead generation or anything like what Harry had in his profile. I posted a few questions on a few recruiting sites to no avail. Its almost embarrassing now to admit, but its part of the gymnastics your mind does to figure out the important bits from the unimportant. I even emailed Maureen Sharib because I knew she did a bit on the Recruiting Animal's show on Wednesdays and of course her expertise is lead generation. She was very nice and helpful, albeit not sure what the heck I was talking about. This was not the first time I would send out a bizarre email. I also harrassed 'Slouch' or Jason Davis for info to no avail. I finally figured this one out via a bit of inspiration and following a fellow competitor. I noticed that Jim Stroud had a recent posting about not seeing many recruiters on Twitter. Ding! Twitter you twit! So I searched around Twitter until I found harrysmith. Except that did me no good, he had no updates, no followers, and was not following anyone. So I searched instead for my competitors. I searched for 'Tonini' and found Suzy Tonini's twitter, and looked at who she was following. Hello Harry! There was Smithharry74 with that ersatz Moose icon, and the same date as the guru profile. From there I set my gtalk to follow smithharry74, and also set up an RSS feed in my netvibes to follow his updates as well so I could look at them later. I also figured that Harry was in the eastern time zone because he was giving clues at 5 o'clock EST, the end of someone's real world work day. Third Clue Site: https://twitter.com/smithharry74 keys to next site: DOD challenge guy's sister (DavidClarke from challenge 2 last year), "where headhunters hang out", cache.valleywag.com/images/thumbs/757f5a7cffea7d0c878a1550c72daed4.jpg , 'Mary' or MC, Mcclatchy secondary keys and confirmers: lives in LA or SF, was recently in the desert, hippie, smh.com.au/ffximage/2007/03/30/brazil13_wideweb__470x252,0.jpg , Cardinals, Ducks, Hawks and Blue Jays, ariba.com/img/ss.gif purple squirrels: Don, "the party", Harry Douglas Smith, "did you ask your boss", did you check recruitingblogs yet?, and many more... This is the point in the challenge where my brains slowly started to scramble. At this point I began placing significance on the wrong things, every email, every update to RSS feeds that could be connected to the challenge through the most tenuous of connections was suspect. There were two stages to this one for me. The first was figuring out who the DOD challenge guy was. At first I thought this was a separate challenge that had happened outside of the sourcecon thing. I looked for DOD challenges, and there are some! But I quickly decided this wasn't right. Then I went looking for clues in the explanations given by last years winners. I figured out the DOD guy was DavidClarke ClarkeDavid from last year. I still wasn't sure which was his real first name or last name and emailed Suzy Tonini for suggestions. She was helpful but I still couldn't find 'Mary'. I was looking for 'headhunting' groups all over the place. I was also fixated on the 'desert' clue here. Suzy suggested maybe the burning man festival. Turns out she was right. I also thought it could be the 'Las Vegas Recruiting Roadshow' that had just happened. So I emailed John Sumser to see if there was anyone on the attendee list there with the initials MC. He answered, but no MC. I was suspecting he was involved in the challenge in some way. The list of busy people that I bugged for information was growing and didn't stop here. The second piece that did it for me was the valleywag photo URL that Harry gave as a clue + the McClatchy bit. First, the photo. I tried using some photo search sites, and tried to find a search engine that would search using images as the operators. Tried searching valleywag, but that was proving tedious as well. Then in another bit of inspiration I used the page freshness bookmarklet to figure out when the photo was last modified. August 28, of 2006. Now we're cooking with gas. I went into Valleywag's archives to find the posts for that date and voila, there was the exact photo of Mark Pincus and his dog Zinga. Quick image search in Google found the 'other tshirt photo' Harry had mentioned, where Mark had a Tribe shirt on. Headhunting, Tribe, riiight. McClatchy was significant because they now owned Tribe. A quick trip to Tribe.net, a quick search and I had found Mary. Fourth Clue site: http://people.tribe.net/maryclarke90210 keys to next site: friend in NYC, 1 degree from 83494544 secondary clues and confirmers: hangs out in maureen, sourcers, and passive groups, "favorite numbers 70 or 07 or maybe devide them by 2, or maybe not 100% not sure". purple squirrels: for me the sentence, favorite numbers 70 or 07 or maybe devide them by 2, or maybe not 100% not sure, was a big purple squirrel. From here I actually found the profile attached to 83494544 very quickly. I thought ERE immediately because of the clue Maureen. She has a group there called ASK Maureen. So I went to ERE and noticed that within the URL of an individuals profile is 'ID=' then a number. So I replaced the number with the one from the clue and got Russ Moon. http://www.ere.net/erenetwork/person.asp?userid=83494544 I figured Russ wasn't the guy because he didn't fit any of the confirmers, wasn't a member of the right groups etc. So I emailed him with a cryptic as hell email about favorite numbers etc and did he know anyone. He responded with, "I'm too busy with real world searches" but did agree to connect. Classic. I figured that 'one degree' in Mary's clues meant our target person was in the network of Russ. Problem was, Russ has a network of 1591, this was going to be tedious. I was also trying to figure out how in the world that first series of numbers that Mary gave was significant. I tried every iteration I could think of to no avail. I also tried to understand how the spelling 'devide' might be important. Device ID? DevID? Developer ID? I still don't know how I should've used those numbers. In fact when I decided to forget about those numbers and focus on Russ's connections, that's when I got to the end. Mary's clue to me when I first found her, that the NYC guy was shy, suggested a person with few connections. Harry's clue that someone had gotten close, and that NYC had two connections, one being to another person in NYC was the kicker. I just went to Russ's network, messed with the URL to get to the lower end of his network quickly and manually searched through the people with 2 connections. Took 10 minutes and I had the guy, Jason Taylor. He had Mary Clarke in his profile, then I fired an email and waited. Harry/Mary/SourceCon took the weekend off. So I tried to forget about it. I noticed a message Julia Stone had sent someone about finding NYC. We exchanged messages about what time she had found him, and figured out that I had found him earlier by not much time. Monday, got the confirmation that I won. Looking forward to meeting you all at SourceCon, and competing against big Mike and the other challengers! Cheers, Joshua…; Added by SourceCon Dude at 8:57am on March 20, 2008

Topic: The Truth About Hiring Recruiters …….At Least.... My Version Of The Truth: …the question is…How do you separate yourself from the sea of competition? AND for the record…there is a SEA of competition. I recently posted a contract recruiter position and within 4 days I got over 400 submittals. Ugggggh. Now I know how my clients used to feel before they met me Unfortunately, here is a look into what I saw….typos and misspellings on resumes, zero mention of accountability, inconsistent information, absent information from previous jobs, half completed resumes and 6-1 resumes were from recruiter wan-na -bees. The sad part is, some of the wan-na-bees took more time to position themselves than some of the veterans. If you are a serious player, and you want to separate your candidacy from the sea of competition I suggest you take your job search seriously, even if it is for a contract recruiter role. You may be asking yourself, what does she mean take it seriously? First of all, to me seriously means…..take your time; who you are being in your job search IS a reflection of who you will be on the job. First and foremost, Read the ad or job posting in full. If asked, answer the questions concisely and accurately, in recruiting; time is money, get to the point. If there are instructions to follow, this is not the time to demonstrate what a rogue you are, these days recruiting has lots of processes and the bigger the company the more risk involved, if you cannot follow the application instructions, you are sending a message that you can’t assimilate to their ways of doing things. On the other hand if you follow the instructions verbatim and don’t do anything above and beyond, like using some creativity in your communication or application you may be sending a message that you give just what is asked and nothing more. If you are applying to me, look me up, find me on google, face book, linked in, talk to me in my language; don’t address me by Dear Sirs when my name is Margaret. When I get resumes like that I can them immediately, first of all I have never met a dude named Margaret and second of all it tells me you don’t care. After all, typically a person hiring a recruiter is someone who has done the job before, and done it well, so they are expecting you to blow them away with knowledge, pizzazz, terminology, technology, etc. If you are applying with me and I am a recruiter and we both share a common recruiter language and use the same type of vernacular, I expect you to use that to your advantage. Recruiting is a form of sales..show you know that by positioning yourself in the right manner. Seriously also means doing your homework. Find out what company you are applying with, go to your browser and type in www.whotheheckamiapplyingfor.com and look at who is requesting your services and tailor your application and response to the buyer. Job searching is a sales process; YOU are SELLING me on WHY I should INVEST in YOU. That takes positioning, discernment, listening, questioning/probing and salesmanship. Remember, who you are being in your own search process IS indicative of how you will conduct your searches for your new client, or if you are a rookie, who you are being in your job search is an indicator of how you will function in this role for others….seems easy enough to understand, however sometimes when we are too close to something we catch a case of running on automatic, or worse, a case of entitlement and we forget the game we are playing. We also forget that in THIS game, it is always about winning. Winning the game means working. Losing the game means keep looking, or keep on trucking to the next gig, until that gig runs out. A real recruiter in 2008 lists accomplishments, numbers of jobs filled, time to fill measurements submittals or interviews to hire. Great recruiters know their retention rates and their percentage of good hires. In 3rd party recruiting, a real recruiter knows their billings, per month, per quarter, if not per week. They also know their send out to placement ratio and their job order to fill ratio. In Staffing a solid recruiter knows their fill ratios and their (fall off ratio)misery index. The name of THIS game is numbers, the numbers tell the story. No numbers always means NO results and no results are simply put ….zeros and zeros indicate a performance issue....and anything else is JUST a STORY. As with every profession, people are evaluated by their performance; our performance in this industry is about quality of hires within a given time frame. There are a few other important metrics yet none as important as, did this person fill the jobs with good people and did the hiring manager/new employee get served within an acceptable time frame. Another element of taking your search seriously is the level of effort you have put forth in personal /job/competency development. What have you done to increase your awareness of the marketplace? What have you done to improve and expand your capacity to identify passive talent? If your biggest claim to fame is running an ad on Career Builder, scanning the resume and forwarding it to your client, you are in a bit of a pickle. While that might work, sometimes; that is nothing to be all that proud of, unless you are spending a significant amount of time screening, assessing, and evaluating that talent, with considerably more tools than your gut instinct. Also, consider if that IS your claim to fame, charging 30% or $100.00 per hour for that will soon become a distant memory; frankly companies have more than 25 different alternatives to find candidates THAT way. Also, to add a little more rub to the wound….that is not really considered recruiting in my book, sourcing resumes, is sourcing resumes and whether I like it, believe in it or not, I CAN get that done through the Philippines for $2100.00 per search through Velocity resources, or $2500 per month through PSG. When more and more companies realize that there are alternatives, the easy way will become someone else’s cheaper way. On the other hand, if you know how to and enjoy (well forget about like, you need to be good at it, if not great) sourcing passive talent through using social networks and internet mining tools, like broadlook or jigsaw then that is something to brag about, and I recommend you brag loud and clear. Include your percentages of hires using passive candidate streams and social networks. If you are a farmer of people and you use your personal and business community to continually generate passive candidate flow and you have your very own ‘affinity network’ then brag about that as well. If you have a list, a data base of candidates, live and usable candidates, hell that is something to brag about, you come armed and prepared to generate maximum results in a minimal amount of time. Taking your job search and your career seriously means continually upping your level of service offering and depth of service. As I have mentioned if your thing is sourcing, do it fabulously. Invest in your own development, learn the systems, learn the technology and apply it. After all, you buy clothing, fine wine, jewelry, so go buy a new way to source candidates, sign up for that $500.00 training, and then learn everything you can and apply it the second you get out of training, then brag about the results you produced. Tell the world. If your bag is full life cycle recruiting, take that seriously and learn about the new wave of candidate selection tools that are being adopted into many company’s hiring processes. At the On-Rec conference a group of English business folks told me that 85% of all companies in their countries use behavioral interviewing, as well as competency and personality assessments to validate their hiring choices and create new employee development programs. I do not think the US is there yet, and due to the financial and business strategy consequences of poor hiring practices, I believe many more are on that path. An excellent way to differentiate you from the sea of recruiters looking for work is to capitalize on ANY training you have taken and applied successfully. Leverage that through personal career positioning. Lastly, no matter what your age, unless you create a cure for some major problem and land a plentiful sum of millions, you and I are probably going to be working for a living, if we like this type of work, we all need to be getting better all the time. We all need to be deepening our capacity and competency level to do more and better in less time, it is the way people do business. A good or bad example of doing more for less is this ‘bounty’ jobs types of site. It is a place where companies name the price for the candidate, and recruiters…out bid each other to get the work/placement. If that is not the industries response to our industry commoditizing ourselves and our service, than I am from another planet. The reality of being in the recruiting job market in 2008 is…. if you are not getting better, you ought to think about getting out, because before you know it you will be replaced by someone who is a lot more willing to do the same job for a lot, and I mean a lot less. If you like the business, live like you will be engaging in a job search and stay ahead of the curve. Keep track of your results, operate with integrity, don’t make placements you know won’t work out, create solid contacts and networks and learn everything you can, and always be positioning yourself the way you want to be perceived.…; Added by Margaret Graziano at 1:57am on September 18, 2008

Topic: STICKY STUFF -"I am not a bully".: of her previous jobs have been and just full of wonderful new ideas about what we all need to do. Ugh! We have a great department, all different ages, colors, and experiences but we enjoy our group and our jobs and work well together. Wonder Woman has been so irritating with all of her wonderfulness that some people are avoiding her.Others are making some sarcastic, funny comments to try and defuse the situation and others are just rolling their eyes. Wonder Woman became quickly aware that she was not being well received by her co-workers, so what does she do? She goes to our direct supervisor and says she is being bullied and no wonder it's hard to find people to work in this area. She is an attractive person and has a good background why does she act like this and why play the bully card when she was the one who came in like we were all idiots.So now the situation is that we have had the "bully lecture". Nobody got bullied and I think it was a cheap shot to play the bully card when she caused the reaction by coming in like God's answer to the advertising world.Half the group is pissed and probably will never like her. Two or three people think she is just unstable. Overall she has added a downer to the whole department since now she is not being so overbearing but still has all the answers and if anyone takes issue with her ideas she says they just didn't understand what she meant.It's really sticky in here and our department is walking on eggshells around Wonder Woman. Any suggestions?Signed, "Not a Bully and mad to be called one' Amy Ala - Internal Recruiter Says:Dear Not a Bully,Work is hard enough, isn’t it? I mean if they didn’t pay us, no one would bother to show up. So here you are, enjoying your life for the most part, you’ve got a decent job with good people around you, and here comes Wonder Woman throwing a monkey wrench in the whole darn thing.For what it’s worth (admittedly, probably not much) WW is probably more intimidated by you and the group than you might think. Showing up for work the first day is a lot like your first day in a new school, worse if it’s the middle of the semester. Even worse if it’s high school… but I digress. The point is it’s downright nerve wracking. Here you and your work pals are, steaming along, productive, no doubt well-liked by your boss, and WW is trying to figure out how to fit in. Clearly not very self-aware, she verbally vomits all over the team making a mess everywhere. The optimist in me says that WW probably just wants to be liked and acknowledged for what she thinks she has to offer. The cynic in me agrees that she’s most likely off her meds.If not for the “bully talk” this whole thing would probably have burned itself out quickly. But no… now things are escalated. Now you’re been put “on notice”, so to speak, by someone that should have had your back. I HATE that. What to do?1. Ignore Wonder Woman. I know, this will be difficult, but potentially the safest route to take. Smile and nod, whenever she drops some pearls of wisdom on you say thanks and keep doing your own thing. Above all, DON’T ENGAGE. If you are absolutely forced to work together, make sure you have witnesses.2. Have a serious heart to heart with The Boss. Let him/her know in no uncertain terms that you appreciate he/she wants to support the newbie but that doesn’t mean they’re allowed to throw proven, solid performers under the bus. Highly recommend that Boss tells WW to dial it down a few notches.3. Have a serious heart to heart with Wonder Woman. Personally I hate this idea the most and don’t see myself ever being capable of this. I tend to take route #1 because I still listen to my mother who said if you don’t have anything nice to say don’t say anything at all.In a perfect world WW will eventually (hopefully quickly) wear herself out. It seems the bigger issue for you, dear reader, is that you are not feeling the love from your Boss. Therein lies the difficulty….Sandra McCartt - Third Party Recruiter Says: NO, YOU ARE NOT A BULLY BUT CHECK THIS OUT, YOU HAVE BEEN BULLIED. In the most passive aggressive way known to man. Oh boy, ain’t she a little treasure. I am not a shrink but I am a pretty good armchair psychologist so here’s my diagnosis. I think what you have in your nest is a little bird called a Narcissistic Personality Disorder. These folks are normally pretty smart, attractive people and can be very charming but..and this is the kicker…they will die without attention. It’s all about them. They hardly ever take time to introduce themselves and get to know their co workers before they start telling everyone how great they are. The problem is the Wonder Woman exterior and outgoing “I know it all” attitude is a big cover up for a personality that is like an emotional vampire. If they can’t get attention by exploding into the group as a big star or the reception is negative they will get attention by going into a Sarah Bernhardt routine and playing the “Bully Card” or turning on the “Waterfall”. Believe it or not it comes from a very weak ego and lack of self esteem. I know, at this point you feel like if they had anymore esteem for themselves the windows would blow out. They set people up to react and if the reaction is not what they want it to be ..well you’ve seen it. Wonder Woman will never take responsibility for her own actions and it will never occur to her that the reaction of her co-workers was caused by her entrance as the queen. Unfortunately these personalities are not treatable nor can they be reasoned with. The only thing that works with them is adoration and they are not very adorable. But that doesn’t answer your question. Just perhaps offers some insight into why she would play the “Bully Card”. Oh , and she will do it again or throw some other kind of fit that will make other people angry or be falsely accused of some sort of abuse of this little darling. Most of them are pretty smart and tricky so the best thing I can tell you is don’t get caught up in the narcissistic dance.You have to work with her at this point so eggshells may be the best course of action. Be polite and professional and wait for the mills of God to grind as they always do with an NPD. If an NPD doesn’t get a lot of attention or people disagree with their ideas they normally don’t last long in any group. I think your supervisor will come to the party pretty quickly and realize that things were good in there before Wonder Woman exploded on the scene. They can be pretty conniving so my advice is keep your distance and keep in mind that if you poke a rattlesnake it will strike or it will slither and wiggle. It’s a snake. You are all in a bit of a pickle because when an NPD is ignored it always figures out a way to get attention. But my advice on this one is to steer clear as long as you can stand it. When she puts the full court press on you in some way just smile and ask for a meeting with you , Wonder Woman and your boss. Discuss just that instance and at least let your boss know that you are making an effort to get along in an impossible situation, before WW has a chance to play any of the black cards in the black deck of the narcissist. I’m sorry, but I think your department is going to be not so pleasant until WW decides that you are all a bunch of Barbarians who can’t appreciate her and moves on. Just don’t let her suck you into a conflagration and make you the bad guy. They can do that and they will and you will be up all night worrying about it because sane people angry/frustrated trying to figure out personality disorders because it doesn’t make good sense. And it doesn’t , that’s why they call it a personality disorder. I feel for you. I have seen a couple of these in action. I worked for a TV station for several years and most of the “on the air” types were textbook cases as many of the attention addicts end up in broadcasting, acting and politics. The other 95% end up in offices. yuck! If it gets so bad that it makes you miserable, you can take her on head on and let her have it. But ,be ready to go find another job when you do. Your whole department can go to your boss or baring that there is always HR. That's called punting the NPD to the people who hired it.…; Added by Sandra McCartt at 3:00pm on October 7, 2011

Topic: 10 video Interviewing Options to consider for your recruiting organization from #HRtechconf & #HRevolution: I have to say that I was impressed with the advancements year over year. Though most of my questions have been answered I know that the community here will not be fully convinced that video interviewing (recorded and live) plays a significant role in the advancement of hiring best practices. Understanding that our community is rather diverse I do expect varying view points how there are a few key questions everyone will want to ask. If you are a vendor or user and have real numbers to post, please let us know. We'd like to have a debate on the technology and share the outcome with our community. Here are a few questions we need answered: What is a legitimate starting point in dollars to buy into this type of engagement. Taking into account there are various forms of usage including full integrations as well as a point of sale plug and play, what can a firm expect to budget? Is there a precedent for compliance that can be cited for clarification and legal challenges? How does the internal talent acquisition team of a company position this solution to the business so that the investment proves to be a value add? What is an expected period of change management during implementation on a full service video interviewing solution? Are you considering a video interviewing solution in your organization? Below are a few of the video interviewing platforms to consider. Keep in mind that not all vendors offer the same solution and offer a variety of levels at which they can serve you. Here is a short list of video interviewing platforms represented at HR Tech 2013: (NOT IN ANY SPECIFIC ORDER) HireVue: click here to learn more Our Talent Interaction Platform lets people tell their story and demonstrate their talents, enabling high-quality high-touch collaboration and insights - at the speed, quality and consistency of digital. Highly compatable, HireVue augments existing talent management applications, accelerating productivity and decision-making by providing "hi-def" clarity into people’s character, cultural fit, personality, and potential. Turbocharge your recruiting. WePow: click here to learn more WePow is a global leader in recruitment communication, offering breadth, depth, and a personal touch to attracting talent. WePow’s scalable and customizable video and mobile recruitment solutions simplify the way talent acquisition goals are achieved. Our innovative clients are increasing their productivity, improving their efficiency, and significantly reducing their interviewing cost, while improving the quality of their engagement with candidates. At WePow, we translate human interactions into amazing experiences! Reimagine recruitment and learn more about WePow’s recruitment, branding, and mobile talent acquisition solutions. www.wepow.com Interviewstream: click here to learn more From the Interviewstream website: The bottom line? There is no competing provider that can match the flexibility, simplicity, and level of scalability that our system can offer. In addition, since InterviewStream is the only provider to cover the entire interview cycle - from practice to employment - we have developed a knowledgeable user base on college campuses, during outplacement training, from local workforce centers - who are familiar with our tool that is being used by our Enterprise clients. 24/7 Customer Support Available Jobvite: click here to learn more From a single login recruiters will be able to invite, interview, screen, schedule, track and hire effortlessly from their desks. These capabilities will not only accelerate candidate screening, but also reduce remote hiring costs and facilitate panel feedback early in the hiring process leading to better candidate matches. The time saved and the feedback enabled will allow recruiters to understand their talent funnels and level of engagement better. Unlike other video platforms, Jobvite Video is natively built to work seamlessly across the entire hiring process. Take The Interview: click here to learn more Learn about the compliance questions on the TTI blog: click here Take the Interview is a company that changes the way people hire. Its software enables hiring managers and recruiters to ask candidates their most important questions via asynchronous, or not-live, video interviewing. Through its easy-to-use platform, Take the Interview makes the hiring process more efficient by eliminating the need for time-consuming phone screens. Rivs: click here to learn more RIVS was born out of necessity. At their previous startup, our founders constantly struggled with the vast inefficiencies of the hiring process. Their company was growing quickly, and so they needed a lot of great people, but couldn't afford to spend the time reviewing every one of the 1,748,921,303,569 job applications they received every week. GreenJobInterview: click here to learn more Provides cloud-based virtual interviewing solutions that help employers dramatically reduce the time and costs associated with scheduling and conducting interviews. Per GreenJobInterview: Clients reduced their interviewing costs by roughly $18 million in 2012 alone by using GreenJobInterview’s solutions. More than 20,000 interviews were conducted on the GreenJob LiveTM platform. The Orange County Business Journal named GreenJobInterview® one of Orange County’s “Fastest Growing Companies.” Sparkhire: click here to learn more Lower cost monthly subscription model. Eliminate the need for time-consuming phone interviews. Set up one-way video interviews in which your candidates record video responses to your interview questions. Watch and evaluate candidate responses whenever, wherever. Montage Talent: click here to learn more Montage Interview expands your recruiting reach by virtually eliminating the need for candidate and interviewers to be in the same location. With just an Internet connection and a webcam, live video interviews can take place between a candidate and one or many hiring decision makers. Anytime. Anywhere. Even from a mobile device or tablet. We have capacity for unlimited interview participants for an unlimited duration. Ansync Interview: click here to learn more Very cool new LinkedIn Feature on the Async video interviewing platform: click here to learn more Quicker response times? Simple setup? Less insecurity? Most candidates would welcome those additions to the recruiting cycle. Give your candidates a simple, solid solution that makes sense in today’s business climate. Async offers practice interviews and tips throughout the interview process to put your candidates at ease and works with several candidate experience award-winning companies. In a recent poll of a client’s candidates, 100% of the candidates had never done a video interview before, over 75% of candidates stated they enjoyed the experience.…; Added by Ryan Leary to HR Tech Conference at 2:27am on October 9, 2013

Blog Post: The Missing Piece to ATS Prescreening Questions: It’s no surprise that the number of resumes stockpiling for HR and hiring managers has increased in the past year. Thus, it’s important now more than ever to have an applicant tracking system (ATS)…; Added by Jake Stupak at 2:46pm on September 11, 2009

Blog Post: Are Job Postings Worth Money?