Posts Tagged ‘recruiting software’

Will Machines be our Next Hiring Managers?

October 18th, 2013

automated hiring managerWe are becoming increasingly reliant on machines to take care of so many tasks for us, with computers making suggestions for what next books we should buy online, or what movies we might want to watch next via a streaming video service. Robots assist workers putting together cars on the factory floor assembly line, and some of these cars may be eventually driving themselves rather than relying on humans for navigation and control.

It seems no industry is immune to the effects of computer automation, and this includes area of hiring and employee recruitment. A number of companies are now creating online questionnaires and even video games to help them measure attributes that they are seeking in potential job applicants, according to a recent article at Bloomberg.

With computers able to sift through massive amounts of information more quickly and efficiently than ever before, data mining is enabling companies to automate their processes when it comes to finding the right talent to fill jobs.

It may seem inevitable for us to rely more on automated systems to help us respond to the influx of job applicants. Constant access to mobile phones and the Internet has made it much easier for people to search for and apply to more jobs, which only increases the workload of human resources professionals.

Pros and Cons to the Machine Takeover

There are a number of benefits to using machines to help with the hiring process. For example, hiring managers need to use tools to help them manage the huge torrent of data unleashed by people applying for work, or they stand to miss out on finding the right candidate at the right time.

As many as 3.7 million jobs were not filled in July, the article notes, despite the fact that in excess of 11 million people were looking for work in the U.S., according to statistics from the Labor Department.

Erik Juhl, the head of talent at video advertising startup Vungle Inc. in San Francisco, will start using an online game to help track and record the actions of online players to measure how likely they will be a high performer at a new job.

Evolv is a human resources computer model that helps companies better evaluate their candidates for hourly positions with an online questionnaire.

Drawbacks to using “automated hiring” systems like this include substituting a computer algorithm for your own judgment when it comes to evaluating fresh talent. A program will not be able to determine how well a salesperson functions under high-pressure social situations,  while a seasoned recruiter can make such an evaluation during the course of an in-person interview.

Another problem is that automated systems haven’t been around enough for us to be able to track how well they can do at predicting the long-term performance of applicants, the article notes.

So, while completely automated software can help you filter job applicants for the ability to cover certain  tasks when recruiting to fill positions, these systems are not yet ready to completely replace such time-proven methods of evaluation as the face-to-face interview. This is especially the case for salaried positions that require some nuance, such as how well a candidate might ‘fit in’ with the rest of a team.

The future of hiring may not ever wind up being completely automated, but recruiters and hiring managers can still take advantage of some of these automated tools to assist them in their recruitment process.  The best of both worlds is likely the current solution; a live human being (recruiter or hiring manager) utilizing high tech recruitment software to make their job more efficient.  In this scenario, the software can best handle the data by efficiently finding, processing, organizing and checking on potential candidates, while the person can do what he/she does best – handle face-to-face interviews and provide a ‘human touch’ that could not currently be outsourced to a machine.  In a sense, a recruiting ‘android’ that utilizes the best assets of human and machine is an optimal solution.

JobLark, Joins the Flock of Employee Referral Tools

February 4th, 2013

JobLark joins the growing flock of employee referral management products that have landed in the market over the past 18 months. Very similar to Zao, Goood Job, Sticky, Select Minds (Oracle) and dozens more Joblark leverages social networks to enable referrers to discover and refer job applicants. And like Zao, Joblark also allows employers to track and reward all the people that help make successful hires, whether they work for the employer or not. Joblark (like Zao) makes money by charging a fee once a hire is made.

Headquartered in Utah, JobLark appears to have around twenty or so employees and claims to have taken 1 million dollars in funding with 9 million more committed by Apple Tree Capital. Not much else is known about the company, the management team or active customers.

The Hiring Sciences Hunch

The employee referral management space is white hot but the space is getting crowded. The editors here at Hiring Sciences agree that ERM is an interesting niche in the HR Tech landscape but the window may be closing quickly for small upstarts like JobLark. Competition from applicant tracking software vendors, many of which already offer integrated employee referral management modules, will force standalone solutions like JobLark to focus on smaller employers with smaller budgets. Also, user adoption will pose challenges for the likes of JobLark as employees are inundated with tools and a standalone ERM solution may not carry the weight of other more mission critical systems. Overall, we believe the ERM space is very interesting and solutions like JobLark are making great use of social networks but it’s still unclear if a majority of employers are ready to adopt these new standalone tools.

If you are interested in learning more about JobLark visit the site at

Video: Applicant Tracking Software, Time to Switch?

August 22nd, 2011

Are you tired of your applicant tracking software? Take the quiz along with the avatar in the video and see if it’s time for you to switch!

Applicant Tracking Software: Is it time to switch – the quiz
by: newtonsoftware

Applicant Tracking Software: It’s Time to Switch

August 16th, 2011

It’s 2011. It’s time to lose that old ATS and choose one that was designed to work the way recruiting works.

Applicant Tracking Software: It’s time for a switch
by: newtonsoftware

Ten Questions to Tell if You’re Ready to Switch Applicant Tracking Software Solutions

August 9th, 2011

breakupApplicant Tracking Software is a very polarizing topic. Most of us know from first hand experience that you either love your ATS or you want to throw it out the window and start over. Many of us are just stuck in a rut. We use what they give us or we inherit what was bought by someone who is now long gone.

Well, it’s 2011 and things are changing in the world of applicant tracking software. Progressive vendors make switching smoother than ever with software that’s easy to install, easier to use, and get this, it’s even affordable. Most vendors won’t even expect you to sign long, over-complicated contracts. They’ll provide fast, friendly, free support and they’ll import your legacy data. The bottom line is that you’re not stuck anymore.

Is it really time to make the switch? Maybe you’re just too hard on your current platform. See if it’s really time to ditch that zero and get with a hero.

We’ve created this simple quiz for you to see if it’s time to switch from your current ATS provider.
Simply jot down the number of times you said “no” to the questions in the quiz and compare your results with the key below.

  1. When you contact support, does a person actually answer the phone and help resolve your problem?
  2. Does your current ATS vendor provide free training and support?
  3. Could you have started using your current ATS with virtually no training?
  4. Does it feel like someone with real life corporate recruiting experience designed your ATS?
  5. Do your hiring managers use your ATS regularly without being constantly begged?
  6. Can you go to your current ATS and see exactly what’s happening with your jobs without having to click around or run a report?
  7. Can you click on a ‘dashboard’ and get meaningful recruiting performance metrics at a glance?
  8. Do you love the careers page that your ATS provides as part of the system?
  9. Do you sometimes say to yourself “I’m so glad that we have this ATS”?
  10. Do you feel like your ATS vendor listens to your complaints, comments, and suggestions and tries to improve their product?

Now count the number of times you said “No”:
0-3 – Congratulations! You’re in good shape. Gold star for you.
4-7 – It’s time to admit you have a problem. You should start lobying for a new platform. It’s time to get serious, see what’s out there.
8-10 – Time to blow this popsicle stand! When’s your contract up? You need a change now.

Score higher than a 4? It’s okay. Stay calm and breathe. Go directly to a browser and visit: They’ll free you.

Video: Job Requisition Approval Management

August 2nd, 2011

Newton Software just revealed another feature aimed at assisting organizations in the creation or improvement of their job approval process.

They made this process flexible and it can be customized to assist an existing approval process or start an entirely new automated approval process. Once the requisition is created, the administrator has the option to select their choice of email driven approval processes. This provides the user with the ability to change and adjust the process as necessary.

Newton also delivers transparency with the recruiting dashboard, which lets users see where all jobs are in the approval process, in real-time. This gives users the power to identify the bottlenecks that are slowing down the requisition approval process and fix them before they create larger problems.

Automated Job Approval Done Right

July 28th, 2011
Newton Software continues to find ways to improve their applicant tracking software by adding an Automated Job Approval Process. This new feature falls in line with the rest of Newton’s easy to use, intuitive system. They took nearly a year to make this complex process both flexible and transparent. Taking that time allowed them to make something that worked great, rather than just another feature to add to the list.

Administrators can oversee the approval processes in real-time and address bottlenecks before they become jams. Newton also created this feature to allow users either to simply facilitate their current approval process or to completely start over and create a new automated process. Newton takes another one of the things users do 80% of the time and made it into a feature that works really well.

Approval Dashboard

Check Out Newton’s Blog Announcing The New Feature.

A little background to Job Approval:
Job approval is a process which allows hiring managers and supervisors to request approval for a requisition. The requested job is then put through either a paper or email process before it is activated, and only then will the company begin to look for applicants.

Companies use job approval for a variety of reasons. It ensures that a consistent process is implemented every time a position is opened. It gives human resource teams the control to complete the appropriate audits before resourcing the recruiting process. Finally, the approval process provides recruiters the ability to see what requisitions are coming up in their recruiting process.

Is Social Recruiting a Growing Hotbed for OFCCP Claims?

June 21st, 2011 recently published a very informative article titled “Social Networks: A New Hotbed for Hiring Discrimination Claims.” The article gives a comprehensive perspective into the world of corporate recruiting, particularly how recruiters are using social networks more and more to evaluate potential hires.
Social networks like Facebook, LinkedIn and Twitter give recruiters and hiring managers the chance to look at a potential candidate’s everyday life, work habits and personal information. Increasingly, recruiters are this information to determine whether a candidate is a good fit for their company. However, using their findings as the basis for a hire can lead to a heap of discrimination claims against the company.
In this article, spoke with HR consultant Jessica Miller-Merrell about some of the risks involved with using social networks to make hiring decisions. She outlines potential legal risks including niche demographic breakdown of specific social networks as well as the need for concise affirmative action reporting for government contractors. Furthermore, she says that making “hiring decisions based on protected information that a candidate provides on the internet… can get you in hot water”.
This is a topic that Newton Software, an easy-to-use applicant tracking software, has been following very closely. Newton’s own Joel Passen, interviewed Dr. Stephanie Thomas, one of the leading experts on the analysis of equal employment opportunity issues, almost a year ago for a podcast titled, “Can Social Recruiting Lead to Discrimination and Equal Opportunity Issues”.
There’s been a growing trend of workplace discrimination claims getting submitted over the past several years, and the addition of social networking as a hiring tool is bound to only increase the rate of claims. Every year, companies face many challenges in following confusing regulations that require them to provide detailed reports to various federal agencies.
These are the very factors Newton took into account when we decided to build EEOC/OFCCP compliance features into our recruiting software. We realized that companies already face a great risk in regards to complying with the U.S Equal Employment Opportunity Commission (and the Office of Federal Contract Compliance Programs for government contractors.) Bad or ignorant hiring practices and decisions can sink a business due to costly litigation battles over wrongful discrimination.
Newton’s EEOC /OFCCP Compliance tools make sure that all the right information gets collected, stored and tracked regardless of the source of the data. Voluntary self-identification surveys, reasons for non-selection, hire/offer logs, minimum qualification questions and flow logs (EEO1 reports) are just some of the tools that can help recruiters and human resources professionals keep track of all the mandatory information. Newton makes EEOC and OFCCP compliance a seamless part of the hiring process, so that when the time comes, a company does not need to scramble to deal with a problem.
While we haven’t yet seen a general precedent set regarding social networks and social recruiting, experts agree that it’s just a matter of time. As more companies start to use social networks as recruiting tools, there will be a social media recruiting precedent before you know it. For now, our advice is to seek guidance from counsel especially before using social media to vet applicants and to always have a consistent, compliant process in place when distributing job related information to social networks.

Levinson, Meredith. “Social Networks: A New Hotbed for Hiring Discrimination Claims.” April 18th, 2011.…

I Used to Run Lousy Staffing Meetings

February 9th, 2010

I’m gonna be real honest here. For the 10+ years that I was a corporate recruiter, I ran lousy staffing meetings.

If you’re anything like me, you’d rather be talking to people about jobs, fixing problems, or best yet, filling jobs rather than playing with spreadsheets. I loathed entering data on Friday afternoons just so I could get a report to my boss. The data was accurate, right? Sigh.

Staffing meetings were the bane of my existence (other than “turn downs” of course). I always felt a little defensive during staffing meetings. The quality of my work wasn’t the issue. Rather, it was my inability to show the quantity of my work that bothered me. Did the VP of Engineering know that I’d picked through 250 applicants before sending her those choice 5? No, this wasn’t on the staffing report. Did my boos know that I collected 185 profiles of product managers that had knowledge of some obscure security protocol, called them all and got one to send me their resume. No, the report just showed that we only had one candidate interviewing. Double sigh.

I have a friend that says, “recruiters either make hires or make excuses”. I believe this. When I wasn’t making hires, I was forced to make excuses because I didn’t have the data to back me up to do otherwise. I didn’t want to be seen as a whiner, complaining about hiring managers not reviewing candidates or not giving me feedback or how many hours I’d spent to find that one person. I’d just say that I’d work harder. This was a vicious circle, one that I’d seen burn out the best recruiters.

So, a couple of years ago when I was given the opportunity to provide some input into a new tool that would help recruiters show all of their work and actually run a valuable staffing meeting, I jumped at it. Early on, I even used the tool to run a couple of recruiting programs at a recruiting outsourcer. And eventually, I went to work for that very same company that that great tool for recruiters.

This is how I’d run them today…..