SmartRecruiters mission is to transform recruiting. They partner with companies who fundamentally understand that the platform they use to identify, attract, and close great talent is as important to their success as what they use to identify, attract, and close great customers.
We are mere days away from the European Union’s game-changing data privacy legislation. If you’re in Talent Acquisition, your first question is whether your ATS is a strength or a liability.
For citizens of the European Union, the General Data Protection Legislation (GDPR) will protect and enforce how their private data is used and stored online, anywhere in the world. In the wake of the Cambridge Analytica/Facebook scandal and growing malaise about online organizations monetizing user profiles, new rules from Brussels are, for once, largely welcome by netizens.
For companies that do business with the EU, or employ even one EU citizen of 500 million, becoming GDPR-compliant before May 25th has been everything from a mild headache, a few extra legal bills, to a complete overhaul of how customer/employee data is stored.
Whether in Europe or elsewhere, you may have noticed several changes to your favorite sites and platforms’ Terms and Conditions recently. Not that you went and checked. Everyone from Facebook to Twitter to LinkedIn has been emailing, and with various shades of marketing-speak, asking you politely and humbly to update your service agreements. And GDPR is the reason.
Talent Acquisition leaders, has your Applicant Tracking System done the same? If not, you could be in trouble. And with maximum penalties for non-compliance set at 4% of last year’s annual gross, or €20 million, whichever is higher, those who’ve ostriched themselves from the hassle could potentially face bankruptcy.
A whopping 70% of those surveyed said they weren’t ready for GDPR, and a lacking, lagging ATS is as big a part of the problem as human indifference.
HR and Recruiting are the great crossroads of GDPR. Our business is based on collecting and analyzing personal data, so we have to be extra-vigilant. Now that GDPR is real, SmartRecruiters (in GDPR terms, the Data Processor) wanted to see if everyone, or anyone, in the field had put in the same amount of work we have into being GDPR compliant. We surveyed a group of 30 TA professionals who use various ATS vendors, to see how clear they were on GDPR compliance and where they may have missed some details. The results were, well, not great.
But don’t freak out just yet. Let’s start with the basics. GDPR requires TA departments (the Data Controller) to store information on candidates (Data Subjects) with their consent. This could be a fix as easy as adding a second T&C button that gives you permission to store their data, which, by them wanting to send you their CV in the first place should be fine. GDPR just means you have to have their clear and unambiguous consent, and if they ever ask you to delete their data, you have to be able to prove you have. Easy enough, but 32% of respondents didn’t know if their ATS was capable of that, over 50% didn’t if, when, or how a candidate’s consent was obtained or stored. Ten percent were certain their ATS did none of this. Yikes. This is compliance 101, people. And given the reams of often ambiguous clauses in the regulation, relatively easy to patch.
If you’ve got your candidate-facing front-end covered, it’s time to look at who exactly has access to the data you store. Our respondents scored a little better here, with 90% of them aware of access limits to the data stored on their ATS. However, 20% said they kept no log of who in their organization had access to the personal data at what time, and that’s a GDPR no-no.
While 72% of surveyed confirmed their ATS kept logs of interview feedback and recruiting notes throughout the hiring process – if not satisfying the GDPR demand for “transparency”, at least proof of operating on good faith, which the more overarching of regulations value highly. They know better than anyone how hard full compliance will be. The big problem here is that 61% said they didn’t know whether the same data sets were transferred to third party vendors, like payroll or onboarding applications. That’s a problem. It’s precisely this kind of hole that regulators will consider a data breach – and under GDPR, reporting a data breach is mandatory.
If you’re wondering about the compliance capability of your ATS, ask yourself whether your ATS allows you to
Set access authorization policies to limit access to candidate data?
Support limited access rights for Works councils?*
Log changes in access rights?
Limit cross-border data transfers, e. g. between the US and Germany?
Provide a process to map data transfers?
In regards to candidate data processing, does your ATS
Keep a record of processing activities in place?
Destroy, erase or anonymize candidate data when no longer legally required?
Comply with regional data retention limits or specific legislation, if there should be any? Let candidates exercise the right to update their data by themselves?
Fulfill right to be forgotten (RTBF) requests?
Analyze all of the personal data you store and process to improve data governance? Map all processing activities in order to identify all processors incl. third parties (in EU and in third-party countries)?
For data security, can your ATS provide
A written Data Processing Agreement (DPA)? Incident management policies?
A data recovery policy?
Secure data backups?
Notifications to inform you and your candidates of data breaches?
A Data Protection Officer registered within the EU to oversee security-related issues?
If your palms are starting to sweat a bit, your ATS provider should, legally, have all the answers you seek, and if they don’t, well, don’t fall prey to the sunk-cost fallacy. Get out asap and sign on with an ATS vendor that knows what they’re doing.
We’re pretty sure we can recommend someone to help you with that.
*A Works council is a body of employees elected to represent their fellow employees. Works councils exist in many European countries, including United Kingdom, Germany, Austria, the Netherlands, France and Spain.
Actually, the revolution is already upon us, but arming yourself with some basic knowledge can save your career from robotic annihilation.
“The machines are coming and they’re going to take your job.” It’s a common enough refrain these days, and an eerie callback to robots taking over assembly lines in the 20th century. Now that we’re living through the 21st-century digital age, the next job-stealing tech set is upon us, and understanding what’s already underway is the best way to avoid a career apocalypse.
Companies can and will be able to further increase efficiency and accuracy while decreasing the cost of human talent. Automating routine tasks reduces the chances of errors while handling complex tasks, and robots don’t take sick days. But instead of wringing your hands and ranting into an indifferent sky, making a few pivots to stay relevant isn’t as tough as you think.
The Highest Impact: Robotics
The first mental image most of us have of “automation” is a big mechanical arm riveting doors onto a chassis. Intelligent machines have evolved from functions like building cars to assisting surgeons in the operating room. These days, robots serve as security guards, and still do a pretty decent job of vacuuming the house. Many people worry that automation will result in mass unemployment, and yes, automation will eliminate some jobs. The flipside is that the automation revolution will also require heretofore undefinably skilled workers.
In a poll of 200 senior executives conducted by the National Robotics Education Foundation, 81 percent of respondents listed robotics as one of the top five industrial sectors creating jobs for the country’s young workers, with over 150,000 unfilled robotics positions, expected to increase to 500,000 by 2020. Many of these jobs will be classified as robotics engineers or robotics technicians.
What types of skills do these workers need? Robotic engineers need to be analytical, critical thinkers, and since technicians are expected to troubleshoot and conduct preventive maintenance, they also need to be expert problem solvers.
Part of the mental shift needed in the automation revolution is not thinking only of physical robots, but computer programming.
In “The Future of Employment: How Susceptible are Jobs to Computerization?” a report by Ball State University’s Center for Business and Economic Research (CBER,) and the Rural Policy Institute’s Center for State Policy, automation is much more likely in such areas as administrative support, transportation, logistics, and sales.
According to the poll, four questions to determine the risk of automation are:
Do you need to come up with clever solutions?
Are you required to personally help others?
Does your job require you to squeeze into small places?
Does your job require negotiation?
Many healthcare occupations are at a low risk of automation because they involve highly specialized functions. In many cases, social skills such as being able to provide mental support and assistance, and being able to react to impulsive and spur of the moment emotions, are required and highly valued.
This is consistent with the findings in “The Future is Not What It Used to Be,” a report by Citi GPS, which found that employees with the ability to discover novel approaches to solve problems will always be in demand. Service orientation is another sector relatively safe from automation. Anyone with voice-activated devices knows computer voices are flat and monotone, and their range of responses are limited. However, consumers prefer human interaction with someone who can be empathetic and show appreciation.
Changes in Human-Computer Interactions
One skill workers will need to survive the automation revolution is the ability to tinker with the very systems that stole their old job.
Burning Glass and Oracle Academy conducted research that revealed out of 26 million online job postings, a full half of well-paying jobs required some level of computer coding skills. And this includes jobs that are not in the technology field.
It’s an old refrain that hasn’t lost its relevance: Workers who want to decrease their vulnerability to automation need to get tech-savvy and embrace opportunities to learn more about computers and computer programs.
Companies that want to future-proof their employees against their own automation initiatives should start tracking employee management and skills capabilities within a performance management software, and use this data to fill skills and knowledge gaps before looking to recruit outside the company. Combined with analytical and customer service skills, workers with historical knowledge of the company and automation-proof soft skills will be in the best position to not only survive, but thrive during this automation revolution.
When growing your company, it’s important to think about the qualities you’re looking for in a new hire, and there are times when the domestic hiring process can be exhausting and ineffective for high-level jobs.
That’s where the international market comes in. 55% of companies in the US said they were interested in finding talent abroad. This is mostly achieved through H1-B visas, largely used by the computer science industry. The H1-B visa allows ‘highly skilled’ workers to fill a position for three years, with potential for extension.
Not only does hiring an international candidate give your company access to a new, outside perspective, it can also be a great jumping off point if you’re thinking about expanding abroad. According to Envoy’s 2017 Immigration Trends report, 91% of employers believe that ‘sourcing foreign national employees is important to their companies’ talent acquisition strategy.’
Although technologically we’re more advanced than ever before, it’s still difficult to reach every viable recruit. This can be navigated by using marketing translations to attract talent, highlight job openings, or integrate your brand into the local market. This post will outline some additional best practices to follow before looking for foreign talent, and thanks to new legislation by the European Union coming into effect, doing business or hiring within Europe comes with a whole new set of requirements.
Look to Booming Markets
Getting the best talent is all about looking in the right places. You want your company to stay ahead of the trends, which is why you should search for employees in the latest emerging markets.
This has traditionally brought to mind countries like India and China, but those markets are quickly becoming oversaturated. In 2005, Goldman Sachs listed the eleven countries they believed had the greatest potential of becoming major economic players in the 21st century. Deemed the Next 11 (N11), countries like Iran, Mexico, South Korea, and Pakistan are a great place to look for the best and brightest before they get recruited by competitors.
Be Culturally Sensitive
When looking to these emerging markets, however, you must be mindful of cultural differences, and there are many potential resources that can help you navigate these markets. For example, a current employee from that country can go a long way in easing any nerves newcomers might have. If there’s an expatriate community, make a connection to better understand what to keep in mind when searching and how to integrate new team members.
A recruiter can also be a helpful tool in gathering information and meeting workers. Having a contact that understands and is a part of the culture will help your business avoid any potential faux-pas. It will also show your audience that you’re mindful and respectful of their culture.
Get Local with Sourcing
The same goes when using social networks. While LinkedIn may be among the most popular networking tool in the United States, it may be virtually unused in some areas. In China, for example, QZone and WeChat are by far the most accessed platforms. In Russia, Vkontakte is favored by 54% of Russia’s online population. Having a strong presence on local sites like these will allow you to access a wider pool of talent.
Studying international immigration laws is key to successful overseas recruitment. If you happen to ignore one crucial step to in the process, you could lose out on the talent that you spent so long looking for. Be aware of and prepare for any potential legal barriers before starting your search.
In your search for the perfect candidate, you must petition the government to get approval for an H1-B visa. Ensure the job is highly specialized, establish a payment rate, and inform the U.S. workforce of your intentions to hire abroad. Next, your company will have to submit various forms and applications to the Department of Labor. This is an extremely important process, as approval here will be what allows your overseas talent to successfully apply for their workers visa. In the past, instances like Disney’s rescinding of the issuance of H-1B visas were due to widespread criticism that was a result of a lack of transparency and poor decision-making. If the company had managed their outsourcing operations in a more sensitive and accurate manner, this issue would likely not have occurred to such a large scale.
By properly anticipating and accessing local resources, your brand can give itself the best chance of reaching new talent. Show your company cares by learning more about the culture, and be conscious of potential pitfalls when it comes to legalities.
As of May 25th this year, any exposure your business has to Europe – or more, Europeans – will have to comply with the European Union’s General Data Protection Regulation, and this starts with hiring. How you collect and store personal data from candidates and employees will be a matter of EU law, with several requirements such as informing EU citizens how and where their data is being kept, for how long, and how easy it will be for them to have their data removed from your system in a transparent way. If this sounds like a lot of work, it is, but penalties for non-compliance should be motivation enough: €20 million, or 4% of your annual gross, whichever is HIGHER. That’s right, unless you’re as big as Disney, this can destroy your company, so be sure to add GDPR to the top of your foreign-hire considerations list.
The results are in—companies need creators, not administrators, and here’s where you’re going to find them.
Creativity will be the third most sought-after skill by 2020, right behind complex problem solving and critical thinking, says the World Economic Forum’s Future of Jobs Report. Why did this skill jump from the number 10 spot up to number three in a matter of five years? The answer is simple: automation. With machines getting smarter, many administrative tasks can be dumped onto computers, leaving employees free to—well, be creative!
Over the next two years, the challenge will be finding candidates with the imagination to push your company forward. Stay ahead of the curve when it comes to sourcing the right skill and find the innovative talent you need for tomorrow.
It’s Nice That is a community of creatives on a mission of inspiration through sharing. Founded in 2007, this site has a reach of over a million visitors every month and has the option to view portfolios and projects of potential applicants.
Founded in 1997, this project gallery and job board now sees 150,000 projects published every month, and you can see them directly on the site. Post alongside giants like Sony and Microsoft and be assured that your post will reach the quality candidates you seek.
Authentic Jobs connects creative professionals with great opportunities to share their skills. Used by The New York Times, Apple, and Twitter, thousands of candidates check this job board daily to stay up to date with the latest opportunities in their field.
The Dots is a new kind of professional network for creatives and project-based workers that want to collaborate on new projects. Browse candidate profiles, see the kind of projects they’ve worked on in the past, and find the ideal addition to your team.
Creative Pool is a creative industry network that connects brands, agencies, and creatives through project sharing. Promote your work and your collaborations to discover—or be discovered—by the perfect employer.
If You Could is a beautifully simple job board that requires no login or profile building. The paired-down interface doesn’t mean you reach fewer people though! This platform works with It’s Nice That to bring your ad to the over a million monthly visitors who are already in the network.
Design Week Jobs receives 12,000 applications to their site each month. Don’t miss the chance to connect with the 100,000 UK creatives who regularly use this platform to learn about the latest opportunities in their industry.
Founded in 2009, Dribble has become the creative destination where designers answer the question “What are you working on?” Tens of millions of people count on this platform for visual inspiration and as well as to find their next project.
Creative Hotlist is a dedicated career service for visual communications where candidates can upload resumes and prior work and employers post about new opportunities. What makes this site special is the powerful search functions that help you narrow down the talent you need quickly and effectively!
As more individuals pivot into freelance and self-employed work, companies are rethinking how to attract and retain independent professionals.
Corner offices and pensions are no longer the end game for many working professionals, and—as usual—you can blame millennials. As of 2015, millennials are the dominant demographic of the American workforce, and the white collars of this up-and-coming generation have a new career priority in mind: independence. It’s the gig economy, but for professionals, and it could be the answer to the talent shortage currently squeezing the tech sector.
By 2020 it’s predicted that 27 million American will transition to self employment, nearly tripling the number from 2015. And it’s a mistake to think those numbers are coming mainly from entry-level task apps like Uber, Postmates, or Task Rabbit. In fact, task workers only account for 10 percent of the 15 million full-time independent workers in the US according to an annual report from the accounting service FreshBooks. The study, which surveyed 2700 full-time independents, found that 43 percent of individuals desire more control over their careers, with an additional 43 percent planning on completely switching their careers once self-employed.
As a result, the labor market is now experiencing a talent vacuum, and employers are desperately seeking to fill a record number of openings. The Bureau of Labor Statistics reported that employers posted 6.6 million available jobs in March 2018, up from 5.6 million the previous year. With 6.3 million people currently unemployed in the US, there is a now surplus of open positions in the job market, allowing more individuals to lead their own charge in the war for talent, and command a premium price for their services.
A 2017 report from MBO Partners, identified 3.2 million full-time independents who made more than $100,000 annually, up 4.9 percent from previous years. As a whole, 43 percent of full-time independents said they earn more money working on their own and experience greater job security than traditional work. Top earners in the freelance sector include: programmers and software developers, web designers, content marketers, and graphic designers—and companies are paying top dollar for their work.
Though higher incomes and more stable careers are attractive byproducts of self-employment, many next wave workers value the emotional and psychological payoff of work more strongly than previous generations. Quickly becoming the “work to live” generation, 51 percent of millennials with traditional jobs say more flexibility is an advantage of becoming an independent worker or starting your own business, compared to 42 percent of Gen Xers and 40 percent of Baby Boomers. Meanwhile, 44 percent of millennials with traditional jobs say pursuing a passion or interest is an advantage of working independently, while only 32 percent of Gen Xers and Baby Boomers say it is a factor.
While new independent workers value the flexible and emotionally rewarding lifestyle that self-employment provides, the transition is not without its challenges, albeit ones that millennials are willing to embrace. Independent work often demands longer hours with less availability for time off, even extending the age of retirement beyond the traditional 65 cutoff. Yet, 62 percent of millennials surveyed don’t expect to stop work after age 65, and will continue working as a choice rather than a necessity.
Delaying retirement also seems to have an effect on workers’ overall career satisfaction. Employee satisfaction in a traditional job typically diminishes as the age gap increases, but the FreshBooks report shows that self-employment has an upward trend the longer independents keep working. Despite more time spent working, many self-employed workers report that they experience a better work life balance, better health, and higher incomes, with a vast majority (97 percent) of current independent professionals electing to stay self-employed rather than return to traditional work in the future.
TA professionals also seem to struggle with sourcing and hiring great talent for permanent positions, as a 2018 study from Upwork revealed that 39 percent of hiring managers felt hiring was harder in the past year, citing difficulty in accessing candidates with specialized talents as the biggest challenge. As new technological innovations in fields such as robotics, AI, and blockchain further disrupt the industry, training workers to stay abreast of new technologies will become a high priority for many companies.
In response, hiring managers are now tapping into the independent workforce to fill open positions on a contract basis. Gene Zaino, President and CEO of MBO Partners, highlights how an increasing number of companies are hiring more independent workers over permanent employees as a way to stay flexible and agile in the swift modern economy. “If you are in a very high-change environment,” he says, “making full-time commitments is a bigger decision than just paying someone to get a project done.”
Independent workers may also have a positive effect on team dynamics. Jeff Christofis, Vice President & Practice Lead, KellyConnect at Kelly Services sees an increase in employee satisfaction and productivity thanks to their remote hiring practices. “Embracing the remote work environment has proven to be a highly effective approach to not only attracting talent,” he says, “but allowing companies to achieve higher levels of productivity, and gain efficiencies while providing employees with greater work life balance.”
It’s no secret that respected and valued employees are prepared to deliver their best work, and independent workers are no different. More companies are realizing the need to become the “clients of choice” for freelancers, and that includes treating them as a more than replaceable and inexpensive labor tools. Including independent workers in the company culture or offering services that promote their growth and success—such as job boards with new opportunities, training programs to expand their skills, and networking events with employees—can be foundational in building strong relationships with freelance workers.
The independent professionals of the future American workforce are poised to be some of the best educated and highest paid contract workers in the American economy, and companies will soon need to adapt their hiring practices and team structures to accommodate them. This shift in the American workforce hails a profound change in the American dream: Rather than climbing the corporate ladder, the next wave of professionals want to be their own bosses.
Text Messaging is the new frontier for recruiting, but it can all go so wrong. See the biggest gaffs and learn how to avoid the most common faux pas.
Your phone lights up as a new message bubbles to the top of the screen, but you don’t recognize the number. Bloop This is a recruiter. Bloop I have a job I think you’d be great for. Bloop Here’s a link to check out.
It’s surprising to get a text from a stranger regarding a job, but it’s not like a telemarketing interrupting dinner, so you check it out.
Recruiting has begun to infiltrate this traditionally private communication medium, which makes sense given the fact that 15.2 million messages are sent worldwide every minute. And it’s not just under 30s doing the typing, as adults ages 45-55 send and receive an average of 33 messages a day. With text-messaging’s overall open rate of 99 percent…what recruiter could resist?
But, for some reason text messaging, more so than any other medium, is prone to slide into the overly familiar with examples on both sides of inappropriate forrays. Whether it’s a candidate asking a recruiter what church they attend or a recruiter wanting to know if a candidate has any children, questions TA professionals and applicants know not to ask in an interview suddenly become fair game in the world of SMS.
To explore this peculiar phenomenon we talk with a champion of the method, President of Recruiting Daily, William Tincup, on why text recruiting is the future and how most people manage to mess it up.
First, take a look at some real recruiter missteps:
How is texting different than emailing or calling?
Texting is unique because it started out as a personal and casual communication platform. And, for a long time, no one would think to use SMS professionally. That’s not to say it’s all so salacious, a lot of it is just logistics. If we were to look at all the texts all over the world most of what we would find is, “Hey, I’m going to be at this place, at this time. Come meet me.”
How’d we arrive at text recruiting?
Recruiting started out with the yellow page and a landline. Then fax blasts were a big thing (think mass emails over fax). Then boom! The internet comes along with job boards and email, and we’ve been hung up on email for a long time now.
Who does texting reach?
Hourly and professional workers are all mobile. I mean, who doesn’t have a smartphone? Even long-haul truckers in Arkansas, one of the hardest positions to recruit for, have smartphones.
Is texting really better?
I would say that most recruiters today would still prefer to get someone on the phone, but now you can’t get people to pick up — it goes straight to voicemail. If people don’t know the number, they won’t answer.
Email is the next popular option thanks to the anonymity of the computer screen, but emails aren’t getting the response rates they used to. So as a recruiter, if you want that talent you have to change your behavior.
How do you monitor text recruiting?
There are some systems that tie into the desktop, so just as your emails with candidates are tracked so is your texting. To be honest though, that’s not the standard. The standard is I have a phone and the candidate has a phone and I just text them directly. That’s why it’s important to have — I won’t call them rules — but guide rails.
Elaborate on these “guide rails”.
The simple advice is: Don’t be inappropriate. Even if you don’t think of texting as a professional medium…well, now it is. I don’t have a relationship with this potential candidate and I would like a professional one with them. I can’t do the same things that I do on the group chat with my brothers or the thread with my wife. I have to throw those norms out and formalize the conversation. Think of it as a contract: Neither one of you go outside those professional lines. It’s just as wrong for a candidate to go outside those lines and be inappropriate as it is for a recruiter.
Are people trying to break that contract or does it just happen?
The main thing that goes wrong is someone (candidate or recruiter) gets informal too fast. Everyone almost always starts off formal, then nine texts in it starts getting a little personal. “Tell me about your family,” or “How long have you been married?”
Remember that this is someone you will potentially hire. And those are illegal interview questions! You would not ask them under normal circumstances, but while texting they tend to creep in. What’s worse, when one person digresses the other reciprocates. So instead of saying, “Hey, Let’s keep this professional,” they just go along with it.
The candidate wants the job, so if the recruiter goes a little off the rails or says something inappropriate (or more likely just asking something too personal), they let it slide. A similar scenario happens to recruiters because they are desperate to get the talent. It’s a real awkward place, but you need to take the initiative to say “Let’s get back to talking about the job.”
And some real misguided candidates:
PSA from the author: If you are worried about texting the wrong person after you’ve had a few, check out these apps that allow you to lock communication with certain phone numbers for a predetermined amount of time with complex math equations.
Three standout applicants navigate prejudice, apathy, and computer algorithms to snag their dream jobs – highlighting how backwards the hiring process can be.
No degree? A criminal record? Good luck getting called in for an interview. Traditionally, applicants who don’t have the right pedigree have been excluded from the candidate pool, but many are saying it’s time for this attitude to change or your company could lose the war for talent.
What we know is that recruiters often evaluate candidates on criteria that is unrelated to their skills, like level of education or even where a person went to school. While given that certain companies require stricter hiring practices because of their industry, the majority of businesses are simply exercising archaic recruiting practices in their job ads and interviews. This means not only are these companies failing to notice the value and impact that these individuals can bring to their teams, but they are recruiting the wrong way.
“The old rules don’t apply anymore,” says founder and CEO of Red Branch Media, Maren Hogan, “particularly for progressive companies” who are already experiencing skill shortages in the tech sector. MasterCard now partners with LaunchCode to source qualified candidates who may not have the requisite university degree to fill all their empty programming seats.
Rather than get stuck in a “web of [your] own making,” where outdated practices reject exceptional talent for the wrong reasons, this media maven with over a decade of recruiting experience suggests recruiters should consider what she calls ‘personas’, personalized profiles that embody company values and positive motivators, in order to attract talent. “Personas change the game,” assures Hogan “because they are about a person rather than a ‘candidate’ or ‘applicant’.”
Hogan points to three examples of people whose individual paths to success were fraught with obstacles, and how their experiences demonstrate the value of the person behind the application, how to recruit holistically, and why you should sometimes hire the square peg.
SmartRecruiters Hiring Success 18: A Standout Applicant - YouTube
Shelley Winner spent her youth living in the shadow of her father’s drug and alcohol addiction. He first got her drunk when Shelley was 11. At 13, she started smoking pot. By 34 she was using and trafficking methamphetamine, heroin, and prescription pills. After a short-lived stint smuggling drugs across state lines, she was arrested, and received a four-year sentence at FCI Dublin, a low-security prison for female inmates, 98 miles from her hometown of Carmichael, California. With her father having been in and out of jail for most of her life to that point, Shelley joined 70 percent of children with incarcerated parents who follow them into the prison system.
“What if…” asks Shelley, now 40, “…you were known for only one thing, and it was the worst thing you’ve ever done?”
After discovering that she was pregnant, Shelley turned her life around, transforming her street hustle into a positive force for change once she was released. However, Shelley’s success did not come easily, as she experienced reluctance to hire ex-prisoners firsthand when a job offer was rescinded once the company discovered she had served time. Candidates with conviction histories are often branded “untrustworthy”, or “unreliable”, even though it’s been proved that individuals with conviction records remain employed approximately 20 days longer than other employees in certain industries. Determined to succeed, Shelly decided to plead her case with the hiring manager over email, who eventually reconsidered.
In the last 10 years, Robert Coombs, COO for The Class by Taryn Toomey, has advised top government officials, held events at the White House, testified before the US Congress, spoken at TEDx, and had initiatives featured in The New York Times. Despite these accomplishments, Robert was frustrated that the traditional method of sending out a carefully crafted resume and cover letter in response to a job ad rarely, if ever, delivered his application to a live human.
After receiving countless auto rejections, Robert changed his strategy. His response to this auto screening: if you can’t beat ‘em bot ‘em. So, Robert created his own bot to customize his applications and send out resumes for him, nearly 3,000 in fact. “What surprised me was the shocking data that came out of the project,” says Robert, namely that “the old-fashioned job application process was broken.”
Having headed up marketing and social media campaigns for Fortune 500 companies — and even the Queen of Jordan — Nina knew she had the skills necessary to make a splash at AirBnb, and even improve their business. However, after nearly a year of trying to snag her dream job, she hadn’t reached her goals. So, she leveraged her marketing skills to create a viral marketing campaign that took an in-depth look at AirBnB’s opportunities in the underexploited Middle Eastern market. Her campaign, nina4airbnb, proved to be massive success and attracted the attention of AirBnb executives.
Nina’s story addresses the issues that candidates face in today’s job marketplace, and how to stand out amongst the crowd. “I would advise candidates who are focused on one company – or even a handful of companies,” she says, “to invest some time in understanding what that company’s priorities are, what problems they’re trying to solve, and then tailor their messaging in a way that shows how they can be useful to solving those challenges.”
The feature-rich SmartRecruiters open Marketplace API offers development teams a platform to build applications for direct integration into the SmartRecruiters Talent Acquisition Suite. To test the flexibility of the SmartRecruiters API, the Hiring Success Hackathon gave four customer teams a SmartRecruiters advisor and 24 hours to design, build, and implement new platform features that would offer value to users, and demonstrate innovation and creativity. With a $5,000 grand prize on the line the four teams quickly set upon their task.
At the end of the competition, the four teams presented their finished products in front of judges Bill Boorman, Steve Fogarty, and Ethan Medeiros, all of whom were beyond impressed with the final results.
“The one thing we were unanimous about was that we genuinely could have made any one of these products a winner,” said Bill Boorman. “That made it difficult to judge because they were all on the money.” Steve Fogarty continued, commenting that “every one of those products we found useful.”
“I was impressed with all of the teams,” said Ethan Medeiros. “Every one of them came up with an idea and a build-out in just 24 hours.” Boorman went on to praise the teams for their efforts, claiming, “I think the standard of product after 24 hours was better than I’ve seen at a Hackathon before. What you usually see is more buggy, and you have to imagine what the products will eventually look like.”
After a brief deliberation, the judges declared team Visa the winner for its internal candidate mobility add-on. With more companies focusing on promoting candidates from within their organization, the Hackathon judges recognized Visa’s solution to the rising demand for in-house talent. “The product that I’m being asked about most often is something for internal candidates,” said Steven Fogarty. “Right now they can search for a job and apply and that’s it. This next generation of talent coming through the door cares about transparency, their data, and what feedback people are giving them.”
Team Avery Dennison
Avery Dennison, the global manufacturer and distributor of self-adhesive labels, apparel branding tags, and label materials, focused on creating a tool to optimize their recruiter tasks, as high-volume hiring is a key function of their business. The average time for a job posting is about 1.5 hours and can cost $37.50–$457.50 depending on the method. For companies like Avery Dennison that need to fill thousands of positions, recruiters and hiring managers spend too much valuable time manually publishing and updating their open job postings.
Rather than navigate a littered desktop of notifications and hastily scrawled Post-it notes, Avery Dennison built a Google Chrome plugin that allows recruiters to specify a date range for open positions as they input the job description and details. “As recruiters publish jobs, they don’t need to set a reminder,” says Mike Penny, TA Manager at Avery Dennison. “It eliminates some of that potential for error in forgetting to unpublish or pull the req down.”
To further automate the process, when a job posting expires, the feature deploys an email to recruiters and hiring managers with the total number of applicants and the top-match candidates according to the SmartRecruiters AI Recruiting Assistant.
Square, the financial services company producing software and hardware payment products for mobile and tablet, looked to also reduce the number of non-value-added recruiter tasks by optimizing their interview scheduling protocols.
Square processes multiple candidate interviews every week, and manually coordinating six different schedules for the members of their hiring committees is inefficient. “That time cost from the recruiting coordinating side is extremely intensive,” says Stephanie Snyder, Recruiting Manager at Square, who estimates the company spends an estimated 240 hours per week on scheduling tasks.
Aiming to cut that time in half, the Square team built an application that assembles an interview panel of your choosing and schedules an interview time slot. Currently, panel organizers at Square toggled Google Calendar and SmartRecruiters to view team availability and schedule interviews, but the Square team predicts that a future version of their application would include a visual calendar UI that integrates these two functions in one dashboard to improve scheduling efficiency.
Once a panel is created, members can also access and revise notes about a candidate throughout the hiring process, a feature that eliminates the need to manually pull candidate data after the interview.
Visa, the financial juggernaut with over 12,400 employees in five major hubs worldwide, sought to answer the question: How can we retain our best talent after hiring? Visa’s answer was to build internal mobility add-on that makes it easier for employees to apply for new opportunities within the company.
Visa’s team of developers structured its strategy around three essential criteria that internal candidates seek:
More details, transparency, and information on the front end of the recruiting process.
Updates about the status of applications already submitted.
Where they are in the application process.
To encourage more internal candidate applications, the Visa team of developers designed their tool to be a seamless and transparent process, beginning with the login page, which quickly ushers internal candidates to the dashboard with a single-click sign in. To smooth the transition from Visa’s internal portal to the SmartRecruiters ATS, the team branded their dashboard, which automatically prioritizes newer internal postings on top of the feed.
When a new position is available, candidates can view the names of the recruiters and hiring managers for that position, and apply with just one click, as their user profile automatically fills in all relevant user data on the application. Candidates can view all jobs to which they have applied from the main dashboard.
Riding the wave of excitement following SmartRecruiters’ spring release announcement, SmartRecruiters’ own team of developers couldn’t resist building their own new feature for the Hackathon. The SR team built an integration between Facebook Jobs and SmartRecruiters that allows companies to advertise their open positions in the Facebook Jobs page and give candidates the ability to view, share, and apply for jobs through their social profiles.
“This is all live, people can apply for these positions right now,” said Jem Sweeney, Product Manager at SmartRecruiters, demonstrating how the integration encourages candidates to share open positions among their network and answer screening questions all within Facebook’s platform. “You get a massive boost in your ability to get jobs in front of people and get referrals, as people can recommend jobs and apply immediately.” To attract applicants within certain industries or demographics, companies can also leverage Facebook’s native advertising and targeting algorithms to reach candidates without any additional effort or resources.
Businesses can now automate tasks more productively, configure systems globally, and get ahead of GDPR thanks to a host of new talent acquisition solutions.
The latest additions to the SmartRecruiters talent acquisition suite builds on the industry-leading applicant tracking system with tools for self-configurable product controls and enhancements. Focused in three essential areas, these features are designed to reduce the administrative burden on your hiring teams, as well as improve the privacy, security, and accessibility of your data as the European Union’s General Data Protection Regulations draw nearer. With the special announcement of the first ever AI recruiting assistant native to an ATS — which means better candidates in less time with less bias and less money spent.
“In terms of talent, companies need to think globally,” says CEO Jerome Ternynck. “The competitive edge for future enterprise is going to be hiring the right people, when you need them, no matter where in the world those people are, and these new features will get you there, especially when it comes to being compliant with GDPR, which is nearly upon us.”
First, two brand-new products that boast the latest in Automation :
Identify the best talent with Recruiting Assistant, an industry-first, native AI-powered module that allows recruiters to prioritize candidate pipelines with automated screening capabilities, connect with more candidates effortlessly, and boost discovery of talent both inside and outside your organization.
SmartJobs takes the guesswork out of job advertising by using advanced algorithms to programmatically place your ads in front of the best candidates, and easily source high-quality talent for the right price.
Aside from these two essential launches, companies can now get more out of their data warehouses with Custom Reports via Reporting API, which gives system administrators instant access to all custom and ad-hoc reports from Report Builder via the API. This makes it possible to extract large data sets, on-demand and without performance issues, and provide the option to populate data warehouses or preferred Business Intelligence tools, including Tableau, to further analyze or manipulate data.
“As we enter into the age of big data,” says VP of Product Rebecca Carr, “companies need tools to leverage the mass amounts of information they’ve accumulated in an insightful and compliant way. SmartRecruiters provides a solution that is both intuitive and customizable, giving our customers the most from their recruiting budget.”
Global Configurability :
Set up new levels of system access with Custom System Roles. Create up to five new user roles for organizational needs. Expand access to reporting and analytics for increased visibility, as well as defined access to jobs and candidates, all with self-configurable controls.
Experience greater flexibility with Enhanced Access Group Management. Access Groups can now be assigned to more user roles, allowing administrators to define permissions, either by location or by type of recruitment.
Translate custom content for local users with Translation API, which supports a global user-base with localized custom job and org field values. Specify translations for either in multiple languages to achieve compliance for work centers needing full language capabilities.
Facilitate GDPR-compliant use of candidate data with Consent Manager which enables candidates to provide express consent for use of their data and then notifies candidates where consent isn’t provided to compliantly rectify or revoke informing candidates how data is used to promote data processing transparency.
SmartRecruiters allows more control over personal data via Candidates Rights, which, in line with GDPR, provides candidates the ability to modify their data, cleanly withdraw from the application process, opt to have their data deleted altogether, or be provided a copy of all data being stored.
SmartRecruiters Customers now enjoy full Russian compliance, which satisfies the requirements of Russian Data Privacy Legislation, and maintains proper data hosting & processing from our Russia Data Center to protect candidate privacy.
“In terms of talent, companies need to think globally,” says CEO Jerome Ternynck. “The competitive edge for future enterprise is going to be hiring the right people, when you need them, no matter where in the world those people are, and these new features will get you there, especially when it comes to being compliant with GDPR, which is nearly upon us.”
Seeking to answer the question “What’s next?” Talent Tech Labs assembles more than a dozen industry innovators to solve today’s challenges using tomorrow’s technology.
Most early-stage tech companies lack enough gravitas to effectively promote through industry channels, often relegating themselves to intermittent tweets and blog posts. Where social media fails to gain traction, Talent Tech Labs (TTL) steps in with support, mentorship, and most importantly, market intelligence for new organizations. TTL builds communities of startup and mid-level tech companies to investigate, promote, and accelerate new technologies that improve recruitment processes, from sourcing to interviewing and hiring.
Talent Tech Labs continually asks: What’s next in Talent Acquisition? They know the answer, but want industry professionals to see and, more importantly, decide for themselves. Which is why TTL is showcasing 13 innovative technologies from promising TA companies at the Talent Tech NEXT event in New York City this spring.
With the Manhattan skyline in full view from the stylish rooftop terrace of NYC’s 230 Fifth, companies will take the stage to demo their cutting edge, fully-vetted technologies ready to implement directly into modern recruiting stacks. The 13 competitors of the NEXT startup expo will present to an expert panel of executives as well as audience attendees. Previous NEXT guests included execs from Amazon, Fidelity, Microsoft, E*Trade, Samsung, Nike, PwC, KPMG, Intuit, and many more.
This isn’t a cleverly disguised sales pitch, but a unique opportunity to engage with future recruitment technologies and the brilliant teams who create them. The competitors represent several different market sectors, from accounting and finance to chatbot platforms and hourly hiring, but are unified in their mission to produce innovative products that make recruitment a futures industry.
TTL began as an R&D lab located in bustling Manhattan before it evolved into a startup incubator, technology scout, and sector leader in the TA tech space. Backed by Mercer, Allegis Group, and Mitchell Martin, TTL leverages its substantial knowledge of product marketing to foster relationships between companies and industry leaders. But its true recognition stems from its ability to make these connections at scale. They have evaluated, demoed, and cataloged information on over 1,500 TA tech startups since 2012, and will soon add more company names to their roster of successful partners, to be decided by event attendees.
In the preliminary round of interactive presentations, demo spectators will act as pseudo-investors, using TTL’s own faux cryptocurrency NEXTbucks, to “fund” competitor products. Of the 13 original competitors, the two who collect the most funds and impress the expert panel will return for a second round of deep-dive presentations at the end of the day’s program.
In addition to the NEXT startup expo, keynote speaker Matt Hoffman, VP of People at DigitalOcean, will share insights on how he implemented a high-velocity TA strategy to scale up from 70 employees to 410 during his three-year tenure. His talk also promises to enlighten attendees on how to build a unique and compelling employer brand that prioritizes candidate experience. Even with a plethora of cutting-edge technology at recruiters’ fingertips, HR remains a people business.
Register for Talent Tech NEXT online and mark your calendars for May 3, 2018.
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