Podcasts about harver

ZipRecruiter®, launched the next generation of its Resume Database, a proactive sourcing tool for employers to find qualified candidates in minutes. The new Resume Database gives employers, instant access to candidate contact info, and fresh workflow management tools. https://hrtechfeed.com/ziprecruiter-improves-its-resume-database/ Harver, the hiring solution helping organizations optimize their talent decisions, today announced the availability of Job Fit Finder. Designed to help talent leaders identify and hire the best candidates efficiently, Job Fit Finder utilizes Harver's behavioral assessment technology to match candidates within their talent pool to other open roles, based on fit. Workstream, the modern payroll, HR, and hiring platform designed for the hourly business, launched a series of new payroll, time clock, and shift scheduling products today to further expand the capabilities of its integrated all-in-one platform. These products provide much-needed functionality to QSR franchisees, restaurants, and other businesses that employ hourly workers. https://hrtechfeed.com/new-hr-tech-from-harver-workstream/ Symphony Talent, a global leader in talent acquisition solutions, announces the launch of Interview Genius, a new feature within its SFX On-Demand Interview (ODI) platform. This AI-powered tool will change how organizations conduct interviews by automating the creation of structured, fair, and science-backed interview questions tailored to each role. https://hrtechfeed.com/symphony-talent-unveils-interview-genius/ Indeed Flex, the temporary staffing platform has partnered with workforce payments platform Branch to offer Same Day Pay. This tool enables Flexers to access up to 50% of their earnings within an hour after completing a shift.  https://hrtechfeed.com/indeed-flex-partners-with-branch-to-deliver-same-day-pay-for-flex-workers/  

Daniel Buitrago, Brandon Fifield & Jack Lau invite special guest Casey Harver founder of Kodiak Survival School & Big Timber Lodge   Download PBS App and watch “One with the Whale”, AK Wild Sheep Foundation Banquet & the Sheep University, Clinic with Jim Burnworth (Formally of Winter Extreme) & Outdoor Channel, geeking out on archery, fixed vs. mechanical broad heads, Permanent cavity, mild winter in Kodiak, winter kill-off, hang field dressing vs. ground dressing, relationship with wild game, food & the outdoors, Dig Afognak, Camp Woody, Kodiak Survival, SEAR, navy SEALS, training SEALS, training to ruin someone's day, rules on the boat, running yard lines in sniper school, start a fire in Kodiak, fire & shelter craft importance, survival medicine, water procurement and food preparation, signaling, building fires for signaling, SOS with a artificial light, signal mirroring, hypothermic lady story, survival ABC's, building a shelter, clothing systems, long term primitive shelter and short term temp shelters, caloric conservation and management, woodsmanship, the 5W's (Who, What, When Where & Why), being intentional, (Pre-op process), build a survival kit applicable to your location, Book a trip with Big Timer Lodge & Kodiak Survival School             Visit our Website -  www.alaskawildproject.com Follow on Instagram - www.instagram.com/alaskawildproject Watch on YouTube - www.youtube.com/@alaskawildproject Support on Patreon - www.patreon.com/alaskawildproject

We live in a world of work where understanding, interpreting and telling stories with data has never been more critical. Although Talent Acquisition has become more data-centric in recent years, many TA functions rely on summary statistics that don't provide a sophisticated enough platform to use data to inform and influence their organizations properly. So, what can TA leaders do to make their data strategies more effective? My guest this week is Ben Porr, Chief Customer Officer at Harver. In our conversation, Ben offered some highly actionable advice TA leaders can follow to level up and tell compelling stories with data. In the interview, we discuss: Why data is so essential in TA Answering questions with data rather than with opinions or assumptions What organizations are missing out on if they only use summary statistics What are the innovative organizations doing? AI and automation What are the most critical data sources? Pivot table versus data visualization Human in the loop Using data to shift strategies How AI will empower decision-making based on smaller sets of data What will the future look like? Follow this podcast on Apple Podcasts.

We live in a world of work where understanding, interpreting and telling stories with data has never been more critical. Although Talent Acquisition has become more data-centric in recent years, many TA functions rely on summary statistics that don't provide a sophisticated enough platform to use data to inform and influence their organizations properly. So, what can TA leaders do to make their data strategies more effective? My guest this week is Ben Porr, Chief Customer Officer at Harver. In our conversation, Ben offered some highly actionable advice TA leaders can follow to level up and tell compelling stories with data. In the interview, we discuss: Why data is so essential in TA Answering questions with data rather than with opinions or assumptions What organizations are missing out on if they only use summary statistics What are the innovative organizations doing? AI and automation What are the most critical data sources? Pivot table versus data visualization Human in the loop Using data to shift strategies How AI will empower decision-making based on smaller sets of data What will the future look like? Follow this podcast on Apple Podcasts.

We live in a world of work where understanding, interpreting and telling stories with data has never been more critical. Although Talent Acquisition has become more data-centric in recent years, many TA functions rely on summary statistics that don't provide a sophisticated enough platform to use data to inform and influence their organizations properly. So, what can TA leaders do to make their data strategies more effective? My guest this week is Ben Porr, Chief Customer Officer at Harver. In our conversation, Ben offered some highly actionable advice TA leaders can follow to level up and tell compelling stories with data. In the interview, we discuss: Why data is so essential in TA Answering questions with data rather than with opinions or assumptions What organizations are missing out on if they only use summary statistics What are the innovative organizations doing? AI and automation What are the most critical data sources? Pivot table versus data visualization Human in the loop Using data to shift strategies How AI will empower decision-making based on smaller sets of data What will the future look like? Follow this podcast on Apple Podcasts.

The Shred is a weekly roundup of who's raised funds, who's been acquired and who's on the move in the world of recruitment. The Shred is brought to you today by Jobcase.

The rapid development of AI and the increasing sophistication of skills-based hiring methodologies are two potent forces shaping the future of talent acquisition.  So what kind of future can we look forward to, and will we see the increase in talent mobility and the decrease in bias that we need to make hiring more equitable and ensure employers have better access to the talent they need? My guest this week is Ben Porr, Chief Customer Officer at Harver. Ben is a highly experienced I/O psychologist who has been working to reduce bias in the hiring process. Ben's knowledge and experience have given him expert insights that can help us understand what the future of talent acquisition looks like when you combine the power of AI with the potential of skills-based hiring. In the interview, we discuss: The biggest challenges in the talent market Bottlenecks in the hiring process The evolution of skills-based hiring Increasing talent mobility Strategies to reduce bias Combing pieces of evidence  Does AI increase or decrease bias? AI as a job creation tool How can talent acquisition better use data What does the future look like, and how quickly will the recruiter's role change? Listen to this podcast on Apple Podcasts.

The rapid development of AI and the increasing sophistication of skills-based hiring methodologies are two potent forces shaping the future of talent acquisition.  So what kind of future can we look forward to, and will we see the increase in talent mobility and the decrease in bias that we need to make hiring more equitable and ensure employers have better access to the talent they need? My guest this week is Ben Porr, Chief Customer Officer at Harver. Ben is a highly experienced I/O psychologist who has been working to reduce bias in the hiring process. Ben's knowledge and experience have given him expert insights that can help us understand what the future of talent acquisition looks like when you combine the power of AI with the potential of skills-based hiring. In the interview, we discuss: The biggest challenges in the talent market Bottlenecks in the hiring process The evolution of skills-based hiring Increasing talent mobility Strategies to reduce bias Combing pieces of evidence  Does AI increase or decrease bias? AI as a job creation tool How can talent acquisition better use data What does the future look like, and how quickly will the recruiter's role change? Listen to this podcast on Apple Podcasts.

The rapid development of AI and the increasing sophistication of skills-based hiring methodologies are two potent forces shaping the future of talent acquisition.  So what kind of future can we look forward to, and will we see the increase in talent mobility and the decrease in bias that we need to make hiring more equitable and ensure employers have better access to the talent they need? My guest this week is Ben Porr, Chief Customer Officer at Harver. Ben is a highly experienced I/O psychologist who has been working to reduce bias in the hiring process. Ben's knowledge and experience have given him expert insights that can help us understand what the future of talent acquisition looks like when you combine the power of AI with the potential of skills-based hiring. In the interview, we discuss: The biggest challenges in the talent market Bottlenecks in the hiring process The evolution of skills-based hiring Increasing talent mobility Strategies to reduce bias Combing pieces of evidence  Does AI increase or decrease bias? AI as a job creation tool How can talent acquisition better use data What does the future look like, and how quickly will the recruiter's role change? Listen to this podcast on Apple Podcasts.

Matthijs Metzemaekers excelleerde als straatverkoper in de regen en startte met een collega een bedrijf in socialmediamarketing. Via dit bedrijf kwam hij in contact met Barend Raaff van Harver dat recruitmentsoftware ontwikkelde. Het bedrijf was destijds piepklein. 'Maar ik geloofde er enorm in, dus heb ik mij ingekocht. Alles wat ik had heb ik erin gestopt.' Nadat Harver was overgenomen door Amerikanen begon hij met Carv een nieuw ondernemersavontuur.

The use of Artificial Intelligence (AI) in employment decision-making is getting the attention of federal, state, and local governments.  This week, Nita Beecher and FS colleague Leslie Silverman welcomes guest Dr. Frida Polli, former EEOC Vice Chair, neuroscientist, and Chief Data Scientist of Harver to discuss the latest on government regulation of AI in employment and how employers can respond to upcoming federal, state, and local government oversight.Contact Fortney & Scott: Tweet us at @fortneyscott Follow us on LinkedIn Email us at info@fortneyscott.com Thank you for listening! https://www.fortneyscott.com/

Workday Fully Integrates VNDLY; Harver Implements TruEra for AI Quality Management, and more.

Workday Fully Integrates VNDLY; Harver Implements TruEra for AI Quality Management, and more.

Show Notes: Evan Polin, founder and operator of Polin Performance Group, talks about how his firm helps professionals in the service industry build their businesses and grow their practice. He helps them get in front of their ideal clients, make sure they're not giving away their expertise for free, and qualify opportunities more quickly. He also helps them take a strategic approach to problem solving and use their expertise to close more business with the kind of clients they'd like to work with. Evan provides professional services firms with sales and business development advice. He starts with a diagnostic, using the Harver behavioral-based assessment tool. This gives him a 35-page report on the client's strengths and weaknesses in sales and  business development. He asks about the client's goals and what kind of practice they want to build, how much revenue they'd like to develop, and what their mix of clients should be. He then puts together a customized business development plan to help the client reach their goals. Strategy to Leverage Your Contacts Evan helps individuals and businesses reach their goals by breaking down the process scientifically. He typically starts with helping them understand how to get in front of the right opportunities. He also helps with issues such as people feeling like they are being used for free consulting, and those not getting as many referrals as they think they should be. He helps them leverage the relationships they have already developed, and figure out the most effective way to use them to get introduced to the right people and focus on the right opportunities.  To get in front of opportunities, he advises clients to first sit down and think about what their ideal client looks like and whom they need to target within an organization, and what the engagement looks like. Furthermore, he suggests leveraging their relationships and current context to start by downloading their LinkedIn connections into a CSV file. This file can then be separated into three categories - A list, B list, and C list. A list contacts are those who are more likely to get back to the consultant within a week. The B list is composed of contacts who may take a bit longer to respond, while the C list includes those who may not respond at all. Cold Outreach Tips and Using Sales Navigator Evan talks about reaching out through telephone calls and emails. He explains how to be  successful with cold outreach, and suggests that it is better than making a cold call but cautions not to set expectations too high as the response rate would still be low. Common best practices include sending a message that introduces the person and their role, and mentioning any connections they might have in common. Evan explains how to use Sales Navigator to manage the outreach list of contacts. Evan suggests sending messages to carefully selected prospects, and paying attention to who is looking at your profile. He also suggested filtering out those with less than 500 connections, as they are likely not active on the platform. Polin highlights the importance of understanding the psychology of sales and marketing, and how it can be used to target the right people. He also mentions that if someone views your profile, but does not respond, it is worth reaching out again in a week or so.  Evan suggests ending the message with an open question in order to get a response rate. Evan added that he often sends a short version of his elevator speech, which outlines the biggest challenges he helps people with and then inquires which of those things the other person is running into. This is done to see if the contact is responsive and to see if they are a good potential prospect. Reaching Out to Past Contacts Evan talks about how he reaches out to people he served in the past in order to get referrals. He suggests to start by reconnecting with them, asking how they have been and what has changed. He also suggests sharing what he is currently working on, and to ask them if they know anyone who could be a good introduction for him. Evan also suggests that if someone has referred him in the past to remind them of how they first started working together. When it comes to following up, Evan suggested to follow up two to four weeks later and to keep a spreadsheet with the date of outreach and the result of the outreach. He has found that, recently, a call is regarded as more personal and people are more likely to respond. He also talks about reaching out through email and effective subject lines. How to Leverage Relationships for Referrals Evan explains that most people don't ask for referrals. If it's a current client, he suggests asking how satisfied they are with the service provided. He finds that if he shares information about his business, it allows him to present a broader range of services and plant the seed for future referrals. He also suggests the kinds of clients that would be a good fit. He also puts a timestamp on the conversation to see how interested they are in offering the referral. He also offers tips on how to reach out to contacts on LinkedIn who don't really know you. A 20% response rate is considered a good result and he stresses adding a bit of nuance to the message to show that it is coming from a real person and not a bot, offers a handy tip on using your profile to determine interest in your outreach, and how to reach out to and follow up with potential clients with whom you have no connections and/or do not return your messages, and when to put them on the back burner. Timestamps: 05:27 Top Challenges Faced by Professional Service Firms 08:07 Exploring Strategies for Gaining Access to More Opportunities 10:32 Exploring Strategies for Reaching Out to Ideal Targets 14:22 Business Development Consulting Practice 15:29 Networking and Introductions 32:58 Crafting an Effective Cold Outreach Message  35:03 Exploring Sales Coaching and Psychology Strategies on LinkedIn 36:12 Cold Outreach Strategies for Consulting Firms  37:55 Reaching Out to Past Clients and Following Up  44:30 Cold Outreach Strategies for Business Development 46:15 Follow-Up Strategies for Outreach Success  Links: Polin Performance Group www.polinpg.com Selling Professional Services the Sandler Way: Or, “Nobody Ever Told Me I'd Have to Sell!” CONTACT INFO: evan@polinpg.com 215-970-2360 (office) Unleashed is produced by Umbrex, which has a mission of connecting independent management consultants with one another, creating opportunities for members to meet, build relationships, and share lessons learned. Learn more at www.umbrex.com.  

Na de exit met zijn eerste SaaS bedrijf Harver, bedacht Barend Raaff al snel een nieuw product: Carv. "Say no to meetings" is het credo, en in deze podcast deelt hij zijn plannen met Carv. Barend vertelt wat hij leerde van zijn tijd bij Harver, en de vraag is: wat doet hij nu, de 2e keer, anders? We praten over SaaS metrics, over viraliteit, het vinden van product-market fit, en AI. https://www.carv.com/ Podcast sponsor Leadinfo: leadinfo.com/saasbazen SaaS Bazen Meetup Wil je meer op de hoogte blijven van ontwikkelingen in de SaaS wereld en zoek je naar een groep trusted advisors? In de SaaS Bazen Meetup krijg je beide: in een tweewekelijkse virtuele Meetup praten Jan Aleman en Johan de Wit je bij over SaaS, krijg je case studies van andere SaaS bedrijven te zien en kun je zelf actief deelnemen aan het gesprek. We behandelen alle thema's die relevant zijn voor jou als SaaS Baas: funding, sales, internationalisatie, het bouwen van een team, marketing, you name it. Je bent van harte welkom om een gratis proefsessie bij te wonen! saasbazen.nl/saas-bazen-meetup/ Volg SaaS Bazen op LinkedIn: www.linkedin.com/company/saasbazen/ Volg SaaS Bazen op Instagram: www.instagram.com/saasbazen/ Word lid van SaaS Bazen! SaaS Bazen is de plaats waar software ondernemers bij elkaar komen, om te bouwen aan een winstgevende SaaS business. Stop met het wiel opnieuw uitvinden en krijg toegang tot de kennis en connecties die je nodig hebt om betere beslissingen te nemen. Je bent in een paar klikken lid en word direct onderdeel van het grootste SaaS ondernemersnetwerk van Nederland. Wat je krijgt: 80+ uur aan interviews met andere SaaS Bazen, 2 groepsmeetings per maand met andere SaaS Bazen en een online omgeving waarin je onbeperkt kunt chatten, vragen kunt stellen en in contact staat met ca. 300 andere SaaS Bazen. Word lid: saasbazen.nl/lidmaatschappen/

The {closed} session - Season 4, Episode 1Kicking off the fourth season of the {Closed} Session podcast with a great topic and guest: Frida Polli, CEO and co-founder of pymetrics, which was recently acquired by Harver, joins us to talk about the critical role that technology and specifically AI and neuroscience can play in eliminating bias in hiring and beyond.Listen to the episode and read the transcript at superset.com***Listen to more episodes at www.theclosedsession.comTwitter: @closedseshpodLearn more about super{set} at www.superset.com Guest, Frida Polli, CEO and co-founder of pymetrics (acquired recently by Harver)Twitter: @fridapolliInstagram: https://www.instagram.com/fridapolli/LinkedIn: https://www.linkedin.com/in/frida-polli-phd-03a1855Harver: https://www.linkedin.com/company/harverTwitter: https://twitter.com/harverhrm

#revopswithanedge #revenueoperations #revops Key Moments 0:00 0:50 Shout Outs 2:42 Show Start 3:30 Outmatch and harver over view 4:56 CRO from CSO Evolution 5:48 Customer Success 6:20 Difference CRO and CSO 6:44 marketing 8:00 Job Structures 10:40 Who Develops Strategy 14:03 Sales reps Quota too high what happens 14:29 61% It's mid q1 Companies havent given out sales quota yet 16:00 3 strategies for quota over assign 17:34 Why arent quotas given out? 18:55 Culture 19:00 Salesforce Layoffs 19:30 Pay Sales Salary? 21:30 Change to fiscal year then will quotas go out? 23:00 Is Throwing deals over the fence the best thing for customers? 24:28 How To Transition form Revenue to Profit Busines Model 26:00 Incentive Alignment is Commission/Salary Ratio Right? 28:10 Most Comp Plans Provide unintended behaviors 28:40 How To Build a team that cares 30:00 Founders fall into trap of not being transperant with bad news 35:00 How to combine cultures in merger 36:40 Acquiring Company Attitude 37:22 Shouldnt Mission Statement and Values guide culture? 38:46 Do companies do reviews anymore? 38:55 KPI are backward looking 40:00 how to bring everyone along for the ride 44:00 Revenue to Profit how do you sell it to investors 45:00 Investor and Leadership relationships 46:38 Over assignment Are we really in this together? 47:30 History of Over assignment 49:00 Company wide problem 51:00 harver technology benefits 53:38 What is difference between corporate and consumer marketing? --- Send in a voice message: https://anchor.fm/saasholes/message Support this podcast: https://anchor.fm/saasholes/support

We talk with Harver CEO Scott Landers, who recently made a notable move with the acquisition of pymetrics..

We talk with Harver CEO Scott Landers, who recently made a notable move with the acquisition of pymetrics..

We talk with Harver CEO Scott Landers, who recently made a notable move with the acquisition of pymetrics..

Maybe we should have named this episode Three Acquisitions and a Vendor Moving to Crazy Town? Remember the '80s movie "Three Men and a Baby"? This episode could be called "Three Acquisitions and a Vendor Who's Lost Their Damned Mind!" Silkroad Technologies acquired Entelo, Harver bought pymetrics and Mitratech gobbled up TalentReef. Can you guess which acquisition we like? Gotta listen. Then we take a trip to Crazy Town, where old-timey job distribution service provider eQuest has made the mother of all pivots, and the boys can't quite make sense of it (but want a hit of whatever they're smoking'). Oh, and Home Depot ends the show with a bit of sanity and common sense. Enjoy! 

Maybe we should have named this episode Three Acquisitions and a Vendor Moving to Crazy Town? Remember the '80s movie "Three Men and a Baby"? This episode could be called "Three Acquisitions and a Vendor Who's Lost Their Damned Mind!" Silkroad Technologies acquired Entelo, Harver bought pymetrics and Mitratech gobbled up TalentReef. Can you guess which acquisition we like? Gotta listen. Then we take a trip to Crazy Town, where old-timey job distribution service provider eQuest has made the mother of all pivots, and the boys can't quite make sense of it (but want a hit of whatever they're smoking'). Oh, and Home Depot ends the show with a bit of sanity and common sense. Enjoy! 

The Shred is a weekly roundup of who's raised funds, who's been acquired and who's on the move in the world of recruitment. The Shred is brought to you by Recruitology.

Greg Moran is the Co-Founder and General Partner at Evergreen Mountain Equity Partners, an early stage venture firm focused exclusively on the future of work and HR related technologies. Fund 1 will allocate $20M across seed and series A, supporting founders in commercialising technology for the workforce of the future. Prior to Evergreen, Greg founded Harver (formerly Outmatch). He successfully acquired and integrated nearly a dozen companies across three continents to become one of the world's leading providers of hiring technology. Greg currently serves on the board of Harver and Truvelop, an emerging leader in modern performance management. Download the Callin app for iOS and Android to listen to this podcast live, call in, and more! Also available at callin.com

We don't quite know what Producer Jim was thinking when he thought this up. This week we have our first annual Christmas special! The holidays come but once a year and this year we have a Kiwi Danny Dyer, a carrot for Rudolph & Margaret bakes up a storm! Happy Holidays to you all! We love you all. x PM: Gareth Hughes EP: Jim Hind Artwork: @jojorickart Main theme: @shah_sings3 Christmas Jazz: @mixkit_co See acast.com/privacy for privacy and opt-out information.

Linkedin now lets users choose which type of job preferences they want to be found for. These include on-site, remote and hybrid. It's a sign that job types have permanently changed. User can now edit these settings in their profile. https://hrtechfeed.com/linkedin-adds-remote-work-preferences/ After acquiring Harver back in May, digital hiring solutions provider Outmatch rebrands to Harver and continues to develop the world's leading volume hiring solution for hourly and professional roles. The unified Harver platform will combine the capabilities of both Outmatch and Harver, creating one powerful solution purpose-built to solve the complex volume hiring challenges organizations are facing today. “Outmatch's extensive science and product capabilities, combined with Harver's dedicated volume hiring solutions, have already proven to be a truly winning combination” said Jim Trimarco, Chief Revenue Officer of Harver. “We'll move forward under the Harver brand, and together we can now provide a full-service solution that helps organizations not only overcome the challenges they face today, but also thrive in the years to come.” https://hrtechfeed.com/outmatch-rebrands-as-harver/ HiringSolved, the leader in AI-powered recruiting and talent acquisition solutions, today shared details of its newest product release designed specifically for staffing firms. Recognizing the need to make placements faster and keep talent engaged, HiringSolved expanded its solution's search and match capabilities while adding features that help staffing teams grow their business. https://hrtechfeed.com/new-features-from-hiringsolved/  QuickHire, a career discovery platform working with service workers to find job and advancement opportunities, announces an oversubscribed $1.41 million financing round, led by MATH Venture Partners. Currently, QuickHire targets workers and businesses in the metro areas of Wichita and Kansas City. The company plans to expand across the Midwest and add skilled-labor verticals in 2022.  https://hrtechfeed.com/service-industry-career-platform-quickhire-raises-1-4m-to-tackle-great-resignation/  Crosschq, maker of the Talent Intelligence Cloud™ powering data-driven hiring and people analytics, announced a strategic investment from Okta Ventures and leading HR talent executives as part of its Series A extension. The investment comes on the heels of the company's $30Mfinancing led by Tiger Global in September. https://hrtechfeed.com/crosschq-attracts-new-strategic-investment-from-okta-ventures/

Join host Adam Michalski as he interviews Drew Mohoric, Strategic Partnerships at Harver.Adam and Drew discuss the unique aspects of the HR partnership landscape, Drew's path into partnerships, and much more. Topics Covered:How Drew got started in partnershipsWhat the HR partnership landscape is likeBest practices when working with HR partnershipsWhat Drew has learned from his career in partnerships thus farWhere Drew sees the future of HR partnerships headingPartner with Harver:HarverPartner with HarverPartnership Jobs:Join Partnership Leaders as an Account ExecutiveCareers at CodaCareers at CheckrCareers at MedalliaJoin Radar as a Technology Partner Manager!Sponsors:Partnership LeadersPartneredSubscribe at www.partneredpodcast.com.Interested in joining the podcast? Reach out to hello@partnered.com.

In this episode, Linn discusses working with very large sets of pre-employment assessment data, as her company supports industries hiring large numbers of employees and needing to make fast, cost-effective, and predictive of success selection decisions.Listeners will enjoy the view from behind the scenes.For help with any leadership development work please contact ben.elman@bartellbartell.com. Please note opinions made by Ben may not represent the views of Bartell & Bartell Ltd.

It's an episode full of head-scratchers and high fivers. Oh, and a unicorn. Handshake is now in the Billionaire Valuations Club, which these days is just called another week in TA tech. Outmatch acquired Harver, which sets them up nicely for The Great Reopening, and Glassdoor wannabe Blind raised a bunch of money and even introduced a revenue model (semi-anonymity might actually work out ... or not). In the post-pandemic segment, Google's labor union keeps kicking ass, Wendy's comes up short, and UBI isn't happening anytime soon. Oh, and just shoot us for writing this, TikTok jobs is happening. Ugh. Another aural orgasm brought to you by Jobvite, Sovren, and JobAdx. 

INDIANAPOLIS — An on-demand screening platform called Qualifi which allows recruiting teams to phone interview 100s of candidates in minutes, has raised a $600,000 pre-seed investment.   The Qualifi platform enables recruiters to create seamless one-way interview experiences using audio and voice that candidates respond to over a standard phone call, eliminating back-and-forth scheduling, reducing communication times with candidates, and capturing better data to help recruiters scale screening efforts. Recruiters using Qualifi shave one week off their time-to-hire average.  “We’ve been recruiters ourselves and we spend so much time listening to our customers to understand the challenges they face, that we know exactly what they need from us,” said Darrian Mikell, CEO and co-founder of Qualifi. “This cash injection will allow us to build functionality into the platform much faster, expanding our capabilities to meet the specific needs of our customers in verticals like healthcare, call centers, and other fast-paced industries.” Founded in 2019, Qualifi grew from the accelerator and Pitch Pardi programs from Be Nimble, a social enterprise supporting the growth of black tech ecosystems.  https://hrtechfeed.com/candidate-screening-tool-launches-with-seed-investment/   Outmatch, the Hiring Experience global leader, today announced it has acquired and will be joining forces with Amsterdam-based Harver, the leading provider of volume hiring software that digitally transforms the hiring process at scale. Bolstering Outmatch’s Hiring Experience Stack™ of assessments, video interviewing, and reference checking with Harver’s one-of-a-kind platform for high-volume hiring creates an unprecedented offering that enables global enterprises to make smarter hires more efficiently. Candidates will experience a humanized, self-driven, and unbiased application process while employers capitalize on a streamlined, scalable solution that enables any high-volume hiring – from hourly to professional. “We are incredibly excited to bring Outmatch and Harver together to form a solution that disrupts the pre-hire technology industry,” said Greg Moran, CEO of Outmatch. “The high-volume hiring process continues to innovate, and technology is playing a bigger role than ever. The combination of Outmatch and Harver will make us the absolute leader in the space to navigate companies through this transition,” he added. With a combined 1,300 customers globally, the company expects to screen nearly 25 million candidates this year for some of the world’s top companies across the combined suite of solutions.  Outmatch has previously acquired Checkster, Furstperson and Launchpad making the harver purchase their fourth in the past year. https://hrtechfeed.com/outmatch-acquire-amsterdam-based-harver/ TikTok is testing a tool for brands to recruit employees, sources tell Axios.  Details: The pilot program is designed to help people find jobs on TikTok and connect with companies looking to find candidates. It's also meant to help brands use TikTok as a recruitment channel. The company is currently testing the service with a beta group of companies. Several big brands have been asked about participating, including sports leagues.  The platform isn't a product that's integrated within TikTok itself, but rather a separate web page accessible via the TikTok app where brands can post jobs, primarily entry-level listings. Users can post a TikTok video resume to the site rather than a traditional resume. The idea is for users to give an elevator pitch or work experience summary via the video in a unique way.  TikTok will ask candidates to post their resume videos to their TikTok profiles, if they wish, to help publicize the new service. https://www.axios.com/tiktok-job-hiring-tiktok-576f3b99-602c-46ac-afed-218ddf61a9ba.html Legion, a workforce management tool redefining how enterprise companies manage and empower their hourly workforces,announced a $50M Series C investment round. The company plans to use this newly secured financing to build on its momentum to increase hiring and accelerate product innovation. After a year of tremendous growth (391% year-over-year) driven by surging demand for Legion’s innovative workforce management platform, Legion’s Series C comes just nine months after the company secured a $22M Series B and brings the total amount of funding secured to $85.5M. “Our mission of turning hourly jobs into good jobs is even more critical now,” said Sanish Mondkar, CEO and founder of Legion Technologies. “With the challenges faced by every industry in the past year, employers need flexible, efficient ways to engage with – and retain – their hourly employees. Using Legion WFM, employers can optimize their operations while increasing employee engagement, resulting in increased productivity and commitment.” https://hrtechfeed.com/workforce-management-platform-gets-50m-in-funding/ According to TechCrunch, Blind has received a $37 million Series C funding round led by South Korean venture firm Mainstreet Investment along with Cisco Investments and Pavilion Capital, a subsidiary of Singapore sovereign wealth fund Temasek. The company had filed a Form D in late March for roughly $20.5 million, and the $37 million represents the final total fundraised. Blind is building what it calls “Talent by Blind,” a platform for capturing this hiring intentionality and selling it to recruiters. The goal is to transfer people whose intentions might be, say, L5 engineer at a big tech company in Seattle to a separate platform that can be used as a top-of-funnel for company recruitment efforts. https://hrtechfeed.com/anonymous-employee-app-blind-raises-37-million/ Handshake, the largest early career network helping millions of students from all backgrounds get hired and launch their careers, today announced its second $80 million round of venture financing within the past year, increasing Handshake’s investment total to $235.5 million and the company’s valuation to more than $1.5 billion. The company has more than doubled its revenue every year for the past three years, and is nearing $100 million in annual recurring revenue.  “Since leading Handshake’s Series B in 2016, we’ve been thrilled to watch the company become the clear number one way for students to find internships and jobs, and there is still so much opportunity ahead,” said Will Reed, General Partner at Spark Capital.Over the past seven years, Handshake has built a strong three-sided marketplace that focuses uniquely on the early talent sector, which includes students and other young professionals who are starting their careers and looking for an internship or their first few jobs.  Knowing that most students don’t start out with a professional network or experience-filled resume, Handshake differentiates itself from other career sites by helping all students build the relationships and skills they need to stand out, get hired and launch their careers, in-person or virtually, with no connections, experience, or luck required. Handshake brings together a network of 18 million students and young alumni …..On the employer side, there are now 550,000 companies using Handshake including 100% of the Fortune 500 https://hrtechfeed.com/handshake-lands-another-80m-in-funding/

Woensdag 12 mei vond de Recruitment Tech Monthly weer plaats, met uiteraard het laatste nieuws op gebied van recruitment en technologie. Eerste Nederlandse virtuele banenbeurs In de live-uitzending stonden we onder meer stil bij: Luuk van Neerven over de ontvangen investering voor JobotiMarieke Wehner van Sollicitatiedokter vertelt meer over de eerste landelijke, virtuele banenbeursRecruitment Tech Survey 2021 nu gratis te downloadenOutmatch en Harver bundelen hun krachtenLars Boom van Personio over het openen van een Benelux-kantoor in AmsterdamActonomy en traicie integreren in Carerix ATSEqualture strijdt met certificaten tegen discriminatie op de arbeidsmarktGratis aanmelden voor Demo_Day 2021En nog veel meer..

This episode shares the story of how a food truck turned into a brick and mortar storefront. Jacob Harver is the creator/owner of the wildly popular restaurant, Bros Fish Tacos. This business was born out of a crossroads moment in Jacob’s career and he hasn’t looked back since. Both Jacob and his wife have poured their lives into this business and are a great example of how to harness the momentum of your business and take it up a level.

Today I brought on Dee Ann Turner, former vice president of talent for Chick-fil-A and CEO of Dee Ann Turner, LLC.Dee Ann Turner is a 35-year veteran in identifying, selecting, and growing talent. She has unparalleled insight and experience in talent acquisition, career and leadership development, and organizational culture. Her second book, "Bet on Talent: How to Create a Remarkable Culture That Wins the Hearts of Customers," was named one of the best books to read in 2020 by Harver.An experienced mentor and leader teaching organizations how to find and keep extraordinary talent, Dee Ann now teaches talent how to be extraordinary. Today, she leads her own organization, Dee Ann Turner & Associates, LLC, where she widely shares her wisdom through speaking opportunities, coaching, and consulting. So as you can see, Dee Ann is going to be just awesome, and this episode is going to really help you out if you’re struggling with accepting and handling negative comments and rejection.Resources:Get more help on your applications from Let’s Eat, GrandmaSnag a copy of Dee Ann’s latest book, “Crush your Career” or purchase directly on AmazonReach out to Dee Ann via Instagram or LinkedInFollow us:Follow Chris on LinkedInCheck us out on InstagramSubscribe to Let’s Eat, Grandma’s YouTube channel for video podcast highlights See acast.com/privacy for privacy and opt-out information.

In the interview, we speak with Barend Raaff Founder & CEO Harver. Barend has a fascinating humble story. In this interview, we speak about is humble beginnings, his entrepreneurial failures, and success. What it takes to build a world-class company and what it takes to lead in times of crisis.

William Tincup & Barend Raaff

Recruitics acquires KRT Marketing https://recruitingheadlines.com/krt-marketing-acquired-by-recruitics/ Harver Lands $15 million https://recruitingheadlines.com/harver-raises-15m-in-series-b-financing/ Monday.com gets $150 million https://recruitingheadlines.com/work-management-platform-raises-150-million/ TalentGuard gets $4 million to stop turnover https://recruitingheadlines.com/talentguard-raises-4m-to-accelerate-employee-retention/ Jobble gets $11 million for gig economy marketplace https://recruitingheadlines.com/on-demand-marketplace-jobble-raises-11-million/ Beamery launches new career site features https://recruitingheadlines.com/beamery-launches-new-career-site-tools/ Talroo and Brazen https://recruitingheadlines.com/talroo-and-brazen-join-forces-to-help-reduce-hiring-friction/ Fuel50 Gets $14 million https://recruitingheadlines.com/fuel50-raises-14-million-series-b-to-transform-the-future-of-work/ Lever ads enhancements https://recruitingheadlines.com/lever-debuts-new-enhancements-in-summer-2019-product-release/ Follow Recruiting Headlines on social media: @recheadlines on Twitter Facebook Linkedin

Hij werkt voor berdrijven als Netflix, Heineken en Booking.com. Met veertien miljoen euro groeigeld in de oorlogskas is hij klaar om Amerika te veroveren. Deze nieuwe aflevering van Profile gaat over het vinden van talent en de invloed van Artificial Intelligence op ons werk van morgen. Remy Ludo Gieling gaat in gesprek met Barend Raaff, oprichter van Harver. Verkeerde besluitenJe hebt geen achtergrond als HR-professional, maar je hebt wel een softwareoplossing bedacht voor recruitment. ‘Ik heb met mijn vorige bedrijf veel samengewerkt met Randstad, waardoor ik inzicht kreeg in hoe recruitment werkt. Ook werkte ik voor een assessment-bureau, hierdoor kon ik al wat puzzelstukjes bij elkaar leggen. Met tien mensen zijn we deze wereld ingedoken met de vraag: “wat gaat er nu fout?”. Allereerst hebben sollicitanten niet altijd het juiste beeld van de organisatie. Tegenwoordig lijken alle functieomschrijving op elkaar: “jong en dynamisch bedrijf met innovatieve teamplayers die het verschil willen maken”. Plak er een ander merk boven en je hebt voor iedere organisatie dezelfde vacature. Waar komt een sollicitant écht terecht en hoe ziet zijn werk eruit? Ten tweede worden besluiten genomen op basis van data die niet voorspellend is voor succes. Iedereen heeft een universitaire studie gedaan en er iets naast gedaan. Ten derde: de leercirkel bestaat niet. Hoe gaat het met de medewerker nadat hij twee jaar in dienst is. Is hij gelukkig? Hoe doet hij zijn werk? Kunnen we dat terugplotten op de oorspronkelijke hiring decision? Business en recruitment zijn aparte eilanden waardoor deze leercirkel niet bestaat. Deze drie elementen hebben wij met Harver opgelost.' PrekwalificatieHoe werkt jullie software? ‘Het is een online platform waarmee bedrijven sollicitatie-ervaringen opbouwen. Met deze ervaringen kan je sollicitanten een écht beeld geven van de organisatie, hiervoor kunnen bedrijven video, tekst en foto's gebruiken. Terwijl sollicitanten door deze experience heen gaan, verzamelen bedrijven data die wél voorspellend zijn voor succes. Hierbij kan je denken aan persoonlijkheid, cultural-match, intelligentie, maar ook praktische zaken zoals taalbeheersing of computervaardigheden. Dat dataprofiel verwerken wij doormiddel van algoritmes en vertalen we door tot een matching-score, waardoor een recruiter beter beeld krijgt of sollicitanten het binnen de organisatie gaan redden', aldus Raaff. Wat is visie van Barend Raaff op anoniem solliciteren? En hoe is het belangrijke aspect ‘bedrijfscultuur' verwerkt in de software van Harver? Nieuwsgierig geworden? Kijk dan de hele aflevering!

Hij werkt voor bedrijven als Netflix, Heineken en Booking.com. Met veertien miljoen euro groeigeld in de oorlogskas is hij klaar om Amerika te veroveren. Deze nieuwe aflevering van Profile gaat over het vinden van talent en de invloed van Artificial Intelligence op ons werk van morgen. Remy Ludo Gieling gaat in gesprek met Barend Raaff, oprichter van Harver. Verkeerde besluitenJe hebt geen achtergrond als HR-professional, maar je hebt wel een softwareoplossing bedacht voor recruitment. ‘Ik heb met mijn vorige bedrijf veel samengewerkt met Randstad, waardoor ik inzicht kreeg in hoe recruitment werkt. Ook werkte ik voor een assessment-bureau, hierdoor kon ik al wat puzzelstukjes bij elkaar leggen. Met tien mensen zijn we deze wereld ingedoken met de vraag: “wat gaat er nu fout?”. Allereerst hebben sollicitanten niet altijd het juiste beeld van de organisatie. Tegenwoordig lijken alle functieomschrijving op elkaar: “jong en dynamisch bedrijf met innovatieve teamplayers die het verschil willen maken”. Plak er een ander merk boven en je hebt voor iedere organisatie dezelfde vacature. Waar komt een sollicitant écht terecht en hoe ziet zijn werk eruit? Ten tweede worden besluiten genomen op basis van data die niet voorspellend is voor succes. Iedereen heeft een universitaire studie gedaan en er iets naast gedaan. Ten derde: de leercirkel bestaat niet. Hoe gaat het met de medewerker nadat hij twee jaar in dienst is. Is hij gelukkig? Hoe doet hij zijn werk? Kunnen we dat terugplotten op de oorspronkelijke hiring decision? Business en recruitment zijn aparte eilanden waardoor deze leercirkel niet bestaat. Deze drie elementen hebben wij met Harver opgelost.’ PrekwalificatieHoe werkt jullie software? ‘Het is een online platform waarmee bedrijven sollicitatie-ervaringen opbouwen. Met deze ervaringen kan je sollicitanten een écht beeld geven van de organisatie, hiervoor kunnen bedrijven video, tekst en foto’s gebruiken. Terwijl sollicitanten door deze experience heen gaan, verzamelen bedrijven data die wél voorspellend zijn voor succes. Hierbij kan je denken aan persoonlijkheid, cultural-match, intelligentie, maar ook praktische zaken zoals taalbeheersing of computervaardigheden. Dat dataprofiel verwerken wij doormiddel van algoritmes en vertalen we door tot een matching-score, waardoor een recruiter beter beeld krijgt of sollicitanten het binnen de organisatie gaan redden’, aldus Raaff. Wat is visie van Barend Raaff op anoniem solliciteren? En hoe is het belangrijke aspect ‘bedrijfscultuur’ verwerkt in de software van Harver? Nieuwsgierig geworden? Kijk dan de hele aflevering!

In the British countryside, the Harver family head out on an idyllic summer camping trip where they can bury past tensions and enjoy some family bonding. But when their camp is sabotaged by... See more » Director: Charlie Steeds Writer: Charlie Steeds Stars: Kate Davies-Speak, Barrington De La Roche, David Lenik See more » --- Send in a voice message: https://anchor.fm/gruesome-hertzogg/message Support this podcast: https://anchor.fm/gruesome-hertzogg/support

HR News Flash This is your HR News Flash for the week of October 8, 2018, your weekly briefing on talent management and the world of work. To read more about related workplace topics, please visit the HR Certification Institute Blog, HR Leads Business, at HRCI.org. — Are you ready for the holidays? For businesses, preparations for the holiday dash began as early as August in the rush to attract the best seasonal employees. Retailers, hotels, restaurants and other businesses say they have more seasonal job openings than ever. And many are offering significantly higher wages than they did in 2017 to compete for talent. A survey conducted by Snag, an online job board for connecting hourly workers with jobs, finds that the average seasonal worker will earn an hourly wage of $15.40 in 2018, up nearly four dollars from 2017 seasonal wages. The competition for talent is expected to be “fierce,” employers say. More than 3-in-4 businesses report they will offer perks such as paid time off, training and development opportunities, childcare, tuition stipends, health insurance and transportation reimbursements. HRDIVE reports that many employers started early to get a jump on seasonal hires. Kohls, for example, began hiring seasonal workers in August. Harver, a pre-employment screening company, advises companies to make sure they have the resources they need to attract and onboard seasonal workers. It may be smart to hire temporary HR and recruiting professionals to handle high-volume recruiting challenges. “If your hiring team consists of just a few people,” Harver says, “the chances are high that they will struggle to keep up with hiring for the multiple seasonal vacancies in such a short time.” — In related news, recruitment robots are now helping companies win the war for talent. Chatbots, as they are known, are helping recruiters at L'Oréal improve how they process the more than 2 million applications the organization receives annually, TechTarget reports. A chatbot is an application that allows a company to simulate a text or voice conversation. Chatbots are commonly used to respond to routine tasks or questions. They are also used by companies to provide faster responses to customers. L'Oréal is using chatbot technology developed by San Francisco-based Mya Systems. The chatbot answers questions from job seekers and the transcript becomes part of the applicant tracking systems. L'Oréal says that the chatbot’s initial vetting of candidates saves the recruiters time and allows them to spend more time to focus on the most qualified candidates. — Finally, at 3.7 percent, the unemployment rate for September hit a 49-year-low. This is the lowest the jobless rate has been since the Vietnam War. With a strong labor market and economic activity on the upswing, the Fed is forecasting the economy will grow 3.1 percent this year — up from the 2.8 percent it projected in June. The tight applicant market means more competition for talent, even part-timers. Employers, HR managers and recruiters will have to be more agile and creative than ever to land top talent. — Well, that’s your HR News Flash for Monday, October 8. Thanks again for listening to the HR News Flash from HRCI. And check back next Monday morning for the latest podcast from HRCI, a leader in the certification and professional development of HR professionals. Learn more at www.hrci.org.

De afgelopen eeuwen is er weinig geïnnoveerd op het terrein van recruitment. Een mogelijke reden waarom er inmiddels veel startups mee bezig lijken te zijn. Harver is één van die bedrijven. In Top Names vertelt CEO Barend Raaff over data, ethiek, robotisering en de grootste willen worden. Category

Jorrix and Gustice Goldhammer travel to the Edo tribe to learn the secrets of Bowsinging. Okaat speaks with Harver and finds out just how dangerous he is. Burke searches for Odine... and finds someone else instead. What's Your Damage? is a D&D 5th edition actual-play podcast featuring Seattle comedians Sadie Blake, Elliott Rose, Parker Postyeni, Ryan Casey, and Chris Palmer. Heavily influenced by pop culture, bad singing, and the McElroy family of products. Find us on Twitter: @WYDpod or email us at WYDpod@gmail.com.

The team manages to stay a half-step ahead of the Vontaires in their search for Alman, dodging Harver's accusations of theft and foul play. With the aid of Castile, they formulate a plan to find and rescue the tieflings up for auction - though it seems larger troubles are brewing. What's Your Damage? is a D&D 5th edition actual-play podcast featuring Seattle comedians Sadie Blake, Elliott Rose, Parker Postyeni, Ryan Casey, and Chris Palmer. Heavily influenced by pop culture, bad singing, and the McElroy family of products. Find us on Twitter: @WYDpod or email us at WYDpod@gmail.com.  

On this week's episode, iCIMS buys a Trojan horse, Walmart adds a little sugar to make the layoff medicine go down and hiQ gets some good news regarding its epic battle with LinkedIn. You don't want to miss a second, but if you do, we can still be friends. What else? Here you go: Harver gets $4.2 million to bring unbiased hiring to the masses Iceland makes a certain employment practice illegal Walmart has its cake and wants to eat it too (not so fast!) Shoutouts to Sling, Monster, and the #ChadCheese faithful … and much more. Tune in for free now! Give all your money to our sponsors instead: Sovren, America's Job Exchange, Ratedly, Nexxt and Catch 22 Consulting.

In this episode, the instructional designers from Academic Innovation (Celia Coochwytewa, Jinnette Senecal, Aaron Kraft, and Steven Crawford) explore the use of portfolios in higher education courses and programs. They will also evaluate and differentiate the use of portfolios in various integration models. Transcript: https://www.dropbox.com/s/t55mhnpkvsbwxin/InstructionByDesign_Season02Episode10_ExploringtheImplementationofDigitalPortfolios.pdf?dl=0 Resources from the episode: * Batson, T., Coleman, K.S., Chen, H. L., Watson, C. E., Rhodes, T.L., & Harver, A. (Eds.). (2017). Field guide to eportfolio. Washington, DC: Association of American Colleges and Universities. * “EPortfolios” https://www.aacu.org/eportfolios

In deze aflevering van mijn podcast weer eens een startup met een zuiver succesverhaal. Ik praat met Barend Raaff van het bedrijf Harver, dat de enorme inefficiënties te lijf gaat die in de onderkant van de arbeidsmarkt blijken te bestaan. De producten van Harver maken niet alleen het recruitment proces voor de werkgevers efficiënter, maar zorgen er ook voor dat het voor de sollicitanten een aangenamere ervaring is. Het gaat hard: het systeem verwerkt nu een miljoen sollicitaties per jaar, en internationale expansie is aan de gang. Barend vertelt wat daar bij komt kijken, hoe het bedrijf ontstaan is, en waar hij naar toe wil. Ik hoop dat je zijn verhaal net zo inspirerend vind als ik.