Employee recruiting 3.0
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Showing posts with label recruiting. Show all posts
Showing posts with label recruiting. Show all posts
Sunday, November 20, 2011
Tuesday, August 23, 2011
Jobvite Gets $15 Million in New Investment
Jobvite, the company that helps recruiters tap the referral power of employees’ social networks, got a $15 million injection of new capital that it will use to accelerate its already rapid growth.
| Read More Here |
Announced this morning, the Series C funding round brings to just over $30 million the company has received in investor financing since its founding in 2007.
Jobvite has been on a tear since introducing its first product, the eponymous Jobvite Hire. The first iteration of Hire sent job announcements to a company’s employees, encouraging them to pass on the notice to their qualified friends and associates. No matter how far along a Jobvite was forwarded, a recruiter always knew who the original employee was whose chain of contacts resulted in a successful referral.
Almost as soon as the first Jobvite was sent, the company upped the value by connecting with Facebook and LinkedIn. Now, recipients of a Jobvite can tell who among their contacts is a good match for the position. In the two years since introducing the apps, Jobvite has continued to release features — market-driven features, not simply more bells and whistles. Today, the company has two major product lines: Jobvite Hire, which is an ATS with a strong social media sourcing focus and useful, user-friendly metrics; and Jobvite Source, a social media sourcing and candidate contact tool that automates such routine tasks as job posting and profile matching.
The company also offers a free, stripped-down version of its sourcing service, called Jobvite Share.
Already claiming a growth rate of 600 percent in two years, it’s hard to see how Jobvite can kick it up even another notch. The announcement of the new financing says Jobvite now has about 500 clients, including Whole Foods Market, Starbucks, Zappos.com, Inc., Yelp, and Twitter. However, social media itself is still growing, and recruiter interest in leveraging connections shows no sign of abating. LinkedIn is a clear case in point. It’s market valuation, when it IPOs Thursday, is anticipated to end up around $3.3 billion, much of it based on the expectation that its recruitment revenue will continue to power the company.
John Zappe
May 17, 2011, 2:05 pm ET
Sunday, August 14, 2011
LinkedIn's Algorithm Taps Talent Graph, But Still Needs Human Touch
BY Austin Carr
Imagine if your prospects for beating the 9.1% unemployment rate depended not on a meticulously crafted cover letter and résumé, but on a complicated algorithm that helped companies determine the best matches for open jobs. Such a Brave New World-like future is rapidly becoming a reality--but don't fear just yet. Your career will still very much rely on strong credentials, networking, and a good pinch of serendipity. (For now, at least.)
Over the last year, LinkedIn has rolled out a set of new premium tools to its 100 million users. And they've worked. On the consumer end, what would normally cost businesses and HR departments time and money now just takes a few clicks. On LinkedIn's end, the network is gathering so much data, says Adam Nash, VP of product and user experience, that it's "starting to really get an understanding of who the best are in their fields, and more important, who are the best fits for your team." Internally, the company refers to LinkedIn's search algorithm as the "Pandora for people," a system that combs through the network's "talent graph" for ideal job candidates. (Not another Pandora analogy!) When it works like it should, all employers have to focus on is the final interview.
"We're starting to see recruiters do queries where they literally put, 'I want someone who has worked at one of these twenty companies and a startup, and gone to one of these twenty schools,'" Nash says. "You're never going...[read more]
Imagine if your prospects for beating the 9.1% unemployment rate depended not on a meticulously crafted cover letter and résumé, but on a complicated algorithm that helped companies determine the best matches for open jobs. Such a Brave New World-like future is rapidly becoming a reality--but don't fear just yet. Your career will still very much rely on strong credentials, networking, and a good pinch of serendipity. (For now, at least.)
Over the last year, LinkedIn has rolled out a set of new premium tools to its 100 million users. And they've worked. On the consumer end, what would normally cost businesses and HR departments time and money now just takes a few clicks. On LinkedIn's end, the network is gathering so much data, says Adam Nash, VP of product and user experience, that it's "starting to really get an understanding of who the best are in their fields, and more important, who are the best fits for your team." Internally, the company refers to LinkedIn's search algorithm as the "Pandora for people," a system that combs through the network's "talent graph" for ideal job candidates. (Not another Pandora analogy!) When it works like it should, all employers have to focus on is the final interview.
"We're starting to see recruiters do queries where they literally put, 'I want someone who has worked at one of these twenty companies and a startup, and gone to one of these twenty schools,'" Nash says. "You're never going...[read more]
Wednesday, July 27, 2011
Social Recruiting & Employer Branding – 10 Reasons to Engage (Infographic)
Monday, July 25, 2011
SHRM Research Spotlight: Social Networking Websites and Staffing
SHRM conducted a series of surveys with members in the employment/recruiting job function and asked about the use of social networking websites such as Facebook, LinkedIn, Twitter, MySpace, etc. in sourcing and recruiting job candidate.
Other sections of this research focused on organization policies, employees access to social networking websites, and the use of online search engines during work hours. Also examined was how these websites are used by organizations to communicate internally as well as with audiences outside the organization.
For the purposes of this survey, social networking websites refer to sites such as Facebook, LinkedIn, Twitter, MySpace, etc. and online search engines examples include Google, Yahoo, Mozilla, Bing, etc.
[read report]
Other sections of this research focused on organization policies, employees access to social networking websites, and the use of online search engines during work hours. Also examined was how these websites are used by organizations to communicate internally as well as with audiences outside the organization.
For the purposes of this survey, social networking websites refer to sites such as Facebook, LinkedIn, Twitter, MySpace, etc. and online search engines examples include Google, Yahoo, Mozilla, Bing, etc.
[read report]
LinkedIn launches job application plug-in tool
By Rachel King | July 25, 2011
LinkedIn is expanding its resources beyond just serving as a professional social networking portal to actually getting jobs. Well, at least applying for them.
Apply with LinkedIn is a web plug-in touted as “one simple click” for the end user to file a job application. Application information will be saved, and users can go back and have a record of everywhere to which he or she applied.
As for employers, LinkedIn is promoting easier access to..[read full article]
LinkedIn is expanding its resources beyond just serving as a professional social networking portal to actually getting jobs. Well, at least applying for them.
Apply with LinkedIn is a web plug-in touted as “one simple click” for the end user to file a job application. Application information will be saved, and users can go back and have a record of everywhere to which he or she applied.
As for employers, LinkedIn is promoting easier access to..[read full article]
Monday, July 18, 2011
wow - job fair on Twitter
Nearly 90 percent of employers are using social media to connect with potential employees
Friday, July 15, 2011, By
If you're not using Twitter, Facebook and LinkedIn to help you find a job, you're missing the boat.
According to a survey of U.S. companies released this week by Jobvite, which provides companies with recruiting software, 89 percent plan to recruit through social media this year, up from 83 percent in 2010.
About 64 percent say they use more than one social media website. But if you feel like you have to pick just one, make it LinkedIn. The survey found that 73 percent of all social media-based hires came from LinkedIn, with only 20 percent from Facebook and 7 percent from Twitter.
On Tuesday, July 19 at noon, a website called TweetMyJobs.com is having a job fair on Twitter. It doesn't cost anything to sign up for the site or the job fair -- and who knows, you might make a connection.
Saturday, July 16, 2011
New Survey Finds That 89% Are Using Social Media in Recruiting
on Jul 12, 201
No longer just the shiny new object in the toolbox, social media recruiting has become an integral part of hiring.
A new Jobvite survey, titled Social Recruiting Survey 2011, found that 89 percent of the respondents to its poll (most of them not Jobvite customers) said they are either already using some form of social media in their recruiting or will in the next year. They are also having success; 64 percent said they’ve actually hired people through a social network.
None of this is surprising to anyone who has followed the development of social media. From their roots as a teenage clubhouse, social media networks today have become so ubiquitous and so much a part of American life that half of all adults use at least one of the sites. The Pew Research Center says that last year, 48 percent of those over 35 are on a social network.
No longer just the shiny new object in the toolbox, social media recruiting has become an integral part of hiring.
A new Jobvite survey, titled Social Recruiting Survey 2011, found that 89 percent of the respondents to its poll (most of them not Jobvite customers) said they are either already using some form of social media in their recruiting or will in the next year. They are also having success; 64 percent said they’ve actually hired people through a social network.
None of this is surprising to anyone who has followed the development of social media. From their roots as a teenage clubhouse, social media networks today have become so ubiquitous and so much a part of American life that half of all adults use at least one of the sites. The Pew Research Center says that last year, 48 percent of those over 35 are on a social network.
LinkedIn’s older, educated demographic
Facebook is far and away the most popular network. Pew says 92 percent of everyone using a social network use..[read full report]Saturday, July 9, 2011
LinkedIn Example - and not how they recommend you do it!
Best way to use YouTube for recruiting? Let your employees speak for themselves.
The video resume is less important than the viral video.
Every few months, I read an article or someone tells me that video resumes are the 'next big thing' and that a year from now everyone will be relying on YouTube videos to get a job. They've been saying this for 5 years now, so I'm not holding my breath.While I see the value of media kits including video packages for super-senior level execs who are being recruited internationally, and we've all used Skype for interviewing out-of-town candidates, here in Canada the video resume simply raises too many concerns about discrimination (age, gender, race, etc. - all of which are invisible or less obvious in a regular resume) to catch on any time soon.
However, where video can be used very effectively for recruiting is the increasingly-popular employee video. This 'Pink Glove Video' by employees at Providence St Vincent Hospital isn't exactly a recruiting video - but wouldn't it make you want to work there if you were a healthcare professional? Clearly there's a positive team environment, management believes in having a little fun and giving back to the community, and spending 12-hour shifts with these people seems like it might be fun. Plus, didn't I see a nice little cafe in there?
[see more examples]
Recruitment Trends: What Else Will We See in 2011?
#2: Social Media for Recruitment:
Social media: It can be really overwhelming. Most of us are familiar with the major social media platforms — and they are playing an increasing role in recruitment as companies realize they must diversify their recruitment efforts to stay on top. Mobile technology is emerging as a recruitment channel, as companies are also realizing the power of texting and mobile apps for recruitment. Even location-based social networking sites like Foursquare have growing possibilities for businesses and recruitment. Tablets like the iPad are also becoming more popular for work use as these devices increase the business applications offered, and companies are beginning to examine the power of tablet applications to help strengthen their employment brand and company profile.
Video interviewing is a trend that more and more businesses (and candidates) are starting to pick up on, and platforms like Skype, the largest network on the Internet, are also becoming more popular for use in interviews or for virtual meetings.
As Creamer and Parkin remind us, social media is just another factor in your recruitment success — it’s not the be-all, end-all answer. Using these mediums can be powerful — but the content you put out and the messages you are sending to candidates and employees must be relevant.
[read full article]
Social media: It can be really overwhelming. Most of us are familiar with the major social media platforms — and they are playing an increasing role in recruitment as companies realize they must diversify their recruitment efforts to stay on top. Mobile technology is emerging as a recruitment channel, as companies are also realizing the power of texting and mobile apps for recruitment. Even location-based social networking sites like Foursquare have growing possibilities for businesses and recruitment. Tablets like the iPad are also becoming more popular for work use as these devices increase the business applications offered, and companies are beginning to examine the power of tablet applications to help strengthen their employment brand and company profile.
Video interviewing is a trend that more and more businesses (and candidates) are starting to pick up on, and platforms like Skype, the largest network on the Internet, are also becoming more popular for use in interviews or for virtual meetings.
As Creamer and Parkin remind us, social media is just another factor in your recruitment success — it’s not the be-all, end-all answer. Using these mediums can be powerful — but the content you put out and the messages you are sending to candidates and employees must be relevant.
[read full article]
Social Networking Websites Gain in Popularity as an Employer Recruiting Tool
SAN DIEGO, April 11, 2011 — More than half of human resource professionals (56 percent) use social networking websites to source potential job candidates, a significant increase from 2008 (34 percent), according to a new poll from the Society for Human Resource Management (SHRM).
The poll – SHRM Research Spotlight: Social Networking Websites and Staffing, which was released at SHRM’s 2011 Talent and Staffing Management Conference in San Diego – found that, not only are more employers using social networking websites to find new employees, organizations not using the sites currently are more open to utilizing them in the future. One-fifth of organizations (20 percent) do not use social networking sites, but plan to use them in the future. Only 21 percent stated that they currently do not use social networking sites and have no plans to do so in the future, down from 45 percent in 2008.
“Employers are increasingly using social networking sites to engage passive job seekers – those who aren’t really actively seeking new jobs, but [read full article]
The poll – SHRM Research Spotlight: Social Networking Websites and Staffing, which was released at SHRM’s 2011 Talent and Staffing Management Conference in San Diego – found that, not only are more employers using social networking websites to find new employees, organizations not using the sites currently are more open to utilizing them in the future. One-fifth of organizations (20 percent) do not use social networking sites, but plan to use them in the future. Only 21 percent stated that they currently do not use social networking sites and have no plans to do so in the future, down from 45 percent in 2008.
“Employers are increasingly using social networking sites to engage passive job seekers – those who aren’t really actively seeking new jobs, but [read full article]
Thursday, July 7, 2011
Use LinkedIn for Recruiting Employees
LinkedIn and other social networking sites are advantageous for employers who use them for both networking and recruiting. I am increasingly receiving email notes from my LinkedIn contacts asking me to refer potential employees or help them make a contact for hard-to-fill positions.
The potential for LinkedIn and other social networking sites to play a major role in your employee recruiting strategy increases as millions of potential employees profile themselves on these sites each year.
It's not enough anymore to post a job vacancy on Monster.com, CareerBuilder.com, Craigslist.com, or other online job boards. Employers are spammed with hundreds of resumes from unqualified applicants when they post on big boards. I have still found great candidates through these job boards, though, so continue to utilize them as a part of your recruiting mix. Just recognize, that as the online social networking world is expanding, there are better ways to recruit superior employees. [Read more]
The potential for LinkedIn and other social networking sites to play a major role in your employee recruiting strategy increases as millions of potential employees profile themselves on these sites each year.
It's not enough anymore to post a job vacancy on Monster.com, CareerBuilder.com, Craigslist.com, or other online job boards. Employers are spammed with hundreds of resumes from unqualified applicants when they post on big boards. I have still found great candidates through these job boards, though, so continue to utilize them as a part of your recruiting mix. Just recognize, that as the online social networking world is expanding, there are better ways to recruit superior employees. [Read more]
Five Ways Social Media Can Help Your Recruiting Efforts
Hiring activity is predicted to increase for the second half of 2010, so recruiters must have their candidate pipelines primed to compete for talent. Here's why social media, such as blogs and social networking sites (e.g. LinkedIn, Twitter, Facebook), should be part of your recruiting strategy:
Blogging drives traffic to your site and builds brand recognition
If you have the resources, i.e. the time, energy and a bit of skill, regularly blogging about your industry or about career-related issues can generate significant brand awareness and drive traffic to your website. A blog on your domain can attract links, attention, publicity, trust and increase your site's search rankings. (Because blogs are generally updated more frequently than regular website pages, they can rank higher in searches.) Offering comments that add value to someone else's blog is another way to generate a following. [Read more]
Blogging drives traffic to your site and builds brand recognition
If you have the resources, i.e. the time, energy and a bit of skill, regularly blogging about your industry or about career-related issues can generate significant brand awareness and drive traffic to your website. A blog on your domain can attract links, attention, publicity, trust and increase your site's search rankings. (Because blogs are generally updated more frequently than regular website pages, they can rank higher in searches.) Offering comments that add value to someone else's blog is another way to generate a following. [Read more]
Using Social Media for Your HR Needs
According to the Linked press centre, 1-in-20 of all LinkedIn profiles are held by recruiters.
Additionally, Oracle’s Chief Finance Officer Jeff Epstein was headhunted for the position via his LinkedIn profile.
And with 80% of companies using LinkedIn as a recruitment tool, it’s clear to see that social media (at least from LinkedIn’s side) is a great tool for any recruiter or human resources department to find their next employee (or for employees to find their next position).
But what about the other main networks and platforms? How could you use them as part of your employee needs, current and potential? [Read more]
Additionally, Oracle’s Chief Finance Officer Jeff Epstein was headhunted for the position via his LinkedIn profile.
And with 80% of companies using LinkedIn as a recruitment tool, it’s clear to see that social media (at least from LinkedIn’s side) is a great tool for any recruiter or human resources department to find their next employee (or for employees to find their next position).
But what about the other main networks and platforms? How could you use them as part of your employee needs, current and potential? [Read more]
Monday, July 4, 2011
Sunday, July 3, 2011
5 Social Media Recruiting Tools for Small Business
Back in the day, I ran big organizations with fat budgets and spent a lot of money on recruiters — sometimes with good results. Now, in my fifth startup, I want and have to do recruiting personally.
Since time is the only resource more scarce than dollars, I’m always on the hunt for slick new tools and apps that can address the labor-intensive process of finding and hiring great people. With the advent of social media and cloud apps, there are some great new solutions out there. From automated applicant responses to upgraded versions of old recruitment standbys, there’s a new guard of socially focused recruiting tools designed for your every hiring need. Here are a five to take note of.
1. The Resumator
How it works: This tool helps hiring managers keep real-time tabs on where their job listings are posted and who’s looking at them. Upload a job description to the site and it automatically posts it to Facebook, LinkedIn, and Twitter. After that, The Resumator tracks candidate resumes, and applies its own algorithm to rank applicants on a five-star scale. Better yet, it takes care of a part of the hiring process that often gets shortchanged — sending automated email replies when resumes are received and when a candidate must be declined. It also has a Twitter-like “What Makes You Unique” feature, where applicants describe what sets them apart in 150 characters or less. It’s a great way to quickly get a sense of the candidate’s personality.
Cost: $49 to $399 per month, based on volume
2. Jobvite
How it works: Jobvite is an SaaS platform that delivers a seamless and social recruiting process before, during and after the interview. It leverages the very best source for great hires — your own employees — by allowing them to see your company’s open jobs and send targeted invitations to their friends on Facebook, Twitter and LinkedIn. Once their friends or contacts get into the pipeline, the referring employee can track the interview process. The tool also matches..[read more]
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