Monthly Archives: October 2018

Your Weekly Dose of HR Tech: Saba Makes a Big Purchase & Scheduling with TextRecruit

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Today on The Weekly Dose I’ll give you the low down on some major HR Tech moves of the week. The first one comes from Learning and Talent Managment technology Saba. Saba announced this week they acquired talent acquisition technology Lumesse. 

Why should you care about who Saba purchased? 

If you’re already a Saba shop, this gives you a great ATS option that will be fully integrated. If you’re already a Lumesse shop, you can now have a world-class learning and performance platform fully integrated.

The bigger picture for me is that we are starting to see more and more best of breed technologies beginning to merge together to build out end to end HR Tech that doesn’t have obvious weak spots. It’s the one complaint I hear from most HR and TA leaders about their suite solutions.

“We bought “SomeDay” and we really like the HRIS and the Payroll, but the recruiting and performance sucks!” It’s fairly common that most suites have some major holes and just don’t have the time, money, and expertise in-house to build out a fully functioning technology in the functions that aren’t core to their main product.

Saba is great at learning. They acquired Halogen that was great at performance management. They then purchased Lumesse which is a very solid recruiting platform.  Best of breed suites, finally taking advantage of their Saas design to build a better end to end solution that you can pre-built currently.

TextRecruit Adds Automated Scheduling: 

One of the most frustrating things about being a recruiter is the constant back and forth we go through in setting up interview times between candidates and hiring managers, or just trying to set up screening times with candidates between you and the candidate. TextRecruit added a feature this week to help out with automated scheduling.

For those who are already using TextRecruit you can now easily text out a link to candidates who can click through and pick out their own interview and screening times that work for them. TextRecruit’s Automated Scheduling is linked directly to your Outlook or Google Calendars, so you can also automate this using TextRecruit’s chatbot, Ari.

Take a look at this video and check it out:

The Weekly Dose – is a weekly series here at The Project to educate and inform everyone who stops by on a daily/weekly basis on some great recruiting and sourcing technologies that are on the market.  None of the companies who I highlight are paying me for this promotion.  There are so many really cool things going on in the tech space and I wanted to educate myself and share what I find.  If you want to be on The Weekly Dose – just send me a note – timsackett@comcast.net

Want help with your HR & TA Tech company – send me a message about my HR Tech Advisory Board experience.

Everyone Wants a Talent Brand That Candidates Love, But…

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Everyone wants a talent brand that candidates will love, but almost no Talent Acquisition function is actually willing to love those same candidates back!

You get this, right!?

Do you know why you love certain brands? It’s usually a combination of an experience you had with that brand. You loved their product or service, how they/it made you feel, how you were treated, etc. The brand made you feel like you were apart of it. That it ‘loved’ you, just even a little.

We all want to have these amazing talent brands (employment brands), but part of having that amazing brand is you have to actually truly like the candidates who are reaching out to you. This is the single biggest struggle most organizations have with establishing a real Talent Brand. We want candidates to love us, but we don’t want to love them in return!

In fact, we don’t even really want to be friends with them! Or at least that’s how we act! Most TA shops treat candidates like they’re the enemy. Very similar to how celebrities treat the media. Love us! But, we’re going to act as you annoy us! Um, what!? This is about 90% of TA shops, and they’re completely flabbergasted when the data says candidates think they’re crap!

So, you want a Talent Brand candidates will love? Try doing some of this:

1. Change your internal TA culture to start believing candidates are our friend, not the enemy! Without these wonderful candidates, we don’t have jobs! We need you!

2. Do not allow your recruiters to talk negatively about candidates. This is really hard. It’s the teacher’s lounge mentality. Well, we’re behind locked doors they don’t know what we say. It’s not about what you say, it’s about the mentality of us vs. them you’re allowing in your shop!

3. Treat your candidates like you treat your hiring managers. Unless you also treat your hiring managers like crap, then don’t do that.

4. Invite random candidates in to talk to your team about their experience, especially those who didn’t get hired. This will really open eyes.

5. Don’t allow your team to use the excuse “we don’t have time”. Nothing is more important than communicating with candidates. Nothing. It’s really your only job. Stop doing everything else, except this. Then you’ll have time.

The reality is, it’s much easier to love a brand when you believe they love you back.