Podcasts about rectech

Mark Robson joins me this week to explore the world of grilling and smoking food. We discuss the excitement of grilling season, advancements in pellet grill technology, and share our personal grilling journeys since 2016. Mark highlights his Yoder pellet grill, Rectech, and Komodo Joe Big Joe, focusing on their unique cooking capabilities. Our conversation touches on smoked meats, jerky-making tips, and the importance of grill maintenance. We also reflect on the communal joy of grilling and speculate on future technologies, including AI integration. This episode is packed with insights for grill enthusiasts looking to enhance their skills. Thanks for

Cielo, the world's leading Talent Acquisition Partner, today releases Agentic AI for TA. These agents are proactive teammates that elevate and enable their human counterparts to make the best hiring decisions. https://hrtechfeed.com/cielo-launches-agentic-ai/ TrackerRMS, a global leader in applicant tracking systems (ATS) and customer relationship management (CRM) software for the recruitment and staffing industry, announced its movement toward artificial intelligence: the new Evolution Virtual Agent (“EVA”), a natural language voice assistant that will be available in the Tracker recruiting platform later this year. https://hrtechfeed.com/tracker-recruiting-software-adding-voice-assistant/ NEW YORK — Helios Global Payments Solutions Inc, the AI-powered workforce management platform focusing on localized automation workflows, has successfully raised a total investment round of $15.5 million in funding as it launches its highly anticipated product worldwide across 125+ countries. With backing from global corporate investors, private angel investors and several Family Office investors, Helios is positioned to disrupt how companies hire, manage and pay their global workforce. https://hrtechfeed.com/helios-secures-15-5-million-for-its-workforce-management-tool/ NEW YORK — HeyMilo, an AI-powered candidate screening platform, today announced $2.2 million in seed funding. The round, led by Canaan Partners, underscores the growing demand for innovative technologies that streamline recruitment and unlock efficiencies in talent acquisition. Additional participation came from Alumni Ventures and Entrepreneurs Roundtable Accelerator, reflecting broad confidence in HeyMilo's potential to reshape the future of hiring. https://hrtechfeed.com/heymilo-secures-2-2-million-to-interview-and-evaluate-candidates/ DENVER — Employ, the owners of JazzHR, Lever, and Jobvite, just acquired Pillar, a transformative AI interview intelligence platform.and a past advertiser here on RecTech. https://hrtechfeed.com/employ-acquires-pillar-interview-intelligence/  

EU AI Act: Implications for Recruiters, Talent Acquisition and HR   One of the biggest challenges we have in our industry is to stay compliant. In a world where the innovation rate of Artificial Intelligence has long since outstripped anyone's ability to keep on top of it, we're left to seek guidance from legislators which we hope know what they're doing. Let's review what the EU AI Act is and how it will impact how recruits, talent acquisition and HR can and should use software which has an AI component.   - Review of EU AI Act - in laymen's terms! - 4 key points of the EU AI Act - What parts of the recruitment process - discovery, privacy, assessment, safety - are most significantly exposed to potential AI non-compliance? - Has anyone analyses existing tools yet for AI compliance? - What does this mean for US recruitment tech - do we need different versions? - Can European recruitment tech take advantage of regulatory divergence? - What lawsuits are happening right now? - What can we expect in advent of a Trump 2.0 Presidency? - What is the best way a recruitment business owner or TA or HR leader best   We're on Friday 20th September, 2pm BST / 3pm CEST with Martin Woodward, Director of Global Legal (Randstad), Jaap Kersten, International Legal (Textkernel), Vincent Slot, Team Lead, R&D (Textkernel) & Thibault Allard, Privacy & AI Analyst (SmartRecruiters)   Follow the channel here (recommended) and click on the green button to register for this show.       Ep273 is sponsored by our friends Textkernel   The AI foundation empowering your organisation to streamline recruitment with automated data flows.   Establish a foundation for success with reliable and structured data.   Implement skills-based practices by unifying scattered skills across multiple systems within your platform of choice.   Scale through automation of candidate engagement, matching and mid-office operations.   Our innovative technologies empower more than 2,500 Staffing & Recruitment agencies, leading employers, job boards, and HR Software Vendors worldwide. This enables them to work smarter, fostering a culture of innovation and faster advancement.   At Textkernel, we are dedicated to championing responsible AI in recruitment, placing a premium on ethical practices and inclusivity to pave the way for a brighter, more equitable future.   Ready to connect talent and jobs better? Explore our solutions today!

At the SHRM 24 expo in Chicago I sat down with Yutaka Takagi, Principal Product Evangelist at isolved along with one of their customers to get her feedback with the HCM platform. RecTech travel sponsored by Jobcase.com

Randstad NV, the world's leading talent company, has reached an agreement to form a joint venture combining its job board business, Monster, with CareerBuilder, a portfolio company of funds managed by affiliates of Apollo. https://recruitingheadlines.com/monster-careerbuilder-joining-forces/ PHILADELPHIA —- Phenom today announced its acquisition of Tydy, a human resources technology company focused on delivering phenomenal preboarding and onboarding experiences for employees – from hire to retire. The fifth acquisition and addition to the Intelligent Talent Experience platform portfolio fortifies Phenom's vision to shorten time to productivity for employees, while creating efficient experiences for HR practitioners, all from one platform. https://hrtechfeed.com/phenom-acquires-onboarding-platform/ Greenhouse, the leading hiring platform, announced it has been recognized as a leader in 66 of the 2024 G2 Summer reports and has ranked #1 in 29 of them, including Best Applicant Tracking System, Best Enterprise Applicant Tracking Systems, Best Mid-Market Applicant Tracking System and Europe Regional Grid Report for Applicant Tracking Systems. https://hrtechfeed.com/g2-says-greenhouse-is-the-best-ats/ KKR, a leading global investment firm, announced the signing of definitive agreements under which KKR and other investors  will jointly lead a US$140 million Series E fundraise of SmartHR, a leading cloud-native human resources management platform in Japan, with participation from existing shareholders. https://hrtechfeed.com/japan-based-smarthr-gets-140m-series-e/  

Sam Fitzroy is the CEO and co-founder of Dalia, a candidate conversion platform that activates hidden talent pools and proactively builds interest through personalized touchpoints, automatically. He joins me on today's podcast to discuss their latest platform release. TOPICS Just remind the audience what you guys do first What's new at Dalia? Why should recruiting teams care about conversions? Are you seeing an increase in applications across your clients generally? How easy is it for recruiting teams to measure conversion rates that matter? What's the impact of improving conversion rates? Can you share how a customer or job seeker has benefited from Dalia? Biggest challenge for youguys right now? Job search experience RecTech is sponsored by https://hrtechjob.com/  

This Week in RecTech; LinkUp, the provider of global job market data, announced the release of Compass—an intuitive digital toolset for analyzing labor demand in real time and living color. https://hrtechfeed.com/linkup-launches-compass-a-visual-job-market-insight-tool/ XpertHR today announced it has rebranded to Brightmine™, marking a strategic change for the company to further support HR leaders through today's increasingly complex workforce conditions and global economic uncertainty.  https://hrtechfeed.com/xperthr-cnages-name-to-brightmine/ Upwork announced Upwork Partners, a new program for companies to establish partnerships with Upwork that highlight skilled independent professionals on Upwork to serve their customers' most pressing business needs, as well as connect freelancers with industry-leading tools that supercharge productivity and improve work quality. Initially, Upwork Partners encompasses three main partnership models: https://hrtechfeed.com/upwork-premieres-new-partner-program-to-expand-ecosystem-of-companies-transforming-how-we-work/ Greenhouse, the leading hiring platform, today announced its strategic partnership with Atlanta-based Grayscale, a leading enterprise-focused texting and automation platform that supports frictionless high-volume hiring. Greenhouse customers can now add Grayscale's texting and automation solutions directly through the product offering: Texting, powered by Grayscale. https://hrtechfeed.com/greenhouse-launches-texting-powered-by-grayscale/ HiBob has announced Bob Hiring, a fully integrated Applicant Tracking System (ATS) that connects candidate, employee, and business data for better decision-making. Bob Hiring links Bob Workforce Planning with the recruitment process, aligning hiring plans to dynamic business goals for an optimized process using a powerful, all-in-one HCM platform. https://hrtechfeed.com/hibob-launches-applicant-tracking-system/  

A look at what's coming to the pod and help for HR tech job seekers in the form of a new job community. https://hrtechjob.com/

Get ready to navigate the complex dynamics of HR tech with us as we host a captivating conversation with Chris Russell from RecTech Media. He keeps his finger on the pulse of industry trends and keeps recruiters in the know in this exciting episode of Greenhouse: Inside Interviewing. The conversation takes an exciting turn as we delve into the role of AI in creating job advertisements and the use of conversational AI in crafting content. We also tackle the challenges of working with major job boards and their evolving pricing models. Listen in to discover the synergy driving innovation in the recruitment advertising industry and gain insights into the future of HR tech.Listen & Subscribe on your favorite platformApple | Spotify | Google | AmazonVisit us at RecruitingDaily for all of your recruiting, sourcing, and HR content.Follow on Twitter @RecruitingDaily Attend one of our #HRTX Events

In the latest episode of the Recruitment Leadership Podcast, your host, Alison Humphries is joined by James Lawton, host of The Staffing RecOps podcast and Enterprise Account Executive at Mployee.   James joins Alison to share his hot take on tech and automation in recruitment; starting with CRM (ATS) systems, and then venturing onto the wider tech stack, before exploring AI implementation and ChatGPT.   In terms of his background, James started his 17-year recruitment career as a recruiter himself, understanding the pain points that come with the territory of being a consultant. Since then, he has worked for numerous recruitment CRM companies, most recently at Mployee, and founded The Staffing RecOps podcast. The Staffing RecOps podcast was born after James spotted a gap in the market for a recruitment podcast that is dedicated to those that are operating recruitment businesses and the nitty-gritty of what goes into the operations around them.   Join James and Alison for an enlightening conversation about the common mistakes recruiters make when choosing a CRM, measuring ROI and implementation; advice on determining the best tech stack; and that all-important analysis of AI and how James sees it shaping the future of recruitment - in ways you may not expect!   Timestamped Guide: 00:45 - Introduction to today's episode 03:06 - What are the common mistakes that recruiters make when choosing a CRM? 04:49 - Considerations when implementing a new CRM 09:40 - How to measure ROI 15:12 - How to determine the best tech stack 22:36 - Why did you decide to join Mployee.com? 27:28 - In my experience, the implementation and training provided by CRM providers is hopelessly inadequate for recruitment businesses. What do you think? 30:59 - Bullet points advice for business owners, if they are rolling out a new CRM or any new tech? 35:13 - Implementation of AI in the recruitment industry? (37:15)   Connect with James on LinkedIn or reach out to him at james@mployee.com Salesforce world tour at London Xcel on 29th June: https://www.salesforce.com/uk/events/london/   Interested in speaking to Alison about your business strategy?  Get in touch, today!

“Careerbuilder laid off 60 % of their people today. My best friend was included in the count. She was a top performer for 12 years at CB. She is now looking for another gig. As I am sure you would understand , after 12 years of dedication , she is nervous,” wrote recruitment consultant Andrew Bolander in a post today. https://aimgroup.com/2023/05/17/careerbuilder-sells-international-division-lays-off-60-of-staff-names-new-ceo/ Reports surfaced this week that Twitter has acquired Laskie a tech recruiting startup that I have featured before on the RecTech podcast. https://hrtechfeed.com/twitter-buys-recruiting-startup/ Qualifi, the enterprise solution for high-volume hiring, today announced it has raised $4.5M in funding to accelerate the company's growth and mission to transform the way companies hire.   https://hrtechfeed.com/qualifi-raises-4-5m/  Withe, the on-demand video interview and virtual hiring event platform that aims to solve volume hiring challenges for enterprise hospitality staffing and recruiting teams, announced the close of its $1.1M USD pre-seed round, led by San Francisco-based Focal. https://hrtechfeed.com/video-interview-and-hiring-event-platform-raises-1-1m-seed-round/ Recruitics, whose agency./platform of data-powered programmatic advertising, engagement, and analytics for recruitment, has acquired Jamyr – a video recruitment platform. Jamyr delivers employee generated video content at scale … https://hrtechfeed.com/recruitics-acquires-video-recruiting-platform/

In this episode of Talent & Growth we are by Chad Sowash, the host of the famous Chad & Cheese Podcast. Chad is a renowned thought leader in the Talent Acquisition and Recruitment Technology space and brings a wealth of knowledge, strong opinions and ass kicking to the T&G podcast! In this episode, we covered: Chad's background and journey in the TA and RecTech space. The evolution and vision of the Chad & Cheese Podcast. Observations on the current state of the market in 2023, including the impact of ChatGPT. How businesses can learn from ChatGPT and what TA professionals can do to stay ahead of the curve. Chad's advice for TA professionals looking to be great at their jobs in 2023, including tips on how to become more business savvy and communicate effectively with the business. Listen to this engaging and informative episode to get insights and perspectives from a true expert in the TA and RecTech space. Oh, and if you are looking for some motivation – Chad has you covered! Contact Chad here - https://www.linkedin.com/in/chadsowash/ I am always interested in hearing feedback on episodes and getting ideas for futures ones, so if you would like to talk to me about this or anything else, please connect with me here - Paul Church How does your business's Talent Acquisition function compare to your peers in the market? Are your operational mechanics optimised to make your hiring strategies successful? Are you in the best possible position to attract the best people in the market for your vacancies? Is your talent process fluid enough to improve and good enough to deliver a fantastic candidate experience? Are you using the right tech to enable slick data capturing and data utilisation? Are you using that data to cement your TA function as a strategic partner in the business? If you spend 3-4 minutes now completing the survey, you will find out how your TA function stacks up, AND you will help the community by identifying the challenges we all need to work on solving together. Take the health check here - https://healthcheck.theanimogroup.com

Spot Cohost appearance:  Chris Russell sat in this week for JAMES WHITELOCK to talk about Rec Tech In The News. Chris and I had the chance to talk about: - Indeed's switch to PPA - Recent mergers and acquisitions (including one from my backyard with CareerBeacon) and new technology. - PivotCX.io as a fantastic platform for texting and candidate communications. - How @CandidateHub is the Candidate Experience Platform that will pull your RecTech together to create a single point of truth for your candidates. Think of it as the General Contractor coordinating all your trades when building your recruitment house.

Its time for another Rec Tech Demo Day. Come see 4 different recruiting technology vendors show off their platforms in rapid fine 10 minute demo slots.  Learn what's new to help you recruit faster and more effectively! 1. Goodseeker makes it easy to collect employee stories and job testimonials to reinforce EVP, promote work experiences, and prove culture claims. Combine stories with related jobs to give recruiters and advocates personalized content for talent attraction. 2. Talentcare is a full featured applicant tracking system. 3. FloCareer's flexible IaaS (Interview-as-a-Service) technical interview platform (via our 3000+ industry experts), leads to reduced time to hire, better candidates and improved client productivity.  4. Joveo: programmatic job advertising platform.

Audio from our recent Demo Day. Apologies for the echo in some of the audio.

A big welcome to this week's TRN Podcast guest, Chris Russell. Chris is a RecTech thought leader, he spends his life looking at what tech is hot and what's not. In this episode, we talk about what we could and should be looking at Recruitment Business Leaders and employers. Chris also shares with us some of his predictions around what we need to be getting right if we're going to access the best talent out there. Once again another fascinating episode. Enjoy.

All of your favourite podcast host in show! Before Christmas Serge and Shelley joined the HR PODSQUAD episode Hosted by Chris Russell from Rectech podcast along with Joel Cheesman from the Chad and Cheese Podcast. Better.com zoom layoffs and how it could have been handled better Is this just a short lived upper hand for labour compared to capital Will HR Tech investment in 2022 surpass 2021 numbers Predictions for 2022

In this episode Andy Hallett had on Russell Clements - former SThree CEO. They talked about investing in RecTech, their view on the current job board price rises and what recruiters should do to ride the wave of this current market. Great episode to close 2021 alongside other special guests we had throughout this year! Don't miss out!

A new resume platform called Hiration, which makes it easy for qualified candidates to create the perfect resumes and find their dream role, announced it has raised $3M in seed funding from Prime Venture Partners, Venture Highway and Y Combinator, among others, to support further hiring and growth.  https://hrtechfeed.com/resume-building-platform-nets-3-million-in-funding/ NY - retrain.ai, the Talent Intelligence Platform that uses AI and Machine Learning to redefine the future of work by helping organizations upskill, retrain and place professionals in new roles faster and more accurately than ever before, announces today the close of a $9M Series A led by international fund Square Peg, following their $4M Seed Round in September 2020, led by Hetz Ventures, with TechAviv and .406 Ventures participating. Alongside the funding, the company announces a notable first deal with the Israeli Department of Labor which will be using retrain.ai to help flatten the national unemployment curve. https://hrtechfeed.com/upskilling-platform-retrain-ai-closes-13m-in-funding/ SAP SE (NYSE: SAP) today announced that it has acquired intellectual property of SwoopTalent, a leader in talent data intelligence, in an asset acquisition. Embedding SwoopTalent's data and machine learning technology across SAP SuccessFactors solutions will further SAP's vision of human experience management (HXM), which prioritizes individualized employee experiences and dynamic opportunities that boost engagement, improve organizational agility and ultimately fuel business transformation. Founded in 2012, SwoopTalent developed an AI-powered platform that combines, analyzes and trains data from disparate HR systems and workflows. SAP plans to use SwoopTalent's technology to strengthen its AI capabilities and provide customers with a holistic and continuously updated view of their people — from skills and capabilities to interests and learning preferences — so they can match employees to internal jobs, projects, learning courses, mentors and more. Several SwoopTalent engineering employees will also join the SAP SuccessFactors team. https://hrtechfeed.com/sap-acquires-swooptalent/ PRO Unlimited, a leading modern workforce management platform provider, today announced that, through an agreement with EQT Private Equity, it will acquire Workforce Logiq from funds managed by Carlyle later this year, subject to customary regulatory approvals. This transaction will combine two leading-edge companies that share a common strategic approach in solving its diversified clients' contingent workforce management needs through the power of a holistic platform. This combination will expand PRO's position as a preferred provider to the Global 2000, enabling organizations to achieve their strategic talent acquisition and cost reduction objectives. Through these transactions, PRO will add Workforce Logiq's proven and strong track record of innovation and growth, including 16 patented and patent-pending solutions, dedicated data science and development teams, and an award-winning Total Talent Intelligence® technology platform to its portfolio. Additionally, Workforce Logiq's strong presence in EMEA, specifically in the Nordics, expands PRO's already impressive global reach. As a result, PRO will enhance the scale and breadth of operations to enable the continued global expansion of its large and mid-market client base worldwide.  https://hrtechfeed.com/new-acquisition-among-workforce-management-platforms/ Workrise, the leading workforce management platform for the skilled trades, announces new initiatives in Northern Ireland that will create 153 jobs locally and support the company's continued growth.  Workrise is establishing a technology engineering center in Belfast. The jobs will be added over the next four years with an initial focus on establishing the engineering team.  https://hrtechfeed.com/workrise-establishing-tech-center-in-ireland-creating-150-jobs/

Eightfold is at it again. After raising a $125 million dollar round round last they just announced a $220 million dollar series E round. Wow. They are now valued at 2.1 billin dollars.   The funds will be used to continue the growth and development of Eightfold's AI-powered Talent Intelligence Platform and expand its growing partner ecosystem.   Since the announcement of Eightfold AI's Series D funding round in October of 2020, the valuation of the organization has more than doubled. This is a direct result of the significant momentum achieved by customers and partners in the public and private sector. The innovation delivered through a single Talent Intelligence Platform is the foundation for leading global organizations as they prepare for the acceleration of changes in jobs, demand of evolving skills demand and other post-pandemic shifts in the workforce.  “Powered by AI and machine learning, Eightfold's platform provides global enterprises with a single solution for managing the entire talent lifecycle, including hiring, retaining, and growing a diverse global workforce,” said Deep Nishar, Senior Managing Partner at SoftBank Investment Advisers. “We are pleased to partner with Ashutosh and the Eightfold team to support their ambition of transforming how enterprises manage talent and how people build their careers.”  https://hrtechfeed.com/eightfold-ai-raises-220m-series-e/   Talent Inc. the company that operates TopResume and TopCV, announced the acquisition of Imkey Holding, a global subscription-based platform for online resume-building. Based in the Netherlands, Imkey helps job seekers create job-winning resumes and CVs online through their builder platform on its global property, Resume.io, as well as its 10 additional localized sites. Since launching in 2012, Imkey has helped build more than 7 million resumes and CVs in over 100 countries.  “While most job seekers find tremendous success when working one-on-one with a professional resume writer, we also recognize that others may not be ready to make such an investment in their careers,” said Byron Matthews, Chief Executive Officer of Talent, which adds Resume.io to its suite of professional career-services brands that include TopResume, TopCV, and TopInterview.  “By acquiring a resume-building property such as Imkey's Resume.io, we can strategically expand our service offerings to help those job seekers who either are creating a resume for the first time or who aren't interested in working with a professional writer right now. In addition, Imkey's extensive international presence will allow our organization to continue expanding its global footprint and empowering more professionals to take control of their careers and land the right job, sooner.”  https://hrtechfeed.com/talent-inc-acquires-another-resume-service-provider/   Loophire a startup out of nebraska has raised $300k seed round. Loophire's technology solution combines algorithms that automate the initial match before giving each party the choice to pursue one another if the opportunity is right. For employers, Loophire goes beyond resumes to provide candidate assessments for skills, culture, and long-term fit, preliminary screening interviews, and customized services at performance-based pricing.  For job applicants, Loophire provides career coaching, timeline and career growth transparency, and regular communication throughout the hiring process. The result is a high-touch, curated experience for both companies and candidates.   Loophire says they address the critical gap in the hiring process — applicant experience. With more than two-thirds of job applicants reporting they have been turned off by a bad interview experience, companies cannot afford to be disengaged or unresponsive in a competitive jobs market. Loophire increases the probability of hire by 65% from “Introduction” to “Accepted Offer” through their streamlined approach. Because they deliver results at a fraction of the traditional cost, even smaller businesses and the qualified candidates they hire can access a superior hiring experience.---loophire.com https://hrtechfeed.com/silicon-prairie-startup-loophire-gets-300k-seed-round-for-assessment-tech/ Stoke, which operates in the freelance management system space, announced a $15.5 million Series A funding round. This was led by Battery Ventures, with participation from all previous investors and angels... To date, the company has raised $20 million. The investment allows Stoke to drive expansion and meet the rapidly growing demand from U.S. companies seeking to work more effectively in the changing workforce which includes both freelancers and full-time employees. Stoke was founded with the mission to help companies harness the power of the freelance revolution by simplifying the way they collaborate with the non-payroll workforce, which includes freelancers, contractors, consultants, agencies and gig workers.  Features all-in-one platform that enables companies to hire top talents quickly, set up automated onboarding workflows aligned with government guidelines, pay multiple invoices across 190 countries, all while ensuring management, finance and human resources teams have full visibility and control over budgets, in addition to automatic legal and tax compliance. https://hrtechfeed.com/freelance-management-system-stoke-raises-15-5-million/   ChartHop, the people analytics platform, has raised $35 million in Series B financing led by Andreessen Horowitz (a16z) and other investors. The company previously raised $14 million in summer 2020.  ChartHop has seen exponential growth since 2019, going from a one-person company to a team of 75. During the same time period, ChartHop built a customer base of over 130 corporate customers and increased month-over-month revenue by 17% for the past 12 months. “ChartHop's visual approach to people analytics allows leaders to make organizational planning and strategy decisions with confidence,” said Ulevitch. “We're thrilled to lead ChartHop's Series B because of their impressive growth, the company's vision, and the terrific, mission-oriented team they've assembled.”   https://hrtechfeed.com/charthop-announces-35m-series-b-funding/   Theres a new tech talent platform….Commit announces its emergence from private-beta with an oversubscribed funding round to future-proof the careers of Canada's best Startup Engineers. This first-of-its-kind professional network is designed to support developers who are passionate about building early-stage software, but who have been constrained by geography.  The platform uniquely provides peer-to-peer support and career development resources, and erases the friction between talent and opportunity by hiring engineers and then matching them with world-changing startups, regardless of location. The launch is fueled by an over-subscribed $6M seed round which was uniquely preempted by Commit's own customers–the majority of whom are Canadian technical founders. The company already boasts a roster of 50+ high-profile startups that want to work with Commit Engineers. The funds will be used to 10x the number of Engineers on the platform in the next 12 months, and continue to build and invest in the programs that reach and support the best talent in this space. Interested Engineers can join the waitlist at Commit.dev today. The company is based in canada. https://hrtechfeed.com/commit-raises-6-million-for-canadian-software-engineer-community/

Industry meeting with some industry peeps including the co-founder of Datapeople.io who just received $8 million in VC funds for its talent analytics platform. Sponsored by Brazen.com the virtual job fair platform.

Sponsored by Cronofy.com Meetup Link: https://us02web.zoom.us/meeting/register/tZIlduuuqTwjG9Ygo1L-lnJ5Er6qgMf0imuR Crosschq: https://hrtechfeed.com/crosschq-raises-13-million-for-its-human-intelligence-hiring/ Celential: https://hrtechfeed.com/virtual-recruiter-platform-celential-raises-9-5m/ Datapeople: https://hrtechfeed.com/datapeople-announces-8m-in-raised-capital-as-it-works-to-make-recruiting-more-equitable/

This episode is sponsored by Cronofy, the scheduling platform for business and HR professionals. Don’t let impersonal and lengthy interview scheduling stop you from acquiring top talent! https://www.cronofy.com/rectech Recruiting Technology Headlines GoodJob today announced that it has raised $3M to fuel marketing and sales efforts in major markets across the U.S.  The company launched its web and mobile apps in June of 2020, primarily targeting the Birmingham, Ala. market. “Birmingham has been an ideal jumping-off point for us,” says CEO Stephen D. Johnston. “We’ve gotten great feedback from clients here that we’ve used to improve the product for a national audience.” The two most popular tools for companies have been the vetting feature, which uses GoodJob’s machine-learning AI to quickly sort and filter candidates in a company’s pipeline and spot the best matches, and the PATH Assessment™, which allows companies to “clone” their top performers. GoodJob for Candidates is available now in the App Store and Google Play. GoodJob for Employers is available online at http://goodjob.io/.  https://hrtechfeed.com/goodjob-secures-3m-in-funding/   ResumeSieve, Inc. announced the dates for a public Beta testing period, to evaluate the functionality of its innovative candidate evaluation tool, The Sieve™.  Testing will run from February 8th through the 19th of 2021 and is open to all who are interested in improving recruiting productivity and getting a competitive jump with leading technology in the HR tech space.   Targeting small to mid-size businesses and recruiters, The Sieve™, improves the recruitment process, reducing time to fill and the cost per hire, through a compliant and repeatable scoring and ranking process.  “Many jobs are filled manually, without the benefit of technology, relying on the time commitment of recruiters, HR Generalists, or even the business owners, taking away time that could be used running the business,” says Michael Yinger, CEO of the ResumeSieve.   “The Sieve™ provides a fast and cost-effective way to drive new revenue and improve the recruiting experience for all parties in the process.” The company offers a candidate evaluation tool which eliminates the need for manual resume sorting and evaluation and can complement the capabilities of other tools in a company’s HR technology toolset.    https://hrtechfeed.com/resumesieve-sets-dates-for-beta-testing-of-recruiting-enhancement-tool/   TPG Growth, the private equity firm which recently invested in Greenhouse Software, has announced that it acquired a majority stake in P20 Global Holdings Inc. (“People 2.0”), the leading pure play provider of outsourced global employer of record (“EOR”) and agent of record (“AOR”) services to market makers in talent. Financial terms of the transaction were not disclosed. With a presence in more than 40 countries, People 2.0 is the leading, global enabler of workforce mobility, providing market makers in talent with an EOR/AOR platform that supports the deployment of workers anywhere, on demand, for any length of time, using one global master agreement. As the EOR/AOR provider, People 2.0 assumes a wide range of responsibilities including onboarding workers, managing employment risks, ensuring regulatory compliance, managing payroll, and administering worker benefits.  This marks the 2nd major investment by TPG Growth - last they also took a majority stake in Greenhouse software.   https://hrtechfeed.com/tpg-makes-majority-investment-in-people-2-0/   WorkStep, the company helping large supply chain employers, source, screen, engage, and retain their frontline workforce, today announced $17 million in funding led by FirstMark Capital, with additional participation from previous investor and strategic partner, Prologis Ventures. The infusion of capital, a combination of Seed ($6.7 million) and Series A ($10.5 million) funding, will be used to grow the team and continue to improve and expand its technology. Founded in 2017, WorkStep supports supply chain companies by helping them find and retain their frontline workforce. From the industrial revolution through the COVID-19 pandemic, the supply chain workforce has been the backbone of the U.S. economy and has become increasingly critical to Americans’ daily lives – from food on a table to packages delivered on time. The pandemic made it clear supply chain labor demand will only continue to increase with the boom of ecommerce, and turnover will remain an ever-present challenge even during periods of higher unemployment. Since its inception, WorkStep has deployed their technology to serve the needs of hundreds of large employers, including 16 of the Fortune 500, and reaching over 500,000 supply chain workers in the process.   https://hrtechfeed.com/workstep-raises-17-million-to-assist-supply-chain-employers/   Recruiter.com Group, Inc. the world’s largest network of recruiters, announced that it acquired Scouted.io, a venture capital-backed tech startup focused on unlocking human potential by developing deep insights into candidates using video screening and AI-based scoring algorithms. Recruiter.com’s purchase of Scouted was successfully closed on 1/31/21 through an asset purchase agreement. Recruiter.com paid for the acquisition primarily in restricted common stock. Scouted.io and its innovative predictive-matching algorithm are critical components of Recruiter.com’s growth plan. The acquisition unlocks a prestigious client roster — spanning top global hedge funds, venture capital firms, and tech giants — to accelerate revenue opportunities. Further, Scouted pairs an engaged user base of early- and mid-career professionals with a powerful data set of proprietary metrics and analytics. Scouted’s specialized database contains hundreds of thousands of talented professionals….These candidates rely on Scouted’s virtual interview platform to go beyond their resumes and present their stories’ full breadth. Scouted’s CEO and Cofounder, Jacqueline Loeb, will join Recruiter.com as Senior Vice President. https://hrtechfeed.com/recruiter-com-acquires-scouted-io-a-video-based-candidate-insight-platform/ Jobvite has launched its new Job Description Grader, a complimentary, online analytic tool used to review job descriptions and highlight areas that can be improved to create more inclusive job postings. Jobvite’s new Job Description Grader helps TA professionals target the areas where bias appears in job postings, allowing them to adjust and present more inclusive descriptions. The powerful tool uses AI, data analytics, and benchmarks combined with current D&I best practices to analyze job descriptions and identify requirements, experiences, and language that may restrict an applicant pool during screening and evaluation. Unlike other tools, Jobvite does not stop at gender bias, but also considers racial bias, insensitive word use, readability, and sentiment. Job Description Grader by Jobvite leverages multiple deep learning models to detect if and where a job description may favor, or bias against, a gender or race. As a result, organizations are able to improve the effectiveness and inclusiveness of the job descriptions to help increase applicant volume, increase diversity, and reduce time-to-hire. https://hrtechfeed.com/job-description-grader-is-a-new-optimization-tool-from-jobvite/   RigUp, a workforce management solution for the skilled trades, is rebranding under a new name — Workrise — and corporate identity as part of the company’s rebranding efforts.  The term ‘Workrise‘ reflects the company’s evolution and growth both geographically and across industries, and more closely aligns with its core mission: to empower the people who get hard work done. Xuan Yong, co-founder, and CEO said of the move. “Today, Workrise reflects our aim to bridge the skilled labor gap across industries, to leverage technology and data to empower skilled workers — and, in turn, the economy at large — so  the U.S. can prepare for an infrastructure renaissance.” Rigup got a ton of funding something like $450 million --- this move signals a change to broaden its scope in terms of the job market it service...no longer can they rely on the oil and gas economy to grow.   https://hrtechfeed.com/rigid-rebrand-workrise/    Indeed, the world’s number one job site, announced today that it will be airing its first-ever Super Bowl ad, which will highlight the emotional journey of job seekers at a time when many people are facing economic distress. As millions of Americans have lost jobs, this spot looks to provide hope by showcasing real people looking for a job and their challenges and triumphs along the way. The ad will air during the first quarter of Super Bowl LV.  “After nearly a year of uncertainty and high unemployment, Indeed wants to use this opportunity to remind Americans that there is hope in the job search process,” said Indeed CEO Chris Hyams. “While the pandemic continues to impact jobs and the economy, there are still companies hiring. Indeed is here to help all job seekers, no matter their background or experience, get jobs that align with their skills, passions and strength of character.”  This ad marks the launch of the company’s new brand campaign that will reflect its mission of helping people get jobs in today’s challenging job market. It will also demonstrate how Indeed is a full service online platform that can help all people through the process of finding a job, from resume creation, applying for jobs and interviewing, until they get hired. During and beyond the game, Indeed will take to social media with #NowHiring to point out industries, regions and companies with open roles, and will invite people to join the conversation.   https://hrtechfeed.com/indeed-offers-hope-to-job-seekers-with-companys-first-super-bowl-spot/

This episode is sponsored by Cronofy, the scheduling platform for business and HR professionals. Don’t let impersonal and lengthy interview scheduling stop you from acquiring top talent! Transform your interview scheduling by offering slots based on real-time availability while staying in control of who can book times in your calendar. https://www.cronofy.com/rectech Recruiting Technology headlines TPG Growth and The Rise Fund today announced that they have signed a definitive agreement to partner with Greenhouse, the leading hiring software company used by over 4,000 businesses, as a majority investor. TPG Growth, the middle-market and growth equity platform within TPG, and The Rise Fund, the global impact investing platform managed by TPG, will jointly invest in Greenhouse to accelerate product innovation, grow into new markets, and enhance solutions aimed at accelerating diversity, equity and inclusion in hiring.  The transaction, which is expected to close during the first half of 2021, is subject to customary closing conditions. Word on the street is that TPG paid $500 million for its majority stake in the company. “Winning businesses are built by talented individuals. Yet every day, organizations around the world base their hiring decisions on hunches and without data, perpetuating biases and limiting human potential. We founded Greenhouse to help companies become great at hiring and reduce bias in the hiring process,” said Daniel Chait, CEO of Greenhouse. “Through this investment from TPG Growth and The Rise Fund, we gain a partner with the resources and vision to support our growth, and who is totally aligned with our mission. The Rise Fund’s unique focus on real, measurable impact is so exciting because it supports our ability to drive positive outcomes for our customers and for society as a whole.” “Greenhouse has established itself as a best-of-breed next-generation talent acquisition software solution,” said Mike Zappert, Partner at TPG Growth. “The consistent feedback we hear in the market is that Greenhouse’s customers simply love the product. It is easy to use, intuitive, and highly configurable. At a time when an increasing number of companies view talent and recruiting as a strategic imperative, Greenhouse stands out as the go-to solution for Talent teams at companies across industries and around the world. We look forward to partnering with Daniel and the team to continue Greenhouse’s leadership in this important and growing part of the software market.” https://hrtechfeed.com/greenhouse-software-accepts-major-investment-from-tpg-growth/ Kanarys, a Black and female-founded DEI technology company that gathers specific, actionable insights to help diagnose, prioritize, and optimize DEI efforts in the workplace, has announced the closing of its historic $3 million seed round. Led by Zeal Capital Partners’ Inclusive Investing™ fund, and several other investors. The funding comes as more companies embrace transparency, prioritize DEI, strengthen workplace culture, and use data-driven approaches. This brings the total amount raised by Kanarys co-founders, Mandy Price and Star Carter, to $4.6 million to date — a positive shift towards more equitable venture capital trends. In 2017, studies showed that 98 percent of venture capital raised in the U.S. went to men. Kanarys will use the funding to further advance product features, make key hires on the technology and business development teams, and accelerate sales and marketing efforts.  “We know that a focus on DEI in business is not just the right thing to do for employees, it also makes good business sense,” said Mandy Price, CEO and co-founder of Kanarys. “Kanarys’ DEI data arms companies, for the first time, to make precise, immediate, and informed decisions using real, intersectional metrics around their diversity goals and inclusion programs that ultimately drive bottom-line business objectives. We are encouraged by the commitment of our investors and customers in our shared vision to help every person Work Where They Belong.” The company is currently measuring DEI insights on nearly 1,000 U.S. companies through verified employee reviews, company policies, and organizational data — making it the largest DEI data-driven platform of its kind in the U.S. Since launching the platform in 2019, the company has grown 2,000 percent in users on its platform, and its customers include Fortune 500 brands. In addition, the company has a job board section that enables job seekers to find employment. https://hrtechfeed.com/dei-platform-kanarys-announces-3-million-seed-round/ GigSmart, a staffing company that connects businesses with gig workers through mobile apps has announced expanded functionality to allow businesses to post and advertise their part-time and full-time positions to a user base of nearly 300,000 active job seekers. Launched in November of 2018, GigSmart’s Get Workers staffing platform has successfully connected a rapidly growing number of job seekers to temporary opportunities at businesses operating in all industries. As more organizations used Get Workers to convert their temporary hires to permanent employees, the need for adding support for permanent hires within the Get Workers platform became evident. Now, in addition to sourcing workers for hourly Shift Gigs, business users can post Full/Part-Time Positions on the GigSmart Job Board. GigSmart launched the Job Board to help businesses combat labor shortages and to aid workers on their paths to connect to local work opportunities. With the Job Board, GigSmart’s ability to connect job seekers with their next role and employers with qualified candidates to power their workforces will grow exponentially as the gig economy continues to grow. https://hrtechfeed.com/gigsmart-adds-more-hiring-options-to-its-platform-for-gig-workers/ ARLINGTON, VA – CareerGig announced the acquisition of Moonlighting, a SaaS platform that empowers individuals to build their own freelancer profiles, and allows businesses to hire talented professionals quickly and affordably.  CareerGig is a SaaS technology platform that matches freelance and contract workers to top employers while offering a marketplace with independent access to guaranteed issue health, life, and disability insurance, education and training opportunities, and other financial services and benefits. Both companies utilize blockchain and artificial intelligence and this new agreement will create a combined platform with more robust and sophisticated capabilities. The acquisition is effective today, and the companies will combine business operations within the next few months under the name CareerGig, forming one of the world’s largest freelancer platforms. Founded in 2014 by Jeff Tennery, Ritesh Johar, and Roy Slater, Moonlighting brings a powerful network of over 850,000 freelancers and small businesses that will continue to build the CareerGig community. With extensive listings for contract gigs, part-time jobs, and internship positions, freelancers fulfilling those roles will have access to CareerGig’s benefits offerings.  Commenting on the merger, CEO Jeff. Tennery said, “CareerGig is the ideal partner for Moonlighting to take this next step in supporting freelancers around the world. Their team shares our same passion and vision to deliver the best marketplace platform for the gig economy.” https://hrtechfeed.com/freelancer-platform-moonlighting-acquired-by-careergig/ Recruiter.com Group, Inc. (OTCQB: RCRT), a leading AI-powered hiring platform with the world’s largest recruiter network, unveiled a new on-demand virtual training program to help career changers break into the world of virtual recruiting. “Recruiter.com has already helped thousands of people learn to recruit with its self-paced Recruiter Certification Program,” said Evan Sohn, CEO of Recruiter.com. “Given the strong trends towards the on-demand, gig economy and the unprecedented hiring that will be taking place after the pandemic, we launched Recruiter.com Academy to capitalize on this opportunity fully. Furthermore, as Experian cites that 50% of all millennials have a side gig, we look forward to positioning recruiting as an exciting and lucrative part-time opportunity.” The Recruiter.com Academy is suitable for people changing careers and established recruiters looking to further their credentials. Participants will learn how to find jobs, earn, and outperform in the exciting career of professional recruiting. Graduates will receive one-on-one career assistance, including resume and social media profile support, live mock interview training, and may access paid recruiting assignments and earning opportunities through the Recruiter.com On Demand platform. https://hrtechfeed.com/recruiter-com-launches-on-demand-recruiter-academy/

In this HRchat episode, we consider trends in recruitment tech and offer tips for those looking to land or place remote jobs in 2021. Our guest this time is Chris Russell, digital recruiting expert and Managing Director at RecTech Media. Chris's job is to inform and empower the modern recruiter through articles, podcasts, and other media he produces on a weekly basis. Think of him, he says, as a digital recruiting coach. He is also the Founder of HR Lancers. Chris has been described as “the mad scientist of online recruiting". The mad scientist badge is one Chris wears with pride due to his continuous experimentation in the online recruiting space. Listen to this episode and get Chris's answers to questions including: * What happened to the recruitment profession in 2020? What have been the big challenges facing those with a hiring function?* What's changed? Can you share some trends you've seen when it comes to remote hiring? * What recruitment and HR tech has stepped up to fill gaps during the crisis? * What have job seekers and hiring managers got to be optimistic about in 2021? * Tips for promoting a job posting that attracts top talent? * What are the best platforms for job seekers in 2021? * Why is texting an effective recruiting communications tool?

This episode is sponsored by Cronofy, the scheduling platform for business and HR professionals. Don’t let impersonal and lengthy interview scheduling stop you from acquiring top talent! Transform your interview scheduling by offering slots based on real-time availability while staying in control of who can book times in your calendar. https://www.cronofy.com/rectech   Recruiting Technology headlines   Vettery, the AI-driven talent marketplace that matches highly-qualified and individually-vetted candidates with top companies, today announced that it has acquired Hired, the leading marketplace for technology talent. The companies will combine to create the largest and most comprehensive talent marketplace for technology, marketing, sales, and finance hires. ‍Hired uses AI-powered intelligent job matching to help tech talent find a job they love at the world’s most innovative companies including Box, Dropbox, Postmates and Twitch. It rigorously vets every candidate before they are accepted to the platform, resulting in a marketplace of high-intent candidates with a 90 percent response rate and 60 percent of candidates accepting an interview, thus saving employers an average of 45 sourcing hours per role filled. Vettery was launched on the premise of creating a more innovative and transparent hiring process, using its proprietary AI algorithms and analytics to quickly and successfully match employers to candidates in high-demand roles in technology, sales, and finance. Vettery partners with over 15,000 companies from innovative startups to established Fortune 500 companies to help them build world-class teams. In 2018, Vettery was acquired by global HR solutions company Adecco Group and the acquisition of Hired will continue Adecco Group’s commitment to data-driven recruitment technology. https://hrtechfeed.com/hired-com-acquired-by-vettery/ Trade Hounds, the largest professional community built exclusively for the construction industry, today announced the launch of its Jobs platform, which connects contractors directly with the skilled tradespeople they’re seeking to hire. Unlike other job boards serving the industry, Trade Hounds has built a vast community of 175,000 tradespeople that are already using the platform to showcase their work, build professional profiles and expand their networks. https://hrtechfeed.com/trade-hounds-launches-national-construction-jobs-platform/ Pre-employment testing software company TestGorilla announced today that it raised US$1.2 million in pre-series A funding from CapitalT and a group of international angel investors. The announcement comes as TestGorilla reports receiving 150 free-trial sign-ups a day from companies around the world. Founded by serial entrepreneur Wouter Durville and former Bain & Company partner Otto Verhage, TestGorilla is an online skills assessment platform that launched this summer. The company aims to make hiring more efficient and less biased by allowing organizations to use skills assessments at the top of the hiring funnel. https://hrtechfeed.com/pre-employment-testing-software-company-testgorilla-raises-1-2-million/ Technology professional career hub Dice announced the launch of Instant Messaging, enabling direct, transparent conversations between employers and technologists through the Dice platform. In addition to serving a valuable function for users, Instant Messaging is an important next step in the evolution of Dice, building to a comprehensive and flexible platform through which recruiters and candidates can rapidly and confidently search, match and communicate in real-time. Earlier this year, Dice launched Recruiter Profile, a tool enabling recruiters to create an enhanced personalized profile, highlighting company brand and values, upcoming virtual events and other relevant insights, helping hiring organizations more effectively represent themselves to in-demand candidates alongside their posted jobs. https://hrtechfeed.com/dice-launches-instant-messaging/

My next guest has spent nearly 14 years in various HR roles for Kansas based Garmin International, the maker of all things GPS, where she helps to support recruitment and associate relations for the company. This is her second appearance on RecTech so lets give her a warm welcome back to the show! I like your little tagline on your Linkedin profile---You almost need a GPS to find a new position...let Garmin guide you into a new career! What has life been like recruiting and hiring in 2020? From an HR standpoint whats been the hardest thing about keeping your employees engaged during the pandemic? Attracting talent to Garmin, has that been easier or harder during Covid? Video interviews? platform? College? 4500 new followers on LInkedin...how often do you post? Whats your onboarding process like? Hows the Phenom platform going? Are you looking to implement any new recruitment tech or employer brand strategies going into 2021? Where can people go to learn more about careers at Garmin?

This episode is sponsored by Cronofy, the scheduling platform for business and HR professionals. Don’t let impersonal and lengthy interview scheduling stop you from acquiring top talent! Transform your interview scheduling by offering slots based on real-time availability while staying in control of who can book times in your calendar. https://www.cronofy.com/rectech Recruiting Technology headlines Popular online form builder JotForm announced Tables, a revolutionary way for HR teams to collect, organize and manage data in an all-in-one workspace.  JotForm Tables looks like a spreadsheet but acts like a database. This tool works by organizing form submission data, imported data and manually entered data into one feature-rich interface. It’s powered by a sophisticated forms engine, making data collection streamlined and simple. JotForm Tables lets HR teams: * Collect and organize applications * Manage PTO requests * Evaluate interviewees as a team * Create a checklist for new hires * And much more “Spreadsheets are great for working with data, but they have significant limitations and don’t work for HR teams looking to collaborate in a single workspace,” said Aytekin Tank, founder and CEO of JotForm. “So, we built something better – a tool that looks like a spreadsheet, but is much more powerful since it’s supported by a sophisticated online forms product.” https://hrtechfeed.com/jotform-tables-launches-as-a-new-way-to-manage-tedious-hr-tasks/ ADP®, a leading global provider of human capital management (HCM) solutions, is deepening its integration with ZipRecruiter®, the fastest-growing online employment marketplace2 and #1-rated job search app.3 ADP is the first HCM provider to make ZipRecruiter available directly to customers through its online platform. ZipRecruiter is now seamlessly embedded within ADP Workforce Now Recruitment, giving recruiters access to more qualified candidates and to intelligent tools that identify the best candidates for their roles.  The integration includes several key features: Tools to help businesses find quality candidates faster: Businesses will be able to distribute their jobs across 100+ job sites and reach over 30 million job seekers a month via mobile and web.1 Businesses will be able to use ZipRecruiter’s sponsored job posts to receive ten times more applicants, on average, than organic job posts typically do.4 Four out of five employers who post on ZipRecruiter receive a quality candidate within the first day. ZipRecruiter’s industry-leading, smart-matching technology actively identifies qualified candidates and invites them to apply. Ease and flexibility:  Job slots are flexible, allowing employers to easily swap a new job into a job slot or pause a search and activate it later. If employers need to sponsor more jobs, they will be able to purchase additional sponsored job slots through the ADP Workforce Now Recruitment Module in 2021. Employers who want to boost visibility of their jobs can purchase Traffic Boost within the Recruitment Module to drive additional applications in 2021. Seamless integration with ADP Workforce Now: Employers receive applications from candidates in real-time and view them directly in the ADP Workforce Now Recruitment module, eliminating complicated workflows, implementation time, and budget management. One-Click apply ensures companies don’t miss out on top talent due to lengthy applications. With ZipApply, candidates can apply to jobs with just one click. “ZipRecruiter is excited to provide a strong, reliable and streamlined solution for ADP’s customers at an especially challenging time in the economy,” said Ian Siegel, Co-Founder & CEO at ZipRecruiter. “ZipRecruiter’s tools are flexible, efficient, and easy, and free up time so that businesses can focus on adapting to changing business needs, innovating, and achieving their goals.” https://hrtechfeed.com/adp-deepens-partnership-with-ziprecruiter/ Juggle. Originally designed as a marketplace to allow executive-level women to re-enter the world of work in a flexible manner after having a family, it later expanded into a wider market for anyone wanting to work flexibly and for employers who need that kind of workforce. But with the world of work totally upended by the pandemic, “flexibility” is literally now the name of the game. Juggle has now disclosed its funding of $2.1 million from investors in the U.K. and the U.S. Investors include a number of the U.K.’s leading angels... With many businesses moving to flexible working arrangements, whether that means remote work, part-time, or shared roles, Juggle connects them with professionals that aren’t the typical “9-to-5” type people. Professionals sign up for the service, and recruitment tools allow them to schedule and keep track of job applications; coaching and support are available. Juggle also provides “smart matching” and the necessary paperwork to allow for these flexible roles. Businesses using Juggle to find the right candidate are vetted in advance to ensure that they embrace flexibility, so both employers and employees know what they are getting.   Founded by former headhunter Romanie Thomas, a core mission for Juggle, she said, is to see women in 50% of business leadership roles by 2027. Since launching in 2017, Thomas said 62% of all placements made by Juggle have been female. https://hrtechfeed.com/juggle-secures-2-1m-to-expand-its-flexible-work-saas-marketplace-for-senior-execs/ eQuest today announced that it will transform the way people post Internet jobs. Beginning Monday, November 16, 2020, customers with Amazon Echo or Alexa Built-in devices will be able to say, “Alexa, open job posting”. This key command will automatically connect the voice-user to eQuest – which holds the entire catalog of jobs for that customer to access for job posting. The user can then say, “post a job” or “check activity”. Gartner predicts that, by 2023, 25 percent of employee interactions with applications will be via voice, up from under 3 percent in 2019. Voice interfaces free digital workers from having to use a mouse and keyboard when interacting with business applications. This freedom can benefit workers greatly. eQuest announced earlier this year that much of its strategy for 2020 and 2021 will be focused on automating the greater percentage of its products. The voice activated release is one many planned for release in the next 18 months. “We are very excited to bring new technologies to the Human Resources community,” said Bob Jaworski, in charge of eQuest’s ATS and CRM alliances. “Our goal is to automate much of the job posting process. Simplicity is the name of the game.” https://hrtechfeed.com/equest-to-release-voice-activated-job-posting/

This episode is sponsored by Cronofy, the scheduling platform for business and HR professionals. Don’t let impersonal and lengthy interview scheduling stop you from acquiring top talent! Transform your interview scheduling by offering slots based on real-time availability while staying in control of who can book times in your calendar. https://www.cronofy.com/rectech Recruiting Technology headlines Virtual Job Fair Technology Expo https://www.crowdcast.io/e/virtual-job-fair Broadbean Enters Programmatic Space Hirevue Acquires AllyO Hackerrank New Launch Remote Study https://hrlancers.com/blog/after-covid-19-remote-work-to-become-expected-benefit/ ##########

RecTech Industry Meetup Topics/news stories New Tool of the Month: Job Title Tracker: https://jobtitle.io/ (Get real time notifications when your contacts change jobs. Don't let a job change impact your existing accounts, starts at $25 a month.) Acquisitions: Indeed buys Zapinfo, Circa buys Americas Job Exchange, ModernHire acquires Sonru https://hrtechfeed.com/acquisitions/ Layoffs at Linkedin and HiringSolved https://www.washingtonpost.com/business/2020/07/22/linkedin-microsoft-msft-job-cuts/ SmartRecruiters and Beamery both said they had strong quarters Google People Cards in India https://india.googleblog.com/2020/08/introducing-people-cards-virtual.html Funding news https://hrtechfeed.com/venture-capital/

David Secunda is the Founder and CEO of WorkBright, an HR tech startup that moves traditional employee onboarding to a 100% remote process that workers complete before they arrive. Subscribe to RecTech: https://www.rectechmedia.com/podcast

Originally aired on July 2017. Best of segment. Do your job descriptions suck? Are they boring candidates to sleep? If so, you need to listen to the latest episode of RecTech. We chat with Chris Mulhall a talent executive who actually commissioned a study of what works and what doesn't when it comes to promoting your jobs. 

This Week in Rec Tech is Sponsored by Rejobify.com   Im chris russell here are the headlines this week in recruiting technology   First up, just want to tell you about two upcoming virtual events here at RecTech media, first on July 1st at 2pm we will talk to the founders of Jobwriter an unique to that helps you write job descriptions. It looks to be a better cheaper version of Textio, I have already it and really like what i saw. Register for that event at rectechlive.com Then on July 8th at 4pm ET we will do our monthly virtual meetup for the recruiting technology space, so come network, learn about startups making headlines and more. ...to register head over to rectechmedia.com and look for the link on the home page.. On to the news. Steady, a platform solely focused on advising and advocating for freelancers seeking stable income in the US, announced it has raised an additional $15 million in Series B funding led by Recruit Strategic Partners, a venture capital arm of Recruit Holdings Co., (yes the same company that owns Indeed.com)   Funds from this round will be used to fund accelerated growth to support America’s workforce and grow its U.S. based data, product and technical operations.   The COVID-19 pandemic accelerates Steady’s mission, which is to improve the increasingly challenging lives of American hourly and gig workers. Workers using the Steady platform can track their income, receive personalized income insights, receive guidance on relevant work opportunities, get paid to improve their financial health and receive access to benefits relevant to hourly and gig workers, such as Steady’s new telemedicine support.   Launched in 2018, the Steady app has been downloaded more than 2.7 million times. and can be downloaded for free from the App Store and Google Play.   https://hrtechfeed.com/financial-well-being-app-for-freelancers-lands-16-million-in-funding/ SAN FRANCISCO, June 16, 2020 /PRNewswire/ — Brightside, the leading financial care platform for employers, today announced that it raised $35.1 million in Series A funding, led by Andreessen Horowitz (a16z) with participation from existing investors Comcast Ventures and Trinity Ventures, the a16z Cultural Leadership Fund, and others. This funding will be used to bring Brightside to more employers and families at a time when they need it most, and improve its financial health offering.   Employee financial stress costs employers nearly $4,000 per employee per year under normal circumstances, according to recent estimates.1,2 Millions of working Americans facing the loss or reduction of income in at least one family member will exacerbate this impact. Financial stress reduces productivity and retention, drives up healthcare costs, and poses a major challenge to any employer with diversity and inclusion goals. Brightside helps employers improve the financial health of their workforce by providing a single destination for employees to address any personal finance need. Brightside combines a human-approach to financial health via dedicated Financial Assistants, available to all employee families with advanced rules engines and unique products linked to paychecks in a way that provides real solutions to employees’ financial stress. On average, Brightside puts over $1,200 back in the pockets of the families they serve.   For more information, please visit: https://www.gobrightside.com. https://hrtechfeed.com/financial-wellness-platform-for-employees-gets-big-round-of-funding/ CareerBuilder today unveils innovative updates to its comprehensive Talent Acquisition Suite, helping businesses reach and convert qualified candidates faster. With a suite of services that impact the entire recruitment process, the updates provide clients with easier access to data and information, facilitate improved communication with candidates and provide an enhanced candidate and client experience. The streamlined end-to-end technology solution enables clients to make smarter, faster and more impactful decisions while cutting costs up to 50 percent and delivering a significant return on their investment.   “From our enhanced career sites, improved data and reporting tools, mobile app updates and new employee engagement offerings, the latest updates to our TA Suite were built with market data and  client feedback in mind,” added Humair Ghauri, Chief Product & Technology Officer, CareerBuilder. “Our team continues to be a leader in the HR Tech industry, driving innovation and offering a comprehensive solution built on AI and machine learning technology. Our team thrives on seeing our products deliver more qualified candidates for our end-users, helping them covert them quickly and providing a seamless experience across our client and job seeker audiences.”   Updates being released include: Delivering a seamless client experience and launching a new career site built on the power of CareerBuilder.com platform. CareerBuilder’s Talent Network now allows clients to easily manage their talent network and career site through our robust recruitment platform.             CareerBuilder is also introducing a new self-service career site that enables clients to create and edit their career sites themselves in real-time.                                 Updates to Talent Discovery Platform improve search, messaging and mobile app features. New filter and search functionality will provide recruiters with quick and easy access to data, information and insights on candidates they find most helpful.                                  CareerBuilder Applicant Tracking (CBAT) has been redesigned, ….New dashboard, requisition, candidate and reporting widgets bring critical information clearly to the forefront, helping recruiters respond quickly to activities within their network. Click Boarding integration allows clients to initiate onboarding from a configured workflow stage, monitor progress at a glance and synchronize data between CBAT and Click Boarding.                                   CareerBuilder’s SocialReferral tool has been updated to include a calendar tool to allow admins the ability to schedule and plan posts and competitions in advance. Clients can now embed their timelines from SocialReferral into their career sites, giving candidates insight into the day-to-day of an organization. https://hrtechfeed.com/careerbuilder-announces-updates-to-talent-acquisition-suite/ DHI Group, Inc. announced today that Dice, its leading career hub for technology professionals, has released Dice Recruiter Profile, bringing transparency to the career management process while enabling recruiters to stand out from the crowd with enriched profiles. Recruiter Profile is the first launch toward realizing Dice’s longer-term vision of a space where recruiters and technologists can connect more directly and transparently.   Dice Recruiter Profile allows employers and recruiters to create an enhanced profile and link it to their posted jobs, building trust and long-term relationships with technologists who are eager to learn more about the employers and individuals contacting them for open positions. Recruiters can showcase their areas of strength and expertise, add a profile photo and highlight their tech focus by promoting their latest news, future hiring needs, and upcoming events.   Dice Recruiter Profile will provide recruiters and hiring managers with: Recruiter branding. By personalizing a recruiter profile and linking it to posted jobs, more candidates will see the person behind the recruiter role and the employer behind the brand, opening two-way dialogue between recruiters and technologists, leading to the best matches for tech roles. Opportunities to build candidate trust. By customizing a recruiter profile with insightful and engaging information about the recruiter and hiring company, candidates will feel more informed, helping to drive transparency between recruiters and technologists, encouraging longer-term relationships and a steady talent pipeline. Attention to tech specialization. When employers share their latest wins, future hiring needs and upcoming events on their Dice Recruiter profile, candidates will see the tech specialties of focus for each employer and role, which will quickly lead specialized technologists to where they’re needed most. https://hrtechfeed.com/dice-launches-recruiter-profiles/ ########## Got a project that an HR freelancer can handle? From writing an employee handbook to freelance sourcers to HR bloggers you can find the right freelancer to handle your HR or recruiting needs right now on https://hrlancers.com/ - browse more than 500 freelancer profiles today

On this episode you will hear from Toby Dayton as he details the upsurge in job postings they are seeing on the job aggregator linkup...we’ll also discuss in Indeed has hit their peak, some startup funding news and a wide ranging discussion about remote work with several participants include Mike Tempkin from Shaker, Adam Gordon from Candidate ID Marvin Smith from Lockheed and a host of others.

Fresh off the IAMPHENOM conference I had the opportunity to hang out with and interview Phenom's Keca Ward, Sr Director of Talent Experience. She runs the team that keeps the hires coming at the HR tech vendor now simply known as Phenom.

Janine is one of the most experienced guests I've had on the show. From starting with the big boys at Reed and Hays, through to now working at Search Consultancy (14 locations, 30 disciplines) for the past 9 years, she has built a team (of 12) and a rectech stack around her that really delivers results. It was a privilege to get into Janine's mind in terms of her thought and decision-making processes. A treasure trove of useful advice whether you are looking at tech, structuring your team or looking to develop personally. Get involved! Paiger got a few mentions in the episode so don't need a shout out for sponsoring this episode...

A conversation with Jerome Ternynck, the CEO of applicant tracking tool SmartRecruiters. Sponsored by Emissary.ai and Workhere.com FULL TRANSCRIPT Chris Russell: The RecTech Podcast is sponsored in part by our friends at Emissary.ai, the text recruiting platform. Your next superstar is in demand and on the move. Emissary is the easiest way to connect with them faster and more effectively wherever they are. So if you haven't embedded texting into your recruiting process yet, what are you waiting for? It's definitely something that's as a channel, today's employers need to communicate more effectively with there candidates and prospects. Go to emissary.ai and schedule a demo today. Chris Russell: We're also sponsored by our friends at WorkHere.com, the hyper-local candidate delivery tool through geo-fencing app platform. You can reach more people through their online ads with pinpoint precision where they live, work and shop. WorkHere will advertise your jobs on the screens candidates use the most, their mobile phone. And messaging is then delivered into the social mobile apps they use most often. Head over to WorkHere.com and be sure to tell them heard it the RecTech podcast. Chris Russell: All right, so today's audio is an interview with Jerome Ternyck, CEO of SmartRecruiters, one of my favorite ATS's out there. The first one I ever used actually as a recruiter. I sat down for him at their San Francisco offices for a 30 minute conversation, and I think you're really going to enjoy this one. He was very open and honest and authentic as he always is and enjoy the audio. Chris Russell: Okay. I'm here with Jerome Ternyck, CEO of SmartRecruiters in their San Francisco offices on Bush Street and had a chance to come down here after the TA week events and come see Jerome. He's always been inviting me out here and finally got a chance to make it to San Fran and SmartRecruiter. So Jerome, first of all, it's great to see you again and how's life today? Jerome Ternyck: Likewise. Thanks for having me on the show. And yeah, life is good. Life is good. You're actually catching me today on January the 30th which is exactly 24 hours before the end of our fiscal year so we're busy signing deals left and right, rushing into the end of the year preparing budgets. And I think on Friday evening everybody will be resting for weekend. But just for the weekend, because we have our Hiring Success conference coming up in two weeks on Feb 11 and 12. When we'll have a thousand people coming here and so we're excited. It's busy time here. Chris Russell: Yeah, definitely. Quick history lesson for people who know me. SmartRecruiters was the very first ATS I ever used as it recruited back in 2014-ish around there. I picked them because they seemed to be a modern platform back then, and they still are. They had an app and things like that at the time, which were pretty new. I've always kind of admired SmartRecruiters from afar anyway, and also as a user in that time. But just give the audience a sense of where you guys are now in terms of customer base and employee-wise and things like that. Just give us a quick overview. Jerome Ternyck: Yeah. So we started the company in 2011. We spent four years in R&D and really what we were building, what we aimed [inaudible 00:00:03:36]. Okay, what is a generational successor to applicant tracking systems? Applicant tracking systems were born out of we need to automate the file cabinet. Resumes were paper based; the internet arrived. Oh my God, candidates can fill in forms, and I can track them in a system. But this whole idea that people are actually tracked as applicants in a system like even the name is wrong. Applicant tracking system doesn't say hire amazing people system. Jerome Ternyck: And having build myself an ATS between 2000 and 2010 when I started SmartRecruiters, I was like, okay, really getting ready. Take a blank sheet of paper and what do we want to get out here? And so we landed on three core things that are talent acquisition suite should do. One, it should help me attract candidates. That speaks to marketing and how you attract candidates and advertising and referrals and good website and good candidate experience. And there's a whole lot of things that need to be done in the area of CRM and marketing and so on. Jerome Ternyck: Second, we said managers have to use it and we have to double down on collaboration because recruiters cannot be successful if the managers aren't playing with them in their system. And so we focused on collaboration, hiring manager engagement, scorecard scheduling, making more that process like super smooth and efficient. And third, it's about recruiter and recruiter productivity. And recruiters nowadays, they're being asked to move mountains, but they have tools and technologies from decades ago. Chris Russell: They're being held back. Jerome Ternyck: And they're completely held back, absolutely. So giving recruiters all of their data processes and suppliers in one system where they can be in control and compliance. And so those three things, recruiter productivity, hiring manager engagement, and candidate experience is what we designed to spend ... we spent almost four and a half years just developing the product. We launched it in 2015 so that's five years ago now. And we've now since then signed just shy of a thousand enterprise customers. We have several thousand smaller companies using our platform on various capacity, but really the enterprise segment a thousand customers, this is where we actually make our money. Our revenue are made there. Jerome Ternyck: Some big names, we have companies like Visa, Bosch, which has like 400,000 employees. Even LinkedIn uses us now as their [inaudible 00:05:56] as they're implementing Twitter. So really large progressive companies that are using SmartRecruiters. We have 300 employees worldwide. We raised $100 million of equity money from various investors, Salesforce being one of our investors. So we're really looking at hey, recruiting is not this administrative automated function as we thought in the past. It's actually a fairly sales and marketing oriented function. It's a competitive advantage to companies would do it well. What's the platform that does that? And this is what we deliver. Chris Russell: Excellent. What do you think of the overall activity happening in the market itself as far as HR tech goes, all the mergers and acquisitions you're seeing bigger players group up smaller players to be an all encompassing platform. What's your overall sense of where we are now in HR tech? Jerome Ternyck: I think we're in a very, very exciting time of HR tech. And that is on two counts. On the core HR, there's a replacement cycle happening with enormous efficiency gains and automation opportunities and that charge is led by Workday in core HR and there's much more happening there. And I think there we're really seeing a very classic replacement cycle of old school HR systems. Jerome Ternyck: On the recruiting side, we're actually seeing a real shift of market because we are going away from, Hey you apply, you are screened and then maybe you get the job. We're going into this is a full scale sales and marketing function and TA leaders are becoming marketers, marketers in campaigns, in nurturing, in sourcing, in referrals, in how they organize it. It's more collaborative. So there's a whole set of a new generation of TA leaders that are actually emerging. Jerome Ternyck: And it's interesting because in HR tech, the world here divides between two types of tier leaders. Those who are going to be swallowed inside the HR system. And it's basically oh you use Taleo, I know this recruiting system from work there. SAP is not better, but you've been on Taleo for ages. Just shut up and keep, keep your life. And that's basically saying recruiting is an admin process. I don't care about winning the best talent, I'm just processing resume here and filling seats. Jerome Ternyck: The other generation of tier leaders are like, no actually guys, if you invest in recruiting, I can deliver better candidates and if you have better people than your competitor, we're going to win as a company. And so how do we actually take recruiting and make this a competitive advantage, which then justifies a proper talent acquisition suite that focuses on how you attract, select, and hire amazing talent at scale. And when you go to the CEO and you say, would you like to have hiring success? Would you like to be able to hire amazing talent on demand? Like you see the eyes are becoming really excited here because yes, every CEO in the world would like to be able to hire amazing talent on demand. They just don't know how to do it. And when it gets gobbled into HR and into processes and back office functions, it's a race to the bottom. It's faster, cheaper. Chris Russell: I can't tell you how many TA leaders I've met who say I'm just stuck with this ATS, usually it's Taleo, let's be honest. And they're paralyzed. They're afraid of that change, and many times they just don't want to do it. They don't want to make that plunge. And those are the ones who are going to get swallowed, right? Jerome Ternyck: Yeah. They definitely are getting swallowed, but it's worse fighting for it because well, I had the example this morning actually. I was on a phone with a TA leader of a 95,000 employee company. And they've been on Taleo forever. A company, very decentralized, not a lot of power in corporate HR, and this one person went on a war to say, I want to replace Taleo and I actually want to put a proper system. The CIO started by saying, over my dead body. We're on [inaudible 00:10:19] shop. We're staying there over my dead body. He got the CHR to approve the project. The CEO said fine. The CIO went behind to the CEO and canceled the project. Chris Russell: Oh my gosh. Jerome Ternyck: This went on for several months. Finally they got the green light, and they started the project six months ago, and they are now live in 17 countries. And this morning I was on the phone to him and he said Jerome, you know what happened this morning? I'm like no, what? He said, I was in a meeting and the CIO publicly praised me in front of the CEO and said, "You know what? I realized I was wrong to push on that because the system's really good and at least now I'm getting my resources." Because the CIO is actually often one of the managers that's suffering the most from recruiting. So I think it's worth the fight because you aren't going to come out of that as a hiring success hero, right? Because the managers need the resources. And if you can give them good candidates, they're going to love you regardless of how hard you were fighting for that system. So it's worth picking the battle. Chris Russell: Yeah, I love that story, Jerome. That's awesome. That's awesome. It's good to hear that. All right. Chris Russell: I've done a lot of work lately on the user experience of the candidate experience, especially around mobile apply and how a lot of systems out there are broken. A lot of these older ATS's come from a desktop era where they force you to log into apply, which is a barrier number one. And you have to put in your password twice. And you have to have all these special characters and it's like all the job seeker wants to do at that point is upload a resume. Why is it so hard for other companies to fix this problem right now? It seems like even some of the newer platforms I've seen don't do a great job at the overall apply process. Any thoughts around how to fix some of that stuff? Jerome Ternyck: I mean one main [inaudible 00:12:15] is that our click to apply ratio across all customers is 37%. Chris Russell: 37%. Okay. So break that down for us. Jerome Ternyck: We converge out of a hundred people who click on apply, 37 actually end up applying. Wow. That same ratio at Taleo is five. Let me translate that in dollars, that means for the same amount of candidates you're going to have to buy seven times more traffic if you're on Taleo so that alone would actually justify a change of system. So there is a large, large number or large gains that can be made in the apply. And if you think of recruiting as marketing, and I'm the CEO and I come to you as the TA leader and I go, so hold on, you're spending our money to advertise job to drive traffic on a page that has a 5% conversion rate. You should not be in your work, right? Like you should not be in this position. Jerome Ternyck: If a CMO would do that, they get fired, right? And so I would really encourage TA leaders to leverage that argument. Wait, wait, this doesn't make any sense. Plus the ones who abandon first aren't the worst ones. They are the best one. The ones that are busy, the ones that are on defense, the one that had a bad day. These are the gains. So not only are you actually reducing your ROI, but you're losing the best candidate. So it's worse optimizing. Jerome Ternyck: I think what's difficult here is the concept of identity management. How you identify users is at the heart of your software. And once you've designed a software to work in a certain way, it's actually hard to change. It's like you build a hotel and reception is this, on the corner of those two streets. And maybe it would make sense that reception is somewhere else, but everything is linked to that. So I think for legacy software it's very, very hard to change their principle. And we do it at SmartRecruiters, you just drop your resume. We actually even expose and apply API so you can drop your resume directly from LinkedIn in one take without ever to have to touch anything or from Indeed or from Seek. We actually just released the Seek apply. So we're actually facilitating the entrance. Jerome Ternyck: And then once you have applied, once you've expressed interest, okay, now let's talk. And if you would like to- Chris Russell: Yeah didn't you have an 'I'm interested' button at one point on the platform? Jerome Ternyck: Yeah. Chris Russell: It's still there isn't it? Jerome Ternyck: It is still here. Yeah, we were the first one to convert or to change the apply now into I'm interested. Chris Russell: Right. Jerome Ternyck: Because this is what you do as a candidate. You're not saying I'm applying. Right. And you're saying, Hey, let's talk. I'm interested, and that alone actually increased our conversion rates by a few percentage point. Chris Russell: I would say too, at some point for some positions you don't even need a resume, you know if you're a janitor or a truck driver. If you just get their name, phone number, email address just to capture that information, then you can contact them afterwards. Do you see that as a trend that's going to happen in the next few years? As far as the way some of these systems do apply's? Jerome Ternyck: I think we're going to see the emergence of a central identity management and a few platforms are at it. Facebook actually manages your identity for a lot of set situation. Google does the same. There's some initiatives now where- Chris Russell: There's a Blockchain I think just came out. Jerome Ternyck: Yeah, Blockchain that just came out led by Yvette Cameron, which we looked at. I think it's a good idea. Generally the fact that I carry my credential, my career- Chris Russell: With you. Jerome Ternyck: With me, it actually makes a lot of sense. Just think about it, you apply to 10 companies. All 10 companies are going to ask you to do a background check. For God's sake, why don't you do the background check before you apply and then you do it once? Rather than 10 times. There's a lot of things like this that makes no sense. Or take the example of a background check but I can say validated skills. I apply and I validated my skills as a Java developer. Like why do you care if I did Stanford, Harvard, or I was self-educated on YouTube. If I can actually be an amazing programmer on Java, you don't need my resume. Chris Russell: Exactly, exactly. Jerome Ternyck: So I think we're going to see a lot more of that happening. Synergization of skills and of resumes. Chris Russell: Excellent. What's new in the platform? I saw you came out with a self scheduling feature, but tell us what else is new with the product. Jerome Ternyck: Yeah, so we actually just wrapped up a good year of innovation and by the latest count, we shipped 200 features this year. Chris Russell: 200 features, wow. Jerome Ternyck: 200 features. And we ship quarterly. So this quarter we done a couple of good things. So sales scheduling en masse. So if you want to schedule certain interviews in 30 seconds, that's your feature. Just select the candidates, click, and watch everybody being scheduled. And schedule in the right way with the right score card, the right indication, the followup in the morning, the followup to the interviewer to filling the scorecard, the reminders to the candidate, the whole infrastructure behind. It's not just schedule and interview. It's like everything that happens before and after. And so it's really nice. Jerome Ternyck: We released [drip 00:17:23] campaigns, which is part of our CRM. So you nurture candidates, which frankly if you actually do a good job at acquiring leads and nurturing them into becoming candidates. Well we actually have a case study where one junior marketeer outperformed 10 professional sourcers. Because what we've said here is okay, advertising doesn't work, which is not true by the way. Advertising still works. Advertising doesn't work. Let's hire sourcers and give them a database, LinkedIn. And then pick up the phone, smile while you dial in, hope your emails are okay. This is exactly as if we'd say to salespeople "Hey, you get no marketing and here's a phone book." This is how sales was done 40 years ago. The reality is you actually can collect new marketing, collect leads and get people in, nurture them, bring them as prospect, which makes a lot more sense. So nurture campaigns is another one. Jerome Ternyck: We released an automated job distribution. So early on I made the decision not to rely on [inaudible 00:18:27] distribution systems but to actually control the job advertising from within SmartRecruiters which is really nice because we now distribute to thousands of job boards, and we're the only one that has a proper click to hire tracking. So we know exactly the cost of a candidate, the cost of an interviewed candidate, the cost of a hire, the quality ratio, how many like, and so- Chris Russell: You had that back in the beginning too, I remember. Jerome Ternyck: Exactly. And so now we created a feature to actually centrally automate all of that, and so you set up roles that the sales job go to this job board, the marketing job go to this one. You actually have rules that are based on dynamic pipelines. So if I receive less than 10 candidates after one week, then up my bid or increase or post to LinkedIn. So this allows for teams to control and to optimize their advertising budget. Jerome Ternyck: We have our programmatic advertising that actually is expanding globally. So we announced a few more markets. This is where we actually programmatically optimize the budget of our customers based on real- Chris Russell: So you're doing some programmatic now? Jerome Ternyck: Yeah, we do. And unlike any other programmatic offering, we know what's happening, like we know that last week you interviewed two candidates that got rated high and one of them moved to offer. And so the last thing you need is to spend more money to actually get more new candidates on this job because you don't need more candidates. Indeed doesn't know this. TMP doesn't know this. Recruiters don't react to it so for the first time you have a programmatic engine that's plugged onto your pipeline and actually dynamically optimize not only where you spend money but on which job and how much you spend. So the savings here are really, really interesting. Jerome Ternyck: And then we extended our SmartAssistance. So we have AI based matching, which is very, very nice. We expanded languages. So we released French and German as additional languages- Chris Russell: So the matchings are when a candidate comes in, you score them, and surface the top candidates? Jerome Ternyck: Yeah, we use this machine learning for two things. One is all resumes come in, we read the resumes, we analyze the resumes, we enhance the resumes, and we apply the scoring. And we apply the scoring independent of any bias such as your name, your address or where you may be from, how old you are and so on. So we actually by that remove all the prescreening bias, which is massive in most organization to this day. There is actually a survey that come out by the BBC recently where a hundred resumes, same resume got sent to companies. It was in the UK, Adam got 10 interviews, Mohammed got four. Same resume right? Now that, the AI doesn't care if you're called Adam or Mohammed. And so the same scoring and if you have the same scoring becomes really hard to justify that Adam and Mohammed are not getting both interview. So we are removing this bias and of course accelerating the resume screening because you get your scores and you can react on it. You can automate. Jerome Ternyck: And the second thing is we use this to discover candidates. When you open a job, we go back to all your candidates and your employees, and we actually surface matching ones so that when you say to a candidate, "Sorry it didn't work out, but if we ever have a job that matches your skill we'll contact you." Well actually that's exactly what the IS is, it actually surfaces the candidates that you've talked to in the past and brings them forward. So that SmartAssistant as we call it, has been a massive time saver, sourcing saver, reduction of bias actually for everybody. Chris Russell: I hear a lot of TA leaders talk about automation and trying to make things more efficient, save time for the recruiters. And it sounds like you're really pushing a lot of those types of features, the product just to save time and automate as much as possible while still being candidate friendly. Right? Jerome Ternyck: Yeah we want to leverage automation to give time back to the recruiters to make it more human, more collaborative and to a certain extent automation is your friend here. Because the two hours are saved scheduling interviews is two hours I could spend following up with people who were interviewed yesterday and are keenly waiting to hear what has happened. Just as simple as that. The automation is, Hey actually those 17 candidates are still in stage new, they've been there for five days. Duh. What are you doing? Right? So that's also automation. I can reject them all if you want, but you can also look at them. Jerome Ternyck: Just helping recruiters deal with the volumes so that actually they can do what they want, which is offer candidates an amazing experience. I don't think any recruiter in the world gets into their job thinking my job in life is to offer a shitty candidate experience. It's just the consequences of them being overwhelmed by lack of technology and just too many things happening. Chris Russell: Yeah, definitely. I want to ask about Google for a minute. Couple fronts there. Google for jobs. Were you an early adopter of that in terms of pushing your clients' jobs to that? And secondly, what kind of traffic are you seeing from that particular platform itself? Jerome Ternyck: So yes, we were an early adopter, part of the initial launch actually working with Google on that in proximity. I mean they are a few miles from here, so that's good. I think Google needs, and this feedback we have given them, they still need to identify properly who is the ATS. For now they are applying a Google methodology, which is I want to buy a flight from Paris to San Francisco. Then they just tell me yeah, you can do this one and then I have Expedia and this and this and that. But the problem here is that this is not about booking a flight. Ultimately if you're looking for a job and you find something at Visa, they're going to send you to SmartRecruiters, ZipRecruiter, Glassdoor, Indeed, LinkedIn ... But the truth is wherever you go, you actually are going to end up at SmartRecruiter because that's how you apply to a job at Visa. Jerome Ternyck: And so I think this is one optimization that Google, and I know they've been working on it and it's not an easy problem to solve. They have to make the life of candidates easier and instead of "selling" sending traffic to intermediaries here to actually allow candidates to go straight to the source. And if they do that, they'll get corporate recruiters way more interested. Because today most of my Google for jobs traffic is hidden behind LinkedIn, Glassdoor, Indeed, and the others because they are the ones receiving traffic. Chris Russell: Yeah. Do you think Google will ever try to monetize Google for jobs? There's speculation out there that they will. I don't think they will but what's your take? Jerome Ternyck: Oh yeah, I think they will. Chris Russell: You think they will. Jerome Ternyck: Yeah. I think they will. Funny enough is actually just talking to someone there, and we were talking about our programmatic advertising solution there. Oh, this is really interesting. Where do you get traffic from? I said we get at this... and then I added "We're waiting for you guys to open pay per click on Google for jobs." And I had a big smile on the face of that Google employee because yeah, of course ... I think they're going to do it. But to do that they have to be able to know who are they selling to. Are they going to sell traffic to third parties or are they going to sell traffic to employers? And I think that that debate maybe has been decided at Google but hasn't been announced. I don't think it's clear yet. Chris Russell: Yeah, yeah. Were you surprised about the Google for Hire shutdown? Jerome Ternyck: I was and I wasn't. Chris Russell: Because that kind of seems like ... They just didn't really get that market maybe in terms of selling into, I don't know. Jerome Ternyck: So Google Hire started out of an attempt to increase retention and add more value for the Google customers, and meant to be as one of many apps that they would actually build. An easy use case if you have collaboration. I don't think that was ever a real push to say we're going to be the hiring platform that's going to win. And so I did not see the corporate commitment behind that initiative. That would really- Chris Russell: Right. Just not their heart into it. Jerome Ternyck: Yeah. I don't think so. And so resources were reallocated, product doesn't get supported, and they shut it down. I think it's one of the qualities of Google actually. They know when to say stop, and I see that's paying off. Now will Google keep adding more tools to their business customer? I hope so. I'm a big Google user and big Google fan. We use the whole G Suite here at SmartRecruiters and it's great. Do they get into advanced business application like recruiting? That's a step. Chris Russell: How about Facebook? I don't know, they came out with their Facebook job board. They're starting to work on some ATS's now. I'm not sure if you're a part of that at all. But tell me more about your relationship with Facebook Jobs itself. Jerome Ternyck: Yeah, so again, we were part of that initial integration, initial launch. So all the jobs are pushed to Facebook Jobs. We actually did quite some work on our end to identify and to allow customers to point the right jobs to the right pages. Because it's very nice if you are SmartRecruiters then your jobs go to your SmartRecruiters page. You are a small company, you will recruit 100 people a year. That's all cute and cool. Jerome Ternyck: But if you're Bosch, and you have 900 legal entities around the world, then chances are you have more than one Facebook page and now actually discerning from a central ATS, which job's go to which parts of your Facebook pages is an interesting question. So we actually built a Facebook Jobs management module that really directs the right jobs to the right Facebook pages and the right brands. Chris Russell: Does the user have to authenticate their page with you guys? Jerome Ternyck: Yeah. So they actually do authenticate as the administrator, admin of that page on Facebook and then it's synchronized. So that's nice. Facebook on their end did some work on 'Apply with Facebook'. So you can apply directly from Facebook to SmartRecruiters and enhancing this. We actually have some more initiative going on at the Hiring Success conference in two weeks. We have a hackathon. So we have 20 teams competing in the hackathon. And- Chris Russell: Are these your developers? Jerome Ternyck: Yeah, so we have some of our developers. We have customers bringing developers. So Square was bringing in developers. There's discussion about Facebook actually bringing in people and others that will be soon announced, but some big brands. LinkedIn of course who are scaling at LinkedIn or deploying at LinkedIn. And they're connecting SmartRecruiters deeply into their system. So one of our core principle has been API first. So we have a very powerful development environment, which allows more sophisticated customers to build custom integrations, custom experiences for their users or in the case of LinkedIn to actually merge what they get from an ATS where they're from their own system to actually optimize their own recruiting process. Chris Russell: Yeah. You're such a energetic, passionate supporter of hiring in general. Where does this come from, Jerome? Where's the early seed of helping people get jobs, and helping companies recruit better come from? Jerome Ternyck: It's interesting because I truly think that was my calling in life. It's really very interesting, and it was my first job. My very, very first job. I wanted to create a company. I went to Prague in the Czech Republic. I'm from France. And at the time Czech Republic, like the rest of the former Soviet block was expanding, and it was lots of opportunities. I got to Prague, and I started to ask people, what can you do here? What are some good business ideas? And everybody had one similar talk track, which was, Oh, you can do anything but gee, it's hard to hire good people. So I didn't have any money. And so I said, well maybe I could start a recruitment agency. Jerome Ternyck: And there I was 23 year old, I didn't speak a word of Czech. And I started- Chris Russell: You were 23 in Prague. You started your own recruiting agency? Jerome Ternyck: Yeah, and I started placing people. What's really interesting at that time is that all of the candidates had zero experience education in any field relevant to the market economy that my customers were looking for. So you had L'Oreal coming and say, I need a marketing manager with at least five years experience and a degree in marketing and speaking good English. And I would say, well nobody has five years experience in marketing in this country because five years ago there was no marketing. Oh shit, okay, you're right. Nobody has a degree in marketing because there is no marketing degrees in any Czech university at the time. I might be able to find you someone that speaks English is creative and we think could be a good marketer. Jerome Ternyck: And those roots of actually being in a position to figure out what could a person be good at independent of anything they had done before is what gave me the passion for recruiting. And to this day, I will fight. In scorecard for example, when you evaluate candidates, don't evaluate candidates on the must haves, evaluate them on must achieves. Back to my example, if I can code in Java like a God, do you care if I went to Stanford or I learned it on YouTube? You don't. So don't make a scorecard that says degree from a great university, five years experience, this is irrelevant. Make a scorecard that says amazing Java coder, good team player. Create. Okay great. So now you can evaluate me on scenes that I can achieve. And that has stayed with me. Jerome Ternyck: To this day I look at recruiting, I just want to match people to jobs at [inaudible 00:32:39]. I think it's a technology problem and I think it's a problem that can and will be solved by a technology player. And I'd like for SmartRecruiters to be that player. Chris Russell: Awesome. And last question for you, Jerome. What would the Jerome of today tell the Jerome of 2011 when you first started around this, about what you've learned along this journey? Jerome Ternyck: So if the Jerome of today, professionally, I would say get in tech faster. I spent the first 10 years doing a recruitment agency. I had good success. We ended up with like 300 people in the company and it was all nice. But in the end we were just helping one person at a time. And I think I would have loved to get into tech a bit earlier. On my management and my own personal leadership, I come from a place of vulnerability and authenticity these days that I did not have the courage, the experience to have back when I was 25. When you're 25 you want to conquer the world and you're protecting yourself. You are not self-confident. And I realized over the years that vulnerability and authenticity are just really core leadership skills. I'm here and with the team. I really love my Smartians, the whole reason why we are here. So I'm driven by purpose and leading by authenticity and vulnerability. So that's one thing I would advise myself.

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Serge Boudreau is the Manager of Talent Acquisition at Calgary based BURNCO Rock Products. With his job board background he is revamping their recruitment process from a marketer's perspective. LI: post mentioned: https://www.linkedin.com/feed/update/urn:li:activity:6620785258625409024 Serge Boudreau: This is Serge Boudreau, manager of talent acquisition at BURNCO Rock Products, and I'm next on the RecTech podcast. Speaker 2: Welcome to RecTech, the podcast where recruiting and technology intersect. Each month, you'll hear from vendors shaping the recruiting world along with recruiters who will tell you how they use technology to hire talent. Now, here's your host, the mad scientist of online recruiting, Chris Russell. Chris Russell: All right. You're listening to the only podcast that helps employers and recruiters connect with more candidates through technology-inspired conversations. We're all about the new tools and tactics to land more talent. Today's episode is a practitioner edition. RecTech Podcast sponsored in part at our friends at Emissary.ai, the text recruiting platform. You want to get superstars in demand and on the move, Emissary is the easiest way to connect with them faster and more effectively wherever they are. Each recruiter seat you get on Emissary gets their own phone number to use as their primary phone number for candidate conversations. All those conversations are stored in the text inbox on Emissary. You choose the area code, so each of your recruiters will get a 10-digit the candidate sees when they receive the message. They can have the option for call forwarding to their cell or office line. Go to Emisarry.ai, self-schedule a demo, let them know you heard it on the RecTech Podcast. Chris Russell: He's at the top. Serge Boudreau runs talent acquisition for BURNCO Rock Products out of Calgary, Alberta. He's also a listener of the show, so I'm extremely glad he's about to make is RecTech debut. Serge, welcome. Serge Boudreau: Thank you, Chris. I'm very excited to be here or talking to you. Definitely, I've been listening to your podcast almost since the inception, so for you to ask me to come onboard was very exciting on my end. Chris Russell: Awesome. I always love it when I get a listener on the show itself. So appreciate that volunteering there. I was looking at your LinkedIn profile before we get started today. You got an interesting background overall. I want to start there, I think. You've worked time at Kelly Services. You worked at Indeed Canada and also Workopolis. I'm assuming you were there at Workopolis when the takeover happened by Indeed. Would that be a correct assumption? Serge Boudreau: Actually, no. Chris Russell: Oh. Serge Boudreau: I was at Indeed when Indeed purchased Workopolis, which was very interesting. Chris Russell: Okay. So the reverse, okay. Serge Boudreau: Yeah, I actually had joined Indeed already. It was interesting. Like you said, my background is quite varied. I actually started my career in talent acquisition as a recruiter. Then got promoted in through a different recruitment manager roles. Then decide to really go on the vendor side and go at Workopolis. During that time, Workopolis was very dominant here in Canada as far as the job site of choice. I think it was really Workopolis and Monster had quite a bit of market share here as well. I had the pleasure of being in charge of sales and operation for Western Canada and Quebec for a while. I do speak French as well, but spent quite a bit of time there. Unfortunately, when Indeed came into the market or fortunately or unfortunately, depending on how you look at it, it really took a lot of market share and really hurt Workopolis. Serge Boudreau: Eventually, pretty much led to Indeed acquiring in that point, but a couple factors that happened is here in Western Canada, especially in Calgary, it's very oil and gas focused, the industry. So in 2014 when oil and gas just crashed, also did the recruitment aspects of it. It really put Workopolis in strain in Western Canada, hence I moved to Kelly Services, which was actually my first foray in a staffing firm. I learned a lot, both on the permanent placement, but mostly, we did a lot of contract for contract workers for large oil and gas. A lot of the workforce became a contract workforce as they were hiring just based on the economy. Serge Boudreau: Then had the pleasure to do a very similar role at Indeed where I basically led the Western sales team here in Canada. I did Quebec for a while as well there, so it was kind of going back to my old days at Workopolis. Then one day, we acquired Workopolis, and it felt like the old Godfather line, "When you think you're out, they pull you back in." It's how I felt. I have so many great memories and everything at Workopolis, but, obviously, Indeed in the Canadian marketplace and also in the US has been very dominant. Chris Russell: Yeah. Rumor has it that ZipRecruiter was also trying to bid for Workopolis. Do you know if that's true or not? Serge Boudreau: I've heard similar rumors. Yeah, there's a couple of other. The other rumors I've heard, there was also other Canadian players that were looking to basically going around Workopolis. In Canada, just to give you a landscape, there was Workopolis. Obviously, the normal American job board, so CareerBuilder, Monster, but there's a Quebec job board that's making a lot of inroads in Canada was Jobillico. There was rumors they were potentially trying to acquire Workopolis. Obviously, Nubo or now Talent.com, there's rumors they were in the picture, but I don't exactly what happened in the end of the day, but I'd be shocked if ZipRecruiter was not part of that conversation for sure just because Workopolis brand was so strong in Canada. Chris Russell: Yeah, totally. Okay, cool. Well, thanks for that history lesson there, Serge. Tell me about more about what you guys hire for there at BURNCO and I'm curious to talk to me a little bit the size of your recruiting team there, and how many people they are, and how many recs you guys are looking to fill this year, and things like that. Serge Boudreau: Yeah. No. BURNCO Rock Products is an interesting business. We basically take big rocks and make them into small rocks to really simplify what we do, but a lot of people. We operate in Canada and the US. In Canada, concrete. So you've seen those concrete mixer trucks. We do asphalt aggregate, which is basically the foundation of construction for highways, anything like that. We also run supply, basically landscape supply, landscape, hardscape supplies to retail stores for contractors and for basically the weekend landscape person that's coming in to get a bag of rocks or get some landscape stones or whatever the case is. In the US, we're heavily focused on concrete and aggregate. We have operations in Texas and in Colorado. Serge Boudreau: The great majority of what we hire and the biggest challenge, as you're probably well aware of, is drivers. Our drivers in Texas and Colorado, it's a massive challenge as everyone is seeing in the industry of all type of driving jobs. In Canada, very similar, but we also hire in Canada anything from head office. We do from IT roles to anything across the board. Our structure is a little bit different as far as how much we recruit. In total, we hire around 550 people a year. Very small team. When it comes to recruitment, it's a little bit of a structure. How my role falls into play is basically I'm responsible for the creation and the governance of our whole talent acquisition strategy. The great majority of the actual execution is done by our HR business partners that's responsible for each business division. I do have a team of coordinators and also recruiters to assist, but the lead on the intake on the role from the hiring manager is done by the HR business partner or the HR manager in that particular location comes to us. Serge Boudreau: The biggest part of my job is more in the recruitment marketing side to make sure that we are doing everything out there, especially in the recruitment market to get enough candidates and enough qualified candidates so we can actually fill those roles. I'm going to brag a little bit, but hiring 500 roles and really having a tiny recruitment team is something I'm really proud of. A lot of that, coming in is I had the opportunity to create a really robust team, but I decided to look at how we can be efficient. We really automated a lot of our processes, a lot of how we're going out to the market from... Basically, if we can automate it, we're automating it. I really want the recruitment and the HR business partner focus 100% on relationships. I really do strongly believe in the candidate experience and our hiring manager experience is the two things I really care about. Serge Boudreau: When I first started, to give you an idea, we were still accepting resumes. We didn't have an ATS. We had zero technology. Basically, I was guided to a filing cabinet with all the resumes we'd received over the last 10 years, which I was kind of shocked to see. Chris Russell: Filing cabinet, huh? Serge Boudreau: Yeah, exactly. And just the word fax. I'm not that young. I'm not that old, but in reality, I didn't know fax machines still existed in the corporate world, especially coming from pretty innovative companies like Indeed. So we completely revamped what we did. I feel today, in our market, in our industry, we're definitely highly innovative in what we do, and how we go to the market, and how we actually get our employees. So quite a big of changes, but it's been lots of fun in the past year. We've accomplished a lot. Chris Russell: Yeah, it sounds like it. We're going to dive into that. I'm going to give you some props first though because as a recruiting marketer, I like to see people like yourself out there doing unique things that are unique in terms of social media stuff. You posted something yesterday which I called out and threw it up on my LinkedIn recruiting marketing group, which is basically just a job post. Now, when I typically see job posts on LinkedIn, it's all same thing. It's all we're hiring, right? With a simple link and maybe a small- Serge Boudreau: I hate we're hiring, by the way, not to cut you off. Chris Russell: So do I. Serge Boudreau: But I just hate that phrase. Anytime I see it, it's a massive turnoff. Sorry. Go ahead. Chris Russell: Everyone's hiring. Who cares what the- Serge Boudreau: Yeah, exactly. Chris Russell: What the job seeker wants to know is why should they come work there or something unique about that employer itself. Let me just read for the audience what you wrote here, and I'll put a link to it in the show notes as well. It says... Well, let me describe it first. It was a picture of a bunch of trucks lined up. It looks like it's at a rock quarry, but it's from 1950s, it looks like. There's a bunch of old trucks sitting there. Serge Boudreau: Yeah. Chris Russell: Looks like old cement mixers. Are those cement mixers? Serge Boudreau: They are, yeah. That's 1940. Chris Russell: 1940, okay. So I go back even further. You've got the BURNCO logo in red there right on top, so it stands out pretty well. First of all, I think the black and white photo is unique too for one thing. That's going to catch my eye, number one, and your logo there is right there on top in red. You can't miss this thing. Audience, it says, "Judging by the picture, we need to hire someone to do some better financial planning so we can update our equipment. I'm kidding, but we are hiring a finance planning and analyst profession for our Texas office. Click on the picture to find out if this opportunity, an iconic 107-year-old family business, is the right place for you." I love that, Serge. That's a great example of how to use social media right when it comes to promoting a job. So kudos to you and great job there. Serge Boudreau: Thank you. What's interesting in looking at what our value proposition as an employer is and looking at how we're going to go to the market, I think there's a couple things that I looked at is we're 107 years old. We're a fourth-generation family business. In an economy, especially in the Calgary market, where I wouldn't say it's doing really well just based still on oil and gas and the Canadian market, people are looking for a little bit stability, companies that have been a long time. I do a mixture of either people that are genuine people that work within the company and are still here, and they're happy. The other is when I'm doing equipment or anything like that, I love the vintage stuff. I think it stands out. I think it's our unique proposition to the market that we've been around forever. We have a lot of history. That picture is from 1940. I have pictures actually from our inception, which was in 1912. Our CEO is... Like I said, he's a fourth-generation Burns, so it's been in the family. It's a unique proposition. Serge Boudreau: I leverage social media quite a bit. We have our own social media site that's just dedicated towards the employee side of it, what it is. It's also my recruitment marketing launchpad, but I'm trying a lot of different things to see what resonates better in the market. Some of it generic, just like, "Here's my job. Here is the 100 list of things that I need you to be able to do to hire here," just it doesn't attract. I know it from working plenty of years at a job board, and understanding what works, what doesn't. So I'm always testing from witty to straight up. Serge Boudreau: I try to stay away from the faux employer brand. What I mean by that is try to be authentic with what you're doing. I get caught in it sometimes, and I put buzzwords or things that really are too corporate-y. Our employees that we're hiring are true, what I call, salt of the earth type people, hard workers, and they don't want the corporate BS that a lot of job postings are out there or how we're targeting it especially. I do a lot of Facebook targeted ads. I try to do the same thing there because it's really hitting the demographic of the people I'm trying to start- Chris Russell: How are those working for you, Serge, because they changed their ad restrictions there? Were you affected by that? Because it seems like now it's a much broader set of people you can target with that ad, and it's going to lessen, I think, the overall quality of click-through rates in some of these ads there. Tell me what you're seeing from your standpoint. Serge Boudreau: Yeah. I hate it, first of all, because I was able to target. I think it's doing exactly the opposite of what they were trying to do. I get it. I get the reasoning, but I get the challenge because, in certain cases, it really has affected the way I can target from... To give you an idea of that is I was able to target specifically ads in either a different language or specific demographic or even in some cases, I am actually physically targeting a minority group because I want to hire them. Now, I'm caught in the situation that it's a lot tougher to do. Serge Boudreau: So right now, I can't be as targeted. I really have to spread it out to everyone, which is fine. I have actually had success in some ways because I'm hitting the husbands of people that could work for us or the wives, and they're sharing it to their network, which if I was really specific on my targeting, I maybe not would have hit them as much. So I'm not totally pissed off, but it's made my job a little bit harder in how I approach Facebook ads because I think they're a great tool for recruitment. I think especially I'm hiring a demographic that spends a lot of time on Facebook, so I need to be there more than I need to be on any other tools out there. Chris Russell: Are you- Serge Boudreau: Yeah, it hasn't been great. Chris Russell: For your ads on Facebook, are you doing legion ads where you just capture the contact info or are you actually redirecting them back to your job somewhere? Serge Boudreau: I leverage ViziRecruiter. I don't know if you've ever heard of Vizi, which it's basically how it's leading to my... Basically, I take the Vizi ad, and then it's basically driving it to apply directly to my career site, but there's not many clicks. It's they see the job description. They click on the ad. They see the Vizi, which, in my opinion, it's really cool. It's probably the thing I get the most complement- Chris Russell: Yeah. Describe ViziRecruiter for the audience, if you could. Tell them what it is. I love the product as well. Serge Boudreau: Yeah. So- Chris Russell: I remember when it came out a few years ago and I was like, "Wow. This is what every career site should look like basically." Serge Boudreau: I agree. I think the biggest challenge that I have I'm a horrible copywriter. I try to do my best, and when I looked at my job ad coming in, there's a big difference between a job description and a job ad. So I was able to really focus my job ad, but Vizi just brought it to the next level where it basically takes your job ad. It creates it in a really nice-looking format that's easily digestible with nice pictures. The key highlights are really easy to read as they're kind of in a... not in a bullet point, but I don't know what the exact word is. It's basically laid out in very visual way. Serge Boudreau: Instead of creating an ad for every time that I'm doing any type of social media campaign on my own, I'm just taking the link from Vizi. It's already done. Vizi is something that I've had a lot of compliments from job seekers, from my counterparts in the industry as how cool it looks because it does look... Not to advertise anyone. They're not paying me, but I definitely recommend if there's any practitioners out there to take a look at Vizi because it's made a big difference in the look of my ads. Chris Russell: Yeah. Listeners, go out there, search BURNCO careers. You can see some of their jobs there. It's a very visual. It's basically a visually-stunning job description overall. I like how I click on the Texas drivers here and the shot of the cement mixer pans in on itself. It's very colorful and definitely eye-catching overall. There's no paragraphs of texts. It's just blocks of images or, sorry, blocks of elements here with some icons, things like that. So I do love the overall visual-ness of the job. I think every job ad should look like this overall, but I shall there... so you mean- Serge Boudreau: It does make it stand out. You described it way better than I did, so thanks, Chris, but it does make it stand out. It really differentiates. It helps you, like what we talked about, as far as what your actual imagery is going to look out there. I'm always a believer that the most important thing in a job description is the physical content of what the job is. Chris Russell: Will Vizi... Will it suck in your ATS jobs and then kind of- Serge Boudreau: Yeah. Chris Russell: ... create the ad automatically? How's it work? Serge Boudreau: So they scrape my jobs from my ATS. They basically automatically update on their backend as far as what it looks... They create each one individually, but they scrape my job so any updates that I do, usually, the new Vizi, I call it, is updated in the next day. So around half a day turnaround, so it's fairly quick. Chris Russell: Nice, nice. Did you see a jump in applications or conversions when you switched to Vizi? Serge Boudreau: Yeah. We actually did quite a bit of research to see how much it would affect it. You got to put in perspective, my number one source of candidates right now is still Indeed, and my jobs are flowing automatically to Indeed as the quick apply in the background. But my jobs in Indeed are not being converted into Vizi just because of how their format runs, but all the other sources of social media and looking at what the conversion was before and after, we saw almost a 25% up-lick on our conversion. With the amount of volume that we do, which is not large... Obviously, we're not an international or a national business, but for our volume, that's a huge uplift. What I noticed too, I found a little bit deeper, we actually hired more from the Vizi than we did from any other sources outside of Indeed, which was definitely interesting. What that tells me is the quality that we're getting is higher with Vizi than it was before. Chris Russell: Interesting. Very interesting. Okay. Your ATS there is Workable, it looks like, which you- Serge Boudreau: It is. Chris Russell: ... which you put in last year at some point. Just in the initial thoughts on Workable as an ATS, how do you like it? Serge Boudreau: I really like Workable. When I looked at different ATS, there's so many different alternatives and I went through... I'll give you an idea of where I got to. I shortlisted to three ATS. Those were Jobvite, SmartRecruiters, and Workable. Jobvite and SmartRecruiters are amazing ATS in the context, but our hiring managers are quite involved in the hiring process overall. And what I want to make sure is it's very easy for them to use. I found with functionality as far as the intuitiveness of Workable was impressive to me and what it could do. I felt that it wouldn't take me really long or anyone in my team to be able to train the hiring manager on how to access Workable. It's basically a five-minute conversation. It's done. They get it. That's a challenge with most ATS. Imagine trying to train hiring managers that's never used any software used in the field on Taleo. Not to bash Taleo, but that would be really difficult. Serge Boudreau: The other aspect that I found really key with Workable, and most ATS now, I'm seeing that change, is how easy it is for applicants to apply. Workable has a mobile-first platform, extremely easy to apply. So that's critical to me. I've heard on your show many times, I think you're a big proponent. Actually, your last one, your idea is we should have one quick apply for every ATS and every ATS should get onboard. I'm 100% behind it. Chris Russell: Thank you, Serge. Serge Boudreau: I do believe though, not to sound... It's a little bit of a pipe dream in some ways, so- Chris Russell: Yeah, I know. Serge Boudreau: ... I don't think they'll coordinate- Chris Russell: A man can dream, can't he? Serge Boudreau: Exactly. I think you're 100% accurate, but, hey, I got to take care of my own and I got to work with what I can control. And Workable definitely has that aspect where it's easy to apply. It's quick. It's a mobile type of platform. I don't even have to ask for resume. To give you an idea, in certain markets we're in, really tough to get drivers. I want to remove any friction if possible. So I'll ask them, "What's your name? What's your email address? What's your phone number? Write in one sentence why you're a driver." That way, I'll call them then get the... or someone will call them and get all the information. So anything that can remove friction from the system in applying is great. I also like they integrate with a lot of tools that I was planning to use anyway. Serge Boudreau: The one complaint, and I've told this to Workable many times, is their hesitance to work with programmatic advertising. I've had quite a bit of challenge getting Appcast or any other programmatic players integrated with Workable. They put a lot of roadblocks behind it. As you know, right now, programmatic is probably the hottest thing in HR tech. If you haven't looked at leveraging programmatic as an HR or as a talent acquisition practitioner, you're behind the curve because it definitely is a true course of candidates. What I'm trying to do is really go away from my reliance on Indeed like more practitioners in Canda just because of their dominance here. I have nothing against Indeed, but it's never a good business decision to have a reliance. So I'm really looking at programmatic to get the next level. We have to figure it out workarounds with Appcast and with other providers. Chris Russell: Could you give Appcast your feed or something like that and have them push out the jobs? Is that- Serge Boudreau: Yeah, yeah. We've created a backend solution, but it's not ideal because sometimes, I need to go to directly to the Appcast feed to get the candidates. And anytime you're adding layers in a really, pretty tight, efficient team, any more steps can cause a little bit of growing pain. That's the only complaint. So Workable, if you're out there, you've heard me. You need to do this. You need to work with programmatic. Chris Russell: There you go. All right. What else is on your HR tech deck, Serge? It looks like you got some referral stuff here. I guess that's also Workable. Serge Boudreau: Yeah, I'm actually using Workable's referral tool, which has worked really well. We had a very, very decentralized type of how we handled referrals. So we had spreadsheets, which ended up, we forgot to pay most of the people because spreadsheet wasn't updated. We had a different program in Texas, Colorado, and then in different business divisions in Canada. So it wasn't standardized. It was really tough to follow. It was tough to get our people paid on time. So Workable referral is actually really good on that end. They basically centralize everything for me. Serge Boudreau: Really, my long-term plan with Workable or any type of referral programs that I want to run, I eventually want to get away from paying any referral bonus. I think if you're a really good company to work for, people will actively go out and refer people. But in the meantime in going away, because we've always had a referral program. It's always been somewhat lucrative. Just dropping the ball initially and saying, "Hey, we're not going to do referral bonus anymore," could have had a negative effect. So I think the program and how we handle it right now will never change, but how we pay, that might change dramatically in the future as well. Chris Russell: Gotcha. Let's take a quick break, listeners, so I can talk about our other sponsor, of course, our friends over at WorkHere, WorkHere.com, the geofencing ad platform. They help employers reach people through online ads with pinpoint precision where they live, work, and shop. WorkHere is going to advertise your jobs on the screens that candidates use the most, of course, their mobile phones. Messaging is then delivered in the social mobile apps they use more often. From them, a chat team will qualify and engage them, send them back to ATS via SMS, email or redirect. So head over to WorkHere.com and tell them you heard it on the RecTech Podcast. Serge, on your social media profiles, how often are you posting? Just give me a general sense of the types of content you're posting up there as well. Serge Boudreau: Yeah. We're not posting enough. That's something that working really lean and having a lot of recs has been a... I'm a believer you need to be putting out like 10 to 15 pieces of content almost a day to really keep the candidates engaged, but what we've created is basically what we call Inside BURNCO. The purpose of it behind it is to really give... WE obviously have our BURNCO consumer, social media accounts out there, but Inside BURNCO was really created for two things. It was, one, a place to launch all our social media recruitment campaigns. So like the ad you started at the end, that's some of the type of contents we'll reach out. The other is just to give a little bit of an insight of what it is to work inside BURNCO. We'll profile different employees, if we have events. That's one of the places that we put it on social media. Serge Boudreau: I'm looking going in 2020... A lot of it was controlled by me initially as a new concept, as far as I was the physical poster, but also with the limitation of time, it's been a challenge. So I really want to focus in 2020 putting a lot of content and looking how we can accomplish that. There's obviously a couple different ways and how we schedule with different tools out there. So I'm looking at that now, but I want it to feel authentic. I want it to feel real. I believe in automation, but I also believe in having a real clear message that's authentic and it feels like it's a real person in the back actually creating those posts. And it is, so it's just how we schedule and how we can make sure that we have enough content that is interesting and people want to follow because I see it as a way to keep expanding our talent community. When I say talent community, it's... Drivers is a perfect example. I always want to be nurturing a new pool of candidates, so when we need them, they're ready to go. One of those aspects is keeping them engaged through our social media channels. Chris Russell: Yeah. Very cool. You're also one of our Rejobify clients, so I want to thank you again for signing up for that service, so you can Rejobify your rejected candidates. I'm just curious from your perspective, Serge, why do you think that's such an important thing to do in terms of the candidate experience for every candidate that comes to your company and tries to apply? Serge Boudreau: I am a big believer that candidate experience is critical. That's from the minute they see their job ad to them not getting the job. Let's put in perspective is most people don't get the job. We get over 30,000 candidates a year, and we hire 500, so in reality, the great majority doesn't get a job. I heard somewhere actually in the last couple days, and I thought it was brilliant, is we're in the business of goodbyes. We're kind of breaking- Chris Russell: Rejection, yeah. Serge Boudreau: Yeah, rejection. We're kind of rejecting- Chris Russell: We're in the rejection business, yeah. Serge Boudreau: We are in the rejection business. It's kind of breaking up with a lot of people. In a lot of ways, it's telling them that it's us, not them sometimes because there's so many great candidates, but we can only hire so much. I have been blown away, and I'm not just telling you this but, obviously, you being involved in this service. This has been a fantastic tool for us. It's been something that has... Because I've been trying to figure out how can we help our job seekers in any way. A couple of ideas I come up before this tool was, well, maybe... We run landscape, our retail stores here in some parts of Canada. I'm like, "Well, maybe we give them a discount on the product as a thank you." And something that, obviously, I think for a lot of consumer brands that are everywhere, I think you should look at that and I think it's something that probably could be integrated with Rejobify, but when- Chris Russell: Yeah. We have a retail client, in fact, that gives a discount as well as part of their page to their eye care centers. They can take advantage of that in addition to the stuff on Rejobify, so it's a great idea. Serge Boudreau: Yeah. I think it's a brilliant idea for companies that are doing it. I decided, because we're not at where... and the type of roles that it's something that we will be potentially doing, but this is really if one person gets a job from the advice or the tools that Rejobify is giving them, it's a big win for us. It's interesting because you shared on LinkedIn yesterday one of the rejection emails. I loved it. I was actually going to comment, but then I got busy. Do you have any clue of what the candidate did? Did candidate respond to that? I'd be curious to see what the candidate said actually. That- Chris Russell: I don't know. Again, I found it online somewhere. I printed it out, and it was sitting in my stack of papers. When I was doing some cleaning over the holidays, I discovered it again. I was like, "I got to blog about this," so it was printed out in tiny, little text. I had to sit there for a good 20 minutes and type it out, but, yeah, I'm not sure what the candidate thought of it or not. But to me, if I'm- Serge Boudreau: Well, it gives you- Chris Russell: ... reading that, I'm smiling at the end of that thing. It's a kind of a neat way to- Serge Boudreau: 100%. Chris Russell: ... let down. Serge Boudreau: Well, it's interesting because 99% of the responses I get from candidates by... because I try to customize messaging in a very non-corporate talk. Obviously, it's customized, but not customized because I'll be sending out the message to say 300 people at once, but where ATS, obviously, their name and my name is stated, but I try to put it in real talk. I put the Rejobify offer as part of that. I would say 99% of the time, the feedback is amazing. Chris Russell: Have you gotten- Serge Boudreau: There is always that- Chris Russell: Have you gotten candidates that replied back and said, "Hey, thank you for this?" Serge Boudreau: Yes. Chris Russell: Awesome. Serge Boudreau: Plenty of examples. Chris Russell: Awesome. Serge Boudreau: I've also had candidates or very few. I had one yesterday that was insulted that they needed help as a job seeker. This was the second portion of the email because the first part is, "I'm fully qualified. I can't believe you're rejecting me." I get that. It's really frustrating. You look at a job. You think you're qualified, and you get a rejection email. It does hurt the ego in some ways. If I'm getting 200, there's chances are I'm going to be rejecting people that are qualified for the job. But they did it in a very, I would say, rude way and basically called our company unethical because she deserves an interview, which I'm like, "Well, maybe you should look at self-awareness." Chris Russell: Okay, yeah. Probably not the right candidate for BURNCO then. Serge Boudreau: Exactly, your entitlement. So I responded nicely to be like... Then she responded back. She's like, "On top of that, you think I'm not a good job seeker, so you're giving me these tools to help me look for a job." I'm like, "Yeah, you probably need it," but aside from that, the feedback has been great. You see the numbers of people that I send. It's a 30% conversion rate that they sign up, which is fantastic. I've really enjoyed it. It's something that's going to be part of my, I guess, tech stack for as long as I do because it's really cheap too. Chris Russell: Yeah. I guess that's a win-win for both. Serge Boudreau: Cheap is not the right word. Very inexpensive. Chris Russell: Cost-effective. Serge Boudreau: Yes, exactly. Chris Russell: There you go. Awesome. Well, Serge, we certainly appreciate your time today. I guess my last question for you as we end up today's podcast is what are you dying to try as far any kind of new HR tech or some other kind of marketing tactic for 2020 here? Serge Boudreau: Well, part of my 2020 was getting really hardcore metrics for a company that had no metrics. So we launch all our metrics through a partner, webTactics, here in Canada for... Everything is to Power BI, so everything that was spreadsheet is now automatically sent to Power BI. So everyone has access too, every executive. We are just launching Click Boarding here for our onboarding, which directly integrates with our ATS. So I'm very excited about getting that onboard because we don't have a great onboarding experience right now. I was not a believer in video interviewing. When I say video interviewing, it's the normal interview tools. I've been converted and- Chris Russell: You have. Wow. Serge Boudreau: Yeah, I have. I have because I think if you do it in a particular way, if someone just applies to your job, and you just send them a video, and there's no personality to it, it's like applying to a job and getting a assessment tool that basically takes 45 minutes to do. That's just a bad experience, but if someone on my team calls you, does a basic screening, be like, "Hey. We're going to send you a video interview to go through a little bit more detail," not too lengthy, it's actually cut our screening time dramatically. I also include a very personalized message from either the hiring manager or myself in that video. I let them do retakes, at least a couple of retakes. I think that's the biggest challenge sometimes is you get one shot. It is awkward. Video interviewing is awkward, but the flip side to it is on my... where I run a really efficient and small team for what we hire, it's a tool that's actually from what I've seen... I've just launched in the last couple weeks, has saved me a lot of time because I've been able to do that screening that would take me quite a long time over the phone. It's helped me shorten that period. Chris Russell: Nice. It just struck me too as we're talking is you're probably the one company that could use the company rockstar in their job ads. Serge Boudreau from- Serge Boudreau: We haven't. Okay? We had that internal discussion, and I decided not to because... I still go back to it. I'm like, "We should use rockstar." Chris Russell: There's probably a funny way of doing it somehow. Serge Boudreau: We should use it, but I just hate those titles like ninja, rockstar, all of them. But I could use it. You're right. You know what? If I do- Chris Russell: Yeah. I say it jokingly, but yeah. Serge Boudreau: If I do end up using it, I'm going to put it on you say, "From this podcast that you're giving me justification to do it." Chris Russell: There you go. The one company that can use it is BURNCO. There you go. Serge Boudreau: Exactly. Chris Russell: Awesome. Well, Serge, thanks again for joining me today. Tell people where to connect with you and BURNCO. Serge Boudreau: You can find me on LinkedIn, Serge Boudreau. I'm pretty easy to find even though it's a French name. For BURNCO, please check out our social media site so at Inside BURNCO on Facebook, Instagram, potentially TikTok coming. I'm pushing hard on that. Also, BURNCO.com/careers. You can see all our jobs. You can see everything we're doing with Vizi. Come check us out. Chris Russell: Awesome. I could talk to you all day, Serge. Again, thanks for your time. Serge Boudreau: Thank you. Chris Russell: That will do for this edition of the RecTech Podcast. Thanks again to my sponsors, WorkHere and Emissary. Subscribe to the show wherever you get your podcast. If you're an iTunes subscriber, leave a review, and I'll be sure to thank you on air. Thanks for listening, everyone, and remember always be recruiting. Speaker 2: Another episode of RecTech is in the books. Follow Chris on Twitter @ChrisRussel or visit RecTechMedia.com where you can find the audio and links for this show on our blog. RecTech Media helps keep employers and recruiters up to date through our podcast, webinars, and articles. So be sure to check out our other sites, Recruiting Headlines and HR Podcasters to stay on top of recruiting industry trends. Thanks for listening, and we'll see you soon on the next episode of RecTech, the recruiting technology podcast.

Sponsored by Rejobify.com Apploi Gets $5.2 Million https://hrtechfeed.com/nyc-based-apploi-gets-5-2m-to-simplify-service-industry-hiring/ Indeed Launches its own Job Market https://hrtechfeed.com/indeed-launches-new-experience-to-support-career-journey/ LumApps Intranet Platform Raises $70 Million https://hrtechfeed.com/intranet-platform-raises-70-million-series-c/ Xoogler Lets You Hire Ex Google Employees https://hrtechfeed.com/alumni-community-site-lets-you-hire-ex-google-workers/ Ubeya Workforce Management Tool https://hrtechfeed.com/ubeya-aworkforce-management-platform-raises-3-5m/ 3DIQ and Bullhorn https://hrtechfeed.com/3diq-launches-new-staffing-technology-solution-integrated-with-bullhorn/ Follow HR Tech Feed on social media: @hrtechfeed on Twitter Linkedin

Sponsored by Rejobify.com MyWorkChoice Raises $3 Million for Flexible Work Platform https://www.americaninno.com/charlotte/news-charlotte/flexible-shift-scheduling-company-myworkchoice-raises-3m-round/ Phenom People Raises Massive $30 Million Dollar Round https://hrtechfeed.com/phenom-people-raises-30-million-in-series-c-proving-the-hr-shift-towards-ai-powered-talent-experiences/ Hiretual Launches Healthcare Specific Sourcing Feature https://hrtechfeed.com/hiretual-launches-healthcare-sourcing-tool/ Bartender On Demand Platform Raises Seed Round https://hrtechfeed.com/bartender-on-demand-job-site-raises-seed-round/ ModerHEALTH Raises $30 million https://recruitingheadlines.com/mental-health-benefits-platform-for-employers-gets-31-million-in-funding/ Follow HR Tech Feed on social media: @hrtechfeed on Twitter Linkedin

Sponsored by Rejobify.com SuccessFinder Gets Funding Canada-based SuccessFinder has raised USD $2.23 million to join a crowded field of North America-based assessment providers. Positioning for recruitment, talent management, and analytics and stressing the validity of their psychometric science, Source: BDC Capital Invests $1.5M in SuccessFinder  https://hrtechfeed.com/canada-based-successfinder-raises-usd-2-23-million-for-its-psychometric-assessments/ Bullhorn Acquires Automated Solutions Provider Herefish https://hrtechfeed.com/bullhorn-acquires-automated-solutions-provider-herefish/ ERIN Employee Referral Software Releases Text Message Referrals https://hrtechfeed.com/erin-employee-referral-software-releases-text-message-referrals/ vFairs Launches Feature-Rich JOB BOARD https://hrtechfeed.com/vfairs-launches-feature-rich-job-board/ New announcement coming Tuesday Jan 14th. If you are an HR freelancer or a company that hires them RecTech Media is launching a new resource around that niche. Look for the special episode and and press release that day. Follow HR Tech Feed on social media: @hrtechfeed on Twitter Linkedin

Happy new year everyone this is the first episode of the new year and I have a special opinion episode to start us off. But let me start with some housekeeping items namely events I need to tell you about. I’ve got some discounts for you. Talent Acquisition Week is coming up at the end of January 28-30 in san francisco and you can use the code RECTECH to save 15% off a ticket...its 3 conferences in one week SOCIAL RECRUITING STRATEGIES CONFERENCE, EMPLOYER BRANDING STRATEGIES CONFERENCE and TALENT SOURCING STRATEGIES SUMMIT - learn more at talentacquisitionweek.com IAMPHENOM - the Phenom People conference will be held in Philadelphia on March 3-5 so if you want to save 25% use code RUSSELL - register at iamphenom.com I will be attending both events and conducting a number of interviews while attending RecTech Live Webinars Jan 16th at 1pm come see a demo of CandidateID a talent nurturing tool that also offers a free recruitment crm. CEO Adam Gordon will give us a preview of their software suite Jan 23rdt at 1pm come see a demo of Talenya - sourcing chatbot...very cool tool for employers...CEO Gal Amog will demo, they are targeting corporate TA professionals so if that you then tune in Register at rectechlive.com Cool tool alert - Tiny Scanner Plus is a 5 dollar app that will make your life easier if you do a lot of scanning. Your smartphone is an extension of your office. One of the most useful apps we found recently is Tiny Scanner Plus. Take a picture os a document and convert an image to a PDF that you can email or export. Contracts, agendas, letters, mark-ups, articles, receipts, kids' schedules or tournament brackets—scan it and send it in a snap. Name, organize and search your scans on the go from your phone. The app costs $4.99 in the app stores. Apple | Google Before we get started let me mention my other sponsor...WorkHere, the hyperlocal candidate delivery tool. Through their geofencing ad platform ….They help employers reach people through online ads with pinpoint precision where they live, work, and shop. Workhere will advertise your jobs on the screens candidates use the most: their mobile phone. That messaging is then delivered into the social and mobile apps they use the most often. From there, a human chat team will then qualify and engage those folks and send them back to your ATS via sms, email or redirect. So, head over to workhere.com and tell them you heard it on the RecTech podcast ------------------------------------------ ONE ATS APPLY TO RULE THEM ALL Now that 2020 is here and the candidate experience is top of mind for many talent acquisition teams, lets talk about the ATS experience for job seekers. To get more specific, lets focus on the apply experience. For too long, the average job seeker has had to navigate a myriad of logins from disparate systems of record, forced to create and remember passwords and usernames in order to apply. But jumping through these hoops has made job search a painful one for candidates. It's time to start reversing that trend. The 'login to apply' feature prominent on most applicant tracking software is an element of days gone by. It is a relic of software past, and if I had a choice I would ban this barrier to apply. The modern job seeker has zero interest in creating another user account to apply to your company. They simply want to upload their resume quickly and move on. Appcast, the programmatic ad platform says that only about 6.6% of candidate traffic converts into an actual apply on desktop. And its even lower on mobile at 4.7%. Though there are a variety of factors as to why someone doesn't apply, making them login is certainly a big reason they don't. There is a use case for having to create a login. But only if its a seamless process. The ideal solution would require adopting an industry wide single sign-on process shared by all recruiting software vendors. Indeed has their apply button, so does LinkedIn. Why don't ATS vendors band together and create one of their own? Imagine a world where each ATS could have their own version of Easy Apply! Two things would happen in my opinion. Job seekers would rejoice. Applications would rise. There are hundreds of ATS platforms in the market so this idea presents quite a challenge. For it to gain traction it would have to start with the bigger players like WorkDay, Brassring and Taleo's of the world to lead the way. The rest of the industry would be sure to follow if they saw the major recruiting software companies sponsor such an open source initiative. If I were the CEO of companies like iCIMS, Greenhouse and others, I would take this suggestion seriously. Job seekers have the RIGHT to an efficient and speedy apply process. A single shared apply account could make that a reality. Pipe dream? Probably. But its worth throwing the idea out there for the powers that be to contemplate. Recruiting software companies must adapt to the times or risk becoming extinct in this new world of experienced based software. That will do it for this edition of the RecTech podcast.....Thanks again to our sponsors Workhere and Emissary. Subscribe to the show wherever you get your podcasts…….if you are an iTunes subscriber leave a review and I’ll thank you on air. Thanks for listening….and remember, always be recruiting.

 To celebrate the festive season, we're bringing you a one-off end-of-year LIVE Recruitment Radio special! Dan is joined by thought leaders from across the recruitment sector who share with listeners their valuable insights and learnings, discuss key RecTech trends that are disrupting the industry and select a personal track that reflects their year in business! We were lucky enough to welcome EJ Flynn (Chair of The Supper Club and Commercial Director of Workfinder), Steve Beckitt (Founder of Sourcebreaker) and Tom Winslade (Cube19) onto this special episode. Dan has curated a multi-genre playlist - featuring EJ, Steve and Tom's chosen tracks - in tandem with our Recruitment Radio podcast episode to combat one of the common disagreements found on the sales floor, what music to play! It's the podcast to listen to for recruitment agency owners, leaders and consultants seeking learning, laughter and music. Guests Tracks: Katy Perry - Roar Kasabian - Underdog Hot Natured - Benediction Lady Aya - Shake your Body - Joey Negro Extended Mix Find the Recruitment Radio playlist that accompanies Episode 6 here: https://open.spotify.com/playlist/2G93xw01ep84uZHxWnzqtV?si=FJ7gP6l2QNGOlA-xyQK4xQ or search 'Recruitment Radio #6' in Spotify!

Abby Cheesman from Skill Scout discusses tips and tactics for creating video that attracts the talent you seek. Transcript Chris Russell: Leveraging video to attract talent. That's next, on the RecTech Podcast. Speaker 2: Welcome to RecTech, the podcast where recruiting and technology intersect. Each month you'll hear from vendors shaping the recruiting world along with recruiters who will tell you how they use technology to hire talent. Now here's your host, the mad scientist of online recruiting, Chris Russell. Chris Russell: Hey everyone. Welcome to the only podcast at the intersection of recruiting and technology. I'm your host, Chris Russell. Our show of course is sponsored by our friends at emissary.ai, the text recruiting platform. Head over to emissary.ai. Click on the Book a Demo and self schedule yourself a quick 30 minute demo with the team. Matt, Brendan, and Euan. And learn more about how text recruiting can really speed up and make your recruiting process much more efficient overall. So it's really great technology, overlays onto your ATS, and lets you do one-on-one campaigns. Lets you do group campaigns out there. Short codes for events. A lot of great stuff there around text recruiting. And if you're not texting and recruiting today, then you're not basically becoming a modern recruiter overall. Chris Russell: And of course we're sponsored also by workhere.com, the hyper-local [inaudible 00:01:20] delivery tool. WorkHere's geofencing ad platform will help you pinpoint your best to match talent. They attract passive [inaudible 00:01:29] with enticing targeted mobile ads where they live, work, and shop. So head over to workhere.com. Be sure to tell them you heard it on the podcast, and get a demo from them as well. Really good job advertising technology that you really probably haven't tried yet. So we'll give them a shot. People like FedEx use them, Uber, Great Clips. Carvana uses them. So check them out at workhere.com. Chris Russell: All right, quick shout out to one of my listeners, [Norm Fleming 00:01:59] messaged me on LinkedIn this week. He's an IT recruiter out there in Waukee, Iowa. So hello Norm, thanks for listening. And glad you're on board. Tell your friends to check out the show as well. Chris Russell: All right, so today you're going to hear Abby Cheesman from my friends over at Skill Scout, the video job company. They'll come to your place of work. They'll interview your employees and create great two minute videos out there for your employer rank purposes. Anyway, she's going to talk today about how to leverage video properly. And this was audio from I took out of the recent webinar they did or rectechlive.com if you want to go see that. I extracted the audio, cleaned it up a bit, and put it into the podcast here. So she's got a lot of great tips and tactics around how to make your video stand out overall. So really good stuff here, lot of good takeaways. So hope you enjoy the audio, and I'll see you next time. Chris Russell: All right, good afternoon everyone. How's everyone doing today? You got a last show of the year for RecTech Live, and I got my pal Abby Cheesman here from Skill Scout in Chicago. Say hello Abby. Abby Cheesman: Hey guys. Chris Russell: All right, we're going to talk about using video to attract talent today, and she's got some great slides to show us. I've seen this presentation earlier this year and thought it was great. So I wanted to have her on and talk about video. We haven't really done that yet much on the show overall. So you are the co-founder or CFO of Skill Scout, a company based in Chicago, which does employer videos. Give us a quick history of the company and a little bit more about what you guys do. Abby Cheesman: Yeah. So maybe about six years ago, Elena, my co-founder and I, we were working at a consulting firm. And we got put on a project of how do we more meaningfully connect people to employment. So we talked to a bunch of job seekers, bunch of companies, and we heard something over and over. It's really hard to know what a job is all about until you've done it before. Abby Cheesman: So long story short, we started filming behind the scenes. What is it like to be a welder? What is it like to be a nurse? And from there, we really just got started with Skill Scout. Abby Cheesman: So we take a research approach to filming. So typically if you're going to film something, you come as a script. And this is what we're going to talk about. With Skill Scout, we treat it like discoveries. So I want to learn as I'm filming with you. I want to hear from the people in the position to know what it's all about filming. So we come in, we have a discussion guide. Film days are usually super fun. So we go in, we learn about a workplace from the people that are in the jobs. So we know what we might capture, but typically we open it up for discovery. Chris Russell: Let's get to the slides and tell everyone about what we're going to learn about today. Abby Cheesman: So today I'm going to walk you through some tips and tricks, with the idea being that you could go back to your workplace on Monday and/or tomorrow if you're a real go getter. And start filming your jobs. You don't need a huge budget. You don't need a film crew. You can start filming with your phone. So I'm going to share some examples. I'm going to share some real tactical ways that you can get started. Chris Russell: Fire up your slides and we'll get rolling here. If the [inaudible 00:05:31] has questions, just throw them in the chat there and I'll stop Abby and ask her. And Abby over to you. Abby Cheesman: Sassy title, your job post is as boring as this webinar. I'm only kidding. This webinar's not going to be boring. So Chris gave me a great introduction. My name is Abby. I'm a job nerd. I get to film jobs for a living, so I get to see what it's like to be a flight attendant, to work on planes, to be a nurse, to work at the department of corrections. Abby Cheesman: I have an awesome team based in Chicago. We have a real intentional strategy to provide opportunities for women in the filmmaking industry. Particularly women of color. And one of the things that Elena, my co-founder, she's the one on the end there. We've been really intentional about women of color because our industry is typically super male and super white. And we believe that if you change the story by changing the storyteller. So you're able to share a little bit more diversity in the stories that you tell if you have a diverse team that's working with it. Chris Russell: I love the job nerd title, by the way. Abby Cheesman: I wish I could put that in business cards. I love it. So we've been able to tell stories for some of the biggest brands. I never thought I'd be filming with Unilever, and Nike, and McDonald's. And one of the things that our clients have in common is that it's really hard to tell people what your jobs are all about, and give an authentic preview. Abby Cheesman: So I want to pause and give a moment of reflection for all of you guys who are watching. When was the moment that you knew you were in the right place for your job? Chris, you and I talked about this very briefly before we began about being an entrepreneur, working for yourself. But reflect on this question and we're going to come back to this. When was the moment that you knew you were in the right place? Chris Russell: Probably I got some kind of thank you from a client or a listener of my podcast maybe. And that feedback really meant a lot to me. Abby Cheesman: Yeah. Mine was when I was standing in that jet engine at American Airlines filming what it's like to maintain and keep those aircraft safe. Just the surreality of being able to show jobs that nobody else has access to. That was my moment. Abby Cheesman: But let's talk a little bit about the hiring process. So the hiring process is a little bit like packing one more bullet point on that job post. Fitting into skinny jeans, this candidate's a great fit. Or your Facebook profile. Job looks great. Here's what it is. But this is what it looks like for most people. Right? This is an astounding data point. This is 2019. Only 1% of job posts have visuals. This is still a true statistic. Chris Russell: Yeah. I've been after employers to at least add a picture in there of something, of a person doing the job or some kind of visual image. Because it's a visual web, and people want to see rather than read. Abby Cheesman: Yeah. And that's including pictures, which is the crazy part. Because pictures cost nearly nothing to produce. And along all of this, we have about the attention span of a goldfish. This is true for any adult with a fully developed cognitive brain. You have about eight seconds to capture our attention, the same as a goldfish. Abby Cheesman: So if we think about trying to attract talent to our brand, these are the people, the go getters, the activists that we want. Eight seconds is not very long. Abby Cheesman: I want to talk a little bit about the laws of attraction. So I have a psychology background. Brain science is fascinating to me. So this is a couple of studies that Elena and I have looked into. So just get an understanding of what the next generation of talent, Gen Z that's coming into the workforce now looks like. And I think if we design solutions that appeal to the modern job seeker, even if we're focusing on Gen Z, these are going to be human centered principles that any job seeker can appreciate. Abby Cheesman: So a couple of things that we know. 98% own smart phones. 85% report that they learn about new products and services on social media. This one is crazy, and I can attest to it just on an anecdotal level. 71% are watching more than three hours of video every day. So I have a seven year old and a four year old, and YouTube is life man. Just anything that you could explore is on YouTube. Abby Cheesman: But three hours a day, that's taking out of TV time. 50% are part of a minority ethnicity by 2020. So diversity stories and representation matter to the youngest job seekers. But everybody in the workforce. So just keep these laws of attraction in mind as we start talking about video. Abby Cheesman: Social platforms, we're spending a lot of time on our phone. We talked about three hours of video a day. 70% of that is happening on YouTube. So people report YouTube as the app of the generation. We're receiving about 3,000 text messages a month. Most people prefer prefer Instagram and Snapchat over Facebook, Twitter, and LinkedIn. So this stat is always super interesting as we think about marketing spends. I would say as a business owner, Facebook is one of the first places that I think about advertising. And when it comes to talent, LinkedIn is another that comes to mind. But when we talk to younger job seekers, Instagram and Snapchat is where it's at. Tick tock, keep your eye on that one. That one's up and coming. And I think while it might not have ties to recruiting right now, I think that's going to be a medium that's more and more popular where job seekers are. Abby Cheesman: So there are some rules to being a good participant on social media. Keep your content short and sweet. Spice it up with visuals. Video is even better than photos, but any kind of visual. Highlight global locales and background. So representation of the different people that make up your workforce. Showcase how you impact the world. So what are you doing as a company and what is your spot in the world, and who do you impact? That's a really important story. Abby Cheesman: And then leverage the right social media and communication platform for your business. So we work with companies that are hiring welders. That might not be on LinkedIn, but they certainly are on Snapchat, and Instagram, and Facebook. So knowing enough about your industry, you guys probably know the channels to reach your people. Abby Cheesman: So remember when I asked this question? We talked a little bit about remembering the moment. You guys have stories, each one of the stories that you would tell yourself in your head, that has heart. Those are the kinds of things that job seekers are interested in hearing. And, those stories translate very beautifully to recruiting on video. Abby Cheesman: So a little data about job videos. A job posting with a video is viewed three times longer than a posting without. We use about 85% of our brain power to process visuals. So that's not text on page. That is a visual that is lighting up different parts of your brain than when you're reading. And, you get about 46% more views with a posting that has a video. And as I mentioned, psychology background. So this data point always sticks with me. We recall about 65% of what we see in here and only 15% of what we read. So if the only way that a job is interacting with your post is by reading bullet points, no matter how well written, they're still only going to remember about 15%. Abby Cheesman: So video over streaming webinars is notoriously sketchy. So, I shared a couple of links in the chat. But I want to tell you a little story about SAC Wireless. So this is a company that came to us in partnership with Shaker Recruitment Marketing. They were working on a challenge. They're hiring tower climbers. So these are the people that are building the infrastructure of 5G in our country. And they can't build towers fast enough to launch 5G. So this is an in demand kind of position. SAC was spending millions of dollars on agency recruiters, and they weren't getting the talent that would stay. And they discovered as part of their exit interviews, is that people didn't understand until they got to a tower how high up it is. So a very simple and very low hanging fruit piece of content for them was a video that shows people climbing the towers. Abby Cheesman: So we produced this video, and you guys can go check it out after the webinar. But it's a one and a half minute piece of people who work on a tower climbing team, talking about what it was like looking up at that tower. The safety and training that's required. What it feels like to work with a crew and travel with them, and ride in the same truck. Abby Cheesman: So they launched this video on Facebook. So this was a native post, which is what I recommend doing with posts on Facebook. So instead of linking to Vimeo or YouTube, upload it directly to Facebook, which is what they did. And they got this incredible response that they never expected. People started sharing the crap out of this video. So they had over 100,000 views in the first couple of weeks, and what they noticed was that their team was sharing it out. Wives were sharing, "Hey, check out what my husband does." And it became this organic piece of content that people were excited to show others. And it was one of their best performing pieces of content to get people into the funnel, applying for the job, and hired. Abby Cheesman: So this one video translated to the savings of millions of dollars for SAC Wireless, and it was part of a larger campaign. But this piece of content really jump-started employee referrals, advertising. And, it solved the problem of people not knowing that towers were 1,200 feet tall until they got to the job. Chris Russell: 1,200 feet? Abby Cheesman: Yes. When I watched that video, I still get heart palpitations. I was there when we filmed it. I would make a terrible tower climber. But for the right person, they see that and they're like, "Yep, I can build that." Chris Russell: Yep. Was this [inaudible 00:16:32] the candidates coming in from the video? Talk a little about how they might've- Abby Cheesman: Yes, they had some infrastructure behind that Facebook post. So they did do some lightweight tracking, and the Facebook post was their best channel that led to actual hires. And I think there were a few reasons for this. One, the video is just great. It's shared by people in the industry. And tower climbers tend to all work in pods, and so a lot of them know each other. It's kind of a small world. So that was a place that got eyeballs on content, maybe better than on LinkedIn or other channels. So that was part of it. Abby Cheesman: And then they linked directly to the application. So there wasn't like a link to a careers page and then I have to go find the job, and this and that. You could go directly from seeing this video to going into the application. So I think that was a win. But there's certainly more data. And Crystal Stanfield, she's since moved on from SAC, but she speaks at a lot of events. I would encourage you to go see her. She breaks down exactly how much money they saved, and how they did it and the rest of the ecosystem. Which included things like micro sites and using content and other channels. Chris Russell: I looked, and the video's about two minutes, 20 seconds. Correct? Abby Cheesman: Two minutes, 20 seconds. Yeah. And that's a little long, and I think the content is interesting and so it lends itself to be a couple seconds longer than I'd recommend. But typically we're looking to one to two minutes. Chris Russell: Yep. Abby Cheesman: So how'd they do it? This is what it could like to film a job video, right? You got 12 people on set, you got a grip. It could also look like this. For SAC, we did film a cameras and flew a drone just to get to the height and safely capture the position. But this is also what it can look like to film a job video. A cell phone, a tripod, a microphone, and two people talking. Abby Cheesman: So every single one of us has a cell phone. Every single one of our cell phones, if purchased in the last five to seven years, has a powerful camera on it. There are a few things that you need to make your camera even more powerful. So we package this up, but I can also share a link after this session to exactly what you need. Abby Cheesman: One is a tripod to keep your phone stable while you're filming. The second is a microphone. So phones are set up to capture audio as you're holding it up to your head. So capturing across the room can be tricky. And with a microphone, you can capture beautiful audio. And it's less than $25. And then a handheld tripod so that you can take nice, smooth pans. And with these three core things, you can really take your footage from being amateur quality to pretty high quality. Abby Cheesman: But let's start at the beginning. So one of the things that we found as we've talked to companies is that you have to be in the right moment to be sharing video. You can't put lipstick on a pig. What you are is what is going to appear on video. So I think most companies probably are ready for video, but we put together a little quiz so that you could do a little self reflection of is this a place that you really feel passionate about recruiting people for? And what are some of the stories that compel people to want to work with you? So it's just a self-reflection to see if video is a tool that you're ready for in your toolkit. Abby Cheesman: So if you take that quiz, you feel good, you would recommend it as a place to work. Here's some of the ingredients for a great job video. Be specific. So for the tower climber, we picked a specific role. SAC was hiring many roles, but that role was specific enough that we needed to go film it separately. Keep it real. We talked about the fear of heights. We talked about how hard the position is, that you're working in weather conditions. Two minutes tops. As Chris pointed out, we broke that rule. But two minutes is typically the sweet spot of how long candidates are going to give you. And show, don't tell. So while we might conduct the interviews in a quiet spot with good audio and good lighting, we want to see more than we want to see a talking head. So we want to go and see the work environment. Abby Cheesman: A little bit more about being specific. One video that I recommend to people is creating a realistic job preview. There's all kinds of content that you can create about your company. If you've not done video before, realistic job preview's a great place to start. So you can start thinking about one job that might be high volume or high turnover, an area of concentration for you. Talk to one to two people who are in the job, who are actually working in that role. Abby Cheesman: And then keep it real. So as I mentioned at the beginning, we take an ethnographic research mindset. So come in as a researcher. You might think you know what the job is on paper, but be prepared to discover and be open to what you see. You want to capture productivity. Don't stop it. Don't use a script. Use an interview guide. And remember that employees are the expert of their experience. So again, there's always the job description and then there's the, "Okay hey, this is how it really works." Those are the things that you're looking for. Abby Cheesman: Most importantly, show the stuff that makes people quit. This view here is why I would quit on my first day as a tower climber. You want to show people that. If there are things about your work environment. We have one client that it's an armored car service that all of the employees are armed. And for some people, that would be a deal breaker. And you don't want them to discover that deal breaker in their training or their first 90 days. That should come this early in the process as possible so people can self select in or self select out. Abby Cheesman: Two minutes tops. I checked our data today. We have a whole bunch of job videos that are live through our accounts. And I think the stat today was one minute and 49 seconds on average that people will watch. But it's less than two minutes. So giving people the top two to three things that are most important to share about the job, and spending about 30 seconds on each one of those is a good framework. Chris Russell: Excellent. Abby Cheesman: Show, don't tell. So you want to minimize talking heads, you want to show the work environment. One question I get a lot is, "What if we're in a boring office?" That's a great question. You're in a boring office, show the boring office, but also show the impact of your work. So if you're working in banking, you should certainly show inside of the branch of what are your banks. But maybe also go out to the community and showcase some of the things that you're doing in the community. Whether that's financial literacy training or other impact that you have. Abby Cheesman: Another example of this is in manufacturing. So while we might capture footage inside of the plant, we also want to go see what those products do in people's lives because that's important to candidates. So if you're building a medical device that helps give people allergy medicine faster and saves lives, that's an important part of the story to tell visually. So there are ways that you can depict the boring office. You should be realistic about that. If they're going to work in a boring office, show it. But also show the impact and how people stay committed to the work. Chris Russell: I'll also say too, you can show your employees in action outside the office too. Maybe if you're having a dinner or happy hour or something like that. Abby Cheesman: Oh absolutely. Events, anything that the team members are getting together after work. Anything that you can show to give people a flavor of what the experience is like working with you. That's the stuff you want to film. Chris Russell: Yup. Abby Cheesman: Teamwork makes the dream work. So, I've got a couple of clips and they're of course not going to play nicely over the stream. But, using employee generated clips is one of the easiest ways that you can capture content. Giving people a quick direction of, "Hey, can you take some footage across your work environment this morning?" And give them some ideas of what they could shoot. You will quickly get tons of different perspectives of your workplace from the eyes of the people who work in the jobs. Abby Cheesman: So employee generated content. Opening filming up to anybody who is willing to contribute is a really easy, fast way to get video. So this is one that we did in that armored car company. Here's another one. This job is a raw video clip of transportation assistance. No, what it really is, is driving really expensive custom order cars off of the boat at the Port of Baltimore. And this is a really different kind of job than what you would think on paper. So just getting a couple of employee generated clips showing the car, hearing the sound of the engine rev. Gives people a much more tangible feel for the job. Abby Cheesman: So we didn't watch the videos, but I do like to pose the questions, what did you notice about any of the visuals that we showed about that work environment? It was real. Yeah. And you can see that working with that armored car service is very different than the transportation assistant, is very different than the tower climber. Just the quick visual. You will remember that better, 65% more. And you'll be able to relate back to it, to that visual experience of watching that video. When you go to get the recruiter phone call or apply for the position. Chris Russell: Abby, question. When you go to your clients and you first talk to them, do you kind of look and see if their employees are already sharing stuff on social media they might not know about? Abby Cheesman: That is a great question. Yes. A lot of our clients actually have hashtags or employee generated groups. So Nike for example, has swoosh life. And that's customers and employees sharing experience alike. So sourcing stuff that people are already sharing about your brand is a great way to just kind of do an analysis of what's out there about us. And oftentimes, it's a great way to identify people who are already filming stuff and would be more than happy to be an ambassador or contribute their footage to your project. But that's a wonderful question. Abby Cheesman: And if you don't have that yet, you will also notice the people who are super active on social media. Those are the people that are top of my list for the people that I want to enlist in filming. If somebody is super comfortable sharing cat videos or kid videos, those are the people that are going to be excited about filming their workplace. Abby Cheesman: So we talked a little bit about what you need. Tripod, microphone, handheld tripod, and a lens cleaner. Phones are filthy. Cleaning them off makes the video much crispier. Abby Cheesman: Capturing quality video, audio is unforgivable. So earlier when we first started the echo, I was speaking super slowly because I was listening to myself. Audio can be super distracting, right? So you can forgive bad video to some extent. You cannot forgive bad audio. It's extremely distracting to the brain if there's something crackly or something that you can't quite hear the person speaking. So audio first, always use a microphone. Abby Cheesman: Second is lighting. The sun is your friend. Camera phones are super sensitive to light, and they're trying and trying to get better. But the more that you can utilize natural outdoor lighting, so sitting by a window. Or generate your own lighting. Get a halo light that cost 40 bucks on Amazon. Lighting is going to take your quality from super amateur to much more professional lifting. And it'll actually capture the 1080 or 4K level of quality. Without good lighting, your phone can't capture that resolution. Abby Cheesman: Film horizontally. This is always controversial and I'm constantly reevaluating this. But for now, phones capture higher resolution if you hold them horizontally. We see more mediums come up like Instagram, Snapchat, where vertical is how people are capturing and sharing. So I think we need to keep an eye on this. But the most important thing is keeping it consistent. So if you're going to edit clips together, you want them either to all be horizontal or all be vertical. Abby Cheesman: And lastly, heart. So letting people show who they really are. Not being too corporatey or too prescriptive. And show the nerdiness. Like I'm a job nerd. I'm happy saying that. You have nerds at your company too, and you want to show that flare. So if you've got engineers that geek out about something, capture the heart and the spirit of why they're excited to work with you and that will be super attractive to other people who nerd out in that way. Abby Cheesman: We've got a ton of tutorials on our site that just show you how to set up your audio. Some of the technical mistakes we made early in the first couple of years filming on phones. We've made a tutorial for everything so that you can capture the best quality possible in your phone. Lighting. How to film B-roll. So let's talk a little B-roll. Chris Russell: Yeah, explain B-roll to the audience. Abby Cheesman: Yeah. So when we think about the ingredients of a job video, the first is an interview. You want to talk to somebody on camera about their experience working. The second piece is all the visual footage. So we said minimize talking heads. The interview is a talking head. You want to go out and capture a visual B-roll of everything that they talked about. So if a nurse is talking about checking vitals. In your mind, you should be making a note of take some B-roll of checking vitals, take some B-roll of filling out patient paperwork. The B-roll is all of the beautiful video footage that goes on top of the interview so that we can see what the person is talking about. Abby Cheesman: I also shared in the chat an example of a recruiting video we did recently for Wendy's. And you can see how we used their values on top of what people were saying to really tie their story together. Abby Cheesman: So here's how we captured that video. We used this exact list of questions. "Tell me who you are, where we're at today. What do you do here? Walk me through a typical day." And when people walk you through a typical day, they gloss over and they move quickly because they assume you know what they're talking about. So sometimes I say, "Be detailed. Pretend I'm your 12 year old niece and I have no idea what you do." And usually when people speak with that filter, that brings them to a level that's tangible and shareable outside of your organization. But all of us do this when we're talking about our work. We might get super technical, jargony. So just encourage them to talk to you as if this is the first time you're hearing about this. Abby Cheesman: What surprised you when you started this job? What's challenging? Being real about that? What's the best part about working here? What's your favorite memory from working here? And what advice would you have for somebody that is just joining your team? Abby Cheesman: I would add that question from the beginning when we talked about< "When was the moment you knew you were in the right place?" The reason I like this question, Chris, you told a story. I told a story. I didn't just say the people are great. The culture is great. What you don't want is general speak. You want to hear people's stories. "Well, tell me a time where you really felt like your team was great." And then those stories are what tell beautiful recruiting stories. Abby Cheesman: This is some ideas for B-roll. So hands working, work in action, the work environment, conference rooms, common areas. Two to three main tasks of the position. Team interaction. And for those boring officey jobs, impact. What's happening outside of the office as a result of the work that you're doing inside of the office? All right, a moment to reflect. Anybody has any questions so far? Chris Russell: Nothing yet in the chat. But if you do, feel free to throw them in there. And I'll ask Abby. Abby, question for you is, what's been the in terms of your client base, what's been the most interesting piece of feedback you've gotten from after doing a video like this? What stands out to you? Abby Cheesman: That's a great question. So often we get this feedback, and I always love hearing it. Is that recruiters who've been recruiting for this role for years learn something new about the experience of working in that job. So you can recruit for a warehouse position in a refrigerated facility. But until you've put your coat on and gone 40 degrees below zero, it's really hard to have empathy in a tangible way for what that is like. And a lot of recruiters go back to their work with that experience. So filming is this discovery for them, and this opportunity to engage with the job in a way that they don't normally get. Abby Cheesman: So people often really enjoy filming. It might seem stressful for the first time that you do it. But the feedback overwhelmingly that I love getting that we get a lot. "I didn't know how much fun it was going to be. I didn't realize how much I was going to learn about this job. I've been recruiting for it for 20 years." Right? We went through burning questions. I'm going to share some questions I get a lot. Abby Cheesman: Oh no, our trade secrets. Right? We work in a proprietary industry, right? I work in space and engineering a product that's top secret. That's okay. It's not just about what you make. It's about why it matters. It's your passion, projects, celebrations and your team coming together, training. So you don't focus on proprietary processes. Obviously you don't want to sell out your secrets and tank the business. But you do want to show what the employee experience is based on that position. Abby Cheesman: So avoid things as you're filming, like specs on a drawing. Any kind of measurements. In manufacturing, any kind of specific code or processes. You don't want to capture that stuff. Abby Cheesman: Privacy. This might look familiar to you, Chris. What about privacy? So we filmed in one of the more challenging work environments that we've filmed in a couple of weeks ago. We were in Connecticut. We were filming with the department of corrections who they're working on recruiting physicians to work in facilities. So there's two challenges to work through. One is HIPAA, right? We can't share patients on camera. And the second is we can't show inmates on camera. So a really easy workaround that have worked with our corrections positions in other states and areas, and our healthcare. Has been using stand-ins. So if you have someone else on the team that will play the role of patient or play the role of customer. Or any other sensitive role in your video, that will allow you to capture it. You'll get them to sign a media release and you'll have permission to share their footage. But you're not releasing anything about your customers, or your patients, or people that are of a sensitive. Abby Cheesman: And stand-ins allow you to still show bits of the job that are important. So showing the exam, taking vitals. That's a huge part of this role. So to remove it from the video altogether wouldn't have done it justice. So stand-ins on a volunteer basis is something that we've had a ton of success with. Chris Russell: Okay, great. Abby Cheesman: Another question, compliance is life. We work in the aviation industry, so we have filmed a ton of compliant driven and union driven work environments. And my advice for that is to have somebody who is a union steward. If you're a union shop or a union environment. And, a safety and compliance person film with you. So you have them right alongside for the journey. They can tell you what is and is not shareable on camera. Abby Cheesman: So while you probably all have compliant workplaces, there are times when things are done that are maybe questionable and not exactly up to policy, but a workaround. And just having those people in field with you as you're capturing content gets them on your side. They're part of the process, they're an engaged stakeholder. And, it prevents you from capturing anything that's not showing you in your best light. So getting them involved early and planning, and come along for filming. That's been successful also. Abby Cheesman: I'm broke baby. I ain't got no money. This is another question I get. You don't need $100,000 or even $1,000 to make your first video. You can do this for free. Abby Cheesman: So to do this for free, let's talk a little bit about editing. This is one of the biggest questions people have. There are a few options. You can do it in one take. I filmed a video earlier this morning for an internal team thing. I did it in one take, no editing required. Abby Cheesman: iMovie, Windows Movie Maker. Those are both low cost or free depending on your computer. And easy editing programs that you can pull in the interview, the B-roll, and some music to go along with that. Abby Cheesman: FiLMiC pro is an app on, it's available for iPhone and I believe Android. It's about 20 bucks. And you can actually edit video on your phone. I'll mention that iMovie is also available on iPhone and- Chris Russell: I use that one. Abby Cheesman: You use that one? Yeah. What's your experience been? Chris Russell: It's okay. You can just trim the clip, you can add some overlays of text on there and stuff like that. Abby Cheesman: Yeah, I find my phone to be a little small to edit on. So I'm a huge fan of popping everything over to my laptop and throw it in iMovie. But my daughter will edit in iMovie on her iPad. So depending on how big your fingers are, I guess. Mine are too fat for the phone, but FiLMiC pro is an awesome app. Abby Cheesman: And then are editing services. So this is something full disclosure that Skill Scout does. But there are other options or interns you can come and get to come in and help film, and edit your video. We see a lot of our companies engaging interns in this process. Not just because of digital natives and awesome at it, but also they have a fresh perspective of your company. So having them film, you often get things that you might not, or things that you didn't think about filming that's been interesting. Abby Cheesman: This is how you put it together. It's like a cake. Layer one is the interview. Layer two is the music. Layer three is the B-roll. So I just took a screenshot of what it looks like in iMovie. So you can see the green thing at the bottom. That's my music track. There are lots of libraries. You have to be careful when you're adding a music track that you own license. So if it's creative commons, that's something that can be shared anywhere as long as you credit that person. There are other libraries where you can purchase a song. Don't use a song off the radio or off of a pop singer. Don't use a recognizable track, because that will quickly get flagged on social media. And you don't have permission to use it, unless you pay us thousands of dollars to whoever made it. Abby Cheesman: So find a royalty free or creative commons music track. And then this middle piece is my main content. So this would be my interview. And then the little piece on top is B-roll. So you can add clips at different moments in your interview to depict what the person is saying. Abby Cheesman: So once you've edited, how do you use this? One very easy place is on the job posting itself. So on our job post, we have a video about what it's like to be an editor at Skill Scout. And then we ask them what stands out in the video. So not only do we know that they've watched the video, but they can talk about things that are the same or different from their other work experience. And we get really rich data about the candidates in that question. On the job post is a really great way to use it. Chris Russell: That should be the top of the job post too, right? Abby Cheesman: It should be at the very top. Yeah. Or depending on how your micro site is laid out, if you have a specific page for a job, it could be one of a couple of pieces of content. But yes, prominently featured. So if they're going to watch one thing, it's that. Chris Russell: Right. Abby Cheesman: Employee referrals. This is way better than sending out an email saying, "Hey, we're hiring." Giving people a piece of content that they can send to their friends to get a much richer information about the job. That's a great way to use video. You saw this with SAC Wireless, putting it on Facebook. Abby Cheesman: We see a lot of companies using video to onboard people into their hiring process. So as you can imagine, getting hired as a flight attendant, it's a process. So we just did a series with American Airlines giving people an idea of what this process looks like. And it gives candidates more human centered experience as they're going through what can be a difficult to understand and kind of long process. So using videos at different moments in your hiring process to be more human, to connect with them on a more human level. We see a lot of companies doing this. Abby Cheesman: In your recruiting outreach. So maybe somebody's applied, and you want to send them a little video with a little bit more information. Or you want to send them a video of the person that's going to be interviewing them to prepare them for the interview. There are lots of ways that you can use video in your email communications. Abby Cheesman: One tool that I find super helpful is called Loom. Use loom.com. And it basically allows you to film, you have to use a Chrome browser. But it allows you to film and then embed that video into an email. And the video comes across as a gif. So as somebody opens the email, this picture starts moving and they can see immediately that it's a video. They click on it, and they can watch it right in the email. It doesn't pop them out to another site. It just is right inside the email. And that's a free tool that's super helpful. Chris Russell: It's free? Abby Cheesman: It's free. There might be a cap on how many you can send. But I send a whole lot of them and I haven't paid for yet. Don't tell them. They might start charging me now. It's called useloom.com. L-O-O-M. Chris Russell: Throw it in the chat there. Thanks Abby. Abby Cheesman: Yeah, thanks. A word about audio. Silent is the new black. Data coming back day to day. It's getting more and more dire that people are not listening to the videos. 70% of mobile traffic is video, and 85% of that is viewed with no sound. I am guilty, right? We watch video in places that we're on the train. We're commuting, we're at home, we're cooking dinner. And we don't necessarily want to listen to it, but we do want to watch. Abby Cheesman: So how can we design around a good user experience? The easiest way is captions. Captions aren't just great because it makes it better for the person watching, but also it generates text-based information about that video that's used in SEO. So if you have a caption file in with your video, that content will help you appear higher in the algorithm. So captions are great. You can auto-generate them in YouTube to mixed success. I've also used this service that I absolutely love called Rev. Rev is a paid service that you can share video, either upload or through YouTube or Vimeo. And it will generate captions. It's a real person typing it. So it's way more accurate than the YouTube captions. Abby Cheesman: You can also translate. So we do this with a lot of our clients that have international offices. Where we might film in English, but it's helpful to be able to share it in Chinese or in Spanish, or another language. Rev has translations available, which has been really helpful. Chris Russell: I have an app Abby called, it's called Clipomatic. You do your video, it records the audio, it transcribes the audio within the app. And then you can go back and you actually, it'll show you the transcript of it. You can go back, correct certain words that didn't quite pick up on. You can publish it as a single file out there with the subtitles. Abby Cheesman: That's awesome. And subtitles are not just important for posting on video sites, but also social media. So being able to generate that SRT. I have a whole blog post about much to do about captions, because it's gotten complicated. And it's much better from a user standpoint, but the infrastructure of how do you that has gotten a little bit trickier. But that's awesome. I'm going to have to check that out. Abby Cheesman: Texts call outs. I'm sure you guys have seen these videos before. Recipes where they label each piece. I actually didn't know until I started doing research that there was sound to these videos. There's actually a dude talking as this is going on. But you don't need it because they've labeled with text. This can be done in iMovie. It can be done in other editing programs that you just put labels on things. I could see you doing this with uniforms where there's pieces of a uniform for the flight attendants if they're getting new uniforms or something's happening with uniform, that's important to communicate. You can use a call out of just somebody standing there in uniform and talk about PPE, protective clothing, steel toe boots, different parts of the uniform that are important. Call outs are cool. We're going to see more of them. Abby Cheesman: And lastly, text narration. This is a beautiful video put out by the National Park Service. It's simple B-roll of a national park, and then they share messages just through text. And you can see a little green bar at the bottom of the screen. It also tells you how long the video is, which I thought was just a beautiful user experience. I'm super impatient, so knowing that I only have a little bit of that bar left, I watched the whole thing. So text on top of B-roll. That's a really easy thing to do in iMovie or other simple editing programs. And the footage that you have to capture for it is just B-roll. There's no audio, there's no people talking on camera. It's just footage of your workplace. All right, that wraps this up to final questions. Chris Russell: Yeah, we do have one more [inaudible 00:47:00] to get chance before. But Jasmine's asking, "How often should we update videos for the same position?" Abby Cheesman: That's a great question. So we see our companies updating them about every year, depending on the position. So it's going to be really dependent on how evergreen the tasks of the role are. So for example, nursing. That job is going to be relatively the same across a two to three years span. So that's a little bit more evergreen. Tech positions, their shelf life is just shorter if you go into the details of the actual tech stack that people are working with and that kind of thing. So if you want a video like that to last longer, talk a little bit less about the technology of today's moment. And talk a little bit more about the greater context of that job. Abby Cheesman: But I would say we encourage companies to put as much video out as possible. Even if that means Instagram stories, stuff that goes away really quickly. Just getting in the habit of sharing on video will make each video faster and easier to produce. So if your first video you keep for a year and then you update it and you get more and more comfortable with the filming process, we have some companies that weekly are putting out videos. Not all job videos, but certainly content that engages their job seeker audience. Abby Cheesman: And then of course if you're going through any kind of change in that role, video is a great opportunity to communicate that internally and externally. So we have a company that's going through a massive uniform change, and it impacts their employees. So they're making video pieces about the change, why the change is coming. Some of those are internal facing, and some of those are external facing. Chris Russell: You have a super fan in the chat there. Mary says after listening to your presentation at our HR meetings in Iowa, we bought the equipment and use it all the time. Appreciate the- Abby Cheesman: Yay. I remember you. That's awesome. That makes my day. Video does not have to be expensive. It does not have to be out of reach. I actually taught my college roommate how to make a video. She and her sister own a daycare, and I taught her how to film, how to do interviews, and she produced her own video too. So I think small and midsize businesses, this is perfect to get started. And as you grow and see more opportunity, you see a lot of companies getting the bug for video and then start to do onboarding, or training, or other ways to communicate through video. Yay Mary, good job. Chris Russell: Awesome. Well Abby, thank you very much for this very informative, and a lot of good stuff in this video. I'll have to go watch it again. Abby Cheesman: Yes. Thank you so much for having me. Chris Russell: Tell them where to connect with you and then Skill Scout. Abby Cheesman: Yeah. So as a participant in this webinar, I nerd out on this stuff. I'd be happy to do a free 20 minute video story boarding session. If you have any kind of questions about how video could work for you, I'm happy to chat with you. My email is abby@skillscout.me. You can get me on Twitter. I'm pretty easy to find. So get in contact. I love doing brainstorming sessions because there's probably not a challenge that we have not seen with one of our clients. So happy to chat through any questions you have. Speaker 2: Another episode of RecTech 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. RecTech media helps keep employers and recruiters up to date through our podcasts, webinars, and articles. So be sure to check out our other sites, Recruiting Headlines and HR Podcasters to stay on top of recruiting industry trends. Thanks for listening, and we'll see you soon on the next episode of RecTech, the recruiting technology podcast.

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

Placement wants to be a talent agent and charge seekers 10% of salary https://techcrunch.com/2019/11/21/placement/ https://larocqueinc.com/placement-raises-3-million-for-its-marketplace-job-board-plans-to-disrupt-staffing-firms-by-charging-placed-candidates-for-18-to-36-months/ Indeed Testing a Gig Job Site https://hrtechfeed.com/breaking-indeed-testing-a-gig-job-site/ iCIMS Launches LinkedIn Connector to Streamline Source-to-Hire Workflow https://hrtechfeed.com/icims-launches-linkedin-connector-to-streamline-source-to-hire-workflow/ Diversity & Inclusion Platform Raises $1.5 Million https://hrtechfeed.com/diversity-inclusion-platform-raises-1-5-million/ Five Job Trends to Watch in 2020 https://hrtechfeed.com/five-job-trends-to-watch-in-2020/ Join the RecTech Media Insider Program! https://www.rectechmedia.com/insider Follow HR Tech Feed on social media: @hrtechfeed on Twitter Linkedin

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

Gig and Hourly Recruiting Platform Fountain Raises $23 Million https://recruitingheadlines.com/gig-and-hourly-recruiting-platform-fountain-raises-23-million/ Engage Talent Acquired by Workforce Logiq https://recruitingheadlines.com/engage-talent-acquired-by-workforce-logiq/  Jobility Announces New Gig Worker App https://recruitingheadlines.com/jobility-announces-new-gig-worker-app/ SmashFly and Altru Labs Announce Integration to for Employee-Generated Video Distribution https://recruitingheadlines.com/smashfly-and-altru-labs-announce-integration-to-for-employee-generated-video-distribution/   French Recruitment Startup ‘Welcome to the Jungle’ Raises $22 Million https://recruitingheadlines.com/french-recruitment-startup-welcome-to-the-jungle-raises-22-million/ Join the RecTech Media Insider Program! https://www.rectechmedia.com/insider   Follow Recruiting Headlines on social media: @recheadlines on Twitter Facebook Linkedin

Employee Engagement Tool Emplify Receives Big Investment https://recruitingheadlines.com/employee-engagement-tool-emplify-receives-big-investment/ Utmost, an HR app for Gig Economy Raises $11.2 Million https://recruitingheadlines.com/utmost-an-hr-app-for-gig-econonmy-raises-11-2-million/ Talenya – The AI Technology Recruitment Company, Completes $6.5 Million Funding Round https://recruitingheadlines.com/talenya-the-ai-technology-recruitment-company-completes-6-5-million-funding-round/ Skills Assessment API Platform Interview Mocha Launches LogicBox https://recruitingheadlines.com/skills-assessment-api-platform-interview-mocha-launches-logicbox/ iCiMS: Employers hired only 60% of their required tech talent in the U.S. over the last 3 years https://recruitingheadlines.com/icims-employers-hired-only-60-of-their-required-tech-talent-in-the-u-s-over-the-last-3-years/ Join the RecTech Media Insider Program! https://www.rectechmedia.com/insider Follow Recruiting Headlines on social media: @recheadlines on Twitter Facebook Linkedin

Entelo and Convey IQ Merger https://recruitingheadlines.com/entelo-acquires-conveyiq/ Jane.ai Rebrands https://recruitingheadlines.com/hr-chatbot-jane-ai-changes-name-rebrands-to-knowledge-sharing-platform-raises-13-million/ HackerRank for Data Science https://recruitingheadlines.com/hackerrank-launches-data-scientist-hiring-tool/ ZapInfo Funding https://recruitingheadlines.com/zapinfo-raises-1-75m-series-seed-2-funding/ Hire by Google Shutdown https://recruitingheadlines.com/google-gives-up-on-ats-ambitions/ Follow Recruiting Headlines on social media: @recheadlines on Twitter Facebook Linkedin

A pair of luxury Italian shoes can cost many thousands of dollars. The best ones are handmade, of course. Using old world techniques and custom materials. The most expensive cars in the world routinely eclipse the $3M mark. And they too are not made on a high speed assembly line. They’re made one at a time. By hand.And yet here we are -- the recruiting industry -- racing to remove hands from an entirely human experience, the hiring process. We’ve been told that we must automate our low-value, administrative tasks that no one wants to do. But wait...who told us that? Candidates? Did they beg for more automation? Do they want less human interaction?Probably not. It was the RecTech marketers who convinced us that we needed to automate. But consider this. When you optimize for speed and automation (efficiency), you end up attracting the middle (or lowest) part of a market. The same way you do when you make cars on a high speed assembly line. Or mass market shoes. That’s okay if you’re optimizing for the low or middle market of talent. But if you’re optimizing for top talent in a highly competitive market, automation can be counterproductive.By automating, you often remove the personal touch. And you lose the handmade experience that sets brands apart. To stand out and impress the most highly sought after talent, you need to consider offering a differentiated experience. The opposite of a chatbot. And keep offering that unique experience for the next 12 months. And then keep doing it for the next 5 years. And then for 10 years after that. The longer you offer a custom, human experience, the more novel it will become over time as your competitors opt for a more digital process. The same is true for shoes and cars. A handmade product will always have more value in an increasingly automated world. So before you hire that “bot”, ask yourself what you’re optimizing for. Are you optimizing for efficiency? Or would a more human experience give you an edge? See acast.com/privacy for privacy and opt-out information.

Matt sits down with Juliet Eccleston, the Co-Founder and CEO of AnyGood? a RecTech Start-up based in London. AnyGood? is a new way to find talent, using the power of community. AnyGood? are leveraging the power of human relationships and networks to ensure that employers are getting access to the best candidates, faster and at a lower cost In this episode, Matt & Juliet discuss the power of a crowd-sourced talent platform, Juliet's motivations for co-founding a start-up in the world of RecTech and the future of the HR Tech ecosystem. You can get in touch on matt@hirewindow.com or on LinkedIn Don't forget to leave a review for the podcast and let us know what you think!

RecTech is brought to you by WorkHere and Emissary.ai Ever wondered how the LinkedIn news feed serves you content? In this special episode of RecTech, Chris Russell takes you behind the scene of their content algorithm so you can understand how when and why content gets seen.

"Post and Pray" yields mediocre results and yet It is the go-to method for most companies, especially startups. Look, dating apps have evolved so let's take a page from them and figure out creative ways to attract talent. After all, your companies success or failure hinges on it! Today’s Quote: "Pleasure in the job puts perfection in the work." - Aristotle Show Guest: Chris Russell is the Managing Director of RecTech Media. He is a digital recruiting expert. He began his career as a job board owner where he first learned the craft of attracting talent online. He's also a former corporate recruiter with real-world experience in the recruitment process and technology implementation. As as a recruiting technology/marketing consultant he advises both employers and vendors on how to attract candidates or clients. He frequently blogs on the news site, RecruitingHeadlines.com, podcasts a weekly show called “RecTech” and conducts live video training on recruitment marketing tools and tactics at RecTechLive.com. Episode highlights: Why you should look at approaching job postings differently The best ways to market your opportunities Tools available to help you automate the process Let’s talk about the approach almost all companies take Write “job descriptions” (wish lists) Do Not copy old ones! Post on job boards Farm the Job boards Passively work employee referrals The Job Description Format -short 300 words or less - According to Linkedin? Employer value proposition Q&A job descriptions Video Cybersn.com Harry joiner - long form job Rick’s Format: Build your job descriptions around uncovering a Career Wound Build in Performance Metrics! - Let people know how they will be evaluated in their first 90 days Tools to Use Ripl- social media video slideshows Buffer, deliverance, smarterqueue Legend.im- turns text into animation gif clipomac Where & How to Post Indeed- biggest board out there. - active candidate pool Linkedin- Facebook job board-blue-collar, hear Google for jobs - Take advantage of all the free avenues Take an Omnichannel approach- you need to be on all the channels. Be where your candidates are and continuously add content Automate the flow of content out. Be resourceful - text or email creative pictures (you next to a whiteboard with the person’s name written on it) Angelist? **Pushing out to facebook, twitter & LinkedIn. Video gets the most engagement and exposure Times to post 4-6 pm at night FB- 3 pm on Wednesday Key Take-Aways Go Short or Go Long! Re-format your job descriptions to Attract people! Define the % of time spent on tasks as well as performance metrics Market your jobs by taking an omnichannel approach Get Creative & use Tools to automate getting out your message

Welcome to the only podcast that helps employers and recruiters connect with more candidates through technology inspired conversations. If you want to know about the  about the latest and greatest tools and tactics for finding talent online, this is your show. The RecTech podcast is sponsored in part by WorkHere, the hyperlocal candidate delivery tool. WorkHere targets candidates Through their geofencing ad platform with GPS precision. …....imagine being able to target your competition directly when they pull into the parking lot...that’s the power of geofencing Workhere will advertise your jobs on the screens candidates use the most: with messaging that is delivered in the social and mobile apps they use the most often. So, head over to workhere.com and tell them you heard it on the RecTech podcast And by Emissary the text recruiting platform   They have a number of ways to embed text into your recruiting   From short code campaigns to reminders to text retargeting ….the team behind emissary.ai will let you text your candidates with ease. Your next superstar is in demand, and on the move. Emissary is the easiest way to connect with them faster, and more effectively… wherever they are. Find them on the web at emissary.ai Alright so the audio you are about to hear was extracted from my recent webinar entitled the Big list of free recruiting tools. Today i’ll tell you about free applicant tracking systems, sourcing tools, apps and more to help you find more talent. So...Thanks for listening….and remember, always be recruiting.

The MOM Project is a niche job community that helps moms re-enter the workforce. The company recently received $8 million in new funding to expand their footprint and get more moms back to work. Joining Chris on the podcast is Colleen Curtis, Head of Marketing and Community. She and I talk about the challenges moms face, how it got started and what they plan for the future. This episode of RecTech is sponsored by Workhere.com the geofencing recruitment company and Emissary.ai the text recruiting platform.

This episode of RecTech is sponsored by WorkHere.com and Emissary.ai - please support our sponsors. Welcome to the first episode of RecTech for 2019, todays show is just a solo episode to kick off the year and get you ready for what lies ahead. It is the first monday in january and so I am proud to announce that the 2019 recruiting season is officially open for business! For many of you 2018 was a daunting year to recruit and this year is shaping up to be just as challenging. So i will give you some thoughts on how to handle the new recruiting season and also how me and my RecTech Media team can help. Show notes: In the coming weeks you’ll hear interviews with Aley Brown from outplacement firm CareerMinds on SEO for HR as well as an interview with The Mom Project, a job site for moms returning to the workforce. One thing I want listeners to know is that when it comes to sponsors I only seek to promote companies that I know and trust. When i look at a sponsor i only take on ones that are useful to my audience and also have a track record of success and people that I know. That’s important to me to have trusted vetted HR tech companies---I would never promote something just because they paid me ...my reputation is important.   Alright, as you start your recruiting plans this year here are some things to keep in mind; Candidate experience...speed of apply...speed on interviewing...automation....communications even rejection process are all important. From the Recruitee blog...“I just wish more companies would make the experience less painful for candidates. I am sure there will be software that comes out to do that. But the more companies can be real and human and upfront the better. I hear from friends searching that companies still interview them 5 times, lead them on and then send a templated email rejecting them. Brand is everything these days. The minute your company gets a bad rep the best talent leaves. Facebook is going through this right now. These bad experiences while talented leaders are trying to join leaves a bad taste, and talented people hang out with other really talented people. Word of mouth travels [quickly], and soon you’ve turned an entire community sour to your opportunities. Next thing you know the best in the industry [are] joining your competitor and helping them scale. Just be real and honest and human as much as possible. You can’t hire everyone but work on scaling the unscalable as much as possible.” – Kameron Kales Recruitment marketing...fb and google, geofencing, billboards, open houses….“I believe video will become an even more important component of recruitment marketing.  Telling your company’s story through your employees is incredibly powerful and can be very compelling. Video content must be a part of your strategy in 2019”----see JobStories.com Your messaging and content...EVP, job descriptions... Talent to manage it all...HRIT----“There has never been more technology than today. So 2019 will be another year of struggle for HR departments especially when it comes to implementing HR technology to recruit or engage. The smart companies would be wise to hire more technologists to help implement new software. The profession now requires a digitally savvy worker, so be prepared for what’s to come.” HR technology continues at a frenetic pace...expect to see a lot of mergers, acquisitions…and some companies going into the deadpool too. Things I’m looking forward to: Facebook job board changes, Uber staffing, more gig economy news, will indeed get back to innovating or just acquiring? Less hr tech, So how can RecTech Media help you with all this?  As we enter our fourth year of operations I want to first tell you about all the no cost ways you can leverage our tools and information...the following are all free ways that we can make you and your team better at recruiting. RecTechLive.com - get your webinar learning on! Recruitingheadlines.com - stay up to date on all the recruiting news. Jobfairing.com - promote your hiring open house. Rejobify.com - improve your rejection process. HRpodcasters.com - learn the latest podcasts making waves. When it companies to our paid services and tools I’ll just mention a few of those that I am excited about for the coming year. Jobstories.com - webinars for jobs, $895 per event EVP consulting, starting at $5k - https://www.rectechmedia.com/employer-value-propositions/

The RecTech podcast is sponsored by Workhere.com and Emissary.ai According to research conducted by Accenture earlier in the year, enterprises are primed to shift HR out from the back office to deliver strategic value to their businesses. The problem is making that shift. HR departments lack the necessary AI tools, analytics, and digital skills to do “strategic HR.” Here to talk about  addressing this challenge and how to overcome it. Jill K. Goldstein, Talent & HR Business Process Service Lead at Accenture Allan Racey, Global Talent and HR Capability Lead Jill and Allan, Welcome to RecTech….  What is Accenture Operations and what do you offer HR professionals? Let’s get into the report….”Although gaps remain between the expectations of the business and HR’s contribution, HR is clearly on a transformation journey. It is shifting focus from enabling back-office efficiency and effectiveness to becoming a strategic business partner.” Define what you mean by strategic?  How is this now different from what HR did before? Why is HR perceived as slow to change with the times? How will strategic HR impact recruitment? Should they recruit or reskill existing talent? What data-related skills do HR professionals need? How do you see AI and analytics benefiting HR? What HR responsibilities and processes should be automated? What tips do you recommend for implementing strategic HR? Which is the biggest enabler of strategic HR – talent or technology? any other interesting reports coming out? Whats the future----How long do you think it will take before a significant number of companies employ HR strategically?

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.

This episode is sponsored by RecTech LIOVE: webinars about recruiting technology for recruiters and employers.  https://www.crowdcast.io/rectechmedia IN THE NEWS Google Jobs for Vets https://www.youtube.com/watch?v=YiGdH-SAYIo Prophet set to release new version of sourcing tool The Muse Acquires TalentShare https://recruitingheadlines.com/the-muse-acquires-talentshare/ Mercer Launches HRtech Incubator https://recruitingheadlines.com/new-hrtech-incubator-launched-by-mercer-in-nyc/ WorkGenius raises 10 Million https://recruitingheadlines.com/workgenius-raises-10m-in-series-a-to-grow-us-business/ Follow all recruiting headlines at: http://recruitingheadlines.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

Welcome to the recruiting headlines for week ending Nov 2nd. Facebook Job Updates https://recruitingheadlines.com/facebook-makes-improvements-to-job-board-tools/ Girlboss New Social Network https://recruitingheadlines.com/girlboss-plans-women-focused-social-network-to-take-on-linkedin/ Handshake Gets $40 Million https://recruitingheadlines.com/early-career-job-market-handshake-raises-40-million/ Career.com for Sale https://recruitingheadlines.com/for-sale-career-com-premium-domain/ HospitalityFit Launch https://recruitingheadlines.com/new-hospitality-assessment-platform-launches/

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!

When you want to talk recruitment tech you need to call upon one of the very few BAD ASS RPO tech overloads around the globe. So that's exactly what Chad & Cheese did… Adam Godson is High Commander of Tech Solutions at Cielo – that's what I call him – where they have 150,000 hires per year in 27 applicant tracking systems and that doesn't even touch the cool ass tech outside of the ATS. Don't miss the insights and tomfoolery… Sponsored by Uncommon.co  – when you or your clients need ONLY QUALIFIED CANDIDATES call the crew at Uncommon.

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

Welcome to RecTech’s Recruiting Headlines, powered by Recruitign Headlines.com and sponsored by Rejobify...don’t just reject candidates, Rejobify them! https://www.rejobify.com/   CareerBuilder names first ever female CEO Irina Novoselsky, who joined CareerBuilder in October 2017 as President and Chief Operating Officer, is being named the Company’s Chief Executive Officer. Matt Ferguson, following 14 years as Chief Executive Officer, will assume the role of Executive Chairman effective today, helping to oversee the Company’s continued evolution as it invests in mobile, artificial intelligence and machine learning to provide innovative end-to-end employment and HR solutions. Under Ferguson, the company grew its marketing from 16 million unique visitors and 400,000 jobs per year to 200 million unique visitors and nearly 8 million jobs globally last year.   Equest is now distributing to Facebook Jobs The Blast! Network is a group of FREE job boards and career sites where you can post an unlimited amount of jobs without having to pay a penny to the job boards to publish your open requisitions.   Equest announced this week that Facebook is now part of that network for its clients. This is a great move for a job distribution tool like equest, the more sources they can add to distribute the jobs the better value it provides. Employers will be able to track candidates through facebook messenger or their ATS since Equest has those hooks enabled. The service launches Oct 1st.   Employer Brand Tools the list This week on RecTechmedia.com we published a comprehensive list of employer branding tools.  From DIY video solutions to review sites and candidate experience tools you can get a full list and download right here: https://www.rectechmedia.com/blog/2018/8/30/employer-branding-tools-the-list   Onshift announces Text2hire OnShift® today announced easy-to-use text-based recruiting and candidate engagement software. OnShift® Text2Hire™ automatically engages and communicates with job candidates to schedule interviews, dramatically reducing time-to-hire, minimizing no-shows and increasing the number of new hires. Onshift is an applicant tracking system specifically for the healthcare industry   Good to see ATS vendors launching text features, jobvite also recently integrated Canvas into their software.   Shaqs new job board On-demand workforce assistance startup Steady has raised $9 million in a Series A funding round led by San Francisco-based Propel Venture Partners with participation from Omidyar Network, the impact investing firm established by the founder of eBay. Former NBA superstar Shaquille O’Neal also contributed to the round and will be joining the team as an advisor and advocate for the startup’s customer base. Steady’s platform connects prospective workers that want to find on-demand or contract work with opportunities tailored to fit their qualifications, interests, geography and availability. Roseman says it’s a fit for anyone who works an additional job other than their 9-to-5. The mobile platform also allows workers to manage all these gigs in one place AllyO AllyO, the end-to-end AI recruiter, this week announces the latest advancement to its recruiting solution: AllyO New Hire Check-ins. While AllyO has traditionally assisted organizations and candidates through their entire hiring funnel from “Hi to Hire,” the addition of New Hire Check-ins allows AllyO to be the single point-of-contact for everyone involved across hiring and retention – including recruiters, talent acquisition leaders, hiring managers, candidates, and current employees. This latest generation of AllyO’s platform enables HR professionals to check-in with new hires several times within their first 90 days on the job by asking customized questions like: “How happy are you in your new role?” and “Do you feel you are well-trained for the job?” The responses provide hiring teams with actionable feedback to improve retention. This new functionality also increases efficiency among HR teams by eliminating the need to manually check-in with candidates on their opinions about the hiring, onboarding and training processes.

Google for Jobs FAQ https://recruitingheadlines.com/google-for-jobs-employer-faq/ Google Job Search Tweak for Veterans https://9to5google.com/2018/08/28/jobs-for-veterans-google/ Rejobify Webinar Sept 6th 1pm EST https://www.crowdcast.io/e/rejobify

In todays episode of recruiting headlines Chris Russell will talk about: A new job search app that quietly raised $24 million: LINK Facebook Job Alerts - LINK LinkedIn Jobs going Remote Friendly - LINK Amazon paying employees to Tweet nice things? - LINK Thanks for listening. Send your tips, rumors and news stories to chris@rectechmedia.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  

At the recent Jobg8 Summitt in Nashville I ran into Mike Wiston from Crowded. They have a unique platform that refreshes large resume databases and updates individual candidate data by scouring the web. We chat briefly about how it works and find out what he's learned about working with recruiters and HR. 

Welcome to RecTech Headlines powered by RecruitingHeadlines.com, a short news segment about important news recruiters need to know. From time to time we'll be sharing important tools tips and tactics for online recruiting success. http://recruitingheadlines.com/category/blog/ Signup for the daily newsletter on http://recruitingheadlines.com to get all the days top stories.

Claire Petrie is the Talent Acquisition Manager in the Buffalo, NY office for one of the largest specialty staffing firms in North America, Remedy Intelligent Staffing. She has built over six years of diverse HR management experience with privately-owned and publicly-traded global companies that provide hospitality and food service management, medical devices development, and non-dairy frozen food production. Claire holds a Bachelor of Science in Business Administration with a concentration in HR from the University at Buffalo and an MBA from Niagara University. She is a member of SHRM, the Buffalo-Niagara Human Resources Association and on the DisruptHR Buffalo event planning committee. In this episode we will discuss; What’s new and exciting in your recruiting world? Any challenges recruiting people into Buffalo? Have you heard of ghosting in recruiting? What’s working---What are your primary sources of hiring? Other software tools in your recruiting toolbox? Sourcing stories Plans for social media recruiting Her ATS is Microsoft's Dynamic CRM. She also just started using Canva to create graphics. Other tools mentioned, legend.im, ripl.com

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

gr8 People describes themselves as this----a 100 percent purpose-built recruiting platform to deliver the unfair advantage companies demand to compete for talent around the world. Their platform brings together a CRM, recruitment marketing, hiring and on-boarding together; providing a one stop show talent ecosystems. The company, which is based in Newtown Pennsylvania raised an 8 million dollar series B round of funding earlier this year and is continuing to innovate through new functionality and features. Joining me on the phone today is Jack Coapman, Chief Strategy Officer.   Gr8 People has had a busy couple of years can you tell me a brief history of the company and where you are today? Size of company? The name...how did that come to be? memorable... It’s a crowded market in recruiting software, how do you guys differentiate yourself? Ideal customer? What are some companies that use Gr8 People? What have you learned about working with HR that you would tell another HR tech startup to look out for? Talk about some of the new features you are most proud of? How does a company successfully pick and implement a product like this? What do you see happening in the talent acquisition function?  Challenges? Opportunities? HR Tech calendar what shows are you doing this year and how do you look at shows from a marketing ROI standpoint? Published by RecTech Media. Podcast details.

Alan Fluhrer, Talent Acquisition Manager at W.E. O'Neil Construction.  Alan Fluhrer is a 20+ years recruiting professional who has built national teams, improved recruiting processes while always remembering his first mentors words. "This is a business about people...people make the decisions, people get the jobs and relationships are key" Alan likes to prove that that recruiting is a profit center. Saying he’s saved and/or helped companies increase revenues in the ten's of millions. How do you convince management that recruiting is a profit center? You work for a construction company, on a high level what is that like to recruit for? Types of roles you are recruiting for? What are your primary sources of hiring? How to ask for referral Whats working/whats not What is your ATS? Other software tools in your HR toolbox? Sourcing stories from his past

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?

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

Facebook is changing their news feed again, lets find out what employers can do about that...next on the RecTech podcast. This is a preview of my live event taking place on February 22nd at 1pm EST on: https://www.crowdcast.io/e/what-employers-need-to/register On Thursday Feb 22 at 1pm EST time i will be launching a new live video training show for recruiters and employers called “Recruitment Marketing Live” that will focus on helping recruitment marketers get better at attracting talent online. If there is one thing I have learned about working in this industry first as a job board owner and as a recruiter...its that companies still dont know how to market themselves to candidates. So, I am going to start teaching them how to do it. We’ll cover topics ranging from social media to career sites to job descriptions and even sourcing. Shows will be generally be held weekly on thursdays at 1 (except on weeks that I am travelling-holidays) and feature training classes as well as vendor demos to teach you best practices and help you keep up with the new tools being created. Most of the training classes will be paid events however. But Pricing will be very affordable to anyone who wants to participate. Students will be able to interact with me live, ask questions and get a take home cheatsheet with the main tactics discussed each class. The shows will be broadcast from a platform called Crowdcast but you can just type in rec-marketing-live.com to be forwarded directly to my show page. This week I am kicking off the series with a free event. It will cover WHat employers can do about the new facebook news feed changes. If you are an employer that uses Facebook to attract candidates I think it will be a must attend event. In this episode I want to go over what I’ll be talking about and give you a preview with some interesting takeaways. There will not be any slides for the event insead I will share my screen and show you exactly how certain tactics can help you maximize your content on the platform. So what is Facebook doing? Listen up. One of the first things you can do is to tell your page fans how to prioritize your content. You can actually manually adjust the news feed to show your pages first.

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

George LaRocque, HCM analyst with HRWins…and Martin Burns from the recruitment advertising firm HireClix...join Chris Russell ...it’s time for our year-end-recap….next on the Rec Tech Podcast Happy new year everyone... it’s time once again for RECTECH….the only podcast that helps employers and recruiters connect with more candidates through technology inspired conversations. I started this show last year to in order to educate recruiters and employers about how to better leverage technology to recruit. This profession is becoming much more technically challenging to many of you out there, there are of new tools and techniques you need to master... so that’s the mission to make you better recruiters overall so thanks for all the downloads in 2017. SPONSORED BY Today's episode of RecTech is sponsored by the team at Lever, providing a modern take on the applicant tracking system. Lever combines ATS and CRM functionality in a single powerful platform to help you source, nurture, and manage your candidates, all in one place. Lever offers a branded job site, custom sourcing tools, great metrics, email and calendar integration along with a host of other benefits that your recruiting team will love to use. Best of all, Lever’s deceptively simple interface means that hiring managers and applicants will love it too. To find out how Lever can help you both accelerate and humanize hiring, visit www.lever.co/rectech Lever: is where ATS meets CRM. SHOW TOPICS Entrance of Google and Facebook into the marketplace...discuss---implications for indeed....Google jobs...what are your clients saying Lots of new HR tech---is there a bubble? ...George how much got invested in 2017? Trends for 2018----on the enterprise side...does'nt HR tech have a login problem? AI in recruiting...what will it look like from a practical standpoint...will we move beyond just chat bots? Because the impact of technology on hiring has been far too many false positive and false negative hiring decisions, and because the cost of a bad hire is high — according to one expert, as high as $240,000 — I have predicted that we’ll soon see online competency marketplaces. Competency marketplaces will help candidates understand the jobs and careers they’re most likely to match, and help employers identify candidates who are on track (or on a trajectory to match in the future) and manage long talent funnels in an automated way. Recruitment marketing is going to become extremely important….tight labor market...Martin what are you seeing with clients about their plans for next year? Companies will be dragged kicking and screaming into greater transparency in 2017, partially by younger generations demanding it, and increasingly because transparent companies show no ill effects from their openness. In addition, our proprietary data from the executive teams at 50 companies shows that executives (not necessarily HR) support a talent philosophy of near total transparency in communicating performance and potential. That same data shows that today most companies are moderately transparent at best. https://www.tlnt.com/5-trends-that-will-change-hr/ Last Question If you were building a piece of HR technology that doesn’t exist what problem would you choose to fix?

@BillyMcDiarmid -- LINKEDIN:  I'm a RecTech, HRTech and sourcing specialist. I help employers build talent pipelines. My specialisms include:- • Sourcing strategies • Implementing demand generation campaigns • Advanced boolean and x-ray searching. • Talent mapping / pooling.  • Social Media for recruitment / talent acquisition. I'm a speaker and guest blogger, and contribute to recruitment communities.  Give me a call - 07764 754 129 - or email billy.mcdiarmid@candidateid.com.  

Joe Meyer: This is Joe Meyer, Founder and CEO of ExecThread. And I'm next on the RecTech podcast. Welcome to RecTech. The podcast where recruiting and technology intersect. Each month you'll hear from vendors shaping the recruting world. Along with recruiters who will tell you how they use technology to hire talent. Now, here is your host. The mad scientist of online recruiting, Chris Russell. Chris Russell: That's right. It's time for RecTech, the only podcast [00:00:30] that helps employers and recruiters connect with more candidates through technology inspired conversations. If you listen you'll hear both recruiters and HR Tech vendors talking about having used Tech to find talent. Today's show is a vendor edition. RecTech podcast is sponsored by our friends at Jobs In The US. If your company needs to hire more local talent JobsInTheUS.Com let's you post for free on their national job search engine. They also operate 51 local state sites for every state in the country, including Washington DC. [00:01:00] They've been around since 1999, and the job boards they power will help you connect with more local talent. Again, morejobsintheus.com. All right, so my guest today says, quote, "Executive recruiting hasn't changed in decades and isn't designed to address the unique involving needs of senior level professionals and hiring managers. We saw an opportunity to destruct the global talent acquisition market, which is loaded with inefficiency. [inaudible 00:01:27] give to get model and provides professionals [00:01:30] with far greater access to hidden career opportunities and traditional recruiting methods." End quote.

Thats right its time for RECTECH….the only podcast that helps employers and recruiters connect with more candidates through technology inspired conversations. If you listen you’ll hear both recruiters and HR tech vendors talk about about how they use tech to find talent. If you listen, I promise you’ll get better at recruiting. Paul DeBettignies is the Principal of Minnesota Headhunter, LLC a Minneapolis IT search firm and a frequent local and national speaker and writer on recruiting, HR, career, networking and social media topics. And like me he’s an avid fisherman….we follow each other catches on Instagram. TOPICS DISCUSSED How’s business and tell me a bit about the minnesota tech scene? What recruiting or HRtech companies are located up there? I heard that some Minnestota employers making big push to recruit outside of minneapolis? Are companies there more willing to relocate? When did you get the idea to brand yourself as the Minnesota Headhunter? What tech tools do you use to recruit...let’s start with your ATS? See Linkedin today? New active user feature...thoughts? Tell me a story of your most creative sourcing story where you really dug deep to find someone? Ever sourced anyone by first finding them on twitter or facebook? What’s your approach to candidate outreach….? Do you get creative with your messaging? It amazes me how dumb employers are by not putting their career/jobs link at the top of their websites...you just wrote a post on that...comment? What else are companies still doing wrong when it comes to promoting themselves? What’s the one thing about the future of recruiting that you are worried about? http://www.mnheadhunter.com/ and https://www.rectechmedia.com/

If you work from home you need to listen to this special episode of RecTech. A recital of this article: http://www.newyorker.com/humor/daily-shouts/i-work-from-home

Welcome to RecTech, the recruiting technology show...where we highlight interesting HR & recruitment related technologies as well as talking with recruiters on how they use it to recruit and manage their talent. Today’s show will be a vendor edition with the co-founder of CandidateID.com My name is Chris Russell, they call me the mad scientist of online recruiting, and I spend my day helping HR tech vendors on marketing, strategy and product development at RecTechMedia.com. I’ll even help HR departments with the occasional HR tech advice. This episode of RecTech is sponsored by Job Fairing, if you are hosting a hiring event, post it for free at jobfairing.com - Jobfairing helps employers and event organizers to promote their career event to local candidates...learn more at jobfairing.com My guest today is ...Adam Gordon...he is CEO and co-founder of Candidate.ID, the world's first talent pipeline platform. Previously he started the research and sourcing company Social Media Search, through a joint-venture with Norman Broadbent plc before undertaking a management buy-out in December 2016 and merging with Candidate.ID. Adam has also worked in the Human Resource Services practice at PwC and in recruitment marketing with HAVAS. He works in London and in Glasgow, Scotland, where the Candidate.ID team is based. TOPICS 1. Tell the listeners what Candidate ID is….what is a talent pipeline platform? 2. How has recruitment marketing changed? 3. The origins of the nurturing the candidate with specific content? 4. (4) stages of candidate decisions...explain...what content goes with what stage? 4a. How do you create that content? Any tips? 5. Who are some of your customers and what have they learned so far using your platform? 6. When did the company start and how big is your team? 7. Cost to use the platform? 8. What have you learned so far about how to market your product to employers...any tips you can share with other vendors in our space?

The Founder of Smart Job Board (smartjobboard.com) stops by RecTech to chat about his platform, upcoming enhancements and his advice for new job board owners in this in person interview from #TAtechChicago 2017

One of the latest clients at Rec Tech Media is John Hoskins of Sales Genomix. John has had a long career in sales industry... first with Xerox Learning Systems, where he rose from account manager to regional sales manager, general sales manager and ultimately Director of U.S. Sales Operations. Since then he has held other high profile positions in sales leadership at various firms and today he is Co-Founder of SalesGenomix specializing in sales talent assessment. He’s recently written a white paper on attracting sales talent called 7 Habits of Highly Effective Sales Recruiters...and I thought it make make for some good conversation for the recruiters out there. John joins me now on the phone from Phoenix Arizona Introduce us to SalesGenomix what is and how did it start? Common pitfalls that Sales Orgs make when it comes to recruiting? Habit ABR: How important is engaging the frontline sales hiring mgr in the process...there are things he can do to help. What methods did you always find to be the best source of sales candidates? How often should you review your sales talent pipeline with your manager to measure progress? Sales mgr should be prospecting for candidates every day... Is asking for w2 still a best practice? 40 ways to recruit sales people… Any good stories about recruiting a sales person that stand out to you over the years? Prediction for 2017 when it comes to sales recruiting...poaching...small pool John thanks for joining me...the website is http://www.salesgenomix.com/ and for those of you who want access to the wheite paper you can check out the link from our blog on rectechmedia.com or go to their landing page @ http://salesgenomix.ontrapages.com That will do it for this edition of the RecTech podcast. Thanks again to our sponsor and remember to check out Beyond.com/rectech for that special offer of 10% to their text to hire service… Follow me on twitter @chrisrussell or visit rec tech media.com, you can find the audio and links for this show on our blog...itunes and google play and soundcloud

What employers need to know about Glassdoor... next on the RecTech Podcast Welcome to RecTech, the recruiting technology show...where we highlight interesting HR & recruitment technologies as well as talking with recruiters on how they use it to recruit and manage their talent. Today’s show will be a recruiter edition. My name is Chris Russell, they call me the mad scientist of online recruiting, and today my job is consult with HR tech vendors on marketing strategy and product development at RecTechMedia.com. I also help HR departments with the occasional HR tech advice. The RecTech Podcast is sponsored by Beyond.com and their popular Text2Hire text messaging service. Text2Hire is a text recruitment solution that gives you instant mobile access to the candidates you want to reach for high-quality, one-on-one conversations. We’re all on our phones constantly, so if you have that one tough position you need to fill or just want to break through the clutter and connect with candidates in a unique way, why not reach them on the device that’s already right in their hands? Right now, Beyond is offering our listeners 10% off your first Text2Hire campaign. Just go to Beyond.com/RecTech to learn more and find out how many people you could reach. Christopher Kurtz is the Founder and Managing Director of PeerThru. PeerThru is an independent advisory founded by Christopher Kurtz that specializes in the four pillars of Employer Branding, Employee Assessments, and Leadership Development. He’s also a former employee of Glassdoor, the subject of today’s show. Chris welcome to the show. Glassdoor appears to have become a right of passage for many job seekers while doing their research...your perspective...what kind of impact does Glassdoor have on today’s recruiting efforts. What is a common misperception(s) about Glassdoor? When you work with a client, where do you begin? Or, where would you recommend a TA / HR leader begin? Who should own the Glassdoor relationship? What are some of the pitfalls that you see with TA / HR managers with regard to Glassdoor? What is one of the questions you are most commonly asked in regard to Glassdoor and how do you respond? What tip would you provide recruiters or hiring managers with regard to Glassdoor? What is one of your favorite stories that came as a result of a Glassdoor review? While at Glassdoor you worked primarily with large, well-known brands. What is one tip or trick that you learned that you share with clients today? Are proactive employers telling their employees to go leave reviews? What is your parting thought? www.peerthru.com

Ray Tenenbaum is the founder of Great Hires, a recruiting technology startup offering a mobile-first Candidate Interviewing Experience platform for both candidates and hiring teams. Great Hires was named Top HR Product of 2016 by Human Resource Executive Magazine and ranked #2 in Business Tools in Entrepreneur Magazine’s Brilliant Companies of 2016. SHOW TOPICS One of the more practical new tools i have see in hr tech lately...what was the impetus for creating the app ...tell us more about its origins? How does it work for employers? Why is making the interview experience so important? Describe the user experience for a candidiate? What have you learned so far about how companies approach interviewing...any takeaways? Tell us about the company itself how many employees are you bootstrapped or funded... How much does it cost for employers to use it? We are living in a time where there has never been more HR technology…..What advice do you have for companies who are overwhelmed with all this new HR technology? That will do it for this edition of the RecTech podcast. Thanks again to our sponsor and remember to check out Beyond.com/rectech for that special offer of 10% to their text to hire service...Follow me on twitter @chrisrussell or visit www.rectechmedia.com, you can find the audio and links for this show on our blog

Welcome to RecTech, the recruiting technology podcast. I’m your host Chris Russell, for those you who don’t know me I’m a consultant who helps job boards and hr tech startups with marketing and promotion. FirmPlay's software makes it easy for talent acquisition professionals to build an authentic employer brand that attracts top talent. Crowdsource the employee experience, by turning their stories into powerful branding content. Then promote your brand by embedding content on your careers page, sharing to social, and amplifying its reach with employee brand ambassadors. The result: easily tell your company’s unique story, engage employees in the process...and above all, attract and retain top talent. Learn more at: firmplay.com

I got a demo of Clinch recently. Clinch is a new recruitment marketing tool for employers and today I'll be speaking with Shane Gray, their VP of Sales & Marketing based in Dublin where the firm is headquartered.