Podcasts about hiretual

Early this month, at an event for analysts, news media, customers and others, the artificial intelligence-powered global talent platform formerly known as Hiretual announced that it had renamed itself hireEZ. I enjoyed attending virtually and learning the rationale for the name change. We also heard details around the $26 million in venture capital that hireEZ noted it had just raised to help drive the objective of the rebrand: becoming the first vendor to define outbound recruiting as a market segment. Following the event, it seemed natural to invite hireEZ CEO Steven Jiang and Head of Marketing Shannon Pritchett to the #HRTechChat video podcast. “We chose to rebrand to align with our company's mission to create a new category,” Jiang said, during the podcast. “Our mission is to make outbound recruiting easy. We want to make it easy for recruiters to bring jobs to people. Our vision, three words, is ‘jobs find people.'” Outbound recruiting itself is a collection of practices that have surfaced over the past several years. This market alert we published on the development delves into things. Suffice it to say, outbound recruiting is the yin to inbound recruiting's yang…. Once a novel idea made possible by the then-novelty of the Internet, inbound recruiting is the idea that you can use the web as a fast way to attract large numbers of candidates to apply to your open jobs. This has its benefits. In contrast, think of outbound recruiting as a return to classic headhunting, but now aided by marked evolution in technologies such as AI and the cloud — and the Internet, of course. Within the external online environment, recruiters are better able to find and choose their targets. It is now possible for organizations to identify and approach right-fit candidates online for open requisitions and, thus, spare themselves the tedious task of sifting through a slew of information on candidates that found their way into the applicant tracking system. A thorough search may be impossible in the ATS. And it's hit-or-miss on who, among these candidates in the database, may or may not be good matches anyway. Outbound recruiting is far more efficient, and recruiters with the means to do so have increasingly been deploying it, in bits and pieces, as essential arrows for their quiver. “We've evolved into a more candidate-centric, candidate experience model,” Shannon said. This is where the pinpointed, 1:1 nature of outbound recruiting comes into play, and that means to do so is where hireEZ enters the equation. The vendor's technology already supports all five pillars of outbound recruiting: AI sourcing; robust, searchable data; email automation; diversity, equity and inclusion; and system integration. During the podcast, Steven, Shannon and I dove deeply into the details of these five pillars, which the aforementioned market alert also describes. Against the backdrop of The Great Resignation and a job market that looks like it's going to be topsy-turvy for the long term, what hireEZ is doing in the recruiting space is remarkable, really. What struck me most, possibly, is around something Steven said. He noted that, for recruiters to embrace outbound recruiting, they must internalize a fundamental shift in mentality. Inbound recruiting remains a piece of the puzzle, yes. But the passivity associated with waiting for candidates to pour in is incompatible with outbound recruiting, whose ethos is proactive, can-do, recruiting with intentionality. The talent acquisition departments that deploy outbound recruiting the most successfully will commence all their recruiting activities with an outbound mindset first, with inbound activities playing a supporting role in their pursuit of the objective.

If you're looking to understand the recruitment landscape during the 2022 installment of The Great Resignation or if you want to up the level of diversity in your organization, this podcast episode is for you. Listen and learn practical techniques and strategies you can use to attract, source, and hire diverse candidates during this unprecedented time of talent mobility.Bill's guest this time is Keirsten Greggs, founder and CEO of TRAP Recruiter LLC, a recruiting consulting and career coaching firm. With over 20 years of experience in talent acquisition, she's passionate about helping organizations attract, select and retain the best people, including underrepresented candidates, as well as helping job seekers find their voice in the hiring process.With over 20 years of experience in Talent Acquisition, she's known around the industry. Add that to being featured as an expert by ERE, InHerSight, Diversity Jobs, Hiretual, Talview, TechTarget, BBC World Service Radio, MadameNoire, Fast Company, and SiriusXM Urban View.Questions Include:* Can you explain your passion for recruiting?* How has The Great Resignation made the job of recruiters and TA pros more difficult?* How are recruitment and talent acquisition different? * How important is the role of sourcing to finding top candidates? * What are your top diversity recruiting strategies to achieve true DEI in the workplace? We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast, and Iceni Media Inc.  

The world of employment took a break from crowning unicorns this week, and that's just fine with Chad & Cheese, who have gotten a little tired of taking the crazy pills on such a regular basis. In its place, Hiretual has a new brand and new money in the bank, Woven took a Series A, Bullhorn created an investment arm, the NFL has a race problem (still), Home Depot is hiring too fast or not fast enough? ...and finally. OnlyFans has another termination (allegedly) to add to its portfolio. This time, a cop. You have the right to remain sexy unless it steps on our Puritan sensibilities.  Take some crazy pills and enjoy!

The world of employment took a break from crowning unicorns this week, and that's just fine with Chad & Cheese, who have gotten a little tired of taking the crazy pills on such a regular basis. In its place, Hiretual has a new brand and new money in the bank, Woven took a Series A, Bullhorn created an investment arm, the NFL has a race problem (still), Home Depot is hiring too fast or not fast enough? ...and finally. OnlyFans has another termination (allegedly) to add to its portfolio. This time, a cop. You have the right to remain sexy unless it steps on our Puritan sensibilities.  Take some crazy pills and enjoy!

Sourcing platform Hiretual is now HireEZ and they just received a new influx of $26 million in new funding. The company which is based inMountain view California held a relaunch party this week which I attended.  The funding was led by Conductive Ventures, and the new rebrand reflects their new mission: to make outbound recruiting easy.  https://hrtechfeed.com/hiretual-is-now-hireez-raises-26-million/ SmartRecruiters, the Hiring Success company, today announced the acquisition of Attrax, an industry-leading provider of career site software that lets companies build engaging, personalized career sites. The acquisition will result in an integrated offering, SmartRecruiters Attrax, designed to help customers build data-powered, curated career sites that enhance the candidate experience and improve hiring outcomes. SmartRecruiters Attrax is available immediately for SmartRecruiters customers. https://hrtechfeed.com/smartrecruiters-acquires-career-site-company/ LumApps, a leading Employee Experience Platform, today announced that it has signed an agreement to acquire HeyAxel, a powerful no-code HR automation and employee onboarding solution. The acquisition builds upon LumApps' continued growth and promises to accelerate the delivery of LumApps' unique vision: an entirely personalized experience for each employee. https://hrtechfeed.com/lumapps-to-expand-its-employee-experience-platform-with-acquisition/  Phenom today announced its acquisition of Tandemploy, a Berlin-based HR tech company focused on solving key problems associated with employee experiences. This addition enhances the capabilities of Phenom's AI-powered Talent Experience Management (TXM) platform and grows the company's presence in Europe. https://hrtechfeed.com/phenom-acquires-employee-experience-company-in-berlin/ Bullhorn®, the cloud computing company that helps staffing and recruiting organizations transform their businesses, today announced the launch of Bullhorn Ventures, a dedicated corporate venture capital resource that will invest in and partner with high-potential, early-stage companies focused on helping staffing and recruiting firms improve operational efficiency and boost top-line growth. Bullhorn Ventures will launch initially with $20 million allocated for investments. https://hrtechfeed.com/bullhorn-ventures-launches-to-fund-staffing-startups/

Episode 517 - Leveraging Outbound Recruiting to Compete for Talent Hosts: Steve Boese, Trish McFarlane Guests: Steven Jiang and Shannon Pritchett, HireEZ (formerly Hiretual) This episode of the HR Happy Hour is brought to you by Paychex, one of the leading providers of HR, payroll, retirement, and software solutions for businesses of all sizes.  Financial capital has long been established as a key driver of business performance, but today, business leaders are increasingly recognizing the importance of their human capital in driving success. Download Paychex's latest guide to discover why breaking down the silos between HR and finance can result in better business strategy and growth, as well as 14 simple HR metrics your teams should be tracking, and why.  To download the e-book, visit payx.me/FDMresearch.   This week, we met with Steven Jiang, CEO and Co-Founder, and Shannon Pritchett, Head of Marketing and Community, from HireEZ to discuss the leave and wellness revolution and how caring for your employees has taken on a whole new power. - What are the problems facing recruiters today? - Why outbound recruiting is the new future - Hiretual's rebranding - introducing HireEZ Thank you, Steven and Shannon, for joining the show today!  Remember to subscribe to the HR Happy Hour wherever you get your podcasts. 

The Shred is a bite-sized bit of recruitment news to help make sure you're in-the-know, even if you're on-the-go. The Shred is brought to you by Recruitology.

On episode 95 of The HR Famous Podcast, long-time HR leader Tim Sackett is joined by HireEZ's (formerly Hiretual) CMO, Shannon Pritchett, to discusses Outbound Recruiting strategies and the real struggles of modern TA. Listen below (click this link if you don't see the player) and be sure to subscribe, rate, and review (Apple Podcasts) and follow (Spotify)! SHOW HIGHLIGHTS: 1:15 - It's a Tim solo pod today! He is joined by special guest Shannon Pritchard. She is the Head of Marketing from HireEZ (formerly Hiretual).  6:30 - Tim notes that in marketing, we often don't devote enough resources to building communities when that could be a great strategy for the longevity of a business. Shannon notes that this is something that HireEZ (formerly Hiretual) has learned from being at a start-up.  9:15 - Tim asks Shannon to explain what HireEZ is to those who might not know. Shannon notes it's an outbound recruiting process. They want to bring in automation and AI to speed up the recruiting process.  10:00 - Tim discusses how the modern recruiter will say the most difficult part of their job is finding talent. He says that it's not really the hardest thing but it's getting talent to respond to you and talk about your position.  12:00  - You heard it here first! Hiretual will now be known as HireEZ.  15:00 - Shannon notes that they're giving referral bonuses for interviews. 17:30 - Tim tells a story about how a TA leader took several months to get back to him from a LinkedIn message. What are they doing?? 20:00 - Tim says that some TA leaders will ask him if they should hire another recruiter or add more tech. He says they will probably need both.  23:30 - Shannon says that it's important to not stop advertising but to reinvest in outbound tactics.  25:00 - Tim asks Shannon to discuss the mini-conference HireEZ is hosting in Mountain View this week. They're calling it Outbound RecruitCon. It's only an hour long! 26:50 - Tim thinks the future of TA may be having an inbound team and an outbound team.  30:00 - Tim says that he doesn't see himself in a corporate TA role in the future but he would set up an inbound and outbound team if he were in that role.  36:30 - You can find Shannon on Twitter @sourcingshannon and check out HireEZ.com!

Steve Jiang, CEO, and co-founder of Hiretual, a leader in AI-powered recruitment software, joins me on Tech Talks Daily. Steven's background is far from ordinary. From growing up in a small rural town in China to becoming a pioneer leader in his industry, he always possessed a steadfast dedication to differentiate himself from his peers - leading him to build an innovative company in his own vision. As companies around the country experience the crisis to find candidates for their job openings (9.3 million job openings, to be exact), now more than ever is the time to find the right tools to help fill the gap. I learn more about how Hiretual's software can help transform the recruiting process for companies across the board – it has even become a key resource for those in the recruiting and sourcing industry by helping businesses cut their sourcing time by as much as 80%. Steven shares why AI is helping the post-pandemic hiring market, his experience in the technology and recruiting industry, and the story behind the creation of Hiretual.

Shannon Pritchett, Head of Community at Evry1, powered by Hiretual, has a diverse background in community development and management, training, recruiting, sourcing, coaching and journalism. She joins DriveThru HR host Crystal Miller Lay on Evry1's LAUNCH DAY to talk about what's been keeping her up at night. Join us LIVE at 12p CT or catch the convo on the replay

This week: Indeed and financial platform Fundbox form a partnership. Hiretual updates pricing, functionality. And more.

This is the first episode in a series of shows that will focus on how companies can build intentional People first cultures. My first guest in Shannon Brodie from DTE and her company was listed in the top 20 companies in the US by a recent Gallup survey. In this episode, Shannon shares:

In this episode, we discuss the functionality and resourcefulness of Hiretual in the process of branding, marketing, and sourcing of talent.   Check out the following links to get more details about Hiretual:  Website: https://hiretual.com/  2021 Recruitment Outlook Report: https://explore.hiretual.com/2021-recruitment-trends Upcoming webinar on May 13, 2020: https://explore.hiretual.com/think-like-a-marketer 

Winona Rajamohan and Keke Mcclaney join me for this episode to talk about Hiretual. I am so honoured to have Hiretual as a sponsor, and I look forward to working with them for a long time. Hiretual was made by recruiters for recruiters and is the candidate search and data engine for your sourcing and recruiting efforts. Integrate with your tech stack for a complete top-of-the-funnel solution — source across 750M+ profiles, engage with personalized campaigns and rediscover lost profiles in your ATS. Winona and Keke discuss their stories on how they joined the team at Hiretual, what they love about the team and communities they have created, and I get them to share what they would tell their younger selves as young women of colour. Listen as they set the record straight on that one misconception that people have about recruiters that drives them crazy. Resources: Uncomfortable Conversations with a Black Man - Emmanuel Acho The Existentialist's Survival Guide: How to Live Authentically in an Inauthentic Age Beloved Connect with Winona and Keke on LinkedIn Check out Hiretual

Jonathan Kidder - the "Wizard Sourcer" is back! He's published two books since we last spoke - "Top Talent Sourcing Tools for Recruiters" and "A Guide to Diversity Talent Sourcing”In this episode of Recruiting Trailblazers - Marcus quizzes Jonathan on Top Talent Sourcing Tools for Recruiters - the tools he recommends for different aspects of the job.Episode Highlights1:25- Introduction2:07- The inspiration and reason behind Jonathan’s book4:08- Evernote as a great tool for LinkedIn 5:30- Evernote and its integration on LinkedIn6:32- Top few ATS tools recommended for an agency or in house6:39- Loxo and its different integrating features 7:23- Airtable, a great personal ATS tool for in-house, plus Greenhouse, Jobvite and Salesforce8:57- People search engines - PeoplePro, Spokeo, ZoomInfo 11.30- Free tools: Free People Search Intellus Peoplesmart 12.00- Contact finding extensions: Hiretual, Seekout purchase from PeoplePro and Spokeo13.00 Lusha, Nymeria, Improver, Swordfish (get the book - there are loads!)14:20- LinkedIn and how they view these tools15.25 - Connectifier, TalentBin16:43- Candidate outreach tools and email automation - primer on outreach18:00- Take the time to personalize emails!19.50- What percentage of messages are personalized?21:43- Gem and its features as a top candidate outreach tools22:19- Intersellar and its integration24:34- Sourcewhale and its integration25:03- The power of InMails - great for follow ups.27:35- Recommendations of things for people to automate in order to save time and remain safe on LinkedIn28:44- Tools to reach 1st degree connections MyRobot.works, Machinesourcer, PhantomBuster)30:20- PhantomBuster and the meaning of web scraping and how it works32:01- Recommended Boolean Generators-Recruitin.net33:39- Email tracking tools- Saleshandy35:00- Writing tools -Textio, Joblint, Gender Decoder, Graammarly36:50- Scheduling tools -Calendly, Mytime, Setmore, Appointlet38:44- How to get the book (Top Talent Sourcing Tools for Recruiters)40:00- An overview of the second book “A Guide to Diversity Talent Sourcing”42:26- Conclusion

Link with Winona Rajamohan here: https://www.linkedin.com/in/winonarajamohan/

Sponsored by Cronofy.com the interview scheduling tool. Stories from HRtechfeed.com This Week; GenerationHired launches interships portal Hiretual adds diversity features Hibob lands $70 million Recruiter.com to acquire OneWire

In this episode, we discuss how recruiters can leverage social media and attract talent from LinkedIn and Facebook.  Stay tuned for the Bonus at the end of the podcast.        To learn more about Hiretual and get access to YOUR FREE basic account and chrome extension, click this link: https://app.hiretual.com/invite/darrelljames-SCntRR    To get your FREE copy of the eBook, Managing Bias in the Recruitment Process, click this link: https://explore.hiretual.com/managing-bias-in-recruiting 

In this episode, we discuss the 6 best practices for sourcing diverse talent.  Stay tuned for the Bonus at the end of the podcast.        To learn more about Hiretual and get access to YOUR FREE basic account, click this link: https://app.hiretual.com/invite/darrelljames-SCntRR    To get your FREE copy of the eBook, Managing Bias in the Recruitment Process, click this link: https://explore.hiretual.com/managing-bias-in-recruiting 

Brianna Foulds serves as the AVP, Talent Systems, Operations & Acquisition for Cornerstone OnDemand a familiar brand if you are in the industry.... She has more than 15 years of experience in technology, hospitality, engineering and manufacturing, and retail. At Cornerstone, Brianna leads a global team and supports the product team in the ideation and advancement of Cornerstone’s software. Prior to Cornerstone, Brianna served as the Head of Talent Acquisition for Oakley and worked in recruiting at California Pizza Kitchen. TOPICS What has life been like recruiting and hiring in 2020? Most challenging part of all this from a recruiting standpoint? What's it been like to recruit/manage virtually? How do you onboard virtually? What will be the lasting effect of all this virtual recruiting...any thoughts Walk us through your recruiting tech stack. What do you have in place? We use our own Cornerstone platform with recruiting system partners Paradox, LinkedIn, Hiretual and Mathison.io.  Have you seen an increase in job apps due to the pandemic or have things been fairly steady? How do you pitch people on coming to work for CSOD? What changes to tech or branding will you make next year?

In this episode, we are providing a teaser for the new eBook, “Managing Bias in the Recruitment Process.”  This was a project that was done in conjunction with the Hiretual.     To get your copy of the eBook, click this link: https://explore.hiretual.com/managing-bias-in-recruiting    To learn more about Hiretual, click this link: https://app.hiretual.com/invite/darrelljames-SCntRR 

Looking for tools and sites to make your hiring more diverse? This is the episode for you. African Americans: BlackJobs.com, Black Tech Pipeline, BlackTechJobs, HBCU 20x20, HBCU Career Center, HBCU Connect, Mathison Criminal Histories: 70MillionJobs, 70 MillionStaffing, HonestJobs.      Disabled Persons: AbilityJobs, GettingHired Diverse Professionals (general): Americas Job Exchange, Blendoor, Circa, Diversityjobs.com, DiversityInc, EmployDiversity, Entelo Diversity, eQuest, Hiretual, HRdiversifyd, Incluzion, Jobwriter, Joonko, Jopwell, Mathison, Professional Diversity Network, Seekout, Talvista, The Diversity Dashboard, Unbias Me, WorkplaceDiversity, TapRecruit, Textio. Latin/Hispanic: LatPro, Hispanic Alliance for Career Enhancement (HACE) LGBT: Include.io, LGBTconnect, OutProNet. Veterans: VetJobs, RecruitMilitary, Military.com        Native Americans: NativeAmericanJobs.com Women: CareerContessa, FairyGodBoss, InHerSight, International Association for Women, The MOM Project, Women For Hire, Hire Tech Ladies, Power to Fly, Women Who Code Sponsored by Adzuna and Emissary Download the ebook of diversity hiring tools here: https://www.rectechmedia.com/ebooks/diversity-hiring-tools-spreadsheet

Jonathan Kidder: The Wizard SourcerIn this episode, Marcus Edwardes speaks with Jonathan Kidder, otherwise known as the “Wizard Sourcer”. He is currently working as a tech recruiter for Amazon, and his blog, Wizard Sourcer, has become one of the leading knowledge resources for recruiters online.Listen in as Jonathan unloads a treasure trove of advice on the current sourcing and recruiting landscape, including best practices to keep in mind when reaching out to potential candidates. He also gives us his favorite tools and platforms for prospect databases, customer engagement, and automation, as well as a primer on his own free browser extension, Recruiter Wand.What You’ll Learn in This Episode:● [1:49] How sourcing has evolved over the past five years● [3:45] Looking for candidates versus engaging with candidates● [4:52] Do all good recruiters make good sourcers, and vice versa?● [5:44] Is automation disadvantageous to the recruiting process?● [8:43] Jonathan’s process as a technical recruiter at Amazon● [15:30] What are some alternatives to LinkedIn?● [21:24] Why InMail is losing steam● [22:59] The best way to utilize texting● [26:00] Using video to connect with prospects● [27:26] Examples of candidate engagement platforms● [31:28] How Jonathan built his brand with Wizard Sourcer● [33:48] Jonathan’s other favorite platforms● [38:36] The four levels of automation and examples of automation tools● [40:39] What is Jonathan’s browser extension, Recruiter Wand?Key quotes:● “Sourcing, as a whole, when it first started, was focused on lead generation. It’s changed in recent years as some teams do the full cycle process while others have sourcers and as well as recruiters to take over at some point in the process. More than ever, sourcers do now communicate and engage candidates and start them on the process.”Resources Mentioned:● The most complete database of tech people: Human Predictions● Build better business relationships with video messaging: BombBomb● Candidate engagement platforms: Hiretual, SeekOut, Lusha, Gem, Lemlist, Interstellar, Sense● A new candidate interviewing platform: Honeit● Get matched directly with active talent: Hired, Vetterly, AmazingHiring● Automation tools: Phantombuster, IFTTT, Zapier● Jonathan’s free browser extension to create auto-filled emails: Recruiter Wand

Launches, layoffs, and Joblists. This week's episode has it all. Throw in Google launching job search app, at-work porn, and you've basically got Christmas in August. You're welcome. Oh, almost forgot Hiretual got money and Mya's reorganizing. Enjoy another solid effort by the boys, as always, powered by Sovren, JobAdx, and Jobvite.

Hiretual Funding https://hrtechfeed.com/hiretual-raises-13-million-series-b/ Joblist Launch https://www.jobboardsecrets.com/2020/08/17/san-francisco-based-joblist-is-the-new-kid-on-the-block/ Brazen/WayUp https://hrtechfeed.com/brazen-wayup-partner-to-elevate-diversify-modern-campus-recruitment/ Cornerstone https://hrtechfeed.com/cornerstone-virtual-conference-set-for-sept-16-17/

If you are just getting started in recruiting/sourcing, or are a seasoned vet, you may or may not know about Chrome extensions. This is an introduction to these wonderful time savers and why you should use them in recruiting. We go over a few free products here to get you started. 

Zoho Recruit adds Slack Integration Clinch acquired by PageUp Jobcase could be valued at 1 billion Seek invests in JobandTalent Sponsored by Hiretual.com

Nihn Tran is the Chief Relationship Officer of Hiretual.    In this episode, you will discover the following:   A brief overview of Hiretual.    The current status of how AI and Machine Learning impacting Recruiting.   The future of AI and Machine Learning in Recruiting and what impact will Hiretual have in the movement.   How will AI and Machine Learning help and/or hurt Recruiting Professionals.  Recommendations for recruiters to prepare for the evolution of AI and Machine Learning in the future.  For more information visit https://hiretual.com/. Email Darrell at djames@jamesjordanllc.com 

Sponsored by Hiretual.com Symphony Talent Acquires SmashFly https://recruitingheadlines.com/symphony-talent-acquires-smashfly/ Professional Network for Women in Tech Raises $1.1. Million https://recruitingheadlines.com/professional-network-for-women-in-tech-raises-1-1-million/ CareerBuilder to sponsor WWE Wrestling https://recruitingheadlines.com/careerbuilder-to-sponsor-wwe-wrestling/ Greenhouse Launches Customer-Preferred Partner Program https://recruitingheadlines.com/greenhouse-launches-customer-preferred-partner-program/ Latest Workplace Happiness Index is Out https://recruitingheadlines.com/latest-workplace-happiness-index-is-out/ Join the RecTech Media Insider Program! https://www.rectechmedia.com/insider Follow Recruiting Headlines on social media: @recheadlines on Twitter Facebook Linkedin

Jeff interviews Ninh Tran, Co Founder at Hiretual to discuss how Hiretual is using AI to screen and recruit talent for major companies and organizations. Ninh will discuss hiring trends, the talent recruiting process, and how individuals can improve online reputation and presence. He will also discuss the skills gap that you can actively work on to increase your market value and become more competitive for recruiters.Some topics covered by Jeff and Ninh include:the nature of online recruiting, how it has evolved over time, and how his company helps organizations in talent search. (1:30)emergent opportunities in fast-growing fields. (6:15)which professional characteristics and skills of individuals are most in-demand by recruiting organizations he works with. (10:20)Ninh's views on the future of HR. (12:35)Ninh's advice for those who want to get recognized and be more highly valued in the online job market (15:30)the do’s, don’ts, and merit of using videos in recruiting. (19:15)Ninh's passions and personal goals about and how it impacts his life and work. (24:40)Learn more about Hiretual at https://hiretual.com/ and learn more about this podcast and Jeff Saperstein at InterconnectedIndividuals.com.

Special thanks to Hiretual.com Job Site neuvoo Receives $53 Million Dollar Investment https://recruitingheadlines.com/job-site-neuvoo-receives-53-million-dollar-investment/ Checkr Fuels Platform Development with $160 Million in New Funding https://recruitingheadlines.com/checkr-fuels-platform-development-with-160-million-in-new-funding/ D&I Platform Joonko Raises $2.4 Million https://recruitingheadlines.com/di-platform-joonko-raises-2-4-million/ Incredible Health’s hiring platform for nurses gets $15M led by Andreessen Horowitz https://recruitingheadlines.com/incredible-healths-hiring-platform-for-nurses-gets-15m-led-by-andreessen-horowitz/ ENGAGE Talent Debuts New Alumni Engagement Tool https://recruitingheadlines.com/engage-talent-debuts-new-alumni-engagement-tool/ MarketerHire Announces $1 Million Seed Round https://recruitingheadlines.com/marketerhire-announces-1-million-seed-round/ Phenom People Now Integrates with SmartRecruiters https://recruitingheadlines.com/phenom-people-now-integrates-with-smartrecruiters/ Wethos Gets $3 Million to Match Marketing Pros to Non-profits https://recruitingheadlines.com/wethos-gets-3-million-to-match-marketing-pros-to-non-profits/ Follow Recruiting Headlines on social media: @recheadlines on Twitter Facebook Linkedin  

Special thanks to Hiretual.com First Up CultureAmp Receives $82 million in funding https://recruitingheadlines.com/culture-amp-raises-82m-to-double-down-on-the-people-culture-space/ HireVue to get New Investor https://recruitingheadlines.com/hirevue-receives-another-investment/ JazzHR launches HR marketplace https://recruitingheadlines.com/jazzhr-launches-marketplace-to-expand-customers-hr-capabilities/ Stoke raises $4.5 million https://recruitingheadlines.com/stoke-raises-4-5-million-to-help-companies-tap-into-the-growing-freelance-workforce/ TripleByte expands blind recruitment tool https://recruitingheadlines.com/triplebyte-expands-its-background-blind-recruiting-platform-to-take-on-linkedin-in-hiring-technical-talent/ Follow Recruiting Headlines on social media: @recheadlines on Twitter Facebook Linkedin

Special thanks to our sponsor, Hiretual.com Jobsoid released a new job description library  https://recruitingheadlines.com/jobsoid-releases-a-free-job-description-builder/ Jobsoid, an award-winning applicant tracking software, focused on simplifying recruitment, recently released a Job Description Builder with an online library of customizable job description templates, available for free on their website at https://resources.jobsoid.com/job-descriptions. With the Free Job Description Builder, hiring managers will now be able to quickly draft that perfect job description with minimal effort. They can choose a template from the online library of over 500 ready to use job descriptions, customize it and kick start their recruitment in a matter of minutes. The library is meticulously crafted by HR experts from the industry and contains templates which are clear, concise and cover the precise points necessary to attract the right talent for the job. The Free Job Description Builder by Jobsoid will help hiring teams to: Choose an existing job description template and customize it to suit their own requirements Choose points from multiple templates to write a better job description Draft desired job descriptions and post them on multiple channels in one click Post various job descriptions for different industries on job boards directly, using Jobsoid Download the customized job description in PDF format and save it for recruitment records Gusto Raises $200 Million for its SMB HR software platform https://recruitingheadlines.com/gusto-raises-200-million-for-its-smb-hr-software-platform/ SAN FRANCISCO–(BUSINESS WIRE)–Gusto, the people platform that helps small businesses take care of their teams, today announced that it has raised $200 million in Series D funding. Leading late-stage investor Fidelity Management & Research Company, and the dedicated sustainable investor Generation Investment Management, joined existing Gusto investors Dragoneer Investment Group, General Catalyst, and those advised by T. Rowe Price Associates, Inc. in the round. “As Gusto continues to scale, we’ve been intentional about choosing investors that optimize for the long term. We’ll be building Gusto for decades, and our goal is to be a durable and sustainable business,” said Josh Reeves, Gusto CEO and co-founder. “Fidelity and Generation share our belief that the best business model is to align the success of your customers with your own success.  Currently, only 50 percent of small businesses in America make it past year five. This is unacceptable, and we’re here to change that. Gusto is committed to increasing the durability of small businesses everywhere by helping them build great places to work where their employees thrive.” The investment will be used to double down on research and development as Gusto continues the expansion of the company’s people platform, enabling small business owners and operators to onboard their employees, pay them, provide health insurance, and support their teams all in one integrated solution. Gusto will also continue growing its team in Denver, San Francisco, and New York.   Toast acquires restaurant HR software platform https://recruitingheadlines.com/toast-acquires-stratex-to-simplify-hr-for-restaurants/ Toast, the fastest-growing restaurant management platform in the U.S., today announced it acquired StratEx, a leading provider of HR and payroll software for restaurants. StratEx’s HR software and consulting services help restaurants automate applicant tracking, scheduling, payroll, benefits, and labor law compliance. “At Toast, we know that for a restaurant to be successful it often starts with recruiting and retaining a great team, yet many restaurants wrestle with employee turnover that can exceed 70 percent,” said Chris Comparato, CEO of Toast. “By adding StratEx to the Toast Platform, we can better support restaurants of all sizes in simplifying HR, payroll, and talent management on a platform that works seamlessly with Toast and our technology partner ecosystem.” As a result of the acquisition, the former StratEx product is now part of Toast Payroll & Team Management, an all-in-one HR solution built specifically for the restaurant industry. Designed to seamlessly work with Toast Point of Sale, the solution automates employee onboarding, accurately tracks hours across locations, streamlines payroll, and simplifies compliance for restaurants of all sizes. “We’re passionate about the restaurant industry and helping our community of restaurateurs succeed in today’s dynamic – and often challenging – labor market,” said Adam Ochstein, CEO of StratEx. “In Toast we discovered a partner that is equally as passionate about the restaurant community. Joining forces allows us to accelerate investments in our platform and build new employee-facing products that will allow restaurants running on Toast to attract, hire, and retain great teams.”   Staffing software tool Top Echelon has been acquired Top Echelon Network, LLC, a leading provider of applicant tracking system (ATS) and split-placement network software, today announced that it has been acquired by SageLink Capital, a leading investment firm focused on enterprise software and technology-enabled businesses. Following the acquisition, the Company has been rebranded “Top Echelon Software, LLC.” “We’re thrilled to partner with SageLink Capital and look forward to the number of ways that they will help us better serve the needs of our customers, grow our company, and expand our team,” said Top Echelon CEO, Mark Demaree. “This signifies the next chapter in Top Echelon’s mission to become the leading mid-market ATS provider.” Top Echelon’s flagship ATS product, Big Biller, provides recruiters a software-as-a-service (SaaS) workflow management system for the talent acquisition process, including tools for resume import and parse, job application collection, resume search, comprehensive reports, job board publication, job websites, analytics, and workflow customization. The Company’s split-placement offering is a network platform where recruiters share candidate and job order information online where one recruiter provides the candidate for another recruiter’s job order. Top Echelon serves more than 1,700 customers across North America.   RChilli Launches New Deep Learning Parsing Module SAN RAMON, CALIF. (PRWEB) JULY 24, 2019 RChilli believes in the continuous development of its products to provide world-class technology solutions to its customers. After years of research in AI, NLP, and machine learning, RChilli is proud to announce the launch of its new deep learning parsing module. The users will witness better search results with an improved extraction and smarter identification of resume data. Also, there is a remarkable improvement across the data fields and a significant decrease in error rates. Adopting deep learning technology also builds a path for faster release of languages. The dream of providing advanced parsing with deep learning technology comes true with this new achievement. Deep learning is a game-changer in the HR tech industry. It processes a large amount of text data through algorithms. With the capability of self-learning, it automatically learns the representation of similar words. Follow Recruiting Headlines on social media: @recheadlines on Twitter Facebook Linkedin

Special thanks to Hiretual.com our sponsor! TMP acquires Perengo https://recruitingheadlines.com/tmp-worldwide-acquires-programmatic-platform-perengo/ BuiltIn gets $22 million https://recruitingheadlines.com/tech-network-built-in-gets-22-million-in-funding/ AlloyO teams up with ICIMS https://recruitingheadlines.com/allyo-partners-with-icims/ HiringSolved releases Prophet II and Prophet Pro https://recruitingheadlines.com/hiringsolved-modernizes-candidate-sourcing-with-prophet-ii-prophet-pro/ LoopFlow’s private text messaging app https://recruitingheadlines.com/loop-flow-is-new-private-text-messaging-platform-for-the-recruitment-process/ Follow Recruiting Headlines on social media: @recheadlines on Twitter Facebook Linkedin  

En este episodio hablé con Oriana Muñoz Tallaferro, Venezolana, Ingeniera Industrial con un master en administración y dirección de empresas de Berkeley. Estratega de ventas para Hiretual. Hablamos de su cambio de ingeniería a finanzas, su trabajo en Google, las diferencias entre trabajar en corporaciones grandes y startups. Asi como recomendaciones para crear una carrera profesional en un startup. Conéctate con Oriana Muñoz vía linkedin: Oriana Carolina Muñoz Tallaferro Notas del Programa: 01:00 – Dando la bienvenida a Oriana Muñoz01:50 – Acerca de Oriana03:30 – Cambio de Ingeniería industrial a finanzas empresariales Ingeniería Industrial es muy amplia con un poco de química, mecánica y sistemas,  y al final de la carrera existe la posibilidad de especificarse en lo que uno quiera. A nivel gerencial de procesos, se ocupa de la optimización de recursos de tiempo, dinero, personas y tecnología.  Utilizó esto como un puente para conectar todos sus conocimientos con la expansión, buscando la manera de encontrar sponsors o dinero para llegar a los objetivos. Oriana opina “El objetivo final no es necesariamente lo que tenés en la cuenta, sino el impacto que vas a ser”, y es así como comenzó en finanzas con su primer trabajo haciendo una pasantía en el laboratorio GSV Labs, expuesta al modo en que se trabaja con emprendedores, propuestas de venta y modelos de negocio. 05:52 – Aplicando a Google y distintos lugares. Manera en que Google se contactó con Oriana06:46 – El trabajo de Oriana en Google En Google, Oriana trabajó en eventos para el departamento de Cloud, como consultora de miles de pequeñas y medianas empresas que querían empezar a tener una estructura de negocio utilizando una plataforma de productividad G Suite, y con el tiempo, más a nivel de Cloud escalando todos los sistemas de información. Su aprendizaje fue continuo y aprendió a medida que fue haciendo, todo acerca de ella misma y del branding de la empresa.  “Uno le da valor a la empresa con el específico rol que ocupa” 07:44 – Si Oriana tuviese que volver a empezar en Google con todos sus conocimientos actuales, qué haría diferente y que no09:40 – Ambiente de trabajo y recuerdos de Google Oriana habla de su año en Google con mucho entusiasmo. Lo recuerda como una empresa fascinante porque trae a un mismo lugar mucho talento para hacer cosas revolucionarias, un espacio con mucha colaboración, y diversidad de cultura y conocimiento. “Lo que hace la diferencia En una empresa , es lo que marca la diferencia” 11:20 – Motivos por los cuales Oriana se fue de Google15:36 – Diferencia de proceso de entrevista entre Google y un startup Tanto las empresas establecidas como startups tienen diferentes posiciones y  tiempos para formalizar procesos. A la hora de entrevistas, una empresa establecida tiene los estándares más claros de lo que necesita para el rol a cubrir, en cambio un startup es claro de lo que necesita en el momento pero después de poco tiempo la persona no solamente haga eso sino muchas otras cosas más; la persona es mucho más indispensable ya que necesita ocupar huecos necesarios. Google tiene un branding que hace mucho más fácil atraer talento pero es más probable que tomen a gente de adentro porque cuesta mucho entrenar a alguien y que aprendan su cultura. 18:12 – Una historia: Cuando Oriana le preguntó al CEO del startup ¿Cuántos clientes tienen?20:58 – Monto para el cierre de un series A 21:52 – Ocupación actual de Oriana - “De un startup Hustle a otro startup Hiretual”23:58 – Cómo llegar a este nuevo startup Hiretual y qué hacen25:22 – El reto más grande que tienen26:55 – El ritmo de vida que lleva estar en un startup31:23 – Últimas palabras de Oriana Acerca del Episodio: Oriana es parte de Hiretual, una empresa startup y plataforma de reclutamiento de talento para empresas que para ello utiliza tecnologías de A.I. Ella ayuda en el sector de ventas y operaciones, y trabaja de la mano de clientes para generar ma...

En este episodio hablé con Oriana Muñoz Tallaferro, Venezolana, Ingeniera Industrial con un master en administración y dirección de empresas de Berkeley. Estratega de ventas para Hiretual. Hablamos de su cambio de ingeniería a finanzas,

Craig Fisher chats with Mike "Batman" Cohen about some of the sourcing tools in his utility belt. His recent research compares some of today's top sourcing, A.I. (artificial intelligence), and recruiting tools like HireTual, HiringSolved, EngageTalent, Seekout, ZapInfo, HumanPredictions, and more. You can view the video version of this podcast on our Youtube channel at https://youtu.be/4dGRWkCKfnE

Special thanks to our sponsor Hiretual.com   CodeVue Offers New Anti-Cheating Capability in Coding Assessment Tests https://recruitingheadlines.com/codevue-offers-new-anti-cheating-capability-in-coding-assessment-tests/ Digi-Me Releases New Self-Recording Video Feature with Teleprompter https://recruitingheadlines.com/digi-me-releases-new-self-recording-video-feature-with-teleprompter/ ExecThread Unveils Executive-level Candidate Sourcing Platform https://recruitingheadlines.com/execthread-unveils-executive-level-candidate-sourcing-platform/ Eightfold’s New API Connect to Any Existing Talent Management System https://recruitingheadlines.com/eightfolds-new-api-connect-to-any-existing-talent-management-system/ Alexander Mann Solutions Acquires AI Innovator Karen HR https://www.prnewswire.com/news-releases/alexander-mann-solutions-acquires-ai-innovator-to-accelerate-the-launch-of-exciting-new-digital-products-300876099.html Follow Recruiting Headlines on social media: @recheadlines on Twitter Facebook Linkedin

Special thanks to our sponsor Hiretual.com The big news of the week, ATS platform ICIMS acquires crm/career site provider Jibe https://recruitingheadlines.com/hrtech-acquisition-icims-buys-jibe/ Workhound Raises $1. 5 Million https://recruitingheadlines.com/workhound-secures-seed-round-of-funding/ Enboarder Raises $8 million https://recruitingheadlines.com/enboarder-raises-8-million-series-a-to-fuel-the-shift-to-experience-driven-employee-onboarding/ PredictiveHR gets $1million in Funding https://recruitingheadlines.com/predictivehr-raises-1-million-to-provide-workforce-analytics-to-human-resource-c-suite/ The Workies Awards https://recruitingheadlines.com/disrupthr-nyc-launches-awards-program-called-the-workies/ Follow Recruiting Headlines on social media: @recheadlines on Twitter Facebook Linkedin

Sponsored by Hiretual.com BetterUp receives $103 million for its employee coaching app https://recruitingheadlines.com/betterup-raises-103-million-for-its-employee-coaching-tool/ PhenomPeople and ZapInfo Team Up https://recruitingheadlines.com/phenom-people-and-zapinfo-launch-integration-to-reduce-recruiter-sourcing-time/ Onboarding tool Workramp Gets $8 million https://venturebeat.com/2019/06/06/workramp-raises-8-million-to-simplify-employee-onboarding/ New AI recruitment tool is set to help recruiters save 80% time spent in initial interviews https://recruitingheadlines.com/new-ai-recruitment-tool-is-set-to-help-recruiters-save-80-time-spent-in-initial-interviews/ Follow Recruiting Headlines on social media: @recheadlines on Twitter Facebook Linkedin

Special thanks to our sponsor Hiretual.com THE NEWS   AllyO has raised $45 for their AI based recruiting platform https://recruitingheadlines.com/allyo-raises-45m-series-b-funding-in-largest-ai-recruiting-round-ever/ ZipRecruiter Adds New Matching Feature for Job Seekers https://recruitingheadlines.com/ziprecruiter-adds-new-job-matching-feature-for-seekers/ Rectxt launches affordable text recruiting platform to the SMB market https://recruitingheadlines.com/rectxt-launches-affordable-text-recruiting-platform-to-the-smb-market/ Walmart targeting High Schoolers https://www.hrmorning.com/news/walmart-college-tuition/ Follow Recruiting Headlines on social media: @recheadlines on Twitter Facebook Linkedin

more funding for Smartians, a new acquisition for Indeed and a CareerBuilder rumor in the news. Special thanks to our sponsor Hiretual.com Recruit Holdings Co., parent company of Indeed.com has announced that its HR Technology SBU (Strategic Business Unit) has signed an agreement to acquire Syft Online Limited (“Syft”) through Indeed Ireland Operations Limited. Syft is a leading recruiting platform for the hospitality, events and industrial industries in the United Kingdom. Founded in 2015, Syft’s proprietary technology provides a simple, effective recruitment solution and shift management tool for part-time and flexible work, connecting and matching qualified and vetted jobseekers with available shifts through its desktop and mobile app. Chris Hyams, CEO at Indeed, commented: “At Indeed our mission is to help people get jobs. Syft’s simple and transparent approach to shift work hiring is an innovative solution to the growing demand for part-time and flexible work. We look forward to supporting the Syft team as they continue to improve the hiring experience.”   So here’s my take: indeed wants in on one of the hottest segments of online hiring today. They are currently way behind an an already crowded field that includes players like Wonolo and Shiftgig. With Google encroaching on their turf and facing increased compeition from Linked and Facebook they are broadening their offerings. Will have to wait and see if they can make it successful. I am curious if they are bringing it to the usa https://recruitingheadlines.com/recruit-holdings-announces-acquisition-of-recruiting-platform-syft/ EW YORK, May 29, 2019 — Careerlist Inc., a recruiting technology company, today announced the completion of a $3.7 million round of seed funding. Launched one year ago, Careerlist is changing the recruiting industry by combining the world’s best recruiters with the greatest minds in technology to transform how companies access and hire the most remarkable talent. Careerlist corporate customers include WeWork, Yext, AB InBev and more than 100 others. Investors in this round of funding included BreakawayGrowth, Grid Ventures, Garage Capital and a number of notable individual investors. Funds raised in this round will be used to accelerate the attraction of recruiters, unique talent and employers as well as to advance technology investments. “Careerlist is building the infrastructure, data and tools that will power the next generation of recruitment and job search,” said Michael Scissons, Chairman and CEO of Careerlist. “This new funding is only the beginning of a massive expansion in technology that will attract the world’s best recruiters to amplify their businesses with us. Our mission is to open doors for the world’s most remarkable talent.” https://recruitingheadlines.com/new-york-based-careerlist-raises-3-7-million/   For Recruiters A better financial model through increased opportunity, efficiency and talent representation. For Talent An alternative to the traditional job search process allowing easy, confidential exposure to opportunities and self-marketing tools. DHI Group, Inc….announced today that Dice, the career site for technology professionals, has launched their latest innovation, Candidate Match™, a powerful tool that uses intelligent automation and machine learning to surface the most qualified candidates for tech jobs. “Our Candidate Match solution is tailor-made for tech, using our robust understanding of the technology marketplace and the needs of both professionals and recruiters,” said Art Zeile, President and CEO of DHI Group, Inc., parent company of Dice. “Our proprietary skills data model and taxonomy, Knowledge Graph™, uses sophisticated algorithms to uncover interrelationships among skills to provide the most relevant recommendations to employers hiring tech talent. It’s another step demonstrating Dice’s commitment to developing best-in-class matching algorithms to make recruiting top candidates easier.” Candidate Match… Goes beyond traditional keyword matching by looking at job and candidate data to provide the best match. Allows recruiters to sort applicants by match within five classification levels, while many competitive services offer only one or two levels of classification. Learns by leveraging the input and expertise of tech recruiters, HR professionals, tech professionals, and tech hiring managers to continuously improve the outcomes of its machine learning algorithm. Intelligent automation results in better matches and removes unconscious bias Candidate Match assigns a match level to each applicant, which helps recruiters quickly assess an applicant’s fit to a job posting, allowing recruiters to focus on engaging the most qualified candidates first. https://recruitingheadlines.com/dice-launches-new-candidate-matching-tool/ Recruiting platform SmartRecruiters, announced it has raised a $50M Series D round, led by repeat investor Insight Partners and joined by long-time investors Mayfield Fund and Rembrandt Venture Partners. The round follows a year marked by strong performance, including 100 percent year-over-year enterprise growth and the launch of SmartAssistant, the first native AI product ever offered within a talent acquisition product suite. SmartRecruiters will invest the funds into accelerating its product roadmap, including deepening the abilities of SmartAssistant through AI and machine learning; geographic expansion in Europe and Asia Pacific, to include hiring 100 people; and broadening the components of SmartRecruiters’ Hiring Success methodology, specifically process optimization, strategy and customer workshops. “Fortune 500 companies don’t have the luxury of letting critical positions go unfilled – they need to maintain their competitive advantage through effective sourcing of quality talent,” said Jerome Ternynck, CEO and Founder of SmartRecruiters. “With this funding in place, we see an accelerated product development trajectory, allowing us to build on our record of delivering what we call Hiring Success: better hires, better hiring velocity, better candidate quality, and enhanced candidate experience for enterprise customers.” https://recruitingheadlines.com/smartrecruiters-raises-50-million-in-new-funding/ Congrats to my friends at SmartReceuiters - i used to be a client of theirs back in 2015 and it’s great to see them doing so well Finally for whats its worth...Just heard Careerbuilder is coming out end of June with an entirely new platform. Contact info on Linkedin, facebook and google. Supply and Demand portal, job postings under $50, recruitment edge and other features. They are changing the focus from the old standard job board. Follow Recruiting Headlines on social media: @recheadlines on Twitter Facebook Linkedin

Special thanks to Hiretual.com our sponsor. Shaker International, a leading provider of predictive talent intelligence and assessment solutions, has merged with Montage, the single solution to engage, interview and hire better candidates, faster. The companies are based in Cleveland and Wisconsin respectively. The new company will help its combined client base, which includes hundreds of leading global brands and 47 of the Fortune 100, transform talent acquisition by embedding predictive intelligence into automated hiring workflows that enable better candidate experiences and smarter hiring decisions for 100% of an organization’s hires. The company will be led by Kurt Heikkinen from Montage as CEO and Brian Stern from Shaker International as President, and a leadership team comprising of executives from both companies. All employees and offices of the two companies are being retained, and the combined company will be co-headquartered in Cleveland, OH and Delafield, WI. “Montage and Shaker International share a common vision and heritage for creating candidate-centric and outcome-driven solutions,” said Shakers Brian Stern. “By joining teams, we’re bringing together world-class expertise in SaaS, AI and predictive analytics to help clients transform talent acquisition operations to more effectively and efficiently meet the needs of their internal business stakeholders.” To learn more about the merger of Shaker International and Montage, please visit: shakermontagemerger.com. -- Bangalore based Instawork has secured $18 million in new funding from new investors, Spark Capital, GV, and Burst Capital, with participation from existing investors Benchmark, Y Combinator, Tuesday Capital, and SV Angel. The new funding will be used to accelerate expansion across the United States. The company is also announcing an expansion into Greater Phoenix. Instawork is now available to all Professionals and Partners across Phoenix, Scottsdale, Mesa, and surrounding areas. Further, they are opening a second U.S. office in Scottsdale with plans to hire dozens of full time employees who will be based out of Scottsdale. The company helps connect hospitality workers to restaurants and hotels. https://recruitingheadlines.com/hospitality-job-market-app-instawork-secures-18-million-in-funding/ SALT LAKE CITY, — HireVue, provider of the most comprehensive AI-driven talent assessment suite and video interviewing solutions, today announced it has delivered more than ten million video interviews to date for our customers. This important milestone in HireVue’s growth comes just 18 months after the company recorded its five millionth interview as an increasing number of companies worldwide seek to hire a diverse pool of the best candidates and to do so objectively and efficiently. Today, HireVue’s more than 700 customers — including Hilton, AdventHealth, Unilever, Under Armour, Delta and JP Morgan Chase — interview approximately 1 million job candidates every 90 days in over 180 countries and in 32 languages. Nearly 40 percent of all HireVue interviews were conducted on mobile devices and nearly 80 percent were completed by candidates outside of regular business hours. “Great talent exists everywhere, but there are often significant barriers standing between potential candidates and employers,” said CEO kevin Parker. “On-demand video interviewing delivers a more dynamic view of the candidate and enables companies to significantly expand the number of candidates considered. This gives more skilled candidates a chance at being discovered and interviewed, as well.” https://recruitingheadlines.com/hirevue-surpasses-ten-million-video-interviews/ WESTON, Mass., May 21, 2019 — Monster, a leader in connecting people and jobs, announced the global launch of its latest innovative solution geared towards allowing candidates and recruiters to see each other more clearly so that they can make better matches—Monster Studios. Monster Studios is a native app that enables talent acquisition, recruitment and HR teams to record, edit and publish video job descriptions from their smartphone in minutes. The addition of video to job postings enables recruiters and hiring managers to powerfully convey the benefits of a job opening, the employer’s personality, and the work environment. For candidates, it provides valuable insight into the role, work environment and business culture. “Video job descriptions bring the workplace culture to life,” said Scott Gutz, Chief Executive Officer, Monster. “We know that candidates, especially on their mobile phones, don’t want to consume information by reading the large blocks of text that make up a traditional job description.  Video allows a company to create a more complete view into a job which drives better connections and fit throughout the process. Monster Studios is an important step in transforming the way both sides interact with each other. Creating more honest and transparent conversations and interactions between employers and candidates is critical to making every workplace happier and more productive.” Monster first announced Monster Studios in late 2018. In early 2019, 100 customers in the U.S. and more than 200 customers across Europe participated in a beta program. https://recruitingheadlines.com/monster-announces-global-launch-of-monster-studios/   INDIANAPOLIS—Today, DirectEmployers Association announced its newest professional development and eLearning platform, DE Academy. Recently revealed to Association members at its 2019 Annual Meeting & Conference (DEAM19) in Naples, Florida, DE Academy seeks to elevate professional development for human resources professionals with courses tailored to provide content and top-notch instruction with the flexibility desired by today’s busy practitioners. Courses are available for both Members of the Association and non-members, allowing for expanded eLearning opportunities for all. “DE Academy meets the learner where they are, on their time. We want to promote professional development that improves the learning experience and outcome for all, resulting in real ROI through instruction and application,” commented Jen Bernhardt, VP of Member Engagement. Currently lessons range from Affirmative Action Planning 101 to Disability Etiquette...For more information on DE Academy or to get started on a new learning path, visit https://directemployers.org/academy. Follow Recruiting Headlines on social media: @recheadlines on Twitter Facebook Linkedin

Podcast sponsored by Hiretual - the recruiters best friend. Xing, the business networking platform that has been described as Germany’s answer to LinkedIn, has made an acquisition to beef up its recruitment business ahead of a rebrand of the business as “New Work.” The company has acquired Honeypot, a German startup that has built a job-hunting platform for tech people, for up to €57 million ($64 million). Xing tells us that Honeypot  is its biggest acquisition to date. The figure includes the acquisition (€22 million) plus a potential earn-out of up to €35 million if certain targets are met in the next three years. Xing said that it plans to rebrand as New Work in the second half of 2019, bringing together a number of other assets it has acquired and built over the years. “This acquisition is an excellent addition to our New Work portfolio,” Thomas Vollmoeller, CEO at Xing, said in a statement. “Honeypot focuses on candidates by helping them to find a job matching their individual preferences… With subsidiaries and brands such as kununu and HalloFreelancer, Xing is far more than just a single network. New Work is the umbrella spanning all our business activities.” Xing said that all the smaller companies will keep their branding. https://techcrunch.com/2019/04/01/german-linkedin-rival-xing-is-rebranding-as-new-work-acquires-recruitment-platform-honeypot-for-up-to-64m/ Glassdoor, one of the world’s largest job and recruiting sites, today announced it has expanded its product and software engineering operations into Chicago, which will bring dozens of new technology jobs to the company’s office in the desirable and developing Fulton Market District.   “Chicago is an important growth city for Glassdoor,” said Glassdoor President & Chief Operating Officer Christian Sutherland-Wong. “In less than three years, this office has grown into one of Glassdoor’s largest employee centers, in large part due to the city’s incredible talent pool. We look forward to building a stellar product and engineering group here.”   The Chicago-based product and software engineering team will be the first of Glassdoor’s U.S. engineering teams based outside of its San Francisco Bay Area offices. The team will focus on recruiting innovation, including building Glassdoor recruiting products that help employers from large enterprises to small businesses hire and recruit quality talent more effectively.   In addition to hiring for front-end, back-end, machine learning and test engineers, as well as engineering leaders, in the Chicago office, Glassdoor will also hire for other technical roles, including data scientists, product managers, and designers. Currently, the company is hiring for several newly created technical and product jobs with plans to add dozens more in the near future. Located at 1330 W Fulton Street, the office is currently home to more than 250 Glassdoor employees   https://recruitingheadlines.com/glassdoor-expands-operations-to-chicago/   Following the success of last year’s event, HR Technology Conference & Exposition® today shared details of its second annual “Pitchfest.” From the producers of the world’s leading global HR technology events, the 2019 Pitchfest will take place during the HR Technology Conference & Exposition® happening October 1 – 4, 2019 at The Venetian Las Vegas.   Of those that apply, 30 HR technology startups will have the opportunity to present their solution at this year’s conference. In the three preliminary rounds, ten companies will have three minutes to pitch the panel, with an additional two minutes to answer the judges’ follow up questions. Two companies from each round will advance to the Pitchfest final, where the top six will go head to head. Once selected, the overall winner will participate in the conference’s popular “Discovering the Next Great HR Technology Company” session, in addition to taking home a monetary prize from the Randstad Innovation Fund and exhibit space for the 2020 HR Technology Conference & Exposition®.   Conference Co-chair Steve Boese commented, “The HR technology sector continues to evolve and expand, and with that, we see increased innovation from startups actively rethinking the future of work. Pitchfest gives these companies the platform to share their products and solutions with the world’s largest HR technology audience, including the top industry influencers, analysts, HR leaders, angel investors and VCs. We’re looking forward to seeing what the 2019 Pitchfest participants bring to the table.”   https://recruitingheadlines.com/pitchfest-returning-to-2019-hr-technology-conference/   Indeed announces Featured Employer on search results If you’ve ever sponsored a job on Indeed, then you know that this is a way to make your open roles stand out from others by having them appear prominently in the search results (e.g., in key locations at the top and bottom of the results page). By Becoming an Indeed Featured Employer you can= take this even further by providing additional benefits to promote your company while also supplying you with access to actionable labor market insights that will help you find and attract quality candidates. When it comes to additional promotion, it works like this: job seekers will see your company highlighted on the right side of the page, next to relevant search results. We’ll display your company logo and in addition provide a link to your Indeed Company Page, making it easy for job seekers to go straight from the search results to a resource where they can learn more about your company and its culture. Job seekers can read a mix of curated content from you and employee reviews that will provide insight into your workplace — and the better informed the candidate is, the greater the chances are of your making a match that’s right for them and your company. There are two levels of Featured Employer, Basic and Preferred, which you can qualify for based on your monthly spend on Sponsored Jobs. Spending at either Featured Employer level will earn your company increased visibility for your jobs and company, access to additional labor market insights (with Hiring Insights) and Resume Rewards. http://blog.indeed.com/2019/04/04/featured-employer/

Sponsored by Hiretual.com H & M, Hennes and Mauritz Inc., one of the world’s largest fashion retailers famous for offering fashion and quality at the best price in a sustainable way, is happy to announce the launch of its latest Place of Possible (P.O.P) campaign; H&M’s employer branding campaign aimed at attracting the best in retail talent. The campaign aims to show people looking for a great place to start a career that H&M is truly the place of possible, the place to be! Featuring the brand’s own employees from H&M locations around the country, this year’s campaign builds on the intrinsic H&M value of “we are one team” and takes a deeper dive into the idea of community at H&M as represented by the phrase “me, us, we and you”.   Several key changes will be made to the part time employee benefit program beginning this year, offering opportunities for H&M employees that will put a focus on both their professional and personal needs. One of the most exciting changes is a weekly schedule commitment with options ranging up to 12 minimum hours guaranteed for part time employees from March through December.  This year, employees will also be able to use a new scheduling mobile application which will allow more flexibility and an easier process to pick up hours and swap shifts. In addition, H&M is proud to offer six weeks of paid parental leave to eligible part time employees. https://recruitingheadlines.com/hm-launches-new-employer-branding-campaign/ CHICAGO, March 21, 2019 /PRNewswire/ — BlueCrew, an on-demand platform for flexible W-2 work that connects motivated workers with sustainable employment, announced plans for its platform to be live across 30 markets nationwide this year, with expansion to Chicago, Detroit, Miami, Minneapolis, and Phoenix among others. The company’s market expansion follows a year that saw revenue triple thanks to accelerated adoption from employers. On the heels of this growth, BlueCrew has appointed IAC executive Adam Roston as CEO, while founder Gino Rooney will resume his prior role as CTO overseeing all product and technology for the company. Today also marks the opening of BlueCrew’s new headquarters in downtown Chicago’s theMART (formerly Merchandise Mart), which will house more than 100 new hires across engineering, product, sales, and operations. BlueCrew is disrupting traditional staffing – a total addressable market worth more than $130 billion in the U.S. and $400 billion globally – with a platform that instantly connects quality workers with open jobs using proprietary data and algorithms to identify the best matches in real time. BlueCrew’s platform fills over 90 percent of employer jobs, many times within minutes, compared to traditional staffing agencies that fill 60-70 percent over several weeks. Unlike gig economy apps that are heavily fueled by contractor workforces, BlueCrew’s platform exclusively features W-2 jobs. https://recruitingheadlines.com/bluecrew-will-expand-to-30-markets-by-end-of-2019/ CLEVELAND, March 27, 2019 — EmployStream, the leading provider for onboarding automation to the staffing industry, today announced it has closed a $3.5 million Series A funding round led by JumpStart Inc., with support from several key investors including Ohio Innovation Fund, North Coast Angel Fund and Rev1 Ventures. EmployStream will use the capital to expand its product development, marketing and sales efforts in order to increase its footprint in the staffing industry. The funding will accelerate the company’s growth in the staffing industry, with a plan to expand to other industries with high-volume hiring needs and high turnover challenges. “This round of investment allows us to add the resources and capabilities we need to meet the rapidly growing demand from the customers and markets we currently serve, as well as bring our offerings to other market segments with similar needs,” said Gerald Hetrick, Chief Executive Officer of EmployStream. “The continued support of the local community, as well as the addition of the Ohio Innovation Fund, are all great accelerators that will set EmployStream on a path to success for the foreseeable future.” https://recruitingheadlines.com/onboarding-automation-tool-lands-3-5-million-in-funding/   Capterra, the leading online resource for business software buyers, released findings from its latest survey of small and mid-size business leaders across vertical markets to understand how SMBs are choosing talent management solutions and their implications on businesses. Capterra’s Talent Management Industry User Research Report revealed that price heavily impacts talent management solution decisions, surpassing ease of use as a key factor across SMBs. This focus on price creates a disconnect for small business leaders trying to choose the “right” software for their organization, as they’re using low price as the main driver when buying software. “Understanding how buyers successfully leverage talent management solutions can help small business leaders make wise decisions based on their company’s size, resources, and software needs,” said Brian Westfall, principal analyst at Capterra and the survey’s lead analyst. “While low cost may seem like the most important aspect of software, choosing a solution solely based on price can create more issues than most SMBs are prepared to handle.” Key findings include: Importance of price: Price has surpassed ease of use as the second most important factor behind functionality in talent management software purchase decisions for all SMBs and is the primary factor for the smallest SMBs. Software search expectation vs. reality: 45% of users took 10 months or more to research and choose their talent management software, despite only 18% expecting the search to take that long. https://recruitingheadlines.com/talent-management-software-buyers-are-choosing-cost-over-experience/ LinkedIn Targets SMBs With ‘Help Wanted’ Sign Download Option As first reported on ERE, In a move to engage small businesses, LinkedIn announced the ability for brick-and-mortar businesses to print out a Help Wanted sign to place in a storefront window or put on a tabletop promotion. Think of it as a traditional Help Wanted sign with more engagement and a bridge to the digital world. For brick-and-mortar business owners, the signage allows candidates passing by to apply for a job by scanning a QR code or going to the short link on the sign. LinkedIn says this solves the age-old challenge of managing two streams of applicants — those walking directly into the store and those applying online.

This episode is brought to you by Hiretual. First up in the news…. According to the Wall Street Journal Facebook agreed to overhaul its lucrative targeted advertising system to settle accusations that landlords, lenders and employers use the platform to discriminate. The far-reaching settlement compels Facebook to withhold a wide array of detailed demographic information — including Zip codes, gender and age — from advertisers when they market housing, credit and job opportunities.   Facebook said the new platform will also prevent advertisers from discriminating based on sexual orientation, age, ethnicity, and other characteristics covered by state and local civil rights laws. Upwork, the largest freelancing website, recently announced Upwork Plus, its first packaged service offering tailored for small businesses. To help growing businesses connect with and secure top-tier freelance talent, Upwork Plus features on-demand support, greater visibility for job posts, dedicated dashboards for collaboration, and access to an exclusive community board devoted to Upwork Plus customers. Feature include On-Demand Support from Account ManagersPlus provides clients with access to 24/7 customer support and additional on-demand support from account managers to help users post their first job or scale their hiring. Customers can also opt-in for talent specialist services that can assist in sourcing and highlighting top freelancers. Greater Visibility through Promoted Job Posts and Client BadgeUpwork Plus customers will receive a monthly Featured Job, which flags a post as a top job in search results and includes the post in a digest that is sent to Top Rated freelancers. Plus clients will also receive a client badge on the freelancer’s search results page to help attract talent. Collaboration Across an OrganizationWith a dedicated dashboard, Plus customers can track program efforts across an organization all in one place. It also enables customers to invite colleagues onto a shared account and access collaboration and project status tracking tools. Plus Community BoardPlus customers will also have access to an exclusive community board with guides and resources to help them find success with Upwork. Learning tools and forums will allow new clients to ask questions and share tips with other customers. https://recruitingheadlines.com/upwork-debuts-new-solution-to-help-small-businesses-attract-freelancers/ NEW YORK, March 21, 2019 — Fetcher, the outbound recruiting platform that combines AI with human expertise to recruit top talent for high-growth companies, is excited to announce its latest round of funding as well as several key executive hires. In late 2018, Fetcher raised $5.4MM in an oversubscribed seed round led by Accomplice and Slow Ventures, with full participation by existing investors, Picus and Revel Partners, as well as angel investors which include Paul English(founder of Kayak), Amol Sarva (founder of Knotel) and James Joaquin (co-founder of Obvious Ventures). They’ve also brought into the organization several industry leaders to help scale their business. “With our latest round of funding, we were able to hire several outstanding executives and industry luminaries to lead our Sales, Customer Success and Operations teams,” says co-founder and CEO, Andres Blank.  “We’re also focused on using our funding to scale our Data Science and Engineering teams to ensure amazing product innovations for our customers.” Fetcher reimagines recruiting by utilizing AI to automate the recruiting process for large and small companies alike. There are currently 7MM open jobs in the US and Fetcher’s success rate in recruiting  top-tier, diverse candidates for those openings is garnering the attention of high-growth organizations like Peloton, Paperless Post, Equinox, AppNexus, Bridgestone and DigitalOcean, which rely on Fetcher to help grow their teams. https://recruitingheadlines.com/outbound-recruiting-platform-fetcher-raises-5-4-million/ MOUNTAIN VIEW, Calif. and SEATTLE, March 20, 2019 — SOURCECON — Hiretual, the leading provider of AI-powered enterprise software for passive candidate sourcing and recruiting, today announced the launch of Intelligent Talent Pipeline™, a consolidated  talent pipeline for the enterprise – a market first. Hiretual’s Intelligent Talent Pipeline consolidates and fuses all talent pools – combining data from a company’s internal systems with passive candidate sourcing data from the open web – to automatically deliver the best fit candidates to a company’s hiring pipeline. “Talent acquisition to date has been very transactional, with candidates going from job posting to hire. The Hiretual Intelligent Talent Pipeline creates an intelligent, closed loop system that continuously learns and gets better, constantly rediscovers, and actively integrates with all other enterprise functions within HR,” said Steven Jiang, CEO and co-founder of Hiretual. “The launch of Intelligent Talent Pipeline delivers the ‘Holy Grail’ in recruiting technology for HR teams, transforming talent acquisition from data-driven to intelligence-driven.” How Intelligent Talent Pipeline works Company X posts a job they want to fill on their career site via their ATS (i.e. Taleo, Jobvite, ADP, Workday, etc.), which posts the job to places like LinkedIn, Indeed and Monster. Company X is then awash in applications – even more so if they are a well-known brand. Many of these applicants are high quality, but unfortunately not currently qualified for the position. Hiretual’s AI-matching engine automatically screens the incoming stream of applicants in real-time, and delivers the best fitting applicants for the role to Company X’s ATS (Applicant Tracking System) – while automatically screening out and delivering applicants who are not qualified for the current role to a passive talent pool. This automation saves significant time and increases the quality of the applicant pipeline in Company X’s ATS by ten-fold. AUSTIN, Texas—Indeed, the world’s #1 job site, announced today that job seekers can now proactively take skills-based assessments and add the results directly to their Indeed Resume. This new feature helps job seekers stand out by highlighting their qualifications to employers, allowing hiring managers to more easily identify candidates who have the right skills for their open roles. “Assessments allow job seekers to show employers they have the skills a job requires in a way that their work history or educational background may not,” said Raj Mukherjee, SVP of Product at Indeed. “We believe this is an important step to providing a more holistic view of a job seeker’s capabilities and to help to reduce bias in hiring and to focus on what matters most – skills.” Resumes alone do not offer the full breadth of a candidate’s capabilities. Assessments help employers find and evaluate candidates based on their skills and abilities while also giving job seekers a way to demonstrate their qualifications when applying for jobs. https://recruitingheadlines.com/indeed-adds-assessment-results-to-online-resumes/ HiringSolved will be launching and showcasing the public beta release of the highly anticipated PROPHET II sourcing tool to sourcers and recruiters at SourceCon in Seattle. PROPHET II is an exciting update to the original PROPHET, combining millions of records and billions of data points with HiringSolved’s award-winning AI-based search, matching and collaboration features to make it easier for recruiters to find talent from the open web. PROPHET II features include: Open Web Data: Instantly search across millions of people with billions of data points including social data, contact information, web sites and more. Predictive search: Automatic title and skill expansion with autocomplete search suggestions. Resume match: Users can upload a resume and PROPHET II will automatically build a list of potential candidates with qualifications similar to that resume. This instant matching feature uses HiringSolved’s advanced candidate-to-candidate matching models to perform a pattern based search with no other user input. RAI: Access to HiringSolved’s Recruiter AI, the powerful voice assistant that can be used to conduct searches and boost diversity. HiringSolved’s Diversity Search technology: Diversity of people leads to diversity of ideas, which fosters innovation, creativity, and success. PROPHET II provides insights into the diversity of a current search result or candidate list, helping organizations find the best and most diverse talent with advanced automation. https://recruitingheadlines.com/hiringsolved-set-to-release-prophet-ii-sourcing-tool/

Sponsored by Hiretual.com Rainmakers.co, the leading technology-specific sales talent marketplace, is announcing that it is now available to employers and salespeople in the greater New York City area. Rainmakers will be introducing the platform to more than 200 sales and recruiting executives at the Modern Sales Pros Leadership event on February 20th at WeWork, Hudson Square. AllyO, the technology company renowned for its end-to-end AI recruiting solution, today announced the general availability of its Talent Pool Engagement module, designed to improve recruiting efficiency and enhance the candidate experience. Beamery, a leading talent engagement platform, today announced it has received a strategic investment from Workday Ventures and it will join the Workday Software Partner Program. In addition, Beamery also announced that the Workday Talent Acquisition team has selected Beamery products that help further its efforts to identify early-stage, passive candidates and are complementary to Workday Human Capital Management (HCM), including Beamery Talent Customer Relationship Management (CRM), Beamery Talent Marketing, and Beamery Pages. Digi-Me, a digital technology company that is revolutionizing the way employers of all sizes and across all industries are recruiting today’s top talent with 60-second compelling and engaging video job ads, has partnered with Phenom People to offer easy to implement video content recruitment tactics. Betterworks®, the leading enterprise HR software for Continuous Performance Management®, today announced the deployment of Program Insights, a suite of people analytics innovations for its award-winning solution. This expanded functionality allows forward-thinking HR leaders to rapidly access actionable insights from the mountain of rich data generated by their organization’s Continuous Performance program.  

This podcast sponsored by Hiretual.com JOBVITE GETS $200 Million https://recruitingheadlines.com/investment-firm-putting-200-million-into-jobvite-acquires-3-more-vendors/ TMP ACQUIRES CKR https://recruitingheadlines.com/tmp-to-acquire-ckr-interactive/ ICIMS DOUBLES IN SIZE https://recruitingheadlines.com/icims-surpasses-200m-in-revenue-doubles-in-size/ LINKEDIN LIVE IS COMING https://techcrunch.com/2019/02/11/linkedin-debuts-linkedin-live-a-new-live-video-broadcast-service/ GOOGLE HIRE NOW IN UK AND CANADA https://www.itbusiness.ca/news/hire-googles-recruiting-app-for-g-suite-launches-in-canada/108930 THANKS FOR LISTENING TO REC TECH'S RECRUITING HEADLINES RECTECHMEDIA.COM  

Podcast sponsored by Hiretual.com IN THIS EPISODE RigUp Raises $60 million https://recruitingheadlines.com/rigup-raises-60-million-in-funding-for-energy-industry-job-market/ Hirevue forms AI Advisory Board https://recruitingheadlines.com/hirevue-is-first-hr-tech-company-to-form-advisory-board-for-ethical-ai-development/ Best Ever Entry Level Job Market https://recruitingheadlines.com/its-the-best-entry-level-job-market-of-all-time-says-collegegrad-com/ ShiftGig Launches New Tool for Staffing Firms https://recruitingheadlines.com/shiftgig-announces-new-software-platform-for-staffing-firms/ DHI Group Earnings. https://recruitingheadlines.com/dhi-group-inc-reports-latest-earnings-down-4/ Thanks for listening!

This episode sponsored by Hiretual.com BOSTON FirmPlay (firmplay.com) is launching a new employee referrals solution that instantly sources top talent from 100% of your employees’ networks, instead of the 3% that your employees can remember when making a referral. As a result, cut time-to-hire in half and grow referrals to over 50% of hires, all while boosting diversity and retention. How does it work? In just a few minutes, your employees upload their contacts to FirmPlay, which then does the heavy lifting of sourcing referrals by matching those contacts to your open jobs. FirmPlay even gets your recruiters a warm intro to matches from the employees who know them the best. FirmPlay is currently in beta and working with forward-thinking TA teams – to inquire about joining their beta, send a note to jason.rivas@firmplay.com SAN FRAN Jyve, the leading platform for in-store flexible and skilled labor, today announces it has raised $35 million in aggregate funding from SignalFire, Crosscut Ventures, Ridge Ventures, and New Enterprise Associates. By offering a Skills-as-a-Service platform, Jyve intelligently matches the needs of enterprises with the right skilled labor at scale, at the right time. After three years in stealth, the company has reached $400 million in bookings from top grocers, brands and retailers; to meet growing demand the company is welcoming Anu Gupta, formerly Target’s Senior Vice President of Strategy Execution and Operational Excellence, as Chief Operating Officer and Ralph Leung, a former Morgan Stanley senior investment banker, as Chief Financial Officer. Jyve’s proprietary Skills-as-a-Service platform uses machine learning to source and identify certified, skilled talent (Jyvers) based on the merchandising and digital shopping needs of retailers and brands. By offering enterprises quality talent, Jyvers accomplish a variety of in-store jobs (Jyves) including merchandising, stocking, ordering, display building, e-commerce fulfillment, brand ambassadorship, shelf auditing, and more. As Jyves are completed, companies, for the first time, gain real-time insight into on-the-ground demand and performance. HOUSTON GoCo the easiest to use all-in-one HR and benefits platform, announced a $7 million Series A funding round led by ATX Seed Ventures alongside the investment arm of UpCurve, Inc. (“UpCurve”), the small and medium-sized business (SMB) solutions provider, among other strategic investors. The new capital will be allocated to hiring across all departments, further platform development to extend the breadth of offerings and to broadly expand the company’s customer base. Over the past two years, GoCo has grown its customer base of employers into the thousands, increasing the number of individual GoCo users by 10x. Customers of all sizes and verticals have adopted the platform, including retail and gym franchises, school districts, technology companies, real estate brokerages, healthcare hospitality organizations and more. To support this rapid growth, GoCo plans to quadruple its number of employees in 2019. This Series A round brings GoCo’s total funding to $12.5 million. GoCo is backed by additional investments from Salesforce Ventures, Corp Strategics, GIS Strategic Ventures, the venture arm of Guardian Life Insurance, and Digital Insurance, the largest employee benefits-only company in the US. ATX Seed Ventures is investing for the second time. PENNSYLVANNIA AMBLER, Pa., Jan. 30, 2019 — Phenom People, the global leader in Talent Relationship Marketing (TRM), today announced Phenom Bot and Phenom Bot Plus, enabling real-time candidate messaging to engage with active and passive job seekers. Powered by conversational AI and available on Phenom Career Sites, talent acquisition teams can now use bot technology to provide increased personalization, while automating the qualification process, interview scheduling and answering candidates’ most frequently asked questions. This automation enables TA teams to spend quality time with candidates and less time in the crux of administrative tasks. Phenom Bot and Phenom Bot Plus are available now. “Conversational bots are leaving their mark on all aspects of life — talent acquisition and talent management are no exceptions,” said Mahe Bayireddi, CEO and co-founder of Phenom People. “For our industry, conversational bots are having the highest impact by enabling recruiters to automate the most time-consuming tasks. This allows for more meaningful, personal connections that candidates desire. The byproduct is stronger candidate experiences with personalization and immediate job search and apply functionality.” Phhenom Bot includes: Sourcing to fuel the talent funnel with quality candidates. Phenom Bot greets candidates on the career site with automated messages, asks candidate questions to learn more about their needs and personalizes the entire conversation based on the responses. Also included screening, scheduling and candidate FAQ   https://recruitingheadlines.com/firmplay-seeking-beta-testers-for-new-employee-referral-platform/ https://recruitingheadlines.com/jyve-raises-35m-to-offer-grocers-and-retailers-a-better-way-to-staff-up/   https://recruitingheadlines.com/hr-benefits-platform-goco-raises-7-million-in-funding/   https://recruitingheadlines.com/phenom-people-launches-bot-for-automating-the-recruitment-process/   https://recruitingheadlines.com/mya-automates-recruitment-for-60-retailers-during-2018-holiday-season/  

This episode is sponsored by Hiretual.com CRAIGSLIST CRACKS 1 BILLION https://recruitingheadlines.com/craigslist-cracks-1-billion-in-annual-revenue-says-aim-group/ CAREERBUILDER ACQUIRES ALL OF TEXTKERNEL https://recruitingheadlines.com/careerbuilder-acquires-textkernel/ GREENHOUSE HITS 3000 CLIENTS https://recruitingheadlines.com/greenhouse-approaches-3000-customers/ HOTTEL TONIGHT FOR JOBS? https://fistfuloftalent.com/2019/01/hoteltonight-look-like-jobs.html GLASSDOOR ARTICLE https://www.mercurynews.com/2019/01/22/companies-gaming-glassdoor-reviews-to-look-better-investigation-finds/

This podcast is sponsored by Hiretual.com the recruiters best friend. CAREERARC RAISES 30 MILLION https://recruitingheadlines.com/careerarc-raises-30-million/ GLASSDOOR EXPANDS https://recruitingheadlines.com/glassdoor-expands-to-singapore-hong-kong-and-new-zealand/ TOPRESUME TEAMS UP WITH AARP https://recruitingheadlines.com/topresume-and-aarp-team-up-on-resume-advisor-service/ TALKPUSH LAUNCHES MOBILE RECRUITING APP https://recruitingheadlines.com/talkpush-puts-recruiters-in-charge-of-chatbots-with-new-crm-and-mobile-app/ JOB DISTRIBUTION PLATFORM UP FOR SALE https://recruitingheadlines.com/buyer-sought-for-job-distribution-company/ Los Angeles CareerArc, a global leader in HR technology, today announced it raised a $30 million growth equity round led by PeakEquity Partners (“PeakEquity”). As the only company offering both social recruiting and virtual outplacement solutions to the multi-billion dollar HR software market, CareerArc helps organizations manage the two critical touchpoints in employment where an employer brand is tested and scrutinized – hiring new talent and transitioning employees out of the organization. “This investment and the support of the team at PeakEquity Partners should allow us to accelerate our growth, expand product offerings, and strengthen our market position,” said Robin D. Richards, CareerArc CEO and Co-Founder. “PeakEquity has a broad set of strategic and operational experience that will be valuable as we continue to execute on our vision and take CareerArc to the next level.” CareerArc provides a state-of-the-art HR software platform that enables enterprises to recruit talent, transition their workforce, and manage their employer brand more effectively. The company, founded in 2009, will use the investment to fund an aggressive expansion plan to support product innovation and accelerate sales and marketing efforts. Also in California Glassdoor, one of the world’s largest job and recruiting sites, today announced its entry into Singapore, Hong Kong and New Zealand. Glassdoor aims to give job seekers a competitive search advantage through access to all the latest job listings alongside reviews and insights shared by those who know hiring companies best:  their employees. Glassdoor now attracts approximately 62 million1 unique monthly visitors worldwide and has 18 localized sites around the world. When job seekers are more informed about a job and company, we know it leads to a better match with the employer,”  said John Lamphiere, Vice President and Managing Director of Glassdoor International. “Glassdoor has always appealed to a wide global audience and with increased focus on Singapore, Hong Kong and New Zealand, we are looking to make the Glassdoor experience for people and businesses in these locations even more valuable.”   In San Franciso Rich with new features, the new app and CRM will allow recruiters to manage all their leads & conversations, whether on the SMS, Facebook Messenger, WhatsApp or Email from a single solution. Talkpush is turning recruitment conversational, steering away from forms and uploaded resumes and using technology to establish authentic connections between employers and candidates. When competing for talent, the ability to create personal connections with candidates faster is a huge advantage. The Talkpush CRM connects with conversational agents (aka chatbots) that automate the top of the recruitment funnel, freeing up recruiters to do more meaningful work. Features include; WhatsApp integration that lets you connect your WhatsApp Business account with your digital recruitment assistant, A.K.A chatbot. Custom workflows to accompany the candidate through their entire journey, from click to hire. Tagging colleagues, because recruitment is a team sport Auto complete to avoid spelling mistakes. Smart notification system to alert the hiring manager when a key development takes place in their talent pool. Multi-media capabilities allowing companies to collect video, voice, images and any document needed to move the candidate down the recruitment funnel. Emoji-enabled because emojis have become an integral part of the way people communicate today. Sure, some (old people emoji) roll their (eye emoji) a little, but for the rest of the population they are just a fun way to create connections (heart emoji).   WASHINGTON, DC–AARP has teamed up with TopResume, they are launching a new resume advice and professional writing service tailored to help older workers who are looking for new jobs or switching positions. “Resume writing is crucial as more and more older workers stay in the workforce, often looking for new jobs, or even new careers,” said Susan Weinstock, AARP Vice President for Financial Resilience Programs. “This exciting new service is a big step forward for those making a job change.  Older workers can face unique challenges in the employment market, and part of our mission is to help them successfully navigate those obstacles and find rewarding work.” The service, AARP Resume Advisor℠, is powered by TopResume, the largest resume-writing service in the world. It is available here and offers a free expert resume review. Job seekers will receive objective feedback on how effectively their resume communicates their skills and expertise, and personalized recommendations to make it stand out from the competition. Finally… stable, profitable online job distribution/ATS company based on the west coast is seeking a buyer. JobBoardSecrets.com has been engaged to spread the news to the recruiting industry. The name of the business is not publicly known but here are some of the facts to pique your interest. It has been online for 10 years It enjoys some of the best SEO I have ever seen It enjoys profit margins around 50% It enjoys year over year traffic growth of 30% It enjoys organic traffic of 63k/mo It’s main client base centers around restaurant, retail and hospitality This stable business has sales of nearly $900k per year and according to owner all of that revenue is driven by the organic SEO. The business is a combination small business ATS and job distribution platform with a proprietary job board in place. Serious buyers should contact chris@jobboardsecrets.com for further information to be vetted.

This episode sponsored by Hiretual.com OUTMATCH ACQUIRES WEPOW https://recruitingheadlines.com/outmatch-acquires-wepow/ TALENTSOFT GETS $50 MILLION https://recruitingheadlines.com/talentsoft-completes-50-million-funding-round/ OPUSAI IS A NEW BLIND RECRUITING TOOL https://recruitingheadlines.com/new-ai-powered-blind-screening-tool-to-eliminate-bias-in-hiring-launches/ IKIKO IS A NEW RECRUITING SITE https://recruitingheadlines.com/new-recruitment-site-set-to-launch/ TEXTUS IN USE BY 700 STAFFING FIRMS https://recruitingheadlines.com/700-staffing-firms-now-use-textus/

This episode sponsored by Hiretual.com TALENT42 CONFERENCE ACQUIRED BY ERE MEDIA https://www.ere.net/tech-recruiting-event-talent42-joins-ere-media-family/ INDEED EXPANDING TO SEATTLE https://recruitingheadlines.com/indeed-adding-1000-jobs-in-seattle-expansion/ CAPP AND CO ACQUIRES KORU PREDICTIVE https://recruitingheadlines.com/assessment-firm-acquires-koru-predictive-hiring/ THE MOM PROJECT RAISES 8 MILLION https://recruitingheadlines.com/the-mom-project-raises-8m-for-its-mom-job-market/ FACTORYFIX GETS $1.5 MILLION https://recruitingheadlines.com/manufacturing-job-marketplace-for-midwest-lands-1-5-million-in-funding/

This episode of RecTech's Recruiting Headlines is brought to you by Hiretual.com the recruiters best friend. In the News... 15 FASTEST GROWING JOBS https://business.linkedin.com/talent-solutions/blog/trends-and-research/2018/linkedin-emerging-jobs-report-2018 VANGST GIGS https://recruitingheadlines.com/cannabis-recruiting-site-adds-gig-worker-temp-option/ RANDSTAD TAI AWARDS https://recruitingheadlines.com/randstad-announces-awards-initaitive-for-in-house-talent-acquisition-teams/ WONOLO AND WAZE HOOKUP https://venturebeat.com/2018/12/13/staffing-app-wonolo-partners-with-waze-carpool-to-help-gig-workers-get-to-jobs/ 2019 RECRUITING EVENT CALENDAR https://recruitingheadlines.com/2019-hr-and-recruiting-events/ Headlines powered by https://recruitingheadlines.com/

This episode of RecTech's Recruiting Headlines is brought to you by the recruiters best friend: Hiretual.com INDEED TO ADD 500 JOBS https://www.stamfordadvocate.com/business/article/Indeed-to-add-hundreds-of-Stamford-jobs-13439604.php WORKING INTENT TO STAY DECLINES https://recruitingheadlines.com/worker-intent-to-stay-keeps-declining-says-gartner-report/ ARE YOUR JOBS ON GOOGLE? https://recruitingheadlines.com/are-your-jobs-on-google-new-tool-launches/ 15FIVE RAISES 8 MILLION https://recruitingheadlines.com/15five-raises-8-2-million-for-its-performance-management-software/ INTELLIGO CONTACT BACKGROUND CHECKS https://techcrunch.com/2018/12/05/intelligo-does-constant-background-checks-on-your-trusted-employees/

RecruitingHeadlines is sponsored by Hiretual, the recruiters best friend! IN THE NEWS... DEPUTY RAISES $81 MILLION https://recruitingheadlines.com/workforce-management-software-platform-raises-81-million-in-funding/ BEAMERY LAUNCHES NEW VERSION https://recruitingheadlines.com/new-version-of-beamery-is-released/ JOBSTORIES - WEBINARS FOR JOBS LAUNCHES https://www.jobstories.com/

Here are you fast five recruiting headlines for this week in the recruiting industry. HIRETUAL ENHANCEMENTS https://recruitingheadlines.com/hiretual-adds-augmented-intelligence-to-its-ai-powered-sourcing-platform/ WORKABLE RAISES $50 Million https://recruitingheadlines.com/workable-raises-50m-to-automate-recruiting-for-smbs/ WONOLO RAIASES $32 MILLION https://recruitingheadlines.com/wonolo-raises-32m-to-democratize-gig-work-and-streamline-temporary-and-seasonal-staffing/ ENBOARDER RAISES $4 MILLION http://www.finsmes.com/2018/11/enboarder-raises-4m-in-funding.html?fbclid=IwAR384pT5gCz67klQv33CBwRAlgUtw5Y4T2zCTuhQJKLpcpCVKmdrjr62Kos ZENJOB RAISES $10 MILLION

Angie Verros from Vaia Talent talked about how she creates better more personalized outreach to candidates. Recorded live at HIREconf in New York City. Hire Conf is put on by the good folks at HiringSolved. The RecTech podcast is sponsored by WorkJere and Hiretual.

As Vice President of Client Delivery, Melissa Hassett is responsible for overseeing the strategic partnership between ManpowerGroup Solutions (an RPO) and high-volume employers. She acts as a strategic partner to clients, working to streamline processes, launch and manage large scale staffing programs, and entrench herself in the client’s business to deliver customized staffing solutions. She has more than 20 years of experience in recruiting as an employer and RPO buyer. Manpower just published a new report entitled "What Retail Employers Need to Know About Candidate Preferences” – we’ll discuss that report among other things in todays episode. SHOW SPONSORS: Workhere.com and Hiretual.com

This episode of RecTech is sponsored by WorkHere.com and Hiretual.com. Derek Zeller is the Director of Recruitment Strategy and Channels for Engage Talent a passive candidate intelligence tool. In this podcast audio extracted from my recent webinar with him we cover the biggest challenges recruiters face in 2018 and I get Derek to dish the dirt with some funny stories from his days as a tech recruiter. Listeners can watch the webinar at: https://www.crowdcast.io/e/top-5-recruiting

Looking to speed up your interview process? Add an automated scheduling tool to the mix. Not only will you free up recruiters time but candidates will love you for it as well. In today’s episode Chris Russell will discuss the top tools on the market. Goodtime is a talent operations platform for interview scheduling and interviewer training. They just raised $5 million in new funding. It sits on top of your ATS. Select interviewers yourself or let us pick the most optimal set of interviewers based on attributes/skill sets needed for the interview. GoodTime integrates with interviewers’ calendars, providing real-time availability for your candidate to select a date/time for the interview. GoodTime immediately syncs the candidate’s selection to your ATS & calendars then notifies the recruiting team, interviewers and the candidate. Interview Schedule: Find the best schedule without playing Calendar Tetris. Simplify the most manual parts of your workflow. Connect your calendar and ATS to simplify your process and minimize time toggling between tabs. Meet the needs of your candidates and team. Handle preferences and complex requirements. Interview Assistant:As an online interview scheduler created for recruiters, Interviewer Assistant allows you to quickly and easily create new interviews. With our online interview scheduler candidates will receive invitations and confirmations immediately, resulting in faster bookings and less work for you. TextRecruit: Automated Scheduling is the newest part of their platform. Automated Scheduling gives you the ability to send candidates a link to schedule time directly on your calendar – eliminating the back and forth of scheduling a meeting. Links can be sent on a one-to-one basis, as part of a campaign, or scaled for high-volume recruiting with Ari, our recruiting AI. ClaraLabs: With the introduction of back-to-back coordination, Clara can now coordinate scheduling at every stage of the interview process from initial phone screens, to hiring manager interviews, to onsite interviews. Clara Labs also continues to add to its growing list of integrations, including Microsoft 365, G Suite, Zoom, and applicant tracking systems Greenhouse and Lever, to deliver a truly seamless experience for recruiting teams and candidates alike. The RecTech podcast is sponsored by our friends at WorkHere and Hiretual!

This episode is sponsored by WorkHere.com and Hiretual.com This is RECTECH….the only podcast that helps employers and recruiters connect with more candidates through technology inspired conversations. our mission is to teach you about the new tools and tactics for finding talent online. Today’s show is a recruiter edition. Matt Anderson is a healthcare executive recruiter from Minneapolis based Versique where he sources and recruits leaders from management to C-suite levels. His Clients include independent and rural health critical access hospitals, large care delivery systems and physician owned specialty groups. Matt's fifteen years of healthcare leadership search and placement experience offers clients unique insight into market assessment and intelligence, consultation on structuring the search process, ability to identify, recruit and place specific leadership candidates based on the needs of clients resulting in a successful, efficient outcome to the search process. Matt and Versique's Healthcare Search Practice provides client solutions for both direct hire and interim leadership. TOPICS How would you characterize the state of healthcare recruiting today? Are there any differences in Healthcare recruiting vs more traditional roles. Biggest challenge right now? What tools do you use to find healthcare execs? What advice might you have for recruiting front line healthcare roles such as nurses, doctors, CNA’s etc What are you planning to do differently in 2019? Most creative thing you ever did to source a candidate? New healthcare recruiter---what advice do you have?

Derek Murphy Johnson popped up in my LinkedIn feed the other day I figured he might make a good guest. Little did i know he is also a frequent listener of the RecTech podcast. By day he is the Corporate Talent Acquisition Manager for Portland Oregon based Kinder care education and he is also a board member of the newly formed Talent Brand Alliance. TOPICS Describe the recruiting team at Kindercare.  Biggest challenge right now? Lets talk tech---what’s your ATS? Taleo What other tools are part of your HR tech stack? Phenom People, The Muse Plans for Employer Branding Creative Sourcing Stories RecTech Sponsored by Workhere.com and Hiretual.com

In our final round of interviews Chris Russell brings you interviews with; Jeanette Maister of Oleeo Rob Fernandes of Pounse Pete Sandias of talemetry Kevin Sessions of talentQuest Thad Price of Talroo David from VideoMyJob RecTech is sponsored by WorkHere.com and Hiretual.

In our continuing coverage of the 2018 #HRtechConf from Las Vegas Chris Russell interviews the following people; Andrew Gadomski Aman Brar from Canvas Brendan Cruickshank from Emissary Jack Coapman from Gr8 People Tim Hawk/Amit Chauhan from JobAdx Ninh Tran of Hiretual Sponsored by WorkHere.com and Hiretual

Chris Russell recaps a long week at the HR Tech Conference in Las Vegas and shares some audio from the final round of startup pitches. Blendoor who had a really great female CEO who showed off their diversity recruiting platform.   Compliance HR…like LegalZoom but for enterprise legal departments... Jane.AI - virtual HR assistant that asnwers question for your employees RelishCareers---MBA level recruiting platform The RecTech Podcast is sponsored by WorkHere.com and Hiretual.com    

Tim Sackett is well known to the recruiting industry, in fact some might call him HR Famous….He is the President of the Michigan based staffing firm HRU  Technical Resources, he blogs 5 days a week at timsackett.com and he just wrote a book too so we’ll chat about that and much more on today’s show. TOPICS First and foremost...are you still in Indeed jail? Hidden Career site link...I have a bit on this…”Recruiting redneck”...wanna hear it? If you hide the careers link nder the about us menu---u might be a recruiting redneck… If you still have a one page career site, you might be a recruiting redneck If you still post jobs online in PDF format, you might be a recruiting redneck If you still use an excel spreadsheet as your ATS, you might be a recruiting redneck… What else ticks you off about how companies recruit ?How’s the book doing? What can I expect to learn? Whats a day in the life for tim sackett? Most creative thing you ever did to find a candidate? Advice for young recruiter? How can companies get HR tech right? Sponsored by our friends at WorkHere.com and Hiretual. Check out WorkHere's hyperlocal candidate delivery system today.

Entelo, a leader in recruiting automation and sourcing, recently announced a new feature called  Unbiased Sourcing Mode, allowing companies to anonymize and hide information recruiters or hiring managers don’t want to see in an effort to eliminate unconscious bias based on irrelevant factors.   Here to discuss this new feature and talk more about sourcing is Lisa Holden their Director of Communications. TOPICS INCLUDE: Gearing up for HR tech? Can you explain what Entelo does briefly? “Leader Recruiting automation” I thought you were essentially a sourcing tool... Entelo is introducing Unbiased Sourcing Mode -- what is it? What’s the problem this solves? What’s the motivation behind new tools like this? Does it actually work? What about when you meet the candidate in real life? What has feedback been like so far? What are some best practices for getting diversity and inclusion right? How about companies that do it wrong? Any pitfalls to avoid?   What’s next from Entelo?     Whats your job like ...take us through a day in the life? Is it getting harder to market to HR people or easier? What marketing tactic..event, google ads, etc...has the best ROI in your opinion? What have you learned about the hiring process since coming to work for Entelo? Where is sourcing in 5 years? Sponsored by Hiretual and Workhere.com

I met today’s guest as he drove me and Steve Levy to a dinner hosted by Gerry Crispin in Nashville a few weeks back while i was at the Jobg8 summit...afterwards he also introduced me to Nashville's best dive bar and then the day after he invited me to hang out in the offices of IQ Talent before my flight left. We had time to have lunch, and commiserate for an afternoon while overlooking the Nashville skyline. Chris Murdock is the Co-Founder and Senior Partner of IQ Talent Partners. Chris has over 18 years of executive recruiting experience and leads research and sourcing for the firm while also developing client relationships. Prior to Founding IQTalent Partners, Chris was a Sourcer with Yahoo!'s internal Executive Recruiting team in the corporate offices in Sunnyvale, California. Previous to Yahoo!, Chris was an Associate in the Menlo Park, California office of with Heidrick & Struggles, where he recruited for software, hardware, professional services, and semiconductor clients. Before Heidrick & Struggles, Chris worked in the Retail Practice of TMP Worldwide in Atlanta, Georgia. Todays Topics: Quick bio….and Tell the listeners what you guys do at IQtalent? Sourcing as a service? Describe the size of your team, what types of jobs do you typically source for. Distributed? How do you train them? Open rates for emails…? Phone calls to a live person? Lots of vmails? Do you have an ATS? If so what What Other software tools in your HR toolbox? Ever source anyone from Facebook/Twitter or Instagram? Finish this sentence: sourcing people in 5 years will be like ______________? The RecTech Podcast is sponsored by: https://www.rejobify.com/ Hiretual - https://hiretual.com/business/RecTech?utm_source=RecTech  

Our guest on the cavnessHR podcast is Ninh Tran. Ninh is the Chief Relationship Officer and Co-founder of Hiretual and is also a SourceConERE MediaRecruiter.comUniversity of California, Berkeley, and author, and has spoken on various subjects such as “AI & the Future of Recruiting”, “Today's Sourcing Technology and Skills”, “Recruiting Workflow Automation”, “Hacking Authentic Leadership for Growth”, and “Selling is Human in the Digital World” at , Stanford University, and global TA conference As Cal alumni, Ninh founded Trucksome to help emerging local food economies thrive while creating thousands of jobs for the unemployed right here in the US. Then he went on to GoogleHireTeamMate Hiretual before co-founding an executive search firm where he leads the business and recruiting operations that placed hundreds under one year before founding. Hiretual, a “Recruiter's Best Friend” is an AI recruiting platform of choice, built by recruiters for recruiters, that continually proves to make the Internet recruiting friendly and your life easier. Hiretual's Vision is to make the internet recruiter friendly, find what cannot be found, and empower 10x faster talent sourcing. See acast.com/privacy for privacy and opt-out information.

Andy Riabokin from Hiretual, Innovation Lab winner, shares about the young company’s role as innovators of AI applications. Hiretual has created a ranking and search tool for recruitment that combs through more than 700 million candidate online profiles. Andy shares that the team of data scientists, including an ex-Googler, uses technologies similar to big search-engines to streamline complex data processing. Hiretual’s aim is to be a recruiter’s ‘best friend’.

Doug Munro has more than fifteen years' experience recruiting top-flight talent, including key personnel for mission-critical work in the National Defense arena. He’s filled positions in a wide array of areas including Executive Leadership, Cybersecurity, Information Technology, Program/Project Management, Contract Administration, and Intelligence Analysis. He’s also well-versed in the security clearance arena and has been involved in a broad spectrum of Federal procurements. TOOLS Mentioned: Ultipro, BambooHR, SkillScout TWITTER: https://twitter.com/RecruitCyberDC TOPICS: What’s new and exciting in your recruiting world? Describe the size of your team, the number of open roles, and types of jobs. Ghosting in recruiting What are your primary sources of hiring? What is your ATS?---they get you on google jobs yet? How’s the apply process What’s working for you/whats not?  referrrals? Other software tools in your HR toolbox? Sourcing stories Sponsored by Hiretual and Rejobify. https://hiretual.com/business/RecTech?utm_source=RecTech https://www.rejobify.com

Ff you got to Duarte Mendonca's Linkedin profile it will say something that you don't see on most recruiting bios...“Cut me, I will bleed Talent Acquisition” When I read that along with the rest of his profile I knew he should be on the podcast. In today's show we'll cover his HR tech stack and hear how he and his small team of recruiters fill their reqs. TOPICS COVERED Describe the size of your team, the number of open roles, and types of jobs. Ask about ghosting What are your primary sources of hiring? What is your ATS? Text to email trick: https://www.linkedin.com/pulse/how-send-email-sms-text-duarte-mendon%C3%A7a/ Whats working for you/whats not? (have you given up on any tool or tactic recently?) Other software tools in your HR toolbox? Sourcing stories. Podcast Sponsored by Hiretual. -------------------------------------- Contact chris@rectechmedia.com

Brad Goldoor: This is Brad Goldoor, co-founder and chief people officer at Phenom People, and I'm next on the Rec Tech podcast. Announcer: Welcome to Rec Tech, the podcast where recruiting and technology intersect. Each month, you'll hear from vendors shaping the recruiting world, along with recruiters who'll tell you how they use technology to hire talent. Now here's your host, the mad scientist of online recruiting, Chris Russell. Chris Russell: That's right. It's time for Rec Tech, the only podcast that helps employers and recruiters connect with more candidates through technology inspired conversations. Today's show is a vendor edition, but first, the Rec Tech podcast is sponsored as always by our friends at Hiretual, the recruiter's best friend. Hiretual's AI engine is a personal sourcing assistant that works for you 24/7. You can conduct email marketing campaigns, source candidates automatically much more through the new version three interface, so if you want to source more candidates, check out Hiretual, find them on the web at hiretual.com.  CONNECT WITH CHRIS: https://www.linkedin.com/in/cmrussell/ Chris Russell: As the chief people officer at Pennsylvania-based Phenom People, Brad Goldoor manages the talent acquisition team and talent development functions, including interviewing, onboarding and employee engagement. Before that, he spent several years as their VP of business development. Phenom has recently secured $22 million series B funding from investors such as Axa Venture Partners, but today he's on Rec Tech. Brad, welcome to the show, it's great to have you. Brad Goldoor: Thank you. Chris Russell: I'm curious, I want to start the conversation by asking you about your transition from biz dev into talent acquisition, not a typical career path, but what's that been like so far for you? Brad Goldoor: Absolutely. You know, everybody in an organization, in my opinion, is always selling, they're always selling something, whether that's internally or externally. I took the skillset of selling our product to our customers, and started using that skillset to sell the company to potential candidates, and selling all the benefits and our growth trajectory and our innovation, and everything that's unique about our company and our culture, and putting those sales skills to the test on, again, selling the opportunity and selling the company to those potential candidates. Chris Russell: Yeah. Like recruiting is sales and marketing, as they say. What did you learn from working in biz dev that really serves you well in your recruiting role now, would you say? Brad Goldoor: Sure. It's all about people, as I had said earlier, and it's being able to read those people, and being that chameleon in changing as necessary to the different personalities, and making sure you're catering to those different personality types and changing your pitch accordingly. That's been a natural transition, to move that over to recruiting. Chris Russell: Gotcha. Just to set the stage for us, how big is Phenom People terms of employee base and what's the size of your GA team there? Brad Goldoor: Yeah, we're 350 global employees, and we have a global team of seven. Chris Russell: Seven, okay. This wasn't on my original list, but besides your own software, Brad, for what tools do you guys have in house for sourcing or using other parts of the recruiting process? Can you name a few for us? Brad Goldoor: Sure. We do use Glass door, we use Comparably, we of course use LinkedIn as a sourcing tool, and as you had mentioned, of course our own tool. Chris Russell: Do you guys do a lot of sourcing internally overall, is that a big function? Brad Goldoor: Yeah, we do do a decent amount of sourcing, we've been able to leverage a lot of our news and press, and use that as a tool to attract talent. By promoting a lot of the awards we win, we find that's a very effective sourcing tool as well. Chris Russell: Yeah, I do see a lot of your press releases out there in the ecosystem, so that's interesting. Press releases could work, I guess, right? Brad Goldoor: Absolutely. We have a very large depth of content for a company of our size and stage, and we've been able to use and leverage that working closely with marketing. Recruitment is marketing, in my opinion, and so leveraging all those marketing efforts and all those awards that our marketing team that has helped us win at this point has been a really effective tool and draw, in that people are attracted right to good news and growth and big things happening, and so we've been able to leverage that very nicely. Chris Russell: Yeah. Just curious, do you use one platform for the press releases, in terms of publishing them, or what do you use for that? Brad Goldoor: As far as the press releases, we do use a PR firm to push them out, and so we rely on them to get that out into the appropriate media outlet. Chris Russell: Gotcha. I was reading some of your site and some releases before the call, you guys describe yourselves as talent relationship management, TRM. Is that a way to kind of differentiate yourself in the market from your competitors, who are just going to call themselves, you know everyone's using the term CRM these days, or candidate relationship marketing. Tell me more about that, that phrase, that acronym that you're trying to define for yourself. Brad Goldoor: Sure. Yes, you know we're bringing a unique and differentiated innovative product to market, and we are also choosing a different name along those lines, and it is actually talent relationship marketing. We believe that this function is being disrupted, and a behavior change is in place to start looking at analytics and campaigns and conversions, similar to marketing. It's a broad category for recruitment marketing, but we're pointing it as talent relationship marketing and taking our tool to market in that way. Chris Russell: Okay. Tell me more about how the Phenom platform helps employers become better marketers at their jobs. I know you've got about five different products in this suite there, but let's go a little bit deeper for me, and tell me more about how it actually works and what it does. Brad Goldoor: Sure. We start by attracting candidates in a personalized career site, giving them that Amazon-like experience on the front end, and as a result, we find the candidates are willing to stay longer, share more data, and have a more engaging experience. As a result of that, we're able to collect more data and make that data meaningful on the back end for recruiters and hiring managers. Then we leverage that into an analytics tool so they can start to look at source attribution, you know time of stay, digging into those analytics and making some data-driven decisions based off of what they're seeing in those analytics. We then move over to the CRM module of it, which allows you to push out proactive nurturing campaigns and target passive talent, somebody who may have come and visited the site, used their LinkedIn profile for some personalized recommendations. Brad Goldoor: Though they didn't apply to a job, we can now take that audience and segment it and market specifically to those people who came and showed some intent but didn't necessarily apply, and nurture them through the process, and again, look at more analytics on what's converting, what's not, and how those results end up. Then the last piece to the platform, we take that internally to an internal mobility module where we're hosting an internal-only career site, and enabling and allowing employee referrals to be done from that part of the platform. Chris Russell: Going back to the career site for a second and the Amazon experience around the apply process, do you kind of have more of a one-click apply or an easy way to apply to job these days? It's kind of a big candidate experience a problem out there, but how do you guys handle it? Brad Goldoor: Microsoft is actually one of our customers and they actually offer, I think, six easy ways to apply, from using your Microsoft login, your LinkedIn profile, various other social feeds and anything that you might have set up for a Microsoft account at any time. Those are one way that we enable the easier apply, but it's really personalizing the content to the person's experience, just like we use machine learning, so every visit and every click, every piece of content that you consume, we further personalize that experience so that it's the most relevant to them. Chris Russell: Give me an example of that personalization, if you could. Brad Goldoor: Sure, Yep. Great question. If you're clicking on and looking at sales or biz dev jobs, I should see a video of a day in the life, I should see a message from the chief sales officer, I should see other jobs that are related to sales or biz dev that I might want to also look at, any blog posts, employee testimonials, all of that content that's relevant to what I'm actually searching for and looking at at that time is served up in that personalized format. Chris Russell: Right. Okay. On the pipeline side, you talked about nurturing a bit. Tell me more about how that works. It sounds like you really need kind of a marketing person to really run this thing on the back end, in terms of the administration of all this. I wondered if you could touch on that briefly too. Brad Goldoor: Sure. You're starting to see new job titles pop up in recruiting departments, whether it's employer branding or recruitment marketing, and so those types of people, and they are coming from marketing backgrounds. Our tool is very user friendly, and we can train and enable and teach a new skillset to existing recruiters and talent acquisition leaders with a very simple user interface on the backend. Setting up campaigns is really, you know we make it very turnkey and simple for them to execute, but we are seeing a mix, like I said, of people with marketing backgrounds getting into those roles with new titles, as well as existing people, and we're training them and giving them, again, new skillsets to stay relevant in the market. That's some of the benefits of the nurturing tool on the backend. Chris Russell: I know there's a piece in there for AI, everyone's got that, but tell me more about what's involved with that, is it true AI? Brad Goldoor: Yeah. Artificial intelligence, we have live examples of that on some of our customer sites today. One good visual example to illustrate that is our job recommendations. If you're looking at one job, and we're going to suggest five or seven other jobs that are relevant to that, most people do that either key word or location-based, and while those are two of the data points that we'll use in our analysis, we're actually recreating the human behavior. We know that every thousand job seekers looking at this job are most inclined to look at these five or seven jobs on the right hand side, and because of that, we get a higher pull through and click through rate on those jobs, because it's based off of that artificial intelligence or recreating that human behavior, and so it becomes even more personalized and relevant. That's the best illustrative example I have of our AI, where you can actually see it in action. Chris Russell: You mentioned the conversion rate there, a typical employer website today I think is around, I don't know, between seven and 10% depending on who you ask. What are you guys seeing as far as conversion rates go on some of your job listings with some of your clients? Brad Goldoor: We're almost double those numbers. Chris Russell: Double, excellent. That's good to hear. Brad, what's the basic price point of the Phenom product, can you give us some idea of what it costs? Brad Goldoor: Yeah, so on the low end, it starts at about $50,000, and it can go up into the hundreds of thousands, even to more fingers than that, depending on the size of the company and the customer, but starts at $50,000 on the low and goes into the high-to-mid six figures. Chris Russell: All right, let me take a quick break, listeners, so I can tell you about our other sponsor today, which is Robo Recruiter, and they're a recruiting chatbot technology. Robo Recruiter's job vet campaigns help recruiters vet and select candidates for particular roles, and make it easy to quickly build conversations that are both personalized and engaging. Start prioritizing your candidates within minutes, go to roborecruiter.ai and tell them you heard it on Rec Tech. You mentioned Microsoft before, Brad, what are some other examples of career sites you power today that listeners could go to? Could you rattle off a couple of maybe URLs for us? Brad Goldoor: Sure, gladly. Whole Foods southwest, Deloitte General Motors, those are some of the good ones that are out there for people that you could take a look at it and see the Phenom experience that we're deploying on career sites. Chris Russell: Awesome, definitely check that out. Did you guys just do Proctor and Gamble's site too, or is that someone else? Brad Goldoor: No, that was not us. Chris Russell: Sorry. I've seen a few releases about career sites in the news, and I know you guys have done some of those, it must have been a different vendor. All right, Brad, thoughts about the onboarding and employee experience at Phenom, I mean tell me more about your philosophy there in terms of onboarding. Are you guys doing anything to kind of make the employee experience better even after they start? Brad Goldoor: We sure are, this is definitely a hot topic for me right now personally. One of our internal mantras at Phenom People is "not normal", and we tend to do things that are in line with that. On people's first day, we set them up with a buddy and agenda, their computer is up and running and ready to go with their email already entered in. We have a day one agenda, a week one agenda, we have a buddy for them when they come in, and we have their backpack and other swag items ready to go. They've already completed their paperwork online, we use Zenefits as an onboarding tool, so a lot of companies I know use that first day to actually do that paperwork, that's already done. We take them into a room for about an hour and a half and go through a deck to explain the company's history. Brad Goldoor: I do that myself, I'm one of the co-founders and I'm our chief people officer, so having time with me and talking about how we originally started the company and the history people tend to find very engaging, it's interactive, they ask questions and get a good amount of time sitting there with me. Then really the most unique thing that we do in the onboarding experience is before they start, we actually reach out to one of their loved ones or friends, and ask them to submit a video wishing them good luck on their first day, and we play that video for them individually. The response has been from tears of joy, to smiles, you know that their cheeks hurt. We've had dogs, we've had neighbors, we've had kids, and we actually had one employee, it was a two and a half minute video with 12 people from around the world, he had in-laws in India, he had friends in different countries, and literally they went through, you know his wife played music to the background. Brad Goldoor: It's been such, it's literally the favorite part of my job right now, is getting to play those videos on the first day. People are blown away when they see the effort that we did, and from a company standpoint, it doesn't cost us anything. The next natural question that I get asked with this is, "Well, how do you get that individual's friend or family member's contact information?" In the onboarding in Zenefits, they actually have to put an emergency contact in, and so you know they put an emergency contact in usually with a cell phone number, and I text them. Then the spouse or the friend, whoever it is, they're so impressed by what we're doing for the employee, and so sometimes they ask actually about working here by going through that experience. It's been really a unique and rewarding, and a really a fun thing to do, and again, the response has been just off the charts on it. Chris Russell: That's amazing. I love great onboarding stories, and you're right, it doesn't cost much to onboarding right. Brad Goldoor: Absolutely. Chris Russell: I'm glad to hear that companies are changing their tune around that stuff. All right Brad, just a couple more questions for you before we end here. Lots of HR tech startups out there today, you know to me it seems like we're in the golden age of HR tech funding, because everything's getting funded from, whether it's here in the US or overseas. What advice would you give a today's HR tech startups just starting out? You've been in the business for awhile, what's one piece of advice you learned over the years to help you grow your company? Brad Goldoor: Sure. I would say trial and error, fail and fail fast, and get your product out to market even though you know it's not going to be perfect. Your first version of your product should be a junker. If you go back and look at Amazon's first site in 1999 or whatever it was, you know you can see, right? I would say get your product out there, let people bang on it, iterate it based off of that feedback, and don't aim for perfection, and really operate with complete agility and just learn from those mistakes, is some of the best advice that I've gotten and that I could give forward. Chris Russell: Nice. All right, last question. Are you hiring? Tell us where and how to apply, give us some highlights there. Brad Goldoor: Absolutely, yes, of course we're hiring. We've got, you can go to phenompeople.com/careers and see all the open positions. I think we've got about a dozen open there on the site right now in the US, and so we're looking for sales and account management specifically, entry level sales, enterprise sales, account management are some of the ones off the top of my head. I know that we're aggressively in product also putting some of that series B money to use and filling those roles. Again, you can see all the open positions on our career site, which of course we deploy on our own platform and product as well. Chris Russell: Awesome. Well Brad, appreciate you joining me today, learned a lot in a short time, and appreciate the stories. Brad Goldoor: Thanks for having me. Chris Russell: Yep. All right, that'll do it for this edition of the Rec Tech podcast, thanks again to our sponsors, remember Hiretual and Robo Recruiter. Don't forget, you can subscribe to the show via iTunes, Google Play, SoundCloud and Stitcher radio. Thanks for listening everyone, and remember, always be recruiting. Announcer: Another episode of Rec Tech is in the books. Follow Chris on Twitter @ChrisRussell, or visit rectechmedia.com, where you can find the audio and links for this show on our blog. Rec Tech media helps both HR tech firms and employers to get more clients or candidates through our consulting practice and online tools, so be sure to check out our sites, like recruiting headlines, job fairing, and more to stay up to date on what's happening in recruiting. Thanks for listening, and we'll see you soon on the next episode of Rec Tech, the recruiting technology podcast.

This is REC TECH….the only podcast that helps employers and recruiters connect with more candidates through technology inspired conversations. The RecTech podcast is sponsored in part by Hiretual, the recruiters best friend. And Roborecruiter.ai This will be a solo show with just me I put together a list of cool tools employers and recruiters can be using to improve their recruitment marketing efforts. Legend.im - animate 100 characters of text into 6 second video. Free for iOS. Ripl.com - another app, Ripl is a marketing tool in your pocket. Its free for iOS and Android but I pay 10 per month for extra features more templates + add your logo) Turn pictures into video which is great for jobs. Repost for Instagram - repost other people’s content from Instagram. Get it here. HelloBar - use it to highlight a call to action such as a job of the week, news or collect emails. Can be set to appear at top or bottom of your site. After a few secs or even if they try to leave. Download it here. Mailchimp (free for first 2,000 emails) get started with your email marketing. Statcounter - simple web statistics...if you seeking a simple web stats tool statcounter may be of interest to you. It’s a simple tool vs google analytics. Understand where your candidates are coming from. Go to statcounter.com. Kingsumo - Grow your email list through Viral Giveaways...fee tool they make it easy to grow your lists or followers through a giveaway or contest that you run. Bayard Advertising has made an EB Calculator https://bayardad.com/eb-calculator/ Visit RecTechMedia.com for more recruitment marketing solutions and consulting.

Welcome to RECTECH….the only podcast that helps employers and recruiters connect with more candidates through technology inspired conversations. Recruiting is getting more technical in nature so its important for recruiters to stay up to date on the new tools and tactics for success.  The RecTech podcast is sponsored in part by Hiretual, the recruiters best friend. Hiretual’s AI engine is a personal sourcing assistant that works for you 24x7. Check out their new version 3 with a new reporting dashboard, email marketing campaigns that let you automate and track email response rates. They’ve also redesigned the Toolbox area to include more  automation and even Updated their Boolean string functionality. So if you want to find more candidates online check out Hiretual Find them on the web at hiretual.com Show notes Podcast Page: https://www.rectechmedia.com/podcast/ Reminder This show is now syndicated on the HR podcasters network. If you head over to hrpodcasters.com you can find this show and discover over 2 dozen shows that cover nearly every topic in hr and recruiting...check it out at HR podcasters.com Now on to our guests...Martin Burns and George Larocque...welcome back to RecTech News Topics Discussed: What’s new in your worlds? Indeed acquires Resume.com Indeed-Glassdoor (thoughts/opinions) HRtech funding---George can you tell us where we are for the year (how much in 2018 so far)----name some companies, etc. Any Trends in HRtech funding? (seeing lots of news overseas) Apply by Text: When are we going to see ATS adopt more texting functionality into their products? Isn’t it long overdue?   Let’s take a quick break so I can tell you about our other sponsor RoboRecruiter - and their recruiting chatbot technology. RoboRecruiter’s JobVet campaigns help recruiters vet and select candidates for particular roles. They make it easy to quickly build conversations that are both personalized to each user: Such as asking them prescreening questions before they apply So head over to Roborecruiter.ai and tell ‘em you heard it on RecTech   Is Google Duplex the future of recruiting? Robot phone screeners?

In the first of two recorded sessions from the recent RecruitDC event held in Falls Church, Virginia. http://www.recruitdc.org/ In this episode you'll hear a quick update from Ninh Tran on the Hiretual sourcing tool. Then get ready for Chad Norman's session called "Employer Brand IS Your Brand".

Thanks to PCRecruiter.net -- Hiretual.com -- and Honeit.com for sponsoring the show. Everyone has a podcast now but don't forget this: The Recruiting Animal Show was the first online, call-in show about recruiting in world history. Call in and talk. If you say something stupid the crew will cut you off. 

@NinhTran09 -- LINKEDIN -- Hiretual:  Ninh Tran is the Co-founder of Hiretual, a “Recruiter's Best Friend” and an AI recruiting platform of choice, built by recruiters for recruiters that continually proves to make the Internet recruiting friendly and your life easier. Ninh is also a SourceCon, ERE Media, and Recruiter.com author, and has spoken on various subjects such as “AI & the Future of Recruiting”, “Today's Sourcing Technology and Skills”, “Recruiting Workflow Automation”, “Hacking Authentic Leadership for Growth”, and “Selling is Human in the Digital World” at University of California, Berkeley, Stanford University , and global TA conferences. As a Cal alumnus, Ninh founded Trucksome to help emerging local food economies thrive while creating thousands of jobs for the unemployed right here in the US. Then he went on to Google before co-founding an executive search firm HireTeamMate where he lead the business and recruiting operations that placed hundreds under one year before founding Hiretual. ALSO STARRING -- @PerryBlock and HIS BOOK Perry is an ex-HR guy who wrote a book about getting old. It's called Nouveau Old, Formerly Cute. It's $5.00 USD on Amazon and it's funny. I had to read it for this show. And I paid for it myself. 

Andrew and Jason give some quick reviews of technology that caught their eye at ERE and Unleash.

Shannon Pritchett is the editor of SourceCon. As a lifelong student in the recruitment industry, Shannon is passionate about improving it. She has a diverse background in training, sourcing, full desk recruiting, coaching, and journalism. Shannon got her start in the recruitment industry at Vanderbilt University and later worked as a Senior Recruiter for Internal Data Resources and Community Health Systems, Social Media Recruitment Ambassador for T-Mobile USA, Director of Recruiting for Moxy, Trainer with AIRS, and last as a Manager of Global Sourcing and Training for ManpowerGroup Solutions RPO. -What sourcing tools are recruiters talking about these days? -Glen Cathey talked about “The Human Element of Sourcing Candidates.” let’s unpack that….so easy to find a person these days...the trick is how to engage them. -Is boolean dead with advent of all these new tools? -Tell us a sourcing story about how you or someone you know got creative in finding someone that you eventually hired? -How should vendors approach recruiters about pitching their products? -What advice would you give a new grad today who wants to go into recruiting? -Sourcecon Budapest….what’s in store? -Is there a promo code for Sourcecon Budapest you want to give out? Sponsored by Hiretual.com and RecTechLive.com

Jeanette Maister is Managing Director - Americas at New York based WCN whose talent acquisition suite helps to improve the hiring process.. .Jeanette lives and breathes campus recruiting having spent almost her entire career as a practitioner...She began her journey in campus recruitment at Lehman Brothers in regional and later global leadership campus roles, where she first used WCN. She went on to work for IBM, Gartner, and finally as Global Chief Operating Officer of the Campus Recruiting function at Credit Suisse. In todays show she will talk about the new study in cooperation with Universum about trends in student recruiting. bit.ly/2018StudentTrends https://twitter.com/jeanettemaister https://www.linkedin.com/in/jeanettemaister/ SPONSORED BY Lever.co/RecTech and Hiretual.com

My name is Erin Stevens, Corporate Recruiter for Masterbrand Cabinets.... And I’m next on the RecTech podcast. https://twitter.com/ErinMStevens Special thanks to our sponsors: Lever.com/rectech and Hiretual.com TOPICS -How long have you been working remotely? -Tell us about master Brand hiring needs and the Types of roles you personally recruit for? -What’s your favorite tech tool that makes your job easier working remote? -What’s your ATS? -Rest of your HR tech stack...onboarding, video , texting, sourcing? -Name all the ATS you used in corporate recruiting? -What methods do you use to identify and source candidates? Email subject lines, messaging, inmail rates... -Do HR tech vendors ever try and pitch you? -What new HR technology are you excited to try but haven’t yet? -What conferences are you going to this year -Last question---what have you learned about recruiting that you wish you knew when you frst started?

Tiffany Kuehl is Director of HR search for Versique, one of the largest talent acquisition firms in the midwest, specializing in both consulting and permanent placement. She spent 20 years in corporate HR before switching to the agency side about a year ago. According to her twitter account she is also a Twins fanatic, a blogger and watches the Xfiles. Connect with her on twitter: https://twitter.com/TiffanyKuehl TOPICS You are what I would call a social savvy recruiter...linkedin-twitter….how has social media helped you recruit better? Ever place anyone that you found on facebook or twitter or read your blog? What’s your ATS? Any other HR tech tools you use? Name all the ATS you used in corporate recruiting...which one did you like/hate? What methods do you use to identify and source candidates? What new HR technology are you excited to try but haven’t yet? Talk about going from corp to agency --- why did you switch and what’s it been like so far? Whats your advice to 3rd party agenices What conferences are you going to this year Last question---what advice would you tell a your graduate who wants to work in HR or recruiting? Sponsored by https://www.lever.co/rectech AND now also Hiretual: https://hiretual.com/?utm_source=RecTech

Ninh Tran is the COO and cofounder of Hiretual, one of the most popular sourcing tools on the planet. We chatted about the company at the recent HR Technology Conference in Las Vegas.

@NinhTran09 -- LINKEDIN:  Ninh Tran is everywhere on social media representing Hiretual, the super-duper sourcing tool. But he's also a very down-to-earth, hands-on recruiter with lots of ideas and opinions. And -- full disclosure -- he is also a sponsor of this show. And no ordinary person takes on that role.

@NinhTran09 -- HIRETUAL -  

Full Disclosure: Ninh Tran and Hiretual have recently become sponsors of The Recruiting Animal Show @NinhTran09 - LINKEDIN - @Hiretual - Hiretual.com Ninh Tran is the COO & co-founder of Hiretual, a sourcing platform. He founded Trucksome Inc. to help emerging local food economies thrive creating thousands of jobs for the unemployed here in the U.S. Then he went to Google before co-founding an executive search firm HireTeamMate, Inc. where as COO he lead the recruiting operations that placed hundreds under one year before founding Hiretual.