Category Archives: HR Technology

T3 – Breezy.HR

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This week on T3 I take a look at the recruiting software Breezy.  Breezy is part of a new genre of HR and Talent technology. In the past we might have called them technology ‘light’, because they are less expensive and simple to get started with, so they must have less. In today’s world that isn’t really the case.

For all intents and purposes, Breezy is to recruitment, as BambooHR is to HR.  They are a perfect fit to be your first ATS, even though they aren’t what you think of when you think about your old traditional ATS.  Breezy is mobile native, which is just a fancy way to say it was designed to be mostly used by mobile devices, although it works on desktop perfectly as well.

It was designed to be used by smaller teams who are moving fast. Startups, smaller companies wanting to add recruitment technology for the first time, etc.  It’s user interface (UI), the part you and I see and use, feels very similar to using social technology you use every day like Facebook and LinkedIn.  It’s also designed to be used by your entire team, not just recruiting and HR.

Breezy is designed to have almost zero implementation time.  In literally minutes you can be adding jobs and candidates into the system, and scheduling interviews. It’s an ATS for the next generation, who is just getting started.

5 Things I really like about Breezy

1. Breezy has an iPhone app that allows you to text candidates and have a conversation with them, via text, and all of that gets automatically stored in their profile on the system. You can also email directly from the system to candidates and that communication is also stored in the candidate record.

2. Easy drag and drop interface, allows you to put candidates on jobs by just dragging their ‘card’ onto the job.  This same design allows you build out your own hiring process very easily, so you can simply customize the process the way you want it to run.

3. Chrome extension which easily allows you to upload resumes and profiles into the system with one click.

4. The system auto links social profiles of candidates you upload from a resume, if they have them, which almost everyone has something these days.

5. Interview feedback loop with hiring managers, allows you to request and obtain interview feedback easily and seamlessly with hiring managers.

Great technology use to be something only large organizations could have, because it was so expensive. Breezy’s pricing model is extremely affordable, and it’s based on the number of positions you post monthly. Which is nice because it also allows you to flex the plan from month to month, as you hiring needs go up and down.

If you’re in the market for your first ATS, or you’re using a dinosaur you bought long ago and need an upgrade, but you’re still a small to medium sized company definitely check out Breezy.

T3 – Talent Tech Tuesday – 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 space and I wanted to educate myself and share what I find.  If you want to be on T3 – send me a note.

T3 – iRevu

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This week on T3 I review the the mobile micrco-feedback performance management technology, iRevu.  iRevü allows you to send micro-feedback to employees in real time, so they can view their feedback and respond in real time.  It’s a simple easy to use interface, that can interact with your system of record or performance management system to auto populate feedback directly into the system.

From your desktop or any internet connected device, you can see iRevü’s that you’ve received, requests for iRevü’s from your team and others. You can tie iRevü’s to company-wide goals and even an individual’s goals and special, short-term projects. iRevü’s and requests trigger emails to managers, and managers are periodically reminded of overdue iRevü’s. All the iRevü’s are exportable into your annual review form at any time by the person, their manager, or the HR administrator.

Adoption of current customers have been really high, with 80% using it daily to give and receive feedback.  Many of us struggle to get our hiring managers to give feedback annually, let alone daily!

5 Things I Really Like About iRevu: 

1. Mobile native. Built and designed to work like your workforce works. The technology helps create an environment where it’s easy to give and receive feedback easily and quickly.

2. Admins (HR team or other) can push out reminders to hiring managers who haven’t given feedback to certain individuals in a while. Individuals can set their own reminders to help them remember to provide ongoing feedback employees want.

3. Blackout Feature. You’re working on something on a Saturday at 9pm after four beers, and you decide it would be a great time to send feedback! Maybe not so much! iRevu has a feature that allows your organization to put a waiting period in play at certain times, so your employees aren’t getting drunk or pissed off feedback. It also protects your leaders from sending feedback they wished they hadn’t.

4. Visual timeline of feedback. Shows you and your hiring managers when feedback was given and to whom on the team. The visuals work really well with so many of our managers who are visual learners.

5. The cost!  It’s super cheap. I get asked a lot from HR pros working in small and medium shops about wanting a performance management system, but they can’t afford the big ones. You can get iRevu at a really good price, and totally re-engage performance management and feedback within your organization.

Micro-feedback was huge a few years ago, and then it went away as all the big systems kind of implemented their version of it within their large enterprise systems. This left many of the small and medium shops without anything that was easy to use for this purpose. iRevu is a great option. Also, larger companies can use it if their system doesn’t have micro-feedback tool, and they can throw the feedback directly into your system.

Check them out, the demo is quick and easy because the system is quick and easy.

T3 – Talent Tech Tuesday – 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 space and I wanted to educate myself and share what I find.  If you want to be on T3 – send me a note.

What ATS Should You Select For Your Company?

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If you read Monday’s post on Crappy Employment Brands, I told you I would answer the most asked question in HR and Talent Acquisition of all time.  It’s goes with the title to this post, and almost anytime I speak I get at least one person who will ask me this question during the Q&A:

What ATS (Applicant Tracking System) do you use?

The question is basically irrelevant unless the person asking me works in the exact same industry and business that I work in (IT and Technical contract staffing). Which they usually don’t. Usually, it’s a corporate HR or Talent Pro.  My ATS software is designed for something completely different for what they want.

But, more importantly, the question is asked because so many people believe that the ATS is the secret sauce to successful recruiting in corporate talent acquisition.  It’s not.  The secret sauce to great hiring is only expedited by your recruitment technology.  If you suck at hiring, the best ATS on the market will only make you suck at hiring much faster!

The best ATS systems will give you great functionality that includes CRM, recruitment marketing, recruitment automation, talent communities, great sourcing tools, assessment/screening technology and interview technology baked into the product,  onboarding, etc.  The worse ATS systems give you a basic product that will allow you to accept applicants online and process them through some sort of hiring process.

There are literally hundreds, if not thousands, of ATS systems on the market.  Most people will demo three or less. There is an ATS that is right for you, but you have to be willing to look at a lot of them.

So, what ATS should you select for you company? I’ll give you some tips:

1. Select an ATS you can afford. That sounds obvious, but most HR and Talent pros over-buy on their ATS, for the amount of hiring they do. If you only hire a hundred people a year, you don’t need an ATS that costs $100K per year to own/rent.  You can great ATS software for a few thousand dollars per year.

2. Select an ATS that has the functionality your business needs.  Again, obvious, but missed by most new buyers. If you don’t need talent communities, paying for talent communities is a waste. If you organization won’t use video interviewing, why are you buying it baked into your ATS.  If you definitely need a pre-employment assessments baked in, you can find a system that will meet your needs. Don’t settle.

3. Select an ATS that most closely fits your hiring process. This sounds stupid, but the majority of ATS failures have nothing to do with the ATS and everything to do with you not willing to change your process. You take the ATS and force them to do all sorts of changes to fit your broken process, and in turn break their proven best practice process. In the end, you fail and blame the ATS. Save yourself the headache and find an ATS that does the flow exactly how you want it. Some are very configurable and will allow you to change and keep changing your process. Some aren’t configurable at all.

4. Select an ATS that you feel you could start using immediately after the demo. ATS systems should be very easy to use. If you feel overwhelmed by the demo, it’s not the right system for you.

5. Select an ATS you can grow into. If you aren’t going to grow, you don’t need to worry about this, so don’t get talked into it.  Most ATS systems are designed for a certain level of hiring. The best vendors will be honest and tell you, the worst will tell you what you want to hear. Find out who their clients are that are your same size and demand to talk to them. If they don’t give you that access, run.  The good vendors will bend over backwards to get you to talk to their current clients.

If you don’t have an ATS, you should be fired. There are literally four or five major players in ATS technology that will give you a one user system for FREE (and only a few hundred dollars to add other users)! Of course, you get what you pay for, but you need to start somewhere! No company that is hiring should not have an ATS. The prices range from Free to millions of dollars.

What ATS systems do I like?  There are bunch: Workable, Jobvite, Bullhorn, Greenhouse, Taleo, Newton, The Resumator, Silkroad, iCims, SuccessFactors and Gr8People, in no specific order.

Here’s the funny thing. Some of you use one of these from above and hate them! That’s ATS technology. Most people think everyone elses ATS is better than what they’re using. The reality is, most do about the same thing – post jobs, accept resumes, some stuff in between, BAM you’re hired.

T3 – Workshape

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This week on T3, I’m reviewing a new company in the Talent space called Workshape.  Workshape is a new technology that is attempting to change the way we describe human work, and that is no small feat.

Think about all the changes we’ve seen in recruiting and HR over the past 50 years.  What one thing is still constant, and probably shouldn’t be?  The resume! That little piece of paper almost all organizations still rely on to understand what someone’s background is, and what they might be able to bring to your organization.Workshape.ioTalentmatchingfortechstartups20150220111417

Workshape’s technology describes work without using text-based documents. Workshape describes work using times and tasks.  In a major way, Workshape has uncovered a great way for your organization to ensure an organizational fit between a candidate and a hiring manager’s expectations for a position.

Workshape works by both the candidate and hiring manager using a super-simple interface to tell each other what they want from the position. A candidate might want to spend 50% of their time in front-end development and only 10% of their time in testing when in reality the hiring manager is looking for the exact opposite. This is what Workshape does, without the candidate knowing, so they don’t try and ‘cheat’ the system.

The candidate will give you a great, realistic overview of how they would prefer to spend their time in a position. Workshape’s technology then gives you a spider diagram that shows you how the candidate and the position match or don’t match.

5 Things I really like about Workshape

  1. Ultimately, this technology could be a great tool to help companies hire better for fit, not to the organization, but to positions. For some companies, this is a huge issue, that Workshape could solve.
  1. I love the fact that this technology doesn’t allow candidates to tell you what you want to hear. It forces the candidate to tell you what they really want, and ultimately, that might give you great data on whether they would be a great fit or not, for your opening.
  1. The user interface that the hiring manager uses to choose what they want from the position, literally, takes seconds to use, and it’s super easy and engaging for hiring managers.
  1. The results of the match give you a range on closest match, so even if someone isn’t perfect, you can easily see where they didn’t match and make a determination how important that is or isn’t.
  1. You get to find out from candidates what they want to do, and not to do. I can foresee this technology being used for internal mobility as well to match for succession.

Workshape is currently set up as an open market place so anyone can use it and try it.  Currently, their focus on technology in three major metro areas: San Fran, New York and London, from a candidate pool standpoint. But, like I mentioned above, the technology has much more of market, eventually, from a fit standpoint within your own hiring process.

Definitely worth a look, and a try if you’re in that market. If you would prefer to look at how you could implement into your own hiring process for fit to position, reach out to them, I’m sure they would have interest in speaking about that as well.

T3 – Talent Tech Tuesday – 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 space and I wanted to educate myself and share what I find.  If you want to be on T3 – send me a note.

T3 – GR8People

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This week on T3 I take a look at the recruiting platform Gr8People.  Gr8People bills themselves as an all-in-one recruiting software solution, with it’s goal to eliminate the need for ‘third party’ software solutions.  What they are trying to do is be the Oracle or SAP of recruiting software. A suite, where you don’t need to bring in any other pieces into your recruitment process.

The folks who are behind Gr8People are the same folks who developed and launched VirtualEdge back in the day. VirtualEdge was purchased by ADP, and ADP recently decided to sunset that product. When VirtualEdge was launched is the cutting edge.  Gr8People is attempting to be as cutting edge in today’s terms.

The challenge most talent acquisition shops face today with technology is they can’t get everything they need in one piece of software: CRM, Sourcing, ATS, Branding, Search, hiring manager collaboration/approval/process, recruitment marketing, referrals, etc. Most shops will have 4-8 different solutions and pieces of tech to get all this done. Gr8People is trying to give you a one-stop shop for your entire talent acquisition process.

5 things I really like about Gr8People:

1. I say this frequently, but they are led by a group of folks who have been in the recruiting business combined well over a 100 years! That makes a huge difference.  They are familiar with both the SMB market and enterprise.  They just flat out get talent acquisition from the corporate side of the fence!

2. It’s module based so you don’t have to scrap your current ATS to begin using Gr8People, but most will once they start using the pieces. You can start with Sourcing and Branding, and it will integrate with your current ATS. What you’ll find is most will try this, but eventually dump their old ATS. The entire reason is because you want a suite of products that are designed to work together for your shop.

3. Extremely configurable to how you want your process to run.  They’ll set up in a best practice model, but you can easily move things around to how your shop runs very easily.

4. One click apply from Facebook and LinkedIn! This is awesome and powerful, more companies should be doing this.  If you really want passive candidates, don’t make them go through your 23 step apply process!

5. Embedded analytics that run throughout all the modules so you get complete metrics from marketing to source to apply to interview to hire.

There’s so much more: candidate self interview scheduling, built in talent communities, internal communication tools, real recruitment marketing. Like I said, these guys get recruiting automation and technology at a different level than most companies!

I will say, it’s not completely all-in-one. You still have some integration with outside technology that they partner with, although it’s invisible to you as they build and bill the integration on their end, for posting and searching across multiple job boards/sources.  Also, they still have some pieces I would like to see added, like interview automation, selection assessments, onboarding, etc. (some of this is done with the organization’s system of record)

If you’re running a Talent Acquisition shop, you definitely need to demo Gr8People and check them out. At the very least they’ll give you some great insight to current best practices, and help you think about your own shop.  At the best, they’ll give you a great option for a pretty strong recruiting platform!

T3 – Talent Tech Tuesday – 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 space and I wanted to educate myself and share what I find.  If you want to be on T3 – send me a note.

8 Hacks Benefit Managers Can Do to Raise Employee Engagement

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Tomorrow (Tuesday April 21st) at 2pm I’m hosting a free SHRM webinar (Link to register below) on how you can use your normal, boring employee benefits communications to drive better employee engagement. Well, let me take that back, it won’t be your normal, boring communications, it will be newer, better employee communications!

This won’t be your normal SHRM webinar, because it’s me and the company sponsoring the webinar is called Jellyvision (and their benefit communication technology called ALEX)! This will be fun!

The days of the low-strategy, low-impact benefits communication plan are over. Today’s HR professionals can no longer approach benefits communication as a chore that must get done as quickly as possible.

Smart HR pros know that strong benefits communication strategies drive employee engagement levels through the roof. In this lively program, you’ll learn that it’s not company picnics and spiffy logo polo shirts that make people love their jobs but smart, strategic benefits communication.

What do you know? The benefits team just got elevated to strategic employee engagement driver number one!

What can you expect to hear? 

1. What and how can Leaders in your organization do to aid your benefit communications? Simple tips to get them involved without them lifting a finger!

2. Research shows that 3/4 of your employees don’t understand their benefits, BUT 3/4 also don’t want more Benefit Communications! So, what are you supposed to do!?!

3. Research also shows that the higher percentage of employees to actually understand their benefits, the higher the organizations overall employee engagement is.  I’m going to walk you through some easy to do hacks that can help you, and show you some technology that is transforming how great companies are turning employee benefit communication upside-down!

Click Here to Register! 

5 Ways To Make Learning Matter In Your Company

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It’s true. You know the true power of learning and development, known to the laypeople in your company by the pedestrian term “Training.”   A revamp of your approach to learning and development has been on your project list for no less than two years—but day-to-day HR and workforce management duties has kept it in the “someday” bucket.

We feel your pain. That’s why Fistful of Talent is focusing our April Webinar on L&D. Join us on Thursday, April 23rd at 2pm EDT for Bootstrap Your Training Function: 5 Ways To Make Learning Matter In Your Company (sponsored by the L&D experts at Meridian).  We’re going to give you a roadmap to build your training function from scratch, including the following goodies:

—What the modern Learning & Development function looks like across core job skill training, leadership development and more. You don’t have to focus on everything to have an effective L&D function.  We’ll walk you through how leaders in the space prioritize tough choices in this space.

—How smart HR and Talent leaders are building their approach to L&D with a mix of company provided training, outsourced training and self-paced activities tied to competencies of the most critical positions in their company.  It’s 2015.  The classroom matters, but there’s this thing called Google…

—Why you need an LMS/technology solution to bootstrap and make learning matter. There’s only one of you, right?  Then you’re going to need to use technology to make your L&D initiatives look bigger than they really are and deliver the way the end user wants—just in time, on the device your employee is using.  You don’t have to break the bank… we’ll show you what to look for.

—5 ways to effectively market your L&D/training function to look fabulous as a Talent Leader. You could build the best L&D machine in the world and there’s a good chance nobody would notice.  We’ll show you the 5 biggest lessons you can learn from marketing and how to put them into play as you build your training function.

—A roadmap for how to effectively optimize your training strategy to positively influence turnover and retention in your workforce. This just in: Some people aren’t going to leave—ever. That means you’ve got choices to make related to how you spend the limited L&D budget you have.  We’ll show you how to do that.

You know ramping up your Learning & Development function has been on your “to-do” list for too long.  Join us on Thursday, April 23rd at 2pm EDT for Bootstrap Your Training Function: 5 Ways To Make Learning Matter In Your Company, and we’ll jump start your planning process and help you get things done in 2015!

T3 – PapirFly

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This week on T3 I’m taking a look at Papirfly an employment branding software just getting started here in the United States. Papirfly is a web based technology that helps you manage and communicate your employer brand around the world, enabling non-specialists to access and edit consistent marketing and communication in-house and in local languages.

Basically, Papirfly ensures that non-marketing/branding folks don’t screw up your consistent brand message!  You know, like us Talent Acquisition and HR pros who need something real quick and aren’t patient enough to wait for something to be delivered to us from marketing. So, we cut and paste a lot!  Marketing folks just love that! HR people cutting and pasting…

Papirfly has eight internal modules, and you can start with as few as you want, but the modules consist of things like print materials, email templates, banner, print ads, presentations, etc.  These modules allow anyone, who is given access, to come in and pick what they need, make changes and the software ensures only the changes approved can be made, to ensure you don’t have rogue HR folks doing their own ‘special’ branding in the field.

5 Things I really like about Papirfly: 

1. Empowers Talent Acquisition and HR to move fast and in a way where they (and owners of the brand) know everything is approved and consistent with the message the corporation wants to share.

2. Super easy to use! If you can use word, you can use Papirfly. The system builds in what can be changed, and what can’t. It also tracks, by individual, who made what changes and what it was used for. This allows the organization to track back when a certain piece was used and who did it.

3. Completely global. You can auto change languages and images, based on your audience. Allows multinational organizations to easily share a consistent branding message, but ensure that message is appropriate for each market.

4. Allows HR and Talent Acquisition to be creative, but also ensures they color within the lines!

5. Auto set safeguards, limits and approvals so that HR doesn’t have to be the brand police, and you don’t have to wait to be number one on a priority list to get things done.

Papirfly isn’t something you’re going to use if you have a 500 employee shop. This is, obviously, something that is for enterprise level HR and Talent Acquisition shops that probably have 5,000+ employees, and are in multiple locations.

If you have ever worked for a Fortune 500 level company you know how much of pain in the butt this can be! Employment branding is exploding across the globe and this has it’s own set of challenges.   Papirfly is on the forefront of how large organizations can handle one major challenge, how do you ensure the consistency of your employment brand, and still move fast.

Check them out, definitely worth a look if you’re responsible for employment branding in your organization.  It’s so simple to use the demo literally takes like 20 minutes!

T3 – Talent Tech Tuesday – 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 space and I wanted to educate myself and share what I find.  If you want to be on T3 – send me a note.

7 Things Reviewing HR/Talent Technology has Taught Me

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I’m not going to review a specific company today because I’m on Spring Break (like the High School kids, but I can drink, legally!).  I do want to share some overall bullet points of my initial impressions of my T3 series and some of my overall opinions of HR Tech.  Also, HR/Talent Tech vendors, let’s connect, I would love to see what you’ve got cooking!

This might be a bit disjointed, but I’ve got some nuggets that I wanted to get out:

1. Every HR Technology company believes they are now a “Data Analytics” company.  They aren’t. This is marketing.  If one of them changes next year and decides to be a “Cupcake Bakery” and you love it.  All HR Technology companies will become “Cupcake Bakeries”.   This is a function of so many of the HR Technology companies are young, new startups. Marketing is usually an afterthought, and they call some Bro or Chick they knew from school.  Bad marketing just follows the crowd. It’s easy.

2. There are two types of HR Technology companies: 1. Technology companies that saw a problem with something in the HR/Talent space and designed technology to solve it. 2. HR/Talent companies that know of HR/Talent issues and either tried to buy the technology or are fumbling around on their own trying to design technology to fit their solution.  You can tell which is which, very quickly.  I’m not saying one is better than another.  I’ve seen some great Tech, from folks who have no idea what they’re talking about. I’ve also seen some great HR/Talent companies that get it 100%, but they have no idea how to make it work on the technology side.  I think there is a place in our industry for an eHarmony type broker of great tech companies and great HR/Talent companies.

3. Great HR Technology does not need to cost a lot.  Many companies are virtually giving away their solution to gain users, and build their brand.  Never in the history of HR and Talent has technology been more affordable.  If you are paying a lot for something you are not happy with, you need to change.

4. Changing HR/Talent technology is not 1990’s painful anymore.  HR and Talent Pros hate changing technology because they believe it’s a nightmare to change.  This is no longer the case for most of the HR vendors in the tech space.  Big, expensive HR technology does not want you to know this.

5. Before signing a contract to buy a HR/Talent solution, talk with those folks running the company.  What you’ll find is some of these companies are run by folks who are so passionate about what they are solving it’s almost unbelievable.  You’ll also find some folks who are trying to solve a problem, but also are try to ‘just’ sell their company. I’m a capitalist, I’m all for you selling your company and making a bucket of money.  But I like to buy technology from someone who is so passionate, they wouldn’t want to sell their business because it’s a part of them.  Either way, you’ll learn a lot by having these conversations. Both parties are super smart, usually.

6. Buying HR/Talent technology is still mostly a relationship based sale.  In the end, Mr. and Mrs. HR and Talent Acquisition need to feel like you truly care about helping them with their problems, and you get their daily struggle.  Some companies completely bomb at this.

7. Many HR/Talent technology companies bomb demos because they don’t truly understand how a ‘normal’ HR or Talent pro will use their product on a daily basis.  Thus, the demo, should demonstrate this experience.  Many times I, someone who loves HR and Talent technology, will leave a demo feeling overwhelmed by what I just saw.  If I’m feeling that way, imagine how Mike and Mary in Fargo are feeling.

The T3 series is teaching so much, I love it.  I hope you are liking it as well, and getting to know some of the great HR and Talent technology that is available to you in the marketplace. I encourage everyone to do demos.  I rarely ever feel pressured to buy anything, especially if you let them know up front you are really just looking for the future.  So many of the vendors do great demos and really teach you things during the process.  In a way, doing demos is great personal development for your career.

T3 – Talent Tech Tuesday – 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 space and I wanted to educate myself and share what I find.  If you want to be on T3 – send me a note.

T3 – GlideHR

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This week on T3 I take a look at a niche piece of HR and Talent Acquisition software from GlideHR.  GlideHR helps you do the one thing that 99% of us suck at really bad, make better Job Descriptions!  You and I both know this is such a huge weakness in our HR and TA shops.  Glide’s program makes this process really easy, and really fast.

What usually happens is a hiring manager comes to you and says they need to add someone to their team, or they are losing someone.  If you haven’t hired for that position in a while, let’s say even a year, you pull out the last job description.  Chances are ‘that’ job description you pull out was probably written ten years prior or just stolen from some other company that had a similar posting. Welcome to real HR kids.

You want your hiring manager to ‘revamp’ the JD.  They start to work on it, don’t have the time or the patience, and tell you, “what you send me is great”.  A week or so later you start filling their inbox with candidates and they say, “these all suck, none of them fit the job I have”, to which you say, “they all fit the JD!”

Sound familiar?  Don’t get depressed, almost everyone does it the same way, or they use some dated program that spits out the most boring, worthless JD known to mankind. Take your pick.

GlideHR is an online system that let’s your hiring managers give the information that is needed in about 20 minutes of answering a series of questions, which is then sent to the Glide team who puts together awesome JDs based on your brand, the department, etc. All in about 48 hours. I can’t tell you how many weeks I’ve waited, sometimes, to get a JD back from a manager so we could start sourcing!

5 Things I really like about GlideHR

1. They solve a real problem that the majority of working HR and TA pros actually have. Bad Job Descriptions and almost no creative ability to make the sound like jobs people would actually want.

2. A mechanism and process that helps hiring managers provide the information that is needed, quickly, and doesn’t force them to write the entire thing.

3. Cultural focused job descriptions. You generic JDs aren’t getting anyone to apply. Also, your generic employment brand is getting anyone excited, either. But, what about the culture for that department?  That leader? Glide helps align the JD to that level of your culture specifically.

4. Glide virtually eliminates your need for ‘launch meetings’ with hiring managers every time they have an opening. So, your efficiency as a department increases and you move faster.

5. In the grand scheme of things, it’s really inexpensive!  Also, this is a tool that can be used by any sized shop. Small, Medium and Enterprise all get the same value. That’s rare in a technology.

GlideHR won’t change your HR or TA life, but it will definitely make it easier. Also, the perception from the organization and hiring managers will be that HR is finally doing something, because this is something everyone sees and reads.  Don’t underestimate this.  Small changes can make a huge difference in how the organization views your function and better, faster, more creative JDs can do this.

T3 – Talent Tech Tuesday – 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 space and I wanted to educate myself and share what I find.  If you want to be on T3 – send me a note.