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The Fordyce Letter

Straight Talk for the Recruiting Profession


Technology

Technology

TalentBin Pulls Together Talent Profiles To Make Sourcing A Snap



TalentBin logo

TalentBin officially launched from private beta to public this week. The service, which bills itself as a talent search engine, said it “just turned the entire professional web into the largest talent sourcing database known to mankind with its public launch.”

If you’ll excuse the bravado, what TalentBin is trying to do is actually quite impressive and has leaped forward since I saw the beginnings of its private beta at the HR Technology Conference last October.

What it is trying to do is fairly simple: create a searchable database that merges information about a person from all over the web into a single profile so that recruiters can get all of the information about them in one, digestible place.

Technology

A 99-cent ATS That Will “Change the Face of Recruiting”



FindHire

The language is lofty: a new applicant tracking system claims it will “change the face of the recruiting business.”

We’re not sure we buy that yet, but FindHire is certainly worth a look. And at 99 cents — for the iPad app, or about $100-$200 monthly for a few users on the web version — to get started, there’s not a lot of risk. It’s an ATS with a user-friendly appearance for recruiters, a separate look for candidates, and all meant to look like so-called “Web 2.0″ sites (aren’t we on 3.0 yet?).

CEO/co-founder Michael Dennis (who came from a boutique recruiting firm) provided a look inside the site. You can do things like create your own little job board; import candidates from social media sites; look through resumes; schedule interviews; use videoconferencing to interview people; send out mass emails; send out an offer and have it signed digitally; and, keep track of analytics like interview-to-offer ratios.

Technology

Recruiting Software Poised for Innovation in 2012



laptop

The increasingly diverse needs of organizations big and small demand a myriad of options in recruiting software solutions. Recent activity—including Salesforce’s acquisition of Rypple—is pumping new energy into this niche market. In the last month, VC funds have been flowing into the human resources software market, with large investments in SmartRecruiters and iCIMS. I’ve taken an in-depth look at how this dynamic software market will be impacted, how vendors will be poised for greater success, as well as how all of this may affect users.

Social Media, Technology

Klout and Recruitment



Klout-logo

For years employers have been screening candidates based on content on social networking websites. Candidates using poor judgment online may be screened out of the process.  Now employers and recruiters are turning to social media to aid in the selection of knowledgeable and well-connected employees.

Klout measures an individual’s influence across social media entities, such as Twitter.  Data under consideration are network size, amount of content generated, and volume of interaction. That data is processed to produce a Klout score ranging from 1 to 100.  The higher the score, presumably the higher the individual’s social media influence.  Klout scores are categorized into measures, including “True Reach” (size of engaged audience), “Amplification Probability” (rate of action taken on message, such as retweets), and “Network Score” (value of a person’s engaged audience).

Relationships, Technology

The Best of The Fordyce Letter 2011, #2 — Get Out From Behind the Desk and Network



man_atdesk

Editor’s note: Paul DeBettignies’ article was the 2nd most popular article on The Fordyce Letter in 2011. It originally ran in March.

I know, I know… smile and dial.

More phone calls equal more job orders, candidates and send outs. More send outs equal more placements.

I get it – I really do. But after thirteen years as a sole practitioner, I have learned that I need to get out from behind the desk every now and then, or I fear that the headset will become permanently fixed to my head.

How-To, Technology

The Best of The Fordyce Letter 2011, #3 — Turn Post and Pray into Post and Placement



computer-praying_2

Editor’s note: Jeff Schwartzman’s article was the 3rd most popular article on The Fordyce Letter in 2011. It originally ran in April.

I often run across criticism of the recruiting practice dubbed “Post and Pray,” the method of posting online job ads with the hopes the right candidates apply. This practice comes under fire since it is viewed as the lazy approach to recruiting with little to no control over who applies.

Many of you may be thinking at this point, “I have no need to post jobs! I do everything through cold calling and referrals.” Relax — while that may work for you, it may not be the best approach for everyone else. Recruiting offers no perfect source or method to fill positions. In my opinion, to run a successful recruiting desk, it is important to utilize a combination of multiple recruiting methods, both proactive and reactive.

Posting online job ads have many advantages. Job seekers who apply have the opportunity to read through a job description (hopefully well written!) so they typically are already interested in your job when you receive their resume.

The following job posting strategies, approaches, and techniques will help optimize your job ad exposure resulting in both a higher quantity and quality of online applicants.

Technology

Cloud Computing – A Perfect Fit for the Recruitment Industry



Cloud-Computing

The recruitment industry is a perfect fit for the benefits that cloud computing offers to both users and business owners.

Historically (and still the case) the recruitment sector is highly fragmented. Before the worldwide recession hit in 2008, there were approximately 15,000 recruitment companies out there operating in the UK alone. The next two years saw this drop back by as much as 25% but the last year or so has seen the number swell again. It’s a profession populated with start-ups. Sales-driven consultants with strong client relationships are tempted to strike out on their own and the few barriers to entry encourage this. Anecdotally, something like 95% of these companies have fewer than five employees.

As a sum result, these companies are small and highly agile. In addition, success in recruitment means the likelihood of working outside of the traditional 9-to-5 working day – candidates themselves may be working and so after-work hours may be required to facilitate discussions.

As a profession with a strong sales culture, recruiters may need to be fleet of foot or certainly mobile, and increasingly, remote working is being adopted to further impact fixed overhead. Perhaps paramount of all, the data that everyone has access to with needs to be as current as possible.

Recruitment businesses ideally need recruitment systems that are easy to set up with low upfront cash requirements, perhaps with the added benefit of incurring operational expense rather than capital cost and the tax efficiencies that go along with that. They need data that is available to all and updated for all, accessible 24/7 and from wherever in the country (or world) they happen to be.

And that is a perfect summary of the key benefits of Software as a Service (SaaS), or Cloud Computing as it is more currently labelled.

Industry News, Technology

ZipRecruiter Launches Free ZipSites for Recruiters



ziprecruiter-logo

Recruiting today should encompass all possible communication methods – of course, this business is a phone business, but if you have the opportunity to take advantage of online tools and resources with minimal effort (as well as minimal investment), why not do so?

Forget social media and Internet research: one of the biggest hassles of developing an online presence starts at the very beginning – creating a company website. Particularly if you are a “solopreneur” with limited budget and manpower.

Thankfully there are some tools out there to help you do this – Top Echelon, for example, created its Hiring Hook product to help recruiters develop a job website and online tools to draw traffic to these sites. Top Echelon started off as a split placement network, then developed a recruiting software product called Big Biller, and now has website development services. This is a great service that I know many of you use.

I was recently introduced to a company called ZipRecruiter, a web-based service that enables companies to post jobs to more than 20 leading job boards with one click as well as search a growing resume database. The company today launched ZipSites, a new feature that lets recruiters create customizable websites to advertise their services and job openings.

The best part? Unlike most other similar services currently available, this particular service of ZipRecruiter is free.

Business, Technology

The Simple Method of Working Smarter: Using Time, Tools, and Techniques to Get Your Life Back, Part 2



work desk by John Griffiths

Ten Technology Tools to Work Smarter

As world communication media quickly move toward faster communication methods, we all need to realize the impact technology is having, not only on society but on our profession as well. Adopting and using these changes can be a very daunting task. As recruiters, we need to ask ourselves, “How can I use these new technologies to achieve the greatest impact?” And, “Which ones do I use when there are so many options to choose from?” We all want to spend more time on the important things in our lives, and less time on the not so important. It is critical to assess the options based on what will give us the greatest return on our investment in the limited time that we have.

The good news is that technology provides the recruiter several options that can significantly improve daily output when used appropriately. Consider the following ways that technology can be used to work smarter rather than harder…

Editor's Corner, Technology, TFL archives

The Sourcing Bull’s-Eye — Are You Using Your Resources or Wasting Money?



bullseye

Whether or not you want to admit it, we all use some paid resources for our recruiting efforts. This could include any of the following products: job boards, resume databases, information gathering resources (like Jigsaw or ZoomInfo), ATSs, the list goes on and on. Yes – I am talking to you! I know you post jobs on Monster, CareerBuilder, or at least some niche sites from time to time. I know you have purchased an applicant tracking system (that most likely is simply used as a repository for resumes with very little, if any, data organization). If we are spending money on these resources, why, then, do we so adamantly preach and train against using them when conducting candidate searches? If we’re paying for them, then why not justify the cost of using them by actually using them? And if we are not using them, then why continue to pay for them???