Category Archives: Association of Talent Acquisition Professionals

SHRM Announces new Talent Acquisition Credential #SHRMTalent

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Yesterday SHRM Announced the new Talent Acquisition Specialty Credential. The new TA credential from SHRM is designed for HR pros who have a portion of their responsibility in talent acquisition, and have a desire to move into a full time recruiting role, or just want to increase your TA abilities.

You do not have to be SHRM-CP or SCP to take the Talent Acquisition Specialty Credential, all you have to do is pay for and pass the test! Now, SHRM will be offering training courses through SHRM learning for this specialty credential:

  • Talent Acquisition: Getting the Candidate to Yes
  • Talent Acquisition: Onboarding
  • Talent Acquisition: Global Hiring
  • Talent Acquisition: Technology and Social Media
  • Talent Acquisition: Analytics
  • Talent Acquisition: Trends

“SHRM’s Talent Acquisition Specialty Credential addresses the specialized, rapidly changing universe of the talent acquisition professional,” said Nick Schacht, SHRM’s chief global development officer. “Even more importantly, it develops participant skills to ensure that successful talent acquisition efforts lead to a sustainable, high-performing workforce.”

So, what do I think of the new SHRM Talent Acquisition Specialty Credential? 

I love it! You can definitely see SHRM’s trend towards micro-credentialing (they also have a special California specialty credential as well, and others are in the works). We are living in a world where people want to skill-up and re-skill quickly and going through a long degree program, or getting a full-blown certification, might not be what is really needed.

We know that corporate HR folks need and want to better be able to recruit talent to their organizations. SHRM recognizes this and has moved quickly to give talent acquisition professionals training and credentials to show their organizations they’re doing something tangible to move the needle.

Being the President-Elect for the Association of Talent Acquisition Professionals (ATAP), I love any organization and program this is working to help people be better TA pros. Will this solve all of your TA issues? No, but it’s one more step in the right direction of building credibility and quality among the profession of talent acquisition.

I’ve been a vocal advocate of talent acquisition education and development, and eventually I would love to see a world where TA pros and leaders will have the same certification ability as our HR peer group, as TA is definitely a full-blown, separate profession at this point, not just another silo under the HR umbrella.

SHRM’s development of a Specialty Credential is a big step for the TA profession as the world’s largest HR association is keenly aware of the impact of great TA practices in an organization and understands that a great majority of SHRM members have TA responsibility as part of their overall responsibility.

For those HR pros looking to learn more about becoming a TA pro, take a look at SHRM’s new credential, if you want to continue to help move the TA profession forward in a big way, come join us at ATAP!

The Life Span of a Crappy Recruiter!

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I have to give credit where credit is due, and Aerotek is the one that originally discovered how long it takes to figure out you suck as a recruiter! It’s right around 9-14 months. The TA world is littered with people who have worked at Aerotek for 9-14 months! If you’ve spent 13 minutes in Talent Acquisition on either the corporate or agency side, you’ve seen a ton of these resumes.

Just having recruiting experience, especially IT or Technical, can guarantee you a recruiting career for at least ten years or more, even if you are completely awful at recruiting! As a President of a recruiting firm, and someone who has run corporate TA shops for years, I see these candidates come across my desk on a weekly basis:

A crappy Recruiter looks like this:

1. First Recruiting job right out of college, working for a big agency recruiting sweatshop and this position lasts 9-12 months. They left because “they didn’t agree with the management style” of said agency. The truth is they weren’t meeting their goals, but we give them a pass because these sweatshops churn and burn through people.

2. The next gig is usually another agency or small corporate recruitment gig. This one usually lasts under 9 months. It’s more of the same, they couldn’t do it the first time, what makes you think they’ll do it for you!?

3. Now, if they’re smart, they jumped from the second gig before getting fired to a very large corporate gig where they have so many recruiters they truly have no idea what they actually do, this will buy you at least 24 months before you’re discovered as a recruiting fraud. In these big organizations you don’t even recruit, just post and pray, anyway, so you should be able to survive.

4. Big organizations finally figured out you’re worthless, but you now know the game, so you leveraged this big corporate name on your resume into your next gig, this time as a senior recruiter, with another big firm who wants you to sell out your last firm and all their recruiting secret. The big secret is, you have no idea, and the last big org gig you had, well, they had no idea.  Once you run out of fake secrets to share, you’ll be kicked to the curb, so start looking for a recruiting manager gig in about 18 months.

5. You jump at the first recruitment manager gig you’re offered. A mid-sized firm, who loves your big company experience and can’t wait for you to save them from themselves. They have super high expectations on what you’re going to do for them, this is not good for you, remember, you suck at recruiting! You’re gone in 9 months.

6. Welcome back to the agency world! You will now bounce around these companies for a while, selling the fact you have ‘contacts’ at big companies of which agency owners want to get into. You’re now 8-10 years into your Recruiting career, and you’re an awful, crappy recruiter.

If you’re truly lucky as a crappy recruiter you’ll fall into some recruiting gig with a college or university or some other sort of fake, non-profit. Those are like wastelands for crappy recruiters. Absolutely no expectations that you’ll do anything of value, just show up, collect a check and follow a process. It’s never your fault, and hey, they don’t want you to move to fast anyway!

Beware TA leaders. There’s a reason a recruiter has had 4 – 6+ jobs in ten years, and it’s not because they’re good at recruiting! The best recruiters don’t move around because they’re so valuable the organizations they work for won’t let them leave! If you’re crappy, people are hoping you leave and take your crappy recruiting skills to your competition!

Career Confessions from Gen-Z: When You Get “Ghosted” by an Employer!

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Although I am referred to as the “Gen-Z expert”, I would not claim to be an expert on the dating practices of Gen-Z members. However, I am familiar with the concept of “ghosting”. If you aren’t familiar with this practice, here is the definition from Urban Dictionary: “To avoid someone until they get the picture and stop contacting you.” Pretty harsh, huh? Now, this is a classic example of young people just avoiding their problems and being too afraid to face them. But, we aren’t the only ones doing this!

My name is Cameron Sackett, and I have been ghosted by a potential employer.

Yes, I said it. I am only 19 years old and I have been a victim of ghosting.

Here’s how it works people. Let’s say you apply for a job and low and behold, they invite you in for an interview! Next, you go in for the interview and it goes really well and WOW, they offer you the job right on the spot! They say “oh, we’ll be in touch next week!”, and you leave feeling like you’re on Cloud 9. All of sudden, it’s next week and you hear nothing. You wait around and still nothing. Finally, you email them and they email back saying “some internal things are changing in the company, we’ll be in touch as soon as we can”. And you never hear back again.

This is what happened to me a few months ago. And it sucks. So, I’m here to say, don’t ghosts your candidates. Don’t fall into the easy trap of avoiding potential confrontation and just own up to it! Be honest with your candidates. If you can’t hire them anymore for whatever reason, let them know! Don’t just forget about them and leave them hanging, desperately yearning for an internship, so you can gain much needed experience to get other internships that will help you find a worthwhile job after you graduate (or at least in my case).

On the other side of the coin, don’t let yourself get ghosted. You may think that this is all because it was a shady company, but no! This happened to me at a perfectly well-respected company and I’m sure it does at plenty of others. If someone is offering you a position, get it in writing. I don’t care how you do it, but don’t fall into the same hole that I did.

Now, I’m not trying to call out anyone on this post because. Even though it made me upset, everything ended up working out and I’m all set for a summer internship at a different (better) company. I’m writing this for all of the hiring managers and recruiters out there who offered a position they can’t fill anymore. Also, I’m writing this for all of the candidates that were offered a job that they desperately need or want, but somehow disappears. Let’s lead the way and end job ghosting and hopefully, Gen-Z will follow suit and stop being assholes.

Editor’s Note (Yeah, Cam’s Dad) – So, I’m a Gen-Xer but clearly I was on this ‘ghosting’ thing way before my Gen-Z son – when I wrote this post –  The Reson You’re Being ‘Ghosted’ After Your Interview!  All the way back in March 2018! 😉 

This post was written by Cameron Sackett (not Tim) – you can probably tell because it lacks grammatical errors!

HR and TA Pros – have a question you would like to ask directly to a GenZ? Ask us in the comments and I’ll respond in an upcoming blog post right here on the project. Have some feedback for me? Again, please share in the comments and/or connect with me on LinkedIn.

The Weekly Dose of HR Tech: @HRmarketer now has Employer Brand Advocacy!

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On the Weekly Dose this week I review HRmarketer’s new Brand Advocacy product. If you don’t know who HRmarketer is they are someone you should probably take a look at. They were originally developed as a real-time data and HR industry insights product to help drive HR marketing and media relations campaigns, primarily for the HR vendor community to sell better to all of us (and they still do a great job at doing that!).

What HRmarketer found out over the past years was that they had built most of what an Employment Brand function would need to have a fully automated employee brand advocacy tool as well. Since they already built a brand advocacy tool for vendors, building one for employees was pretty similar with a few changes.

So, what the heck is an employee brand advocacy tool!?

Think of Employee Brand Advocacy the way you think about all those consumer brand you follow socially and love. One of my favorite brands is Nike. I follow them on Instagram, FB, Twitter, etc. If they share cool content, I tend to share a lot of that cool content with my followers. As you can imagine, Nike loves this kind of content share, because it’s coming from a fan.

Now, think about how you can use that with employees with your employer brand.

Not all of our employees love us. Some just like us, or they’re on the path to loving us! We all have a few employees that are truly in love with us! They love us, we love them! If you asked these employees to share some content with their networks, they would in a second! Without even asking why. Remember, they love you!

If you truly want to build and grow your employment brand, you need employee brand advocates! Now, you can do this manually and send a million emails asking for help, then send more emails showing them a piece of content to share, then hoping most will share. You can do that. It’s tough, and it’s hard to maintain.

This is where HRmarketer comes into play by automating the entire employee brand advocacy function for you! It’s like Employee Brand Advocacy on steroids!

What I like about HRmarketer’s Employer Brand Advocacy program:

– It’s priced to get people to test it! You don’t pay by the size of your company, you pay by the number of advocates that use the program. So, you can start small with one group and see how it works, then, as you prove the value, you can expand where you need it. (HR vendors should take note, this is a great pricing model).

– Super easy to create as many employee groups as you want. By skill, by location, by demographics, by hiring a manager, etc. Want more female referrals? Just create a group of all of your female employee brand ambassadors and have this group share content and job openings with their network.

– Advocates don’t have to live inside the platform. Once it’s set up and permissions approved, email reminders of new content go directly to your ambassadors who can then pick and choose what content they share and how they share it. You can also set up mobile and desktop notifications as well for new content.

– It measures the analytics so you have real data on the effectiveness of various content you share. Plus, you can also see which advocates are having the most impact, and figure out how can you leverage these employee ambassadors even more, or even set up rewards.

I’m a gigantic fan of this technology!

If you’re running a large TA shop, an employee brand advocacy program is a must. If you want to do it really well, employee brand advocacy automation is a must. HRmarketer made this platform super easy to use, you don’t have to be techy to use it, and they made it cost effective to test and show your organization the value.

So, I tell you to demo a lot. I know, I love tech and I geek out about this stuff, but this is one you really need to demo if you want to start an employee brand ambassador program, or just have interest in what and how other organizations are using these programs to expand their employment brand. Just demo it, you’ll see!

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.

Are you “True” to your game?

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There is a phrase that is often used in a number of contexts, the phrase is:

“Stay true to the game” 

I’ve always almost seen it used when talking about sports, and almost always in basketball. But I’ve seen it used across pop culture for decades.

“The game” is that thing you do. Maybe it’s sales. Maybe it’s accounting. Maybe it’s basketball. My ‘game’ is recruiting. Third-party, corporate, RPO, the vendors that support recruiting, we are all in the same game.

“Stay true” well that’s a little more difficult to define for each of us. What does it mean to ‘stay true’ to recruiting?

If you pull out recruiting and think about what does it mean to ‘be true’ to anything. Think about that one thing you’re most passionate about. How are you ‘true’ to that passion? How do you think about it? How do you ensure it’s number one in your life? What do you give to that passion to demonstrate it’s your truth?

I think this helps to start paint the picture of what being true to recruiting is all about.

My game is recruiting. If I’m true to my game there are things I need to do. Here are some of things I do to stay true to my game:

– Consume anything about recruiting I can get my hands on.

– Network with people in recruiting at all levels that are better than me.

– Take calls and notes from others in the field who want my knowledge and share constantly.

– Constantly think and act in a way that will raise my game.

– Understand that being true to recruiting is a choice. My choice.

If I’m going to be true to my game I need to constantly search for ways to raise my game and raise the game overall as a profession.

I’m a busy guy (aren’t we all!). I run a staffing company (HRU Technical Resources). I write every day and share freely with the community. I wrote a book (The Talent Fix). I volunteered and I’m on the board of the Association of Talent Acquisition Professionals (ATAP) as the President-Elect, and I run the Michigan’s Recruiter’s Conference each year.

At the same time, I constantly push my team to leverage the latest and greatest recruiting technology on the planet, and push them to be life-long learners of sourcing and recruiting. I’m sure that isn’t the easiest environment to work in. But, I’m staying true to the game.

It’s Monday. You have a choice to make today. Do you stay true to your game, or not?

Do you even know what your “game” is? If you do, congratulations, you are already on a great path! A powerful path! Knowing what game is yours is more than half the battle. Once you find it, the work to stay true isn’t work, it almost becomes an obsession of sorts! In a good way!

So, my challenge to you this Monday is simple. In the comments below, tell me what your game is. Then, tell me what you’ll do this week to stay true to your game! Go.

Career Confessions from Gen-Z: What Social Media Should You Use to Recruit Gen-Z?

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Like my Gen-Z counterparts, social media has been a part of my life from a very young age. Unlike many of my fellow Gen-Zer’s, I may have less Twitter followers than one of my parents, but I like to think my knowledge of social media is up with the rest of them.

Social media branding can be a make or break asset for companies. Too much advertising can make you seem old-school or unapproachable, but too little activity will make you seem irrelevant. It is absolutely vital to create a brand through social media in order to appeal to Gen-Z. Here’s the lowdown on each major social media platform and how to use them for the greatest success:

  1. Twitter: Twitter allows for the greatest interaction between you and your potential employees. I recommend to maintain a large and active Twitter presence and do your best to interact with people or current events/trends, rather than posting only ads about your company. (Look at Wendy’s Twitter interactions for an example).
  2. Facebook: While Facebook’s influence is still the largest of all other platforms, Gen-Z is not the most active on this site. We may all have profiles, but we are not as active on this as other sites, like Twitter and Instagram. I would keep a steadily active presence, but focus your Gen-Z branding efforts on the other platforms.
  3. Instagram: This one is tricky. Although it’s my favorite social media site, the little interactivity amongst users makes it difficult to recruit. I would focus your video content here since Instagram and Instagram stories are widely used for short video clips and it is an easy way to find a Gen-Z following.
  4. Snapchat: All I have to say is STAY AWAY. Please do NOT try and recruit people on Snapchat. Not only is it awkward, it is not the place people go to in order to look for a job. The only feature that is usable for recruiting efforts is the stories feature, and I would recommend using this on Instagram instead.
  5. YouTube: Like I said in my last article, go crazy on YouTube. Get that video content going and go share it on Instagram, Facebook, Twitter etc. Utilize YouTube to the best of your ability and it may result in big success.

While I may not know a lot about HR, I know a lot about social media and Gen-Z. Social media can seem very daunting, but all it takes is a little effort and a little personality. Try to be different. It will be evident if you are making an attempt to brand yourself over social media and Gen-Z will realize that. We’re not all social media crazed monsters like our parents want you to believe. I promise.

Let me know what you think about social media branding in the comments! What’s working for you? What isn’t!? 

Things I Learned at Greenhouse OPEN #ghOPEN

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Hey gang!

I’m on the road this week at the Greenhouse OPEN. What’s Greenhouse? It’s one of the top ATSs on the planet – but you already know that if you read my blog!

The Greenhouse OPEN is basically their user conference, where Greenhouse users and those considering using Greenhouse come together as Talent Acquisition Pros and Leaders to experience great recruiting related content from a corporate TA point of view.

I love attending conferences with great TA content, and Greenhouse has done a really great job growing this conference to 1,000 participants. You know it’s good TA content when it doesn’t matter if you use Greenhouse or not, to get a ton out of the sessions.

Also, being that Greenhouse is designed for corporate TA, and not having third-party recruiters in the room, you really get a ton of great sharing and conversation taking place between attendees.

Here’s some cool stuff I learned:

– Some organizations are using very specific, un-produced video, to source candidates! How? Instead of sending a candidate a blind email or text, the recruiter takes their iPhone and records a quick video to the specific person they want and sends them the link to watch. “Hey Tim, I found you and want to talk to you about…Here’s why you would be great…Etc.” The response rate from the organization using this is super high, as you can imagine.

– Organizations are worried about Recruiter Experience! You know what, you do not want your hiring process to suck for candidates. We all get that 100%! But, what about your recruiters? Does it suck to work as a recruiter in your environment? If it does, that might be worse for your organization in attracting talent, then if your CX sucks. We tend not to even give this concept of Recruiter Experience any thought at all, but we should!

– Across all industries, text response rates from candidates are running 70%-ish, in all kinds of roles from hourly to salaried, tech to healthcare. Texting candidates keep coming up as either something organizations can’t live without, or something they are not using, and don’t want to use. I find this really strange, as it seems like it’s a form of communication that everyone is using. Being able to have etiquette and rules of engagement are important.

– Not all employee referrals are created equal. Great employees are more likely to refer great referrals. Bad employees are more likely to refer bad employees. You don’t want bad referrals, so it’s best to have a program that allows you to segment and know who is providing you with your best referrals. Manually, this is difficult, but with technology like Greenhouse and Teamable, you can start to get a real sense of who should be referring more in your environment.

I’m going to keep advocating that you find ways to spend more time with other TA pros and leaders. We learn from each other when we are in safe, and encouraging environments to share. Does that have to be at a conference in New York? Nope. It’s great if you get the chance, but you can also start or find local outlets for groups of peers to get together.

I love that Greenhouse and others are showing the industry the way, and I thank them for bringing so many great and giving TA pros together. Such a powerful way to learn and develop as a professional!

Career Confessions from GenZ: Are You Recruiting Me on YouTube?

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In the past few years, I have developed a new obsession: gymnastics. I have gone full on gymnastics crazy. I watch all of the meets I can and often will go the Michigan Women’s gymnastics meets alone because I don’t want the distraction of having to entertain a friend! Although I don’t exactly know the root of my obsession, I know what has been aiding it: YouTube.

YouTube has become a driving force in the lives of Gen-Z. A new statistic came out recently that over 70% of Gen-Z watches 2 hours of YouTube videos a day. Also, in a survey of teenagers, 97% said they use YouTube which was almost 30% more than Facebook, Instagram, Snapchat.

In my opinion, YouTube is the most diversified of all media platforms. There is something interesting for literally everyone in the world. For example, there’s a whole community of people that post entire gymnastics meets so I can watch them over and over (or so I can watch them on mute during class….).

In order to recruit Gen-Z candidates, I’d argue that YouTube is the way to go.

Not only are you statistically going to reach more of us, but you are going to hold more of our attention due to the nature of the platform. Most of the ads on YouTube are videos and often you can’t close them until at least 5 seconds have passed. I can describe many more YouTube ads than I can of any other platforms.

Another appealing characteristic of YouTube is the ability to appeal to a certain audience. Since YouTube has a wide array of channels and videos, it is easy to target a certain audience by finding the videos they watch. While I don’t really know what audience will try to reach me through gymnastics videos, you can probably find some computer programmers through gaming channels.

I think that YouTube should be the go-to media platform for recruiting.

There is a difference in uses of YouTube amongst generations. While my parents may only be using YouTube to watch the occasional viral video (my current fav is Fergie’s National Anthem), Gen-Z sees it as a place to interact with people of common interests over video content. And we all know how Gen-Z loves our video content. I encourage everyone to go on YouTube and get lost for awhile, and then you’ll see the appeal it has to us Gen-Zer’s.

This post was written by Cameron Sackett (not Tim) – you can probably tell because it lacks grammatical errors!

HR and TA Pros – have a question you would like to ask directly to a GenZ? Ask us in the comments and I’ll respond in an upcoming blog post right here on the project. Have some feedback for me? Again, please share in the comments and/or connect with me on LinkedIn.

The Weekly Dose of HR Tech – @Flash_Recruit – Live Chat for Recruiting

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The week on the Weekly Dose I review the recruiting chat application FlashRecruit. FlashRecruit built a technology for recruiting that everyone is already familiar with and comfortable with. It’s not a chatbot, but a real-time messaging application your recruiting team can use to connect with candidates when they are engaging with your employment brand.

FlashRecruit Live Chat connects qualified candidates to recruiters everywhere they post their jobs: career sites, job boards, social media, and email campaigns. It allows you to use Intelligent Screening to ensure quality and easily screen a candidate in or out of your process. The value of FlashRecruit to your recruiting team is its ease and simplicity of use!

Not only can the chat window pop up for candidates who are on your career site, but you can also link to the FlashRecruit live chat function in sourcing emails, and various other recruitment marketing campaigns. A candidate can easily click to ‘chat live with a recruiter now’ and it will open up the application and start the chat. FlashRecruit has seen engagement with email campaigns go from 9% to 36.9% by adding in the option for candidates to do a live chat!

What I like about FlashRecruit:  

– It fits seamlessly into your current recruiting process. You can add the application, and your recruiters get a notice that a candidate wants to chat. FlashRecruit gives recruiters the option of ‘being away from my desk’ communications (or after hours, lunches, etc.). So, your team can turn on and off the ‘live’ ability of the tech.

– It works and it’s inexpensive! Quite simply, we live in a world where people want to ask a question and get an answer when they have time to ask the question and not wait. It might be the biggest complaint candidates have about recruiting in general, and FlashRecruit solves that main issue.

– It integrates into whatever process you’re using, and you can use it sourcing and recruiting campaigns for higher reply rates – just this makes it exciting!

– On average, FlashRecruit users see that candidates ask 2.5 questions. So, this isn’t something that will overwhelm your team, but actually, allow them, and the candidate, to screen themselves out quickly by just asking a couple clarifying questions.

– Recruiters can use this across platforms, so if you have a super hard to fill position, and the recruiter chooses to have the chat on 24/7 so they can interact with that one candidate who might have interest on a Sunday afternoon – they can choose to do that. Or they can set it to out of office and create custom messaging for those candidates who try to connect after hours.

Currently, FlashRecruit is primarily working with staffing companies, but this application can really be used across any talent acquisition function. They started with staffing because for the most part staffing recruiters are more willing to give this access to candidates, but I’m finding more and more corporate TA shops who are also opening this up to better their candidate experience.

If you haven’t seen this type of technology you should be taking a look and demoing FlashRecruit. We know that younger generations of candidates engage with this type of messaging at a high rate, and I would not be shocked if this becomes a standard option in many ATS platforms down the road. FlashRecruit already has built out this integration with Bullhorn.

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

Your Weekly Dose of HR Tech: @MontageTalent – The Better Candidate Experience

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This week on the Weekly Dose I review the interview and hiring platform Montage. Montage was started as one of those technologies that filled in some of the huge gaps that most ATS systems just didn’t address. It’s easiest to think of them as an interview platform, but over the last few years, they’ve really grown beyond that.

Montage is an enterprise level TA technology that is looking to transform how you initially interact with candidates. They work with your ATS as an integration. Montage does both on-demand types of things: text-based screening, automated recorded-voice screening, on-demand video interviews, and integrated assessments. They also do live screening and interview related activities, from scheduling and event management, to live video interviewing and the ability to do things like live coding screens (134 different languages) and whiteboard exercises.

Montage is not a low-end video-only type of interview platform, this is the real deal, that does just about everything you would ever need when it comes to screening and interviewing candidates.

What I like about Montage: 

– They’ve integrated some A.I. functionality that gives recruiters an ‘assistant’ to help schedule multiple interviews/screens with candidates and hiring managers without the recruiter having to get involved beyond the initial request.

– Built for both high volume hiring with on-demand text screening, and highly specialized recruiting with interview screen sharing and whiteboard exercises available to recruiters and hiring managers.

– The platform is built to give your organization the ability to set up the process how you want it. Want one position to have an on-demand, timed video interview, great, you can do that. Another position to have a text screen, another position to have an untimed assessment, and video, and yet another to have an essay and a coding example. You can basically do anything and everything with the platform. Quite frankly, you have so many options it’s a bit overwhelming when you first look at it!

– Recruiter dashboard allows you to compare candidates and see manager feedback. You can also set up auto-reminders for both managers and candidates that will keep going until completion.

– Mobile optimized to the point that hiring managers are using the mobile functionality to consume video and other content from the platform about 85% of the time, and can respond via mobile as well with their feedback.

Montage really defines what a screening and interview platform should be like for an enterprise-level organization. You need all the bells and whistles, you need a complete ability to configure how you want, and you need the ultimate flexibility that you control. This is not a plug and play just take it off the shelf kind of product. Montage works with your team to really help you design and understand the power of the platform and all the positions you hire.

If you are hiring thousands of employees per year, across multiple disciplines, and multiple countries, Montage could a great tool for your organization to make you more efficient, deliver a better candidate experience, and increase your quality of hire. Well worth a demo. Be prepared to see a lot, because the system can do a lot. The platform definitely has the ability to transform the way you hire.

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