Think HR Technology is Broken? #hrtech

New Book: The HR Tech Field Guide is a quick and easy guide to selecting your HR Technology. Learn how to navigate this $15 billion industry. Click here to buy.


iStock_000021058804SmallHR Tech Can’t Solve Your Recruitment Ailments

I want to start with stating the obvious – neither recruitment nor HR technologies are “broken.” There are quite a few HR influencers and vendors out in the market which are dedicating many resources into telling you how your current processes and technologies are broken. I don’t blame them, they have their own agenda, and even if their argument is valid in a certain scope, the situation is not as bleak as they describe.

Between HR professionals, HR technology, and the rest of the world – a lot can go wrong. And it does. However, for the most part, candidates are getting hired and the world is still turning. As with every complex process, we can always aspire be more effective and efficient at what we do. Nowadays, whenever something does not work properly, we immediately look for a technological solution. The promise of tools that can streamline our entire hiring process and foster collaboration between candidates, hiring managers, and recruiters, is captivating, but often makes us forget the real reasons behind our challenges.

Good user interface and user experience can go a long way in helping you do your job more efficiently, but at the end of the day, the technology you have is only as good as the people using it. That is always a problem with collaborative technology – your ability to control it and utilize it to its fullest is limited to the technology’s integration with organizational processes and the level of engagement of your colleagues.

Even organizations which integrated top-notch technology and have learned to utilize it perfectly, the recruitment process is far from ideal. Once we accept technology is not the end-all solution for our recruitment ailments, we can start discussing a few very practical and low-tech solutions that can easily help us tackle some of the challenges we face daily. In my previous entry I stated the importance of communication between recruitment and other functions in the organization. This can’t be stressed enough because that lack of communication is the main grief hiring managers have with recruiters.

The Client is Always Right and that Client is the Hiring Manager

I’m speaking with many executives and hiring managers and they all share one thing – they want to communicate better with you. They need you and your best judgment. Communication helps them deliver better job descriptions and requirements, and in turn, helps you find a suitable talent more easily. Of course, the better you know the hiring manager personally, the easier it is for you to make a successful hire (try to think why employee referral works better than most other hiring techniques).

Hiring managers must be an integral part of the hiring process from the get go. They need to see the candidates, talk with them, and estimate their cultural and social fit to their team. In the candidate’s eyes, recruiters are the barrier between them and the job they want, but the involvement of a hiring manager gives a feeling of involvement and engagement and increases your chances of landing the talent you want in a competitive market.

Don’t Forget Social Media

From your perspective, other than your customers (hiring managers), another function you want to work closely with is the social media specialist, for employer branding. Depending on your budget, employer branding may be an inherently HR function, or one that requires collaboration with the marketing team. If employer branding is not something that you dedicate time to – you might want to reconsider. Countless articles stress its importance on sourcing and retaining good talent. Spending big bucks on an employer branding software is not necessarily something you need, but may be a wise investment if you wish to scale the branding process.

Recruiting Process is Complex, Communication Makes it Easier

Technology is there to enable more efficient performance. It cannot replace most of us. It will not create communication and teamwork where they don’t exist, even if it is called collaborative software or social media. The more complex the process is (and hiring is a very complex process), the more things can go wrong, and the more information and communication go a long way to overcome your daily challenges.

Caleb Fullhart Named as Newest Member of TalentCircles Executive Team #hrtech

Learn how best practices for hiring & onboarding freelance & contract workers on 5/18 webinar at 1 PM EST by clicking here.


San Bruno, CA – TalentCircles© Inc., a leading talent community and candidate relationship management platform and technology, today announced the addition of Human Capital industry veteran, Caleb Fullhart, to its executive leadership team. Fullhart joins the company as the Senior Vice President of Best Practices and Professional Services, and will be responsible for developing and guiding the company’s product development and customer support efforts.

“As we continue to help shape the next generation of strategic talent acquisition, Caleb brings valuable expertise in the rapidly evolving Recruitment and Talent Acquisition market,” says Marylene Delbourg-Delphis, CEO and Co-Founder of TalentCircles. “With his unique understanding of the business needs and challenges of senior Talent Acquisition leaders, Caleb is a great fit for both our strategic plans and our company culture.”

Caleb is a Talent Acquisition veteran with over 15 years of experience and brings extensive recruitment leadership experience to TalentCircles. Prior to TalentCircles Caleb had his own recruitment and talent acquisition consulting firm working for companies like SAP, Bazaarvoice, and Accenture. He has led multinational recruitment teams, driven a wide set of technology implementations, built recruitment strategies for mass-hiring and designed effective diversity initiatives. He has worked with companies in various industries and verticals, being responsible for deployment, product configurations, best practices definition and technical assistance.

“I’m proud to join TalentCircles at such an exciting time. Talent Acquisition leaders have worked hard to make headway with strategic recruiting strategies, but continue to struggle to directly connect it to measurable business results,” said Fullhart. “TalentCircles is a unique solution which addresses the growing frustration organizations experience in building talent pipelines and driving tangible ROI for their recruiting efforts. I initially got to know TalentCircles as a customer and it’s a privilege to now be so closely associated with the amazing team that engineered the platform and expands on it everyday.”

“We are redefining how companies plan and build organizations in this new social and online candidate-centric job market,” adds Delbourg-Delphis. Caleb’s acumen as a recruiter and talent acquisition leader will help many professionals to seamlessly move from transactional and reactive recruiting approaches to simpler and more rewarding interactive and proactive methodologies.” 

About TalentCircles:  Silicon Valley-based TalentCircles transforms recruiting. Its comprehensive interactive talent engagement platform for desktops, smartphones and tablets enables organizations to create powerful talent pools. The goal is to improve the efficiency of recruiters, offer candidates positive exposure to your business, and reduce your hiring costs and time. The larger your talent pool… the better it is for you when you have the right array of features like semantic job matching, screening questionnaires, video interviewing to evaluate candidates for both aptitude and attitude or perform realistic job previews. TalentCircles is the ideal solution to proactively manage the needs of organizations of any size.

For additional information, contact Jessica Miller-Merrell: [email protected]

or call 888-280-0808.


Why to Hire New College Graduates: Think Young in 2015

New Book: The HR Tech Field Guide is a quick and easy guide to selecting your HR Technology. Learn how to navigate this $15 billion industry. Click here to buy.

As we wave goodbye to 2014 and welcome 2015, now is the perfect time to look back on what we’ve learned and think about where we want to take our recruiting in the new year. A common theme in 2014 was millennial recruitment. Millennial recruitment was a hot button issue, and one that seemed to bring up a lot of emotions, mainly confusion, from HR  and hiring managers unsure of why to hire millennials and what benefits they bring. Keeping this in mind, I decided to look back on my 2014 and compile a list that sums up what millennials bring to the table and why they should be a serious part of your 2015 recruitment plan.

The Case for College Graduates at Your Company

Before we dive into my recommendations for your 2015 recruitment plan, I want to clarify that for those job seekers who have recently graduated college, that being a college graduate does not guarantee you a job even in this current healthy economy. Campus recruiting and recruiter programs are designed to find the best talent to fill important and growing roles for the organization. Companies who invest in these type of programs are actively looking to engage with college graduates and those interested in internship programs.

College Graduate Skill #1 – Enthusiasm

New grads can breathe fresh life into your company. They are excited to land their first job after college, and they have an enthusiasm that can only come from the excitement of a new chapter in life. Focus on applicants who have a real zest for your company’s mission, even if they don’t have the experience you want. It is better to have a happy employee who is willing to work hard and learn than an expert who lacks drive and doesn’t care about the company. Enthusiasm and drive are qualities every company wants, and Millennials deliver: 30 percent started their own business while still in college, and 92 percent believe entrepreneurship education is essential in today’s job market and economy.

College Graduate Skill #2 - Humbleness

Contrary to what many say about millennials, they aren’t any more entitled than a more seasoned worker. It is inevitable though that you will run across some candidates who will show their hand and reveal that they are not the best team player. To catch these types of potential hires during the interview process, mention some of the more mundane jobs the prospective entry-level hire will be tasked with, like organizing files or doing the expense reports, during the interview. If they balk or object , remind them that most employees start with the company that way to learn the ropes, then keep looking through your pile of applications for someone that may be a better fit.

College Graduate Skill #3 – Multitasking Skills

Most college grads have mastered the art of multitasking. This trait is something that, if taken advantage of properly, will translate to increased productivity within your company.  Millennials have grown up living their lives on multiple screens, texting while surfing the web and holding conversations all at the same time. Their ability to juggle many things at once means that they are particularly suited to jobs that entail a lot of variety. Don’t be afraid to give them a few varied tasks once on the job to keep them on their toes and the job interesting.

College Graudate Skill #4 – Tech-Savvy

There is no denying that recent college grads have an edge when it comes to technology. They grew up in an age of computers and the Internet, and they are quick to learn the latest programs and software. You’ll spend less time holding their hands during the training process, and they likely already be familiar with many technologically efficient solutions and strategies. Millennials will also most likely have the best insight into what technology their contemporaries are using, giving you direct access into the latest trends and places potential customers might be.

College Graduate Skill #5 – Eager to Learn

These young adults, born between 1976 and 2001, are more educated than any previous generation. Twenty percent of Millennial males have completed at least four years of college, and 15% of females have done the same. This love of learning extends to their careers as well. Over 60 percent of Millennials report that the most influential factor in their current position is opportunity for personal development, and just over half say that opportunities for career progression make a company more attractive. This means that they are eager to learn and want to grow with your company. Use this to your advantage by giving them opportunities to learn new skills that are relevant to their position and they will quickly become your most valuable hires.

As your 2015 hiring gets underway, keep these points in mind. Recruiting millennials, recent graduates and college grads can give your company an edge and starting early means you’ll develop a system and beat the competition for top millennial talent.


3 ways to maximize post hire value

3 Ways to Maximize Employee Relations & Post-Hire Value

Check out our Workology Podcast powered by Blogging4jobs. Click here to check out all our episodes.

Employee Relations’ Role in New Hire Onboarding.

The recruitment process is among some of the most complex processes any organization has. It requires deep integration of recruiters with talent management functions, hiring managers, brand marketing functions, candidates, and in some cases with external recruiting agencies. Failure to maintain these relationships across the board often results in misaligned recruiting and poor employee relations. However, that is only part of the story – the recruiting process does not end at landing that great talent, but is rather an ongoing process that begins at sourcing the candidate and ends with a successful onboarding.

To demonstrate just how important onboarding is in our recruiting process, a SHRM study revealed some interesting numbers:

  • More than 25 percent of the U.S. population experiences some type of career transition each year.
  • In Fortune 500 companies alone, about 500,000 managers take on new roles each year.
  • Managers begin new jobs every two to four years.
  • Half of all senior outside hires fail within 18 months in a new position.
  • Half of all hourly workers leave new jobs within the first 120 days.

The Hefty Cost of Hiring & Losing an Employee

The price we pay for failed onboarding is hefty. Redundant recruiter and interviewer hours, redundant training costs, and redundant external recruiter commissions are just some of the direct costs we endure when hiring an employee. Lost production and efficiency while the position is open, overtime to make up the work, and sometimes even reputation loss, are glaring indirect costs we endure. Failed onboarding is a lose-lose situation for recruiters. So what can we do defeat the statistics?

1. Employee Engagement & Relations with Candidates Doesn’t Stop at Hiring

Throwing new employees into a hiring manager’s hands and forgetting about them makes everyone feel the entire process is mechanic and impersonal. Onboarding is an integral element of the hiring process. Don’t stop your engagement when you have delivered the goods. We all praise those suppliers that keep in touch with us and ask our opinion after we purchased their product. Be one of them. Think of it as a long term investment on retention.

2. Get Constant Feedback from Hiring Managers

You have to remember who your customers are. It is key that you maintain an open line of communication with managers you are hiring for, before the hire and during onboarding. What are their pains, what they liked or did not like about previous hires, and what are their expectations from you and the candidates. The hiring managers will give you an indication of the level of involvement they expect from you, but don’t be shy about testing those limits. Make it clear your involvement is beneficial for them. Being engaged in the onboarding process will give you a lot of information about what it takes to make a great future hire and further help employee relations

3. Tangible Data Helps you Make Better Decisions

A great way for you to monitor and engage with new hires and managers is through data. You want to hear opinions and feelings, but you also need tangible data to back those up. Surveying new hires’ engagement levels, collaboration, social integration, and satisfaction is crucial during the first year. Do that at the latest 30 days after the hire, and then once again every 30 or 60 days. If you managed to improve the onboarding process and use it to make better hires in the future, you have created significant value already.

Communication Enhances Performance

Onboarding is an important part of the recruitment process and you should invest just as many resources into it as you invest into sourcing and hiring candidates. Successful onboarding has a significant positive effect on financial and operational performance. Don’t underestimate your ability to boost performance through better communication with managers and new hires. Don’t forget the long term advantages of having good relationships with employees and managers for yourself and the other HR functions.

Mobile Recruitment Awards

2015 Global Mobile Recruiting Awards Accepting Entries

Check out our Workology Podcast powered by Blogging4jobs. Click here to check out all our episodes.

LONDON, Jan. 5, 2015 /PRNewswire/ – Web Based Recruitment, experts in the areas of Mobile Recruitment and Recruiting Videos, confirmed that there had been strong interest in the recently announced 2015 Global Mobile Recruitment Awards.

Now in their second year the awards will acknowledge those companies leading the way in the use of Mobile Recruitment and at the same time help raise the awareness of Mobile Recruiting best practice.

“The awards not only give an opportunity to show what is currently happening in the market but they will also help raise the level of awareness about Mobile Recruitment and how it is being currently used across the world,” said Mike Taylor from Web Based Recruitment, organizers of the awards.

Mobile Recruitment – A Hot Subject

“Mobile Recruitment continues to be a hot subject area at the moment globally, with published reports and surveys consistently showing that job seekers want to able to search and apply for jobs using their mobile device. Unfortunately, the majority of companies still don’t make this service available to job seekers and unless they start making changes in 2015 they will still be in danger of missing out on candidates.”

Award Categories

The 2015 Global Mobile Recruitment Awards consist of the following categories:

  • Best Corporate Mobile Website
  • Best Recruitment Agency / Staffing Firm Mobile Website
  • Best Job Board Mobile Website
  • Best Corporate Mobile Recruitment App
  • Best Recruitment Agency / Staffing Firm Mobile Recruitment App
  • Best Job Board Mobile Recruitment App
  • Best Mobile Recruitment Marketing Campaign
  • Best Mobile Employee Engagement Platform
  • Most Innovative Mobile Recruitment Product or Service

2014 Winners

The winners from the inaugural Global Mobile Recruitment Awards in 2014 were:

  • Best Corporate Mobile Website – Barclays Bank
  • Best Recruitment Agency / Staffing Firm Mobile Website – The Execu|Search Group
  • Best Job Board Mobile Website – CV-Library
  • Best Corporate Mobile Recruitment App – Sodexo
  • Best Recruitment Agency / Staffing Firm Mobile Recruitment App - Spencer Ogden
  • Best Job Board Mobile Recruitment App – TheLadders
  • Best Mobile Recruitment Marketing Campaign – CMS Cameron McKenna
  • Best Mobile Employee Engagement Platform – Barclays Bank
  • Most Innovative Mobile Recruitment Product/Service – RMP Enterprise

How To Enter

The awards are open until Friday, January 30th, 2015 and the winners will be announced online on Thursday, March 26th, 2015.  Full details of how to enter can be found at

Awards Sponsorship

The 2015 Global Mobile Recruitment Awards offers sponsors an excellent opportunity to be associated with companies at the forefront of excellence and innovation in mobile recruitment whilst at the same time adding brand exposure and a chance to promote their products and services.  Further information about these limited sponsorship opportunities can be found at:

Contact Details

Mike Taylor, Director, Web Based Recruitment
+44 (0) 1962 883754

How to Hook (Source) the Best in Class Candidates

Check out our Workology Podcast powered by Blogging4jobs. Click here to check out all our episodes.

As a recruiter in today’s market, you have to always be looking towards tomorrow. If you are looking for the candidate who is a perfect fit, it’s safe to say that the talent pool is small. And all economic indicators and industries are pointing that this fact is not going to change.

It is best to start building your talent pool today because we never know what the market will bring. Facility and region headcounts change and shift. You have to be ready. As as recruiter you need to start being more aggressive, and creative. The competition for talent is increasing. Currently only 7% of all global companies are proactively sourcing the candidate pool. If you don’t act fast you could miss out on that potential top candidate.

One of the biggest things to remember is that when sourcing your trying to convert that prospect into a candidate, so you need to make sure you are targeted in your sourcing, consistent, creative, and relevant in your approach. This starts with actively engaging the passive job seeker candidate. Most of all you must be urgent and targeted in who, what, when and how you seek them out, interact and build a talent pool for the long term.

big fish social media recruiting

Social Media Use in Recruiting Reaches Unprecedented Levels

Learn how best practices for hiring & onboarding freelance & contract workers on 5/18 webinar at 1 PM EST by clicking here.

Does your company use Social Media to recruit potential hires?  If so, what form of Social Media does your company use for recruiting candidates.

LinkedIn, Facebook and Twitter are the top 3 Social Media platforms being used for recruitment. Currently over 92% of all companies use some form of Social Media for their recruiting.  In 2012 LinkedIn was the #1 Social Media platform used in Social Media recruiting at 93%. A 15% increase from 2010 when they were used 78% of the time.  Facebook was used 66% of the time, while Twitter was used 54% of the time.

The business case for social media is easy especially with new social recruiting technologies, tools and resources at our recruiting fingertips every day. Recruiters are having success sourcing with Instagram, utilizing Twitter’s new job card feature and even recruiting using YouTube and Snapchat to engage different candidate demographics to fill your openings.

social media recruitment

Related Posts Plugin for WordPress, Blogger...