Sylvester Simon Pascal's Posts - RecruitingBlogs2024-03-29T01:21:10ZSylvester Simon Pascalhttps://recruitingblogs.com/profile/SylvesterSimonPascalhttps://storage.ning.com/topology/rest/1.0/file/get/1526990155?profile=RESIZE_48X48&width=48&height=48&crop=1%3A1https://recruitingblogs.com/profiles/blog/feed?user=0snf3h607gj3d&xn_auth=noHow to Tell If A Recruiter Can Be Your Next HR Manager…tag:recruitingblogs.com,2012-12-11:502551:BlogPost:16321952012-12-11T13:52:39.000ZSylvester Simon Pascalhttps://recruitingblogs.com/profile/SylvesterSimonPascal
<div class="alignleft">Posted by <a class="author">Kris Dunn:</a></div>
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<div class="entry"><p>One strong opinion I have is this – if you aren’t recruiting as a HR Generalist, you’re an administrator, subject to being outsourced at your employer’s whim in the future. I believe HR people need to be heavily involved in the Talent acquisition process in their companies. I know recruiting can and is outsourced, but if you are good on the…</p>
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<div class="alignleft">Posted by <a class="author">Kris Dunn:</a></div>
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<div class="entry"><p>One strong opinion I have is this – if you aren’t recruiting as a HR Generalist, you’re an administrator, subject to being outsourced at your employer’s whim in the future. I believe HR people need to be heavily involved in the Talent acquisition process in their companies. I know recruiting can and is outsourced, but if you are good on the recruiting front as a HR Manager, you’ll always have a job.</p>
<p>So, it stands to reason that Recruiters are great candidates to be HR Managers. <a href="http://jimstroud.com/2007/12/03/need-a-job-why-not-hr/">Jim Stroud agreed with that awhile back</a>, and wondered aloud “why not HR” to his recruiting brethren.</p>
<p>Of course, not all Recruiters would make solid HR Managers. But many would. Here’s my list of the top three reasons why recruiters would potentially make great HR Managers, then my top three barriers that have to be validated before you would ever put a recruiter in the HR Manager role.</p>
<p><strong>Why I love Recruiters as potential HR people</strong>:</p>
<p>1. <strong>Energy </strong>- Most recruiters have better energy than your average HR Manager. Energy is good, and our profession can stand some spicing up…</p>
<p>2. <strong>A..B..C..</strong> – (Always Be Closing) – Recruiters are salespeople, used to working a funnel and closing business. There’s usually a scoreboard involved, be it the number of vacancies, time to fill or cost to fill. That means most recruiters worth a promotion to HR Manager know how to compete. Another good attribute to have.</p>
<p>3. <strong>Employer Brand Awareness</strong> – As part of the ABC equation, recruiters are always aware of your brand proposition. That experience bodes well as they make the transition to retaining as well as recruiting employees. Who better to tell your employees why this is a cool place?</p>
<p dir="ltr"><strong>Before you hire that recruiter as a HR Manager, check under the hood for the following</strong>:</p>
<p dir="ltr">1. <strong>Patience</strong> – HR Managers have to have patience daily. Workplace politics and human nature conspire to make HR Managers take 4 steps where 1 would have been OK in order to keep everyone happy. If your recruiter doesn’t have that, don’t put them in the job.</p>
<p dir="ltr">2. <strong>Judgment </strong>- What’s the reputation for integrity and good decision making with the recruiter in question? Viewed as a business partner by the departments they recruit for, or the jester that wears the lampshade after knocking a couple back at the Christmas party? This question isn’t limited to recruiters, it would be there for any transfer from another area into HR. The recruiter has to have a good reputation, or it won’t work…</p>
<p dir="ltr">3. <strong>Tolerance for Administrivia</strong> – Recruiters will see more administration in this role than they are used to. If they seem overly frustrated by the administrative burdens of your ATS or EEOC process, they probably won’t be a great fit.</p>
<p dir="ltr">Recruiters are a great candidate source for HR managers openings. Follow these guidelines to determine if they have the chops, and you’ll end up with a great selection without getting burned….</p>
</div>5 Surefire Ways to Make Your Facebook Post Go Viraltag:recruitingblogs.com,2012-11-30:502551:BlogPost:16272722012-11-30T08:28:14.000ZSylvester Simon Pascalhttps://recruitingblogs.com/profile/SylvesterSimonPascal
<div class="alignleft">Posted by <a class="author">Vanessa Bostwick:</a></div>
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<div class="entry"><p>Everyone is now a marketing expert. Anyone can be famous.</p>
<p>This is what social media has taught us over the last few years. A lady flips off the wrong unknown soldier and in less than 24 hours a chunk of the country is screaming for her head. This guy …</p>
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<div class="alignleft">Posted by <a class="author">Vanessa Bostwick:</a></div>
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<div class="entry"><p>Everyone is now a marketing expert. Anyone can be famous.</p>
<p>This is what social media has taught us over the last few years. A lady flips off the wrong unknown soldier and in less than 24 hours a chunk of the country is screaming for her head. This guy <a href="http://gawker.com/5896584/heres-how-to-condescend-to-900-job-applicants-with-a-3000+word-rejection-letter">writes a rejection letter to 900 candidates</a> and quickly finds himself embroiled in a national debate about unnecessary cruelty and the recruiting process. What we know is that your words matter. In the right hands, at the right moment, a post can amass thousands of shares, likes, and follows. Here are five ways to get your post noticed:</p>
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<li><strong>Offer a big payou</strong>t. A small-town optometrist decided to post his Powerball ticket to Facebook, claiming that whoever liked it would get a share of the $425 million jackpot. In two hours, the post had received 117,000 ‘likes.’ The result? Free publicity for a small business that would never had reached so many people with a regular ad.</li>
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<li><strong>Write a bunch of B.S. that sounds legitimately terrifying.</strong> If it’s a conspiracy theory or it involves the violation of our rights, millions of people will sit up and take notice. The latest Facebook privacy post is a prime example. It goes something like this:</li>
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<blockquote><p><em>In response to the new Facebook guidelines I hereby declare that my copyright is attached to all of my personal details, illustrations, comics, paintings, crafts, professional photos and videos, etc. (as a result of the Berner Convention). </em><em>For commercial use of the above my written consent is needed at all times! </em><em>(Anyone reading this can copy this text and paste it on their Facebook Wall. This will place them under protection of copyright laws.) </em><em>By the present communiqué, I notify Facebook that it is strictly forbidden to disclose, copy, distribute, disseminate, or take any other action against me on the basis of this profile and/or its contents. The aforementioned prohibited actions also apply to employees, students, agents and/or any staff under Facebook’s direction or control. The content of this profile is private and confidential information. The violation of my privacy is punished by law (UCC 1 1-308-308 1-103 and the Rome Statute). </em><em>Facebook is now an open capital entity. All members are recommended to publish a notice like this, or if you prefer, you may copy and paste this version. If you do not publish a statement at least once, you will be tacitly allowing the use of elements such as your photos as well as the information contained in your profile status updates.</em></p>
<p>Most people have no idea what the Berner Convention is or the Rome Statute, but clearly Facebook is in direct violation of both these significant historical events. Bernie Shaw from Clermont, Iowa, reposted this on his wall with a clear message to Facebook: “Hey everyone, thought u should know what’s happening to your sh**. Please repost so that Facebook knows whoos boss.” Thanks to people like Bernie, the world is a safer place.</p>
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<li><strong>Suggest something big.</strong> Each summer hundreds of kids are forgotten in hot cars, and the outcome if often tragic. One concerned father posted a note to Ford’s website asking why, with all the incredible technology in cars these days, can they not invent a simple alarm that goes off when the child is left in the seat? The post generated thousands of likes, comments, news stories, and amateur inventors eager to get the product on the market.</li>
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<li><strong>Call out a company for their general <em>crappiness</em>.</strong> An Oregon man wrote to his Facebook friends that he saw an elderly gentleman who was clearly in need of assistance from Alaska Airlines’ flight personnel before a flight. The man had late-stage Parkinson’s disease and was having difficulty getting to his destination on time. Despite his obvious confusion, the airline said it was no their policy to ask people if they are disabled and need assistance. The Oregon man’s post went viral and amassed thousands of comments from people who were outraged at the airline.</li>
<li><strong>Post about a random act of kindness.</strong> Catching people in the act of being good has always tugged at the heartstrings of America. Earlier this week an <a href="http://www.foxnews.com/us/2012/11/29/nypd-officer-act-kindness-goes-viral-on-facebook/">NYPD officer was photographed giving a homeless man a new pair of Sketchers</a> to warm his cold, chapped feet. The officer was completely unaware that he had been caught in the act, and the photo went viral.</li>
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<p>No matter what you post on Facebook, use common sense. Someone is always watching.</p>
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<p><a href="http://blog.imomentous.com/facebook-viral-post-how-to/">http://blog.imomentous.com/facebook-viral-post-how-to/</a></p>
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</div>Facebook Launches ‘Lame’ Job Apptag:recruitingblogs.com,2012-11-26:502551:BlogPost:16248422012-11-26T09:19:47.000ZSylvester Simon Pascalhttps://recruitingblogs.com/profile/SylvesterSimonPascal
<div class="alignleft">Posted by <a class="author">Vanessa Bostwick</a></div>
<div class="entry"><p>You may want to rethink hitting that ‘sell’ button next to your LinkedIn shares. It appears<a href="https://www.facebook.com/socialjobs/app_417814418282098">Facebook’s newest job search app </a>has landed with an unceremonious thud in the recruiting space.</p>
<p>Last week the app launched with much fanfare, probably because Facebook has done little to nothing when it comes to creating job apps.…</p>
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<div class="alignleft">Posted by <a class="author">Vanessa Bostwick</a></div>
<div class="entry"><p>You may want to rethink hitting that ‘sell’ button next to your LinkedIn shares. It appears<a href="https://www.facebook.com/socialjobs/app_417814418282098">Facebook’s newest job search app </a>has landed with an unceremonious thud in the recruiting space.</p>
<p>Last week the app launched with much fanfare, probably because Facebook has done little to nothing when it comes to creating job apps. Many were excited at the prospect of the social media giant weaving together the social and professional realm of its users and putting to good use its copious amounts of data to create something really profound.</p>
<p>Some hastily speculated the app would be a threat to <a href="http://linkedin.com/">LinkedIn</a> and wondered if it would cut a chunk out of the professional networking site’s profits. But that’s not the case. At the moment, the Social Jobs App is little more than a job search engine.</p>
<p>It’s the product of a Facebook’s year-long partnership with the U.S. Department of Labor, the National Association of Colleges and Employers, DirectEmployers Association, and the National Association of State Workforce Agencies.</p>
<p>Although it promises to house almost 2 million job postings, Facebook doesn’t actually host the jobs. They are culled from other online job boards like <a href="http://branchout.com/">BranchOut</a>, <a href="http://directemployers.org/">DirectEmployers Association</a>, <a href="http://work4labs.com/">Work4Labs</a>, <a href="http://jobvite.com/">Jobvite</a> and <a href="http://monster.com/" rel="nofollow">Monster.com</a>.</p>
<p>When searching your jobs, you can ‘like’ them or send them to a friend. But you can’t apply to them directly on the site. Clicking on the job redirects you to another app, job board, or applicant tracking system where the job originated from.</p>
<p>Below the search engine Facebook invites you to check out other job search apps like Work4Labs, BranchOut, and US.jobs.</p>
<p>Critical reception to the app was lackluster. <a href="http://www.businessinsider.com/facebook-launches-social-jobs-app-2012-11">BusinessInsider.com called it “lame,”</a> and Wired.com pointed out the many glitches that have plagued the search engine so far.</p>
<p>“In its current state, Facebook’s Social Jobs app is more of an extra side tool than an actual player in the job-hunting space,” <a href="http://www.wired.com/gadgetlab/2012/11/facebook-steps-into-professional-networking-launches-job-listing-app/">Wired.com said in a review</a>.</p>
<p>Collectively, many who reviewed the app said LinkedIn is still safe, for now.</p>
<p>“LinkedIn has absolutely nothing to worry about it, and any investor thinking about selling LinkedIn based on this news should take a second to examine the product Facebook actually launched,” BusinessInsider.com wrote.</p>
<p>Facebook said in a press release that the impetus behind the launch was the weak economy.</p>
<p>“When it comes to economic growth, few issues are more important than matching qualified candidates with great jobs. In that spirit, we know that the power of social media – the connections between friends, family and community – can have an outsized impact on finding jobs.”</p>
<p>While this app may not have the created the buzz that was anticipated, there’s no denying that Facebook could become a heavyweight contender in the job space. <a href="http://nace.org/">NACE</a> reports that half of employers are using Facebook in their hiring process.</p>
<p>A majority already using the social network anticipates Facebook becoming a more important part of the talent acquisition process in the near future.</p>
</div>Mobile Recruiting Trends: Job Seeker Data Tells the Storytag:recruitingblogs.com,2012-11-20:502551:BlogPost:16234502012-11-20T09:00:51.000ZSylvester Simon Pascalhttps://recruitingblogs.com/profile/SylvesterSimonPascal
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<div class="alignleft">Posted by <a class="author">Ed Newman</a></div>
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<div class="entry"><p>Over the last couple of years mobile recruiting has been on a steady incline. But while some companies are jumping in with both feet, for every early adopter there is another 100 companies still on the fence. Most of what you hear about are the statistics regarding the number of smart phones being purchased and the percentage of overall web…</p>
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<div class="alignleft">Posted by <a class="author">Ed Newman</a></div>
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<div class="entry"><p>Over the last couple of years mobile recruiting has been on a steady incline. But while some companies are jumping in with both feet, for every early adopter there is another 100 companies still on the fence. Most of what you hear about are the statistics regarding the number of smart phones being purchased and the percentage of overall web traffic that is coming from mobile devices. And while those statistics are impressive and in many cases astonishing, the real question boils down to whether or not job seekers are actually looking for jobs with their mobile device. I have had conversations with many “fence sitters” about this, and the sentiment is usually goes something like this:</p>
<p><em>“We have been looking at our web stats and while they say mobile web traffic is over 10%, we are only seeing about 5-6% on our career site. Should I really worry so much about such a small group?”</em></p>
<p>This is very short sighted thinking. Here’s why:</p>
<p>This is not just about solving a problem for the few mobile job seekers you are currently seeing, it is about opening a channel that did not previously exist. It is a little like the advent of Internet recruiting in the mid 1990′s. I was one of the first customers of CareerMosaic (the first web based job board), and as soon as we listed all of our jobs on the internet, we had a gold rush of candidates. It was because there was a rapidly increasing population of candidates exploring the web, and so few destinations for researching jobs.</p>
<p><a href="http://blog.imomentous.com/wp-content/uploads/2012/11/VisitStats.jpg"><img class="alignleft wp-image-1691" title="VisitStats" src="http://blog.imomentous.com/wp-content/uploads/2012/11/VisitStats.jpg" alt="" width="337" height="198"/></a>I think this same dynamic is happening today on the mobile web. iMomentous is currently hosting mobile career sites for more than 100 companies and to date we have tracked data on more than <strong>1.5 million mobile job seekers</strong> on our platform. I decided to take a look at our data to see if I could prove it, and low and behold the data tells the story. Companies who are implementing mobile web career sites are seeing a huge spike in traffic. The image above is just one example showing an increase of over 1,800% year over year mobile career site visitors for one company.</p>
<p>If you think all you have to worry about is the 5% traffic you are currently receiving. You are missing the boat.</p>
<p>Over the course of the next month or two I will be digging deeper into our data to identify additional trends, such as % of candidates applying, time per visit, page views per visit, device preference, etc., as well as some analysis by industry. Stay tuned…</p>
</div>The Smart Phone Explosion is Driving Mobile Talent Part 2 of 2tag:recruitingblogs.com,2012-11-06:502551:BlogPost:16202392012-11-06T16:02:00.000ZSylvester Simon Pascalhttps://recruitingblogs.com/profile/SylvesterSimonPascal
<div class="alignleft">Posted by <a class="author">Ed Newman</a></div>
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<div class="entry"><p><a href="http://www.businessinsider.com/the-future-of-mobile-deck-2012-3?op=1"><img alt="" class="alignleft size-medium wp-image-1607" height="197" src="http://blog.imomentous.com/wp-content/uploads/2012/11/Global-Internet-Devices-300x197.jpg" title="Global Internet Devices" width="300"></img></a> Yesterday I shared a few data points from our new white paper Smart Phones in the Workplace, which will be published next week. [<a href="http://blog.imomentous.com/?p=1579" target="_blank">Click here to read Part 1</a>] It is a survey of professional…</p>
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<div class="alignleft">Posted by <a class="author">Ed Newman</a></div>
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<div class="entry"><p><a href="http://www.businessinsider.com/the-future-of-mobile-deck-2012-3?op=1"><img class="alignleft size-medium wp-image-1607" title="Global Internet Devices" src="http://blog.imomentous.com/wp-content/uploads/2012/11/Global-Internet-Devices-300x197.jpg" alt="" width="300" height="197"/></a>Yesterday I shared a few data points from our new white paper Smart Phones in the Workplace, which will be published next week. [<a href="http://blog.imomentous.com/?p=1579" target="_blank">Click here to read Part 1</a>] It is a survey of professional workers regarding their smart phone usage which provides some interesting insights on the impact of mobile technology on workplace communications.</p>
<p><a href="http://www.businessinsider.com/the-future-of-mobile-deck-2012-3?op=1" target="_blank">All of the stats</a> are showing that smart phones are now being acquired faster than computers and the gap is expected to widen dramatically in the coming years. It is clear that employees in general have more access to mobile devices during the work day than they do desktop computers. This is particularly true in certain industries like Retail, Hospitality, Transportation, and Healthcare and represents a new opportunity to connect and engage with employees like never before.</p>
<p>Here are a few more insights from the report:</p>
<p><a href="http://blog.imomentous.com/wp-content/uploads/2012/11/Frequency.jpg"><img class="alignleft size-medium wp-image-1610" title="Frequency" src="http://blog.imomentous.com/wp-content/uploads/2012/11/Frequency-300x166.jpg" alt="" width="300" height="166"/></a>We asked the participants how often they use their smart phone. 91% use the smart phone to access information more than 3 times per day, 64% access information more than 10 times per day. Had we known the numbers would be this high, we would have added some more categories like 15 and 20 times per day.</p>
<p>We then asked what types of information they accessed.</p>
<p><a href="http://blog.imomentous.com/wp-content/uploads/2012/11/Information-Accessed.jpg"><img class="alignleft size-medium wp-image-1612" title="Information Accessed" src="http://blog.imomentous.com/wp-content/uploads/2012/11/Information-Accessed-300x180.jpg" alt="" width="300" height="180"/></a>96% of respondents use their smart phone to access email. This is very much in line with my original educated guessing that a large percentage of email is being consumed on mobile. The graph to the left shows the other types of information most commonly accessed through smart phones.</p>
<p><a href="http://blog.imomentous.com/wp-content/uploads/2012/11/Primary-Email.jpg"><img class="alignleft size-medium wp-image-1614" title="Primary Email" src="http://blog.imomentous.com/wp-content/uploads/2012/11/Primary-Email-300x180.jpg" alt="" width="300" height="180"/></a>But the next question revealed the most interesting insight. We asked which device they used as their primary tool for reading and writing email.</p>
<div><p>While it is clear the laptop is still the most common device for handling email, more than 30% of respondents say the smart phone is the <em>primary</em> source for reading email, and 10% for writing/sending email. The most interesting observation is that the tablet is barely even showing up.</p>
<p>Only 2% said they use the tablet as a primary tool for reading email, and <strong>zero</strong> said they use tablets to write email. While there are many predictions that tablets will rule the world of mobile, this data tells us that is not very likely or at a minimum it is still a long way off. In my opinion, the tablet represents a replacement for laptops, while smart phones represent the new frontier. It means I will use an iPad for the tasks that I am currently doing on my laptop, like writing this blog. But my smart phone will become my primary device for interactive content, communications, anytime, anywhere.</p>
<p>What do you think?</p>
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<div>The white paper will be out soon, be sure to subscribe to this blog to be notified when it is ready for download.</div>
<div><a href="http://blog.imomentous.com/the-smart-phone-explosion-driving-mobile-talent-part-2-2/">http://blog.imomentous.com/the-smart-phone-explosion-driving-mobile-talent-part-2-2/</a></div>
</div>The Smart Phone Explosion is Driving Mobile Talent Part 1 of 2tag:recruitingblogs.com,2012-11-06:502551:BlogPost:16201282012-11-06T09:38:41.000ZSylvester Simon Pascalhttps://recruitingblogs.com/profile/SylvesterSimonPascal
<div class="alignleft">Posted by <a class="author">Ed Newman:</a></div>
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<div class="entry"><p>A few weeks ago I wrote about how email has become a <a href="http://blog.imomentous.com/?p=1457" target="_blank">key driver of mobile recruiting</a>. I was essentially making an educated guess that a big percentage of email is being read on mobile devices, largely because of the way I read email. Even before I switched from a Blackberry to…</p>
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<div class="alignleft">Posted by <a class="author">Ed Newman:</a></div>
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<div class="entry"><p>A few weeks ago I wrote about how email has become a <a href="http://blog.imomentous.com/?p=1457" target="_blank">key driver of mobile recruiting</a>. I was essentially making an educated guess that a big percentage of email is being read on mobile devices, largely because of the way I read email. Even before I switched from a Blackberry to iPhone, I would typically read emails for the first time on mobile, and then later on the desktop to access attachments or to follow links to additional content. But with the iPhone, more and more content is now consumable right from the palm of my hand.</p>
<p><a href="http://blog.imomentous.com/wp-content/uploads/2012/11/SurveyParticipants.jpg"><img class=" wp-image-1582 alignleft" title="SurveyParticipants" src="http://blog.imomentous.com/wp-content/uploads/2012/11/SurveyParticipants.jpg" alt="" width="346" height="207"/></a>Rather than just speculate, we decided to conduct a survey to actually track this trend. We asked 134 professional workers a series of questions regarding how they use their smart phones in the workplace. The results illustrate some interesting insights regarding the impacts of mobile technology on workforce communications.</p>
<p>Here are a few snippets from the white paper which will be published in the coming week:</p>
<p><a href="http://blog.imomentous.com/wp-content/uploads/2012/11/Smartphone-Use.jpg"><img class="size-medium wp-image-1585 alignleft" title="Smartphone Use" src="http://blog.imomentous.com/wp-content/uploads/2012/11/Smartphone-Use-300x180.jpg" alt="" width="300" height="180"/></a>Smart Phones are never just for work. 94% of our respondents say they use their smart phone for both personal and work related purposes, only 6% say they use it for personal only, and none use their smart phone exclusively for work. This means we are seeing more and more integration between personal and work related communications in terms of when and where employees access information. It is also the trend that is driving organizations toward <a href="http://en.wikipedia.org/wiki/BYOD" target="_blank">BYOD</a> policies to enable employees to access company systems and data from their personal devices. It is a way to leverage the productivity gains of mobile technology, without having to furnish and pay for the devices.</p>
<p><a href="http://blog.imomentous.com/wp-content/uploads/2012/11/At-Desktop.jpg"><img class="alignleft size-medium wp-image-1590" title="At Desktop" src="http://blog.imomentous.com/wp-content/uploads/2012/11/At-Desktop-300x170.jpg" alt="" width="300" height="170"/></a>For the last couple of decades email and intranets have been the primary communications tool to keep our employees informed and to stay connected. This can be problematic within industries like retail, hospitality, and health care where a good portion of the workforce is not likely have access to a company issued computer. So we asked about access. Only 10% of the respondents say they are in front of a computer all day long, while more than 30% indicate they are at the PC for 1/2 the day or less.</p>
<p><a href="http://blog.imomentous.com/wp-content/uploads/2012/11/With-Smartphone.jpg"><img class="alignleft size-medium wp-image-1592" title="With Smartphone" src="http://blog.imomentous.com/wp-content/uploads/2012/11/With-Smartphone-300x169.jpg" alt="" width="300" height="169"/></a>75% of respondents have access to their smart phone 100% of the work day. Only 13% say they have access to their smart phone for 1/2 the day or less. Most companies are geared to communicate with their employees based on the assumption of computer access. This data suggests that regardless of industry, the most reliable way to stay connected with your employees in the future will be through mobile devices.</p>
<p>More on this subject tomorrow………</p>
</div>Ahead of Earnings Call, Analysts Speculate About Monster Acquisition!tag:recruitingblogs.com,2012-11-05:502551:BlogPost:16196632012-11-05T09:30:00.000ZSylvester Simon Pascalhttps://recruitingblogs.com/profile/SylvesterSimonPascal
<div class="alignleft">Posted by <a class="author">Vanessa Bostwick:</a></div>
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<div class="entry"><p>As Monster Worldwide’s earnings report approaches, rumors that the job site is once again facing a possible buyout are swirling.</p>
<p>Over the past five years, Monster has been the subject of almost two dozen takeover rumors by electronic news services, brokerages or newspapers, according to data compiled by Bloomberg. Towards the end…</p>
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<div class="alignleft">Posted by <a class="author">Vanessa Bostwick:</a></div>
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<div class="entry"><p>As Monster Worldwide’s earnings report approaches, rumors that the job site is once again facing a possible buyout are swirling.</p>
<p>Over the past five years, Monster has been the subject of almost two dozen takeover rumors by electronic news services, brokerages or newspapers, according to data compiled by Bloomberg. Towards the end of 2011, <a href="http://www.bloomberg.com/news/2011-12-11/monster-seen-finally-luring-lbo-as-job-slump-depresses-valuation-real-m-a.html">Bloomberg reported Monster’s evaluation was “absurdly cheap”</a> after it was removed from the S&P 500 and lost almost $5 billion in market value.</p>
<p>“There’s a fear, right or wrong, that the paradigm is shifting somewhat away from the Monster model,” Douglas Arthur, a New York-based analyst at Evercore Partners Inc., told Bloomberg.com.</p>
<p>Possible buyers have run the gamut. Gannett, the publisher that partly owns CareerBuilder, was one of the names in the running. Analysts speculated that Gannett may look to acquire Monster to further supplement revenue from jobs listings that used to run mainly in newspapers.</p>
<p>Other rumored buyers include LinkedIn, which offers services that directly competes with some of Monster’s own suite of products, and search giant Google.</p>
<p>Another possible buyer would be a media company looking to grow its Web presence, other analysts speculated.</p>
<p>Despite consistent rumors year after year, Monster has staved off or shut down acquisitions and has continued to grow its online presence and create strategic partnerships.</p>
<p>In early March 2012 Monster surprised the public by announcing it had retained financial advisers from BofA Merrill Lynch and Stone Key Partners LLC in order to review “strategic alternatives.”</p>
<p>Reuters then reported that LinkedIn was in talks to purchase the job site but backed out after further assessment of the company’s financial state and assets.</p>
<p>In fact, a source close to CNN reported that LinkedIn had “zero interest” in purchasing the site, <a href="http://www.techi.com/2012/05/did-monster-leak-linkedin-buyout-rumors-to-spark-interest/">leading some analysts to speculate that Monster leaked the story to spark interest</a>.</p>
<p>Now the end of another quarter brings a fresh round of uncertainty about Monster’s future.</p>
<p>Earlier this week <a href="http://www.minyanville.com/trading-and-investing/earnings/articles/monster-worldwide-monster-job-site-monster/10/25/2012/id/45350">Chris Stuart of Minyanville.com wrote</a> that <a href="http://blog.jobscore.com/post/32807248548/indeed-deal-sucks-for-monster">following Indeed’s recent buyout</a>, Monster could follow its competitor’s lead. It was rumored that the Japanese-based Recruit, which led the acquisition, purchased Indeed for a whopping $1 billion.</p>
<p>But just how much are investors willing to pay for Monster? The job site has seen its valuation plunge to $1.13 billion over the past few years, while in 2006 this figure was $7.5 billion.</p>
<p>“The question here isn’t whether or not Monster is struggling, but whether or not investors might be able to capitalize on the potential acquisition of the company,” Stuart wrote. “Any Monster acquisition won’t be made at the premium paid for Indeed, which is a property on the rise. Yet, Monster still might be a good candidate for a private equity firm looking for a turnaround play.”</p>
<p>The latest rumored buyer is private equity firm Axel Springer, although the company denied it had discussed any deals with Monster</p>
<p><a href="http://blog.imomentous.com/earnings-call-monster-acquisition/"> </a></p>
</div>The Likeability of Your Recruiters Is About Much More Than Just Being Politetag:recruitingblogs.com,2012-11-02:502551:BlogPost:16191332012-11-02T08:54:43.000ZSylvester Simon Pascalhttps://recruitingblogs.com/profile/SylvesterSimonPascal
<div class="alignleft">Posted by <a class="author">Kris Dunn:</a></div>
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<div class="entry"><p>You’ve got recruiters. They recruit for you. If you’re in a competitive space, the candidates who interact with your recruiters consider the jobs they offer as commodities.</p>
<p>I know. Commodity is a harsh word. After all, don’t these candidates know how special your company is? How the most important asset is people? The values… The…</p>
</div>
<div class="alignleft">Posted by <a class="author">Kris Dunn:</a></div>
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<div class="entry"><p>You’ve got recruiters. They recruit for you. If you’re in a competitive space, the candidates who interact with your recruiters consider the jobs they offer as commodities.</p>
<p>I know. Commodity is a harsh word. After all, don’t these candidates know how special your company is? How the most important asset is people? The values… The opportunity. I could on, but you’d do the same thing you’re candidates are doing – you’d tune it out. At the end of the day, if your recruiters are recruiting in a competitive space, it all ends up sounding like Charlie Brown’s teacher. Blah, blah, blah.</p>
<p>So let’s talk about something that moves your recruiters out of the commodity space and into the opportunity to be a career consultant.</p>
<p>Let’s talk about the “likeability” of your recruiters.</p>
<p>Likeability isn’t about being professional or upbeat. It’s about your recruiters being interesting before, during and after they talk to a candidate.</p>
<p>In order to be likeable, your recruiters need to do some things to separate themselves from the pack. They need to add a vibe of transparency to their professional lives, which means they’ve got to leverage tools like social media to broadcast messages from themselves as individuals, separate but complementary to your corporate brand.</p>
<p>Some of you are saying “what the hell are you talking about, Kris?” I get it. What I’m saying is that your recruiters need to be visible in a way that builds trust and makes them likeable in ways that other recruiters can’t touch.</p>
<p>Being likable means they’ll get calls returned when others can’t. It will bring your company out of commodity status.</p>
<p>Here’s my short list of things that your recruiters need to talk about in their social streams to make them more accessible and likeable:</p>
<ol start="1">
<li>Pop Culture and/or Sports</li>
<li>Pictures and Video (of the recruiter, the workplace and shared from other sources)</li>
<li>Making fun of yourself in a professional way</li>
<li>Opinions on the jobs you’re trying to fill – balanced pro/con</li>
<li>You recognizing the work of others</li>
</ol>
<p>It’s only by giving up some control that your recruiters will feel free to become more likeable. And that’s the best path to get out of the commodity status you’re in related to your company’s open jobs.</p>
<p></p>
<p><a href="http://blog.imomentous.com/the-likeability-your-recruiters-is-about-much-more-than-just-being-polite/">http://blog.imomentous.com/the-likeability-your-recruiters-is-about-much-more-than-just-being-polite/</a></p>
</div>Trends in Mobile Recruiting: The Silos!tag:recruitingblogs.com,2012-11-01:502551:BlogPost:16188982012-11-01T13:00:00.000ZSylvester Simon Pascalhttps://recruitingblogs.com/profile/SylvesterSimonPascal
<div class="alignleft">Posted by <a class="author">Ed Newman:</a></div>
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<div class="entry"><p>If you work in Human Resources chances are you have heard the Silo analogy once or twice. Ok maybe more times than you care to remember. But the silo issue is not exclusively an HR issue. All business functions are potential silos. Departments are set up so that we can apply concentrated resources and skills to specific types of work in…</p>
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<div class="alignleft">Posted by <a class="author">Ed Newman:</a></div>
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<div class="entry"><p>If you work in Human Resources chances are you have heard the Silo analogy once or twice. Ok maybe more times than you care to remember. But the silo issue is not exclusively an HR issue. All business functions are potential silos. Departments are set up so that we can apply concentrated resources and skills to specific types of work in order to scale efficiently. But we run into trouble when the work overlaps two departments and we end up with disconnects and duplication of effort. One of the biggest disconnects I have seen lately is between HR and Marketing.</p>
<p>Ever since the late nineties when career sites became part of the overall corporate web presence and the emergence of employer branding the HR and Marketing departments had to start working together. But the speed of the mobile technology trend has put a spot light on a glaring example of how far we still have to go.</p>
<p>In the <a href="http://www.imomentous.com/download/">Corporate Mobile Readiness Report</a> we evaluated the Fortune 500 on six criteria related to how they are addressing the rapidly increasing volume of web traffic coming from mobile devices. Here are a few statistics that tell the story:</p>
<ul>
<li>There were 141 companies with mobile corporate websites.</li>
<li>Only 23 of them had links to a careers page.</li>
<li>Only 6 of the 23 links led to a mobile optimized career site (which means 17 links went off a cliff).</li>
<li>Yet there were 65 companies with mobile optimized career sites.</li>
</ul>
<p>This means that Marketing departments are developing mobile sites for the business without even a thought of the HR department, and HR is out setting up mobile career sites with no involvement from Marketing.</p>
<p>At the <a href="http://mrecruitingcamp.com/speakers/ed-newman/" target="_blank">mRecruiting conference</a> back in September during one of the panel discussions we were asked what we thought about this disconnect. One of the HR Practitioners on the panel said “If we waited for corporate marketing, we would not have a mobile career site for a few more years.” I am sure there are some marketing folks out there who might say the same about HR.</p>
<p>Maybe it’s the speed of the mobile trend that has us off guard, maybe it’s the silos. But either way, it is clear that most companies are way behind and there is a big opportunity for improvement.</p>
<p></p>
<p><a href="http://blog.imomentous.com/trends-mobile-recruiting-the-silos/">http://blog.imomentous.com/trends-mobile-recruiting-the-silos/</a></p>
</div>Your Employment Brand Isn’t What You Want It To Be (It’s What They Say It Is)tag:recruitingblogs.com,2012-10-29:502551:BlogPost:16176782012-10-29T14:00:00.000ZSylvester Simon Pascalhttps://recruitingblogs.com/profile/SylvesterSimonPascal
<p>Thoughts from the road…</p>
<p>There are a lot of people talking about the best way to pump on their employment brand these days as they prepare for the recovery, which either has started, is getting ready to start or is still a couple of years away depending on your point of view…</p>
<p>Here’s the deal about your employment brand – you can’t make it up and make it what you want it to be. Like your culture, it already exists. Can you move it over time? Sure, with some hard work. But back to…</p>
<p>Thoughts from the road…</p>
<p>There are a lot of people talking about the best way to pump on their employment brand these days as they prepare for the recovery, which either has started, is getting ready to start or is still a couple of years away depending on your point of view…</p>
<p>Here’s the deal about your employment brand – you can’t make it up and make it what you want it to be. Like your culture, it already exists. Can you move it over time? Sure, with some hard work. But back to today…</p>
<p>The backbone of your current employment brand really rests in something called the EVP (employer value proposition). The EVP is an employee’s perspective on “what’s in it for me to work here?” and an employer’s demonstrated promise to its employees. Key components of an EVP may include: Compensation, Benefits, Affiliation, Career Prospects and Work Content.</p>
<p>I know, that’s boring. But here’s what really matters – start talking to your leadership team about your company’s EVP, and they’ll start telling you what they want the EVP to be, or what they believe it to be. Which doesn’t matter much. To accurately assess an EVP, you’ve got to do a bunch of interviews with people inside and outside of your company – current and past employees, candidates who didn’t get the job, etc.</p>
<p>What they say your EVP is…. is what your EVP is. Not what you want your employment brand to be.</p>
<p>The real promise of figuring out your EVP is there’s gold in what you hear. You’ll hear a bunch of stuff that’s disheartening for sure – people laugh at what you think the employment brand is – but…. you’ll hear things that they really value about working at your company that could be great cornerstones of an employment brand.</p>
<p>BUT – you have to be brave enough to tell the world what you heard in the EVP work. Example – we’re not a family at all here. We’re a culture that values real performance and the people who think and act differently have a career path that happens in their first two years. Meanwhile, we ignore average performers. Or maybe everyone here operates in a culture of brutal honesty – as a result, you see a lot of directness and even venting that everyone accepts and encourages – and no one gets their feelings hurt for long.</p>
<p>Is that what you want to say to the world? I don’t know. But for some of you, it’s what your EVP is.</p>
<p>Subsequently, it’s your real employment brand. You ought to find a way to leverage it<a href="http://blog.imomentous.com/your-employment-brand-isnt-what-you-want-it-to-be-its-what-they-say-it-is/"><br/></a></p>15 Weird Gifts For Corporate Clients, By Vanessa Dennis!tag:recruitingblogs.com,2012-10-29:502551:BlogPost:16177402012-10-29T13:30:00.000ZSylvester Simon Pascalhttps://recruitingblogs.com/profile/SylvesterSimonPascal
<p>Tis the season for giving, especially in the corporate world. As the economy struggles to get back on its feet, many vendors take this opportunity to remind their clients how lucky they are to have their business.</p>
<p>This is the time for departments to dig deep into their pockets (ok, maybe not that deep) and shell out some cash for that bottle of booze or fruitcake that will hopefully see their relationship through to another year.</p>
<p>If you’re like me and you’ve been lucky enough…</p>
<p>Tis the season for giving, especially in the corporate world. As the economy struggles to get back on its feet, many vendors take this opportunity to remind their clients how lucky they are to have their business.</p>
<p>This is the time for departments to dig deep into their pockets (ok, maybe not that deep) and shell out some cash for that bottle of booze or fruitcake that will hopefully see their relationship through to another year.</p>
<p>If you’re like me and you’ve been lucky enough to be on the receiving side of gifts, you know just how strange some of these presents can be. Here’s a list of the weirdest gifts people have told me they’ve received:</p>
<ol>
<li>A bouquet of fruit. Because nothing says “Happy Holidays” like a lukewarm banana covered in chocolate. I’ve seen many of these arrangements turn a mushy shade of gray inside break room fridges.</li>
<li>A flask. Now there’s no reason to not partake in a little holiday cheer when Fridays become unbearable.</li>
<li>The ridiculously cheap gift card. Because the only thing I can buy with $10 off the Sally’s Saloon and Steakhouse menu is a half a crab cake and a bottle of seltzer water.</li>
<li>Non-alcoholic wine. Unless you are prevented from drinking for religious reasons, this is absolutely unacceptable.</li>
<li>A weekend at a timeshare. Because I had nothing going on April 17-19, 2014, for two nights at the Winds In My Willows Resort and Spa in Branson, Missouri.</li>
<li>Coupon for free services. This is something my kindergartner gives me (free hugs!) along with a salt dough ornament of her hand. Clients deserve better than this. 7. “Bidet in a Bottle” spritzer. Zum Bum makes this popular holiday gift that’s perfect “for wiping those unfreshies away.”</li>
<li>A bonsai tree. Crap, now I have to prune, wire, clamp, trim, and defoliate an impossibly tiny tree every single day for the rest of my life. A cactus or fern would have been preferable.</li>
<li>An unwanted book from the workroom shelf. You didn’t want to read “Tips for Saving Your Marriage, Your Job, and Your Self Respect.” Neither do I.</li>
<li>Their very own celestial star. This failed to impress me when I was 11 and wanted a dirt bike instead. Not much has changed.</li>
<li>A giant vat of popcorn. Nobody in their right mind could eat sixteen pounds of popcorn, let alone figure out where to stash the waist-high garland-sheathed cylinder.</li>
<li>Coupon for one free steak. I was really looking forward to cutting into a bloody piece of meat for one</li>
<li>Your company catalog. At least now I have something to sit the bonsai tree on.</li>
<li>A reading with a local psychic. Because I have a sneaking suspicious she’ll confirm that I’ll be doing the exact same thing next year.</li>
<li>A stress relief ball with your company logo. I don’t need a constant reminder of how stressed out I am. I can already see that in my sad reflection in the computer.</li>
<li>A Snuggie. Because, well, it’s a Snuggie.</li>
</ol>
<p></p>
<p>What did I miss?<br/><br/> Tags:</p>Why High Tech Companies are Behind in Mobile Recruiting!tag:recruitingblogs.com,2012-10-25:502551:BlogPost:16167552012-10-25T14:00:00.000ZSylvester Simon Pascalhttps://recruitingblogs.com/profile/SylvesterSimonPascal
<p>A few months back we published the <a href="http://www.imomentous.com/download/">Corporate Mobile Readiness Report</a>, an assessment of the Fortune 500′s presence on the mobile web. We evaluated the companies on six criteria ranging from native apps, to mobile optimization of the corporate site, the career site, as well as the continuity between them. It was not surprising to find out that most companies are not ready. Less than 30% have mobile corporate websites, and only 13% have a…</p>
<p>A few months back we published the <a href="http://www.imomentous.com/download/">Corporate Mobile Readiness Report</a>, an assessment of the Fortune 500′s presence on the mobile web. We evaluated the companies on six criteria ranging from native apps, to mobile optimization of the corporate site, the career site, as well as the continuity between them. It was not surprising to find out that most companies are not ready. Less than 30% have mobile corporate websites, and only 13% have a mobile optimized career site. This is pretty much what we expected.</p>
<p><a href="http://blog.imomentous.com/wp-content/uploads/2012/10/top-12.png"><img class="wp-image-1506 alignleft" title="top 12" src="http://blog.imomentous.com/wp-content/uploads/2012/10/top-12.png" alt="" width="220" height="286"/></a>But when we applied the scoring methodology to differentiate the leaders from the laggards, we were astonished. You would have expected companies like Apple, who pretty much instigated the mobile revolution by creating the iPhone, and Cisco one of the highest of high tech firms in Silicon Valley to be at the forefront. But their CMRi score was -1 and 0 respectively.</p>
<p>It was McDonalds who topped the list and companies like Humanna, Macy’s and Hertz coming in as early adopters. After taking a few minutes to ponder this it all started to make sense. The high tech companies are focused on attracting high tech professionals. High tech professionals tend to spend most of their day in front of a laptop or desktop.</p>
<p>Companies in retail, food service, manufacturing, and healthcare have a different challenge. The target audience is out on the front lines, interacting with customers and may not see a computer until they get home after work. But most of them have a smart phone in their pocket all day long. Getting mobile for these industries is a much higher priority and a bigger opportunity.</p>
<p>So unlike most technology revolutions, the high tech companies are lagging when it comes to mobile recruiting. But while they have the luxury of a target market that remains connected to the web via desktops, the ability to connect with talent anytime, anywhere is still a big opportunity and will eventually become a necessity.</p>
<p></p>
<h3>Author Description:</h3>
<h4>ED NEWMAN</h4>
<p>Ed is an entrepreneur with a deep background in Human Resources and Talent Management. As the Chief Analyst for Inside TMT, he is on a mission to bring clarity to the Talent Management Technology industry. Prior to this, Ed was the founder of The Newman Group and served as its President from 1999 through 2012. In 2007, The Newman Group was acquired by Korn/Ferry International</p>Workday: The $4 Billion HR Company! By Vanessa Dennis!tag:recruitingblogs.com,2012-10-22:502551:BlogPost:16159392012-10-22T07:59:38.000ZSylvester Simon Pascalhttps://recruitingblogs.com/profile/SylvesterSimonPascal
<p>It isn’t every day that a vendor in HR is called “an emerging force to be reckoned with” by a top market analyst. But that’s exactly what happened when <a href="http://workday.com/">Workday</a>, a maker of web-based HR software, raised $637 million in its initial public offering last Friday.</p>
<p>Workday soared on its open in early trading Friday morning, opening at $48.05 per share. The company is now is valued at almost $4 billion, 39 times its revenue over the past 12 months. The…</p>
<p>It isn’t every day that a vendor in HR is called “an emerging force to be reckoned with” by a top market analyst. But that’s exactly what happened when <a href="http://workday.com/">Workday</a>, a maker of web-based HR software, raised $637 million in its initial public offering last Friday.</p>
<p>Workday soared on its open in early trading Friday morning, opening at $48.05 per share. The company is now is valued at almost $4 billion, 39 times its revenue over the past 12 months. The valuation is higher than any of the 13 U.S. business software companies to go public since late 2011, according to Bloomberg.</p>
<p>Workday had a net loss of $47 million on revenue of $119 million for the six months ending July 31. Subscription revenue was $247 million for the same six-month period, a sign that the company is growing quickly.</p>
<p>And many people are sitting up and taking notice.</p>
<p>Mark Murphy, an analyst at Piper Jaffray & Co., wrote in a report that Workday’s share of the $15 billion human resource software market could increase more than fivefold in the next three to five years.</p>
<p>And while its client list remains on the small side, Workday’s software has already squeezed out veterans like Oracle and SAP AP at big companies like Flextronics International Ltd., Kimberly-Clark Corp., Sun Life Financial Inc. and Lenovo Group Ltd.</p>
<p>Bill Kutik, technology columnist for Human Resource Executive magazine, writes that the company’s main motivation isn’t what you think.</p>
<p>“Workday is going public for one major reason and it’s not money,” said Kutik, “The major reason is for the respect it brings them with large-company clients, who feel much more comfortable working with a vendor that has to meet the accounting requirements of the SEC. In my mind, that is the biggest reason. It will increase their position of being a serious cloud-centric HR option.”</p>
<p>But in fact, the motivation may have a darker side.</p>
<p>Founded in 2005 by former PeopleSoft executives David Duffield and Aneel Bhusri, Workday’s conception involves a backstory of revenge.</p>
<p><a href="http://www.wired.com/business/2012/10/workday-gets-to-work-on-3-8-billion-ipo-and-a-shot-at-revenge/">According to Wired.com</a>, Duffield and Bhusri made PeopleSoft one of the top companies to work for. Then Oracle’s Larry Ellison presided over a bitter takeover of the company, leading to the gutting of PeopleSoft.</p>
<p>Last February <a href="http://www.wired.com/insights/2012/03/oracle-loses-speed/">Oracle bought another cloud player, Taleo for almost $2 billion</a>. Now it’s Workday’s turn in the spotlight, and the two will be competing against each other in an already crowded market.</p>
<p>Customers are already lumping in Workday as a member of the big three despite a lower market share.</p>
<p>“[Workday] now stands with the sleeping giants of Oracle and SAP, which have woken up to the competitive danger of SaaS [Software as a Service] to their huge on-premise installed base,” Kutik said.</p>
<p>Competition among the three is likely to become cutthroat. But analysts think that Workday may have the upper hand as companies look to engage software that transforms the user experience and builds products that HR managers want for talent management.</p>
<p>“It’s the adoption factor that’s big here,” R “Ray” Wang, principal analyst and CEO of Constellation Research Inc., said.</p>
<p><a href="http://blog.imomentous.com/workday-ipo/">http://blog.imomentous.com/workday-ipo/</a></p>
<h3>Author Description:</h3>
<h4>VANESSA BOSTWICK</h4>
<p>I currently work with companies to help them create and distribute meaningful content to media channels, such as blogging. Areas of expertise include recruitment related articles, press releases, white papers, SEO, case studies, and social media campaigns</p>Why Candidates Who Have Worked In Hell Always Work Out! By Kris Dunntag:recruitingblogs.com,2012-10-19:502551:BlogPost:16153382012-10-19T12:52:53.000ZSylvester Simon Pascalhttps://recruitingblogs.com/profile/SylvesterSimonPascal
<p><strong>Memory Triggered:</strong> When a credible candidate has worked in an absolute hell-hole where no one likes them, their organization or what they represent, guess what? They’re probably going to kick #$$ in your company, because your piddly little troubles and drama actually look appealing to them. They’re battle tested. They’ve been in the depths of hell, and your company’s not hell – it’s just El Paso in the summer.</p>
<p><strong>Background:</strong> I used to be a Regional VP…</p>
<p><strong>Memory Triggered:</strong> When a credible candidate has worked in an absolute hell-hole where no one likes them, their organization or what they represent, guess what? They’re probably going to kick #$$ in your company, because your piddly little troubles and drama actually look appealing to them. They’re battle tested. They’ve been in the depths of hell, and your company’s not hell – it’s just El Paso in the summer.</p>
<p><strong>Background:</strong> I used to be a Regional VP for Charter Communications, a major cable company that was founded by Microsoft co-founder Paul Allen. No one likes the cable company, and for candidates who have to work in jobs interacting with the public in a cable company, they need to prepare for….the venom. Wearing the company shirt in the grocery store? You’re going to hear about the unburied cable drop or the terrible service story. Comes with the territory.</p>
<p>It just so happened that I had to hire a peer on the leadership team to be our Director of Government Relations (PR, city councils, etc.). After a long search, I found our candidate – a guy who had actually been the PR director <a href="http://en.wikipedia.org/wiki/Anniston_Chemical_Activity" target="_self">for a chemical weapons incinerator in Anniston, AL</a>. Think about that for a second – a facility near a heavily populated area that was charged with destroying a stockpile of chemical weapons over time. If a small cloud comes out of that facility, it probably kills 1,000 people. In your backyard. My candidate’s job was to tell everyone it was going to work out. To position the potential death facility as a <em>jobs creator</em>.</p>
<p>Wow. Anyway, the selling point of the candidate during the process was that “if I can take the heat required to calm people down related to mustard gas and other crazy weapons that do god knows what in their backyard, I can probably calm people down about cable”.</p>
<p>Working in hell creates transferable skills. And if you see a yellow cloud emerge from the factory, please get in your car and turn on the air conditioner. That should take care of it.</p>
<p></p>
<p><a href="http://blog.imomentous.com/why-candidates-who-have-worked-in-hell-always-work-out/">http://blog.imomentous.com/why-candidates-who-have-worked-in-hell-always-work-out/</a></p>
<h3>Author Description:</h3>
<h4>KRIS DUNN</h4>
<p>Kris Dunn is the Chief Human Resources Officer at Kinetix, a blogger at The HR Capitalist and the Founder and Executive Editor of Fistful of Talent. Kris has recently been added to the guest blogger rotation here at iMomentous. We're really happy to have him on board and know he'll bring a lot to the conversation. Tweet him @kris_dunn.</p>Mobile Recruiting: mSite vs. Native Apps, By Ed Newmantag:recruitingblogs.com,2012-10-17:502551:BlogPost:16146352012-10-17T15:36:37.000ZSylvester Simon Pascalhttps://recruitingblogs.com/profile/SylvesterSimonPascal
<p>Over the last six months as I have fully immersed myself into the world of mobile recruiting one of the first things I learned about was the difference between an mSite and a native app. I have found that there is a lot of confusion out there on this subject as well as some strong opinions, so I thought it would be worthy of a discussion.</p>
<p>First the definitions:</p>
<p><strong>mSite</strong> – Also known as a mobile web app, or mobile optimized web site. It is essentially a web site…</p>
<p>Over the last six months as I have fully immersed myself into the world of mobile recruiting one of the first things I learned about was the difference between an mSite and a native app. I have found that there is a lot of confusion out there on this subject as well as some strong opinions, so I thought it would be worthy of a discussion.</p>
<p>First the definitions:</p>
<p><strong>mSite</strong> – Also known as a mobile web app, or mobile optimized web site. It is essentially a web site that will detect your device and render the content in a way that you can easily read and navigate. There is no app to download, just the browser on your smart phone.</p>
<p><strong>Native App</strong> – A native app is software that you download to your device and there will be a specific version for each operating system and/or device. Because the native app is stored locally on the device they can generally be developed with richer functionality and can perform better.</p>
<p>As mobile recruiting emerged, several early adopter companies started out by building native apps, but the current school of thought is to build the mSite first. Here are a few reasons:</p>
<ol>
<li>An mSite will work on any mobile device with a web browser and with a single app you can cover all the bases.</li>
<li>If you build a native app, and your website is not optimized, how will anyone find out about the app? Job seekers will not be searching the app store for a company specific career site app, they will be using google.</li>
<li>Active job seekers are typically pursuing several different employers, and the likelihood of them downloading an app for each company is not very high.</li>
<li>If you are looking for empirical data, I am aware of one large company that went from 50 applicants per month on a native app, to 900 applicants per month with the mSite.</li>
</ol>
<p>But does that mean you should abandon the native app strategy? There are many people who think it is a <a href="http://www.ere.net/2012/05/16/time-spent-creating-mobile-recruiting-applications-is-time-wasted/" target="_blank">waste of time </a>to develop native apps. And if you simply build a native app to provide the same functionality of your career site, then I agree. Unless you are a very large company with a huge candidate fan base, a standalone native careers app is probably pointless. But native apps are an opportunity to do something completely different.</p>
<p>Native apps are where you should join forces with the business. Where the consumer brand and employer brand should collide to create a new kind of synergy. In our <a href="http://www.imomentous.com/download/">study of the Fortune 500</a>, we found that more than 50% of the companies had some sort of consumer or customer oriented native app, but only one of them has a link to careers. This is a lost opportunity. When building native apps, we should stop thinking in silos.</p>
<p>Mobile recruiting is still in its infancy and there is no doubt that building an mSite should be your first priority. But mSites are only the beginning. Once you have solved the interface problem, you will need to start thinking about how you will create a more engaging and contextual based experience for the user. I think native apps will be a key driver in achieving that goal.</p>
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<p><a href="http://blog.imomentous.com/mobile-recruiting-msite-vs-native-apps/">http://blog.imomentous.com/mobile-recruiting-msite-vs-native-apps/</a></p>