Archive for the ‘HRTech’ category

Recruiter Roles are Evolving with Technology and Social Media

February 1st, 2013

Social Media Recruiting TechnologiesFacebook’s value to recruiters as a tool for discovering promising new job candidates will get a boost now that the social networking behemoth has announced the release of its new Graph Search feature.

Graph Search, currently available in a limited beta program for testing, is a search engine running inside of Facebook. It is designed to let ordinary Facebook users find answers to queries such as, “French restaurants in San Francisco my friends have eaten at” or “videos of my friends’ birthday parties.”

Savvy recruiters know that they have to keep up with developments in technology and social media if they want to find the best candidates for the positions they are trying to fill. Sites such as Facebook, Google+, LinkedIn and Twitter offer a treasure trove of information about potential candidates. They enable employers and recruiters to follow connections as they search for professionals to fill important positions.

Facebook’s Graph Search should provide value to recruiters because it will enable them to search the social network for candidates who have  profiles that align with employer needs, according to Work4Labs CEO Stephane Le Viet’s recent guest post, “Graph Search And Online Recruiting: How Facebook Is Transforming An Industry,” at Forbes magazine.

Le Viet notes, for example, that the Hard Rock Cafe could use Graph Search to help it fill positions in a new Tokyo outlet by targeting Tokyo residents who have said they like rock music.

Facebook’s value to recruiters becomes even more evident when you consider that you can focus on specific keywords and dive deeper into data about the candidates you discover. The recruiter will see details about the candidate’s education, job history and what motivates and interests them, Le Viet says, without necessarily having to even review a resume.

As potential job candidates spend more of their time on sites like Facebook, it makes sense to look for them there.  This is where there personas, skills and interests are truly on display.  If the open position relies on the candidate being tech savvy, checking up on how they present themselves via online profiles can be very demonstrative to their abilities.  For example, you can see how helpful  or knowledgeable a candidate is as he offers (admittedly self-serving) advice to people via Twitter or by posting comments on someone’s Facebook page.

It is a sure thing that social networks such as Facebook will change the way that you look for and recruit job candidates. Users are connected to  one another in ways they they may not even realize, such as through shared interests or people in common. This may lead a discerning recruiter to discover candidates who are friends with people already working at the company and whose interests and skills line up with the requirements of the position.  It is integral that those at the front lines of recruiting keep up with the latest web technologies – in particular the big social media platforms like Facebook.

Developer Auction: New Posterchild of the Technical Recruiting Bubble

January 12th, 2013

Developer Auction

The recruiting technology industry has undeniably inflated and officially crossed over into bubble status. Just take a look at Developer Auction, one of the latest of 482 companies tagged with “recruiting” or a similar term on Crunchbase. Launched to “disrupt” the recruiting industry, Developer Auction allows software engineers to create a profile and auction themselves off to venture funded tech companies. To go a step further, Developer Auction awards developers 20% cash back ($3000-$6000+) when they get hired through the platform essentially sharing their service fee (15% of the winning bid) with developers.

Developer Auction shows employers (all cash-rich, venture-backed tech startups in a few cities) a list of elite, vetted engineers that are looking for new opportunities and allows the employers to bid on talent without having to maneuver through a protracted sourcing process. For software engineers, Developer Auction is like an online speed dating service where all the potential matches are hotties but instead of a good figure or charming sense of humor the suitors have a stocked fridge, free lunches and a collegial environment that are reminiscent of the good ‘ol days on the quad at Stanford and MIT.

The idea is unique and essentially digitizes contingent recruiting but with a giant waft of exclusivity. The developers that get vetted and ultimately chosen for the bachelor style developer auction are all from Facebook, Google, Apple, Twitter, Zynga, Stanford, and MIT. It makes sense. Developer Auction is giving elite start-ups in uber-competitive markets access to what they covet most to boost brainpower and company valuation.

The Hiring Sciences Hunch

At Hiring Sciences we love to see new models and encourage further innovation in the recruiting industry. The idea of the reverse funnel created by Developer Auction is thought provoking for sure. But, we can’t help feeling a little “icky” about they’ve created. One of our editors keeps calling the service Developer Kardashians and thinks it reeks of the kind of elitism that insulates technology companies from the real world. He went to public school so it’s probably just his insecurities showing through again. Finally, while the service is certainty different from other sourcing solutions out there, it’s far from being disruptive to the recruiting industry or even technical recruiting yet but we’ll keep an eye on Developer Auction.

If you are interested in learning more about Developer Auction, visit the site at: http://developerauction.com/

Developer Auction was launched in order to disrupt the recruiting industry, and provide a better and more efficient way for talented developers to get exposed to exciting job opportunities at funded tech companies.
As serial entrepreneurs & software developers, we know that the smartest people are already employed, and that they receive numerous emails every month from recruiters and prospective employers that often go ignored due to the enormous amount of time that it would take to interview and negotiate with each company. We thought – “there has to be a better way”.
By reversing the funnel, and having companies submit offers based on work history & experience, we hope to shorten the hiring cycle, maximize efficiency and create transparency in a market that is currently anything but. To go a step further, we even offer developers 20% cash back ($3000-$6000+) when they get hired through our platform.
We believe that we can more effectively match developers with great companies, while driving down financial and “lost opportunity” costs for start-ups.

Bright Outlook for Technology Hiring in 2013

January 10th, 2013

Tech Hiring Trends in 2013Technology hiring continues strong going into the New Year, according to Human Resources managers and recruiting firms, although the number of those anticipating hiring is lower than last year.

Out of more than 1,000 respondents in a recent survey, 64% plan on adding technology workers in the first half of 2013. This compares with a result of only 47% in a parallel study of those who staff all types of workers.

The Dice Report survey, completed by Dice Holdings, Inc., a leading career site for technology and engineering professionals, was prepared in mid-November 2012, just after the election. Survey respondents included Human Resources managers and recruiters, consultants and staffing firms who primarily hire technology professionals.

Surprisingly, the 64% answering that they plan to hire tech workers is significantly lower than that reported in the prior survey for the last six months of 2012, at which time 73% expected to add technology professionals. Growing concern about the uncertainty of resolving the “fiscal cliff” tax and spending issues at the time of the survey could have tempered the results, as firms held off on tech projects.

The most recent hiring survey highlights various aspects of tech hiring, including:

  • Regional outlook: the South and East experienced modest reductions compared to the last six months of 2012, but both the West and Midwest reduced their expectations by 20%.
  • Time to fill open positions: 55% of respondents reported more time required to fill technology positions; the most commonly cited reason (47%) was the inability to find qualified professionals, followed by hiring managers waiting for the perfect candidate match (33%).
  • Voluntary departures: Tech professionals seem content to stay where they are, as 70% of respondents reported no increase in voluntary separations during 2012.
  • Candidate starting salaries: not surprisingly, the majority of respondents (53%) reported candidates asking for more money.
  • Offer acceptances: 28% of the respondents reported that more candidates are rejecting offers compared to the last survey, with only 18% stating that more candidates are accepting them.

Alice Hill, Managing Director of Dice.com, summarizes the state of technology recruiting at the start of 2013 as “tempered optimism.” She feels the survey results point to steady growth in hiring, rather than an avalanche.

Overall, the survey results indicate modest but continuing improvement in technology hiring, along with stability of existing staffs from both employer and worker perspectives.

Mobile Recruiting Coming To Newton’s Applicant Tracking Software?

July 31st, 2012

Hiring Sciences has been following Newton Software and other #HRtech vendors lately watching for announcements, new functionality and releases. Summer is typically a slow time for HRtech with most vendors heating up for the annual HR Tech Conference.

Apparently, applicant tracking software vendor, Newton Software isn’t waiting around for the lavish events and hype machine that is HR Tech to release a mobile version of their popular ATS.

We’ve obtained some screen shots and have calls in the the folks at Newton to learn more about the new mobile recruiting offering.

Stay tuned.

Facebook Finally Going to Give LinkedIn a Run for Their Money?

July 18th, 2012
Image from Crunchbase

Image from Crunchbase

LinkedIn better board the windows. Social giant Facebook is rumored to be close to releasing a job advertising service later this summer, according to a report by the WSJ. “Facebook Jobs” will be an aggregator that pulls in job postings from third party providers and makes them available in one place and creates a searchable database of jobs for users to browse. If the rumors are true, this could be a wildly popular service for many of Facebook’s 900,000,000 registered users.

The WSJ reports that Facebook plans to use the job postings service to boost engagement metrics initially, it most definitely will look to monetize recruiting as a revenue stream eventually creating a giant, cash-rich competitor for sites like Indeed and SimplyHired as well as LinkedIn and other more traditional recruiting services vendors. This will create another much needed revenue source for Facebook, which is dependent primarily on social ads and virtual payments at present.

With corporate job data, Facebook could the use social fabric it has created on users to target relevant jobs across its expansive network and could potentially provide a powerful global recruiting solution that will almost instantly rival LinkedIn. Many in the  talent acquisition community are welcoming the competition as LinkedIn has become expensive and since going public has tried desperately to monetize every bit of their data creating what some call an “unsocial social network”.

Let the games begin.

working on a job postings board that will launch later this summer, according to a report by the WSJ. “Facebook Jobs” will be an aggregator that pulls in job postings by third party providers and makes them available in one place and creates a searchable database of jobs for users to browse.

Recruiting with a Fresh Twist – Accountability

July 9th, 2012

JobEscrow is a new online marketplace where employers and recruiters conduct business leveraging a pay-for-performance model based on new hire retention. Companies can buy a job credit for @ $400 – similar to the price of a job posting on LinkedIn. They select an approved, qualified recruiter through the JobEscrow ecosystem and both parties agree to a fee structure and a payment plan over a set period of time.  The cool this is that JobEscrow does’t take a cut of the recruiting fees like other services and the fees are paid out over time through an escrow account based on new hire quality and retention.

Here’s a screenshot. Looks slick!

JobEscrow is currently in open-beta and accepting customers. Here is how to connect with the JobEscrow team.

Connect with the JobEscrow team on FacebookTwitter, or better yet become an early adopter and sign up for Job Escrow updates and beta testing.