TalentCircles and SwoopTalent Announce Alliance #hrtechconf

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TalentCircles© Inc., an interactive talent acquisition platform hailed as one of the most transformative HR technology solutions by enabling organizations to create and nurture their talent pools announces a strategic relationship with SwoopTalent.

SwoopTalent©, also a Silicon Valley based technology company, is the most powerful talent data aggregation and social sourcing platform in the industry with more than 150,000,000 talent profiles ready to integrate to your own data and processes.

While organizations of all sizes are always looking for the best talent, their efficacy is often plagued by the fact that their talent acquisition process is distributed across poorly communicating products. “TalentCircles allows you to welcome, interact with and interview active and passive candidates as well as match profiles with current or future openings,” says Marylene Delbourg-Delphis, CEO of TalentCircles. “Yet, your talent pool may not always offer the exact profiles you want. So you need to expand your sourcing efforts and find more candidates. The most effective way to do it is from within your candidate relationship management environment. This is what the alliance between TalentCircles and SwoopTalent exemplarily accomplishes,” she adds.

Strategic partnerships are often more designed for marketing purposes. This alliance between TalentCircles and SwoopTalent was geared from day one to simplify the talent acquisition process and place access to talent at the recruiters’ fingertips. “Recruiters have a plethora of tasks needed to recruit the right talent, so both of our teams wanted to make this integration totally seamless and make recruiters’ lives easier. You won’t even know it’s two products!” says Stacy Chapman, CEO of SwoopTalent.

Organizations of all sizes will benefit from this unique integration on October 20, 2014. SwoopTalent will offer a starter package of profiles at no charge and access to more profiles will be made available for a fee also from within TalentCircles.

About TalentCircles:  TalentCircles transforms recruiting and proactively manages the needs of organizations of any size. Its comprehensive interactive talent engagement platform for desktops, smartphones and tablets enables organizations to create powerful talent pools. 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.

About SwoopTalent: SwoopTalent changes the way you think about talent data. Valuable data is structured and unstructured, internal and external, historical and brand new. Swoop tames all this data for you, leaving you with a single place to find every piece of data you need on your candidates, and on dream candidates you don’t know yet.  With hundreds of millions of talent profiles, with Swoop you source the best.

Summer Slackers? Does the Hot Weather Affect Productivity?

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As the mercury rises, there are a number of impacts on office staff. Whether it be disputes over climate controls or laxity of lunch hours, the summer sun can adversely affect staff’s working environment and mentality.

A survey conducted by One Poll on behalf of air conditioning and heating specialists Andrews Sykes Hire, has revealed how hot conditions affect productivity in the workplace. The study, which questioned 2,000 office staff on their summer working habits, found that 30% of workers exceed their designated lunch breaks by nearly 13 minutes during the summer. Thirteen minutes a day adds up to more than an hour wasted per week or 4.3 over the course of a month.

  • Workers leave the office on average 2.3 days per week, during the summer months.
  • 18-24 year olds were the most likely to admit to lengthening lunches, twice as likely as those 55+, though the elder group said they took longer.
  • The 45-54 age group admitted to taking the longest lunch breaks.
  • 12% admitted to extending lunch breaks by more than 20 minutes during fair weather.

Men are 7% more likely to stretch their lunch break and took, on average, 12% longer than their female counterparts.  40% of men reported being more likely to have an alcoholic drink during their summer lunch breaks, as compared to a third of women. More than half of 18-24 year olds were likely to drink during lunch hours. The likelihood of drinking during lunch decreases with age – down to only 19% of those aged 55+.

Working attire, too, could present productivity problems, with more than half of respondents restricted to formal work wear feeling uncomfortable in the summer heat. Conversely, 56% of those whose dress code was relaxed reported being more comfortable.

  • Less than a quarter of respondents had a relaxed dress code during hot weather.
  • Men are only marginally (7%) less comfortable with working attire than women.
  • Those with a formal dress code were the most likely to have office disputes over temperature, around a third claimed to have argued with a colleague on this issue.

The impact of fair weather is palpable for office workers, those with a rigid, formal dress code are the least likely to work overtime during the summer (3%), as opposed to 16% of those with casual dress codes willing to stay back after hours.

Whether it’s the provision of effective temperature control systems, a dress code change, as already called for by the Trades Union Congress, or a crackdown on lunchtime laxity, summer adaptations to office regimes  seem likely to deliver improvements in staff morale and efficiency.

Andy Whiteley is the National Sales Director, HVAC, and Divisional Director, Andrews Air Conditioning & Refrigeration, at Andrews Sykes Hire Ltd., the UK’s leading specialist in air conditioning, pump, heater and cooling hire, and has more than 20 years of experience managing in the HVAC industry.


The Age of Social Recruiting [INFOGRAPHIC]

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Each Friday The Recruiter’s Lounge is going to bring you Infographic Fridays. We’ll be finding really interesting and different infographics to share. Hope you enjoy!

Infographic Highlights:

  • 79% of peoplare likely to use social media in their job search
  • 42% say it’s important for recruiters to engage with candidates on social media
  • 59% of job seekers are willing to budge based on work-life balance offerings
  • 33% of people leave because of career growth



Cool LinkedIn Recruiter Alumni Search Hack

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Last year, LinkedIn updated their terms of service to allow for high school age students and younger professionals to create a LinkedIn account. In the US, you can create a LinkedIn account when you are 14 years of age.

This change in terms of service makes LinkedIn more attractive for companies who are recruiting and hiring young professionals in markets like retails, hospitality and restaurant industries. LinkedIn still has better search and targeting functionality than Facebook’s Graph Search although Facebook’s search is improving.

Improved LinkedIn Search & Big Data

LinkedIn’s chief college evangelist recently shared one of the reasonings behind this change is the ability to provide more data and predictive search options. Imagine as a high school student you attend a summer program in data engineering at Stanford. At age 27, this is probably not something you would share on LinkedIn, but younger users will include the information and eventually, LinkedIn will be able to point to certain classes, high school programs and activities that produce top talent for the long term. Imagine the possibilities. You can begin building your candidate pipelines with prospects based on real data, not just a gut feeling or assumptions. Exciting!

LinkedIn has also been growing their university and college career programs focusing on adding Millennials to their growing network which now has over 300 million users on the platform. One of the features I enjoy is the college and university pages because it offers a different targeted search functionality.

LinkedIn Recruiter Alumni Hack

Start by visiting any university or college alumni page. The screenshot below is from Harvard University. The page is pretty straight forward and on the surface doesn’t look to offer many search features. Right click on the “Students & Alumni” Section. Trust me.



In the Students & Alumni section, the search parameters are plain and simple. Search by keyword and years attended. Hit enter and magically below, candidate profiles will appear. You can see from a simple search for data scientists who attended Harvard from 1900-2014, I have netted some impressive results. Now all I have to do is research, select the candidates who meet my job specifications and send them an InMail message to connect with them.


I like this particular functionality for a lot of reasons especially since it offers me different view of targeted candidates than the traditional search LinkedIn offers and I can see the specific breakdown of where the alumni are located. This is key if I am recruiting and targeting a certain area of the country or outside of the US.

How New #HRTech Enables Visually Impaired Recruiters & Job Seekers

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TalentCircles, whose mission is to transform recruiting by offering a comprehensive interactive talent engagement platform for desktops, smartphones and tablets, has completed yet another major accomplishment: its ADA (Americans with Disabilities) implementation for visually impaired candidates and recruiters.

The National Federation of the Blind estimates that there are about 6,211,700 visually impaired people aged between 16 and 75 in the United States. TalentCircles is one of the first HR recruiting and hiring technologies that is fully ADA compliant and provides companies a way to engage, recruit and hire this highly skilled and qualified community of job seekers.

The Americans with Disabilities Act (ADA) requires that companies provide qualified individuals with disabilities equal access to their programs and services,” said Dominique Hermsdorff, SVP of Engineering at TalentCircles. “As far as talent acquisition is concerned, the first step to meet these requirements is to ensure that visually impaired candidates can access your career site and join your talent community just as easily as anyone else. Companies should never comply with ADA requirements partially. It’s pretty much an all or nothing situation. We designed a solution that is fully compliant with published ADA guidelines and tested it extensively with visually impaired candidates and recruiters in the field. And so far, people really like it.”

Hiring people with disabilities or special needs is not only a matter of compassion or compliance with requirements: It is believing in the ability for our society to be inclusive and leverage the wealth of experience that stems from diversity and expand the quality of the human capital of your organization. “People with disabilities, or as I would prefer to say, otherwise-abled people, can be a tremendous asset for companies: work is more than a means to achieve financial independence. It also provides a sense of accomplishment that fosters deep dedication,” says TalentCircles CEO Marylene Delbourg-Delphis.

The TalentCircles philosophy is that companies must be able to engage with candidates at any touch point and candidates must be able to engage with companies from anywhere and at any time. “Technology has made it easier than ever to be caring and inclusive. TalentCircles is proud to offer a powerful solution to the visually impaired, be they candidates or recruiters, and ultimately offer to all our users the optimized navigation environment and the wealth of functionalities that ensures a high quality experience to everybody.”

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 Susan Magrino: [email protected] or call 888-280-0808. www.TalentCircles.com

Learn How to Recruit Using AngelList

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Like with early stage investing, AngelList holds explosive possibilities for the extremely messy and noisy process of matchmaking companies with their people.

Founders spend way too much time pitching their company to investors. AngelList makes it completely simple. It pares back most of the BS but preserves much of the core informational and social processes that make people come together (e.g., credentials, social proof, track record).

The paring back of extraneous information is key – everything is up front, simple, and clear.

Compare how a startup looks on AngelList versus their CEO’s cluttered LinkedIn profile. The difference is obvious.

Many of the best startups are using the amazingly clean and clear offering from AngelList to hire as well. Beyond being simple and appealing, AngelList attracts knowledgeable engineers who are specifically interested in real startups not generic “I want a job that pays more” opportunities.

Plus, it’s free.

So here’s how to do it. Just follow these steps to recruit successfully using AngelList:

  • Be a notable startup founder or angel investor with an account on AngelList. Most companies have at least 1-2 such people involved somewhere in the food chain.
  • Post your gig and watch the candidate applications come in.
  • Now here is the hard part… you need to adopt an extremely fast and lightweight screening process. Don’t focus on a heavy evaluation of the candidate, but do a quick match on skills, career stage, and interest instead.
  • Then hire for a trial. “Come work here, we’ll pay you.”

If your potential candidate has a job they love/need/want already, then they won’t say yes. And that’s fine! They would also be super hard to fire if they quit to work with you and it didn’t work out.

But that won’t be everyone, or even most people. These are all active candidates coming your way, not passive.

So if there is a match, you know it’s game on.

Amol Sarva is the co-founder of HireNurture, a startup focused on turning passive candidates active. Amol has co-founded several startups including Virgin Mobile, Peek, Halo and Knotable, built a building in New York called East of East, and studied cognitive science for his Ph.D.