The Truth About Reference Checks

Posted on March 14, 2024 by Tim Sackett

When I started in Talent Acquisition and HR, I was sold on the idea that checking references was the key to snagging top-notch hires. The whole “past performance predicts future performance” spiel is practically carved in stone tablets right?

But around 100 reference checks into my HR career, I stopped believing it. Either I was a hiring genius (mostly true), or the reference check thing was a massive hoax.

Reference checks are the perfect scam. And not just any scam, but a scam that everyone is in on. Everyone knows the set up: The candidate wants the job, so they want to make sure they provide good references. The candidate provides three references that will tell HR the candidate walks on water. HR accepts them and actually goes through the process of calling these three perfect references.

Let’s face it: When was the last time a company passed on a hire based on a reference check? Most draw a blank; we hire based on references every single time. Is that a solid system? If you’re struggling for an answer or it’s always ‘never,’ maybe it’s time to rethink the whole reference check circus.

Get Your Own References: Ditch the usual references candidates throw at you. In interviews, get the names of their old bosses. Give them a call – you might get some real talk even if official references are a no-go.
Go Automated: Use fancy tech for reference checks that doesn’t make references feel forced into singing praises. It spills the beans on a candidate’s work style without giving away the game.
Fact-Check with Tech: Google, Facebook, LinkedIn – they’re not just for stalking. Use them to fact-check a candidate’s story. With over half of people stretching the truth on their resumes, tech is your truth serum.

Smart HR folks should question a system that gives the green light to almost everyone. Catching less than 0.1% of fakers isn’t a sign of quality; it’s just lazy.

Break the mold, try new things, and maybe your company will see you as the one who can pull off walking on water.

What are your tips for checking references?

Using Video to Attract More Talent! @Prezi

Posted on June 23, 2021 by Tim Sackett

We do not use enough video when trying to attract talent! So, I made a video about how you can increase your use of video and attract more talent! Check it out!

HR and TA Peeps! I got a chance to test out Prezi’s new video presentation technology and you can see the results below. It’s pretty cool, and definitely a great way to do remote and virtual content for others!

You can go test Prezi Video for free! I really like the outcome as compared to a static slide deck and a window of me next to it!

Influencers or Analysts? Who has the most impact on your brand?

Posted on September 22, 2020 by Tim Sackett

The worlds of Influencers and Analysts have never collied more than they are right now in the HR industry. Most of this has to do with the popularity of Influencer Marketing that has taken off in the past decade, and like most things in HR, we are now just catching up with the marketing trend.

Traditionally, in the HR space, companies selling products, technology, and services only really cared about two things: 1. What do our clients think of us, and 2? What do the “Analysts” think of us?

What’s an Analyst?

Every industry has them. These are basically individuals who work for organizations like Deloitte, Gartner, Forrester Research, IDC, and hundreds of boutique firms specializing in specific parts of the HR ecosystem. The individuals spend a great deal of time understanding the landscape of a specific function in HR, the technology, the processes, what works, and what doesn’t, etc. Then your organization pays its organization a great deal of money for this expert knowledge.

The hope is, using this expert Analyst knowledge will ultimately help you save time, money, and missteps because you’ve hired a firm of experts to help you make the right decisions. Many of these experts have never actually worked a day in HR, but hold MBAs and such. Some of these people are some of the smartest people I’ve ever met, and if you listened to them, they could truly help you. Some are idiots working for a big firm.

Examples of Analyst I admire: William Tincup, Madeline Laurano, Trish McFarlane, George LaRocque, Ben Eubanks, Kyle Lagunas, John Sumser, Holger Mueller, Jason Cerrato, Josh Bersin, Sarah Brennan, etc.

This will then beg the question of well, then, what’s an Influencer?

Influencer marketing has been around for a hundred years, but Kim Kardashian is the queen of modern-day influencers. I’m famous! You see me talking about or using this product. You buy this product. That’s really the backbone of influencer marketing. I mean Kimmy D would never steer you wrong, would she?

An Influencer is anyone in an industry that a measurable amount of people are listening to, which will influence their buying behavior. I write a blog post on some products that I’m using in my own shop. It’s super awesome! You go out, look at it, and decide to buy it and use it with your team. You’ve been influenced.

Most of the influencers in the HR industry are current or former practitioners, they’ve lived your life. Some are super smart and have the resume to back it up. Some are complete idiots. Any idiot can have a blog (I’m a great example!). Most influencers, like an analyst, have a specialty, something they’re better at than other stuff. Some influence full time, but most hold down ‘real’ jobs to pay the bills. So, they probably don’t have the time to deep dive into the industry, as you’ll see with analysts.

Examples of Influencers I admire: Kris Dunn, Dawn Burke, Carmen Hudson, Robin Schooling, Jason Lauritsen, Laurie Ruettimann, Jennifer McClure, Sharlyn Lauby, Steve Browne, Sabrina Baker, Joey Price, Mary Faulkner, Jessica Miller Merrell, Janine Truitt-Dennis, etc. (there’s really too many to name!)

Many of these people are HR Famous! They have worked hard to create an audience who for the most part listens to what they have to say.

You also have people that fall into this strange middle ground of Influencer-Analysts types that have no name. Maybe they started out as an influencer, then became an Analyst, or maybe they were an Analyst who became popular and started influencing. Examples in this camp are folks like: Josh Bersin, Jason Averbook, Sarah Brennen, Trish McFarlane, Ben Eubanks, etc.

(BTW – All of these people you should connect to! )

So, who has the most impact on your Brand? Influencers or Analysts?

This is not an easy question to answer because like almost anything it depends on a lot! We all know of a certain product we love and regardless of the influence or what some expert is telling us, we will just buy it because we love it!

We also have an untold number of products and services we buy because someone we trust told us about it, and because we trust them, we go buy it.

If you’re a large enterprise-level product or service, basically selling to companies that have more than 5,000 employees, you better make nice with the Analyst community! They tend to have the ear of more enterprise buyers then you’ll typically see from influencers. I doubt very highly the CHRO of Google is reading this blog! (but I know the CPO of GM is!)

What I see is companies selling to enterprises usually work with both Analysts and Influencers. They want to ensure their message is heard across the buying community, so they don’t miss out on a potential buyer, and they have the money to do both.

Companies selling to under 5,000 employees and it starts to get a little harder to determine the impact of Analysts. I mean how many HR and Talent shops in Small to Medium-sized businesses have the money to pay for Analysts Research? Not many! If you run an HR shop of a 1500 person company, you do not have $50,000 to hear what the best ATS is! The ATS you buy won’t even cost $50K!

Behind the scenes, most analysts understand their biggest impact on the enterprise buyer, and because that’s where the money is, that’s exactly where they want to be! If you have buyers across small, medium, large, and enterprise markets, it then becomes a more difficult decision on how you use Influencer marketing.

The real answer to the question above is you engage with the analyst and influencers that have the most positive impact on selling your product. Unfortunately, most organizations have little or no idea if either side is having an impact on selling their stuff.

Who has the juice?

I call someone who has ‘real’ influence as having the “juice”. If you have the ‘juice’ you have the ability to influence real buying decisions on a regular basis. Laurie Ruettimann tells you to go out and buy this new great HR product, and that organization will see a measurable sales increase directly tied to the links in her posts. She’s got juice!

I wrote about an HR Tech company a few months ago after a demo and a month later they sent me a bottle of gin because they landed a six-figure deal directly from my mentioning them in a post. That’s gin and juice! 😉

Most people who call themselves influencers in the HR space have little or no juice. Usually, because they just don’t have a large enough, sustained audience who is listening. They might be 100% correct in their recommendations and insight, but not enough people are listening to move the buying needle.

I love what the folks are doing over at Advos because they are actually showing organizations who have the juice and who doesn’t. I can tell you I have the juice and say I’m the #1 Influencer in the HR marketplace, but the reality is, anyone can say that! HRMarketer is actually giving data behind those words to let people know where the real juice is.

The truth around all of the analyst vs. influencer chatter is that you’ll find people in both groups who can help you and people in both groups who are complete idiots and have no value. The best thing to do is build a relationship with both, find out who moves your needle and aligns with the messaging you’re trying to get out, and then measure. Eventually, you’ll find the right mix that will work for your organization.

The Weekly Dose: @VaultPlatform – Workplace Misconduct Reporting Tech

Posted on June 30, 2020 by Tim Sackett

Today on the Weekly Dose I take a look at a timely technology in a world of #MeToo #BLM #Covid-19! Vault Platform helps organizations resolve workplace misconduct including that related to Me Too, Black Lives Matter, COVID-19, and all other workplace issues with a safe speak-up app for reporting incidents.

Let’s be clear to start, this isn’t your parent’s workplace 1-800 hotline, where you called some third-party company that would listen to your story, filter it, and then pass it along to HR, who then call you in. Vault is a technology, mobile-first, platform that allows employees to report any type of workplace harassment, fraud, corruption, racism, etc., and document their experience. Then, when they feel the time is right, they can actually send this forward to be responded to.

Each time an employee reports it is dated and time-stamped and the employee has access to their actual record the entire time. Once an employee decides to move forward it gets sent to the appropriate parties within the organization to resolve the issue.

What I like about Vault:

– “Go Together” – when talking about things like sexual harassment and racism, many times an employee does not feel comfortable reporting on their own, but they also don’t trust others when they say they’ll also report. Vault’s “Go Together” allows an employee to report, but only move it forward once another employee reports the same or similar behavior, so they are not making these accusations on their own. It’s really a brilliant idea!

– Vault dashboard works as a case management dashboard so HR, legal, D&I, etc. can check and track that reports are being resolved and how they are being resolved. It allows executives to instant insight access to the real problems that are going on in their organization, unfiltered, right from their employees.

– It allows employees to communicate in a way that is most comfortable to them, mobile messaging, not a phone call talking to a stranger.

– Employees can record for as long as they want without reporting and always have access to their own words, an organization can not delete or edit the employee’s own records. Many times something happens to an employee but they aren’t sure if it’s actually harassment, but as they see a pattern of behavior begin to happen, it becomes clear. Keeping these records makes it easy for the employee to give proof of how long and how much this is happening.

Right now every single organization on the planet is concerned with the experiences their employees are having. Me Too, BLM, COVID, etc. have shown us that our employees are having very drastic differences in their experiences, and we need to give our employees access and the ability to share these with us quickly and easily if we want to truly make changes and improve their experiences.

I first saw Vault at the HR Technology Conference right after Me Too and I liked it. With the additional social and health issues today, it’s even a more relevant technology. Vault Platform happens to be the perfect workplace technology at the perfect time. I highly recommend you take a look and a demo.

Your Weekly Dose of HR Tech: @TryVantagePoint – Virtual Reality Harassment Training!

Posted on December 10, 2019 by Tim Sackett

Today on the Weekly Dose I take a look at the HR technology startup VantagePoint. VantagePoint is a virtual reality(VR) learning technology company that has produced both sexual harassment and diversity and inclusion training, as well as a training metrics dashboard to go along with their VR training.

I’m not sure we are even close to what VR can become in the HR world. Clearly, there is a great use case for it in training and we see organizations are beginning to start testing it, but to this point, it’s still rather uncommon in most organizations. In fact, it’s uncommon in almost every part of our lives. Only 2% of people in the world have ever even tried it! But, it’s growing like crazy, basically doubling in usage every year.

All that said, it’s actually super cool and fun! Now, if you ever had put on a VR headset and did a fly through the grand canyon, or taken a trip on a roller coaster, you could probably see how that might get old, are nauseating, very quickly! If you have watched a live NBA game from the first row at half-court, through VR goggles, you start to understand how totally awesome it can be!

VantagePoint’s CEO, Morgan Mercer, was early in on the VR tech and it’s potential use to train our employees in how to be better with sexual harassment and has also added in content for D&I as well. VR is only part of what VantagePoint is about. Doing great VR means you have to have great content for your employees to get emersed in. Ultimately, VR is the training delivery tool, but what VantagePoint understands is you better deliver great engaging content is you want great training.

What do I live about VantagePoint?

– When you go through harassment training with VR goggles and headphones on, you feel like you are witnessing harassment happening, live, right in front of you. You’re uncomfortable. You want to do something. The fact is, doing training in virtual reality forces the user to be totally focused unlike any other kind of training I’ve ever done.

– VantagePoint has figured out, as LOD and HR pros we don’t really want to mess around with hardware (VR goggles, etc.). So, part of their strategy is to just bring everything to you, have a person on-site, and take away any pain or frustration that might go along with that side of training. You just have them show up, and they take your employees through the training. (You can also do it on your own if you like)

– The harassment training isn’t just watching this stuff happen on VR. The user also gets calls on a pop-up looking iPhone with a call from HR telling the user what they did right or wrong, etc. If you get something wrong, you get thrown back into the experience to do more work.

– I love that you can measure not only the compliance side of the training, but you can also see who is actually getting it, and who isn’t with the metrics dashboard they’ve developed.

We all know we can and have to do better when it comes to sexual harassment training in our workplaces. Traditional, classroom-style training just doesn’t seem to cut it, because it doesn’t grab the attention of the audience. No matter how well done. VantagePoint has figured out a better delivery tool, and one that will be commonplace in the very near future when it comes to all kinds of training.

The price point is actually less expensive then I thought it would be, and I would think most organizations of every size will be able to afford the VantagePoint VR training. I do think Morgan, and her team, are just scratching the surface of what’s possible when it comes to this kind of training in our workplaces. But, great VR content is also labor-intensive to pull off well.

I would definitely recommend a demo, especially if you’re looking for a great alternative to traditional harassment and D&I training. This is training that your employees will definitely remember and pay attention to!

Job Descriptions vs. Job Postings with @LRuettimann and I (Video) @HRTMSInc #SHRM19

Posted on June 23, 2019 by Tim Sackett

Laurie Ruettimann and I discuss the differences between a job description and a job posting and review a great piece of technology called, JDXpert, we did a demo on. Check it out!

HRTMS Inc. is a human resources software company that specializes in Job Information and Description Management. Its groundbreaking solution JDXpert allows you to bring structure and efficiencies to the way job information is constructed, managed and stored. HRTMS works with a wide range of organizations including manufacturing, healthcare, education, retail, finance, pharmaceuticals, energy, technology, hospitality, professional services, and media services. Since its release in 2010, JDXpert continues to be the most comprehensive and powerful job description management tool on the market.

HRTMS is allowing Laurie and I to give away a free Ebook – “10 Ways To Improve Your Job Descriptions”! (Just click on the link to download!)

Your Weekly Dose of HR Tech: @EmployUsApp – Referral Automation

Posted on January 29, 2019 by Tim Sackett

Today on The Weekly Dose I take a look at the candidate referral automation platform EmployUs. I actually first told you about EmployUs about four years ago when they just launched, but since then they’ve improved their tech and added a bunch of stuff, so I wanted to give you a second look!

You guys already know I’m in love with candidate referral automation. In my experience of looking at every kind of HR and TA Technology I believe it has the single highest ROI of any tech on the market, and let still relatively few organizations actually use it as part of their TA Tech stack.

EmployUS took candidate referral technology one more step and actually allows you to use it both internally and externally with your organization. Clearly we love using this tech with our employees to get more of their referrals, but what if we could also use it outside our organization to gain more referrals as well? EmployUs allows you to do that, if you choose.

What I like about EmployUs:

They jumped into the chatbot/AI world to help those referring candidates make it much easier and faster, and through the use of SMS they’ve actually made is super simple for hourly workers to now refer candidates in seconds! Always a draw back to traditional referral software.
The automation aspect truly helps make the referral process simple for your internal employees who might not be thinking of this all day, every day, but once they do decide, you need it to self-sufficient and fast.
Tailored email and texting campaigns so you can target parts of your organization for specific referrals.
A dashboard that tracks and automates payouts based on the rules you build, that also gives you the gamification aspect of internal scoreboards to keep your referral program top of mind all the time.

Here’s what we know. Most of our top hires come from referrals. Our most inexpensive hires come from referrals. Almost all of us would say we need more referrals in our hiring process.

Then we watch our old, tired, analog referral program deliver the exact same results year in and year out, and we do nothing to change it. Go demo EmployUs and take a look at what your candidate referral program should look like.

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.

Influencers or Analysts – Who has the most impact to your brand?

Posted on September 19, 2018 by Tim Sackett

Traditionally, in the HR space, companies selling products, technology, and services only really cared about two things: 1. What do our clients think of us, and 2. What do the “Analysts” think of us?

What’s an Analyst?

Every industry has them. These are basically individuals who work for organizations like Deloitte, Gartner, Forrester Research, IDC, and hundreds of boutique firms specializing in specific parts of the HR ecosystem. The individuals spend a great deal of time understanding the landscape of a specific function in HR, the technology, the processes, what works and what doesn’t, etc. Then your organization pays their organization a great deal of money for this expert knowledge.

Examples of Analyst I admire: William Tincup, Madeline Laurano, Trish McFarlane, George LaRocque, Ben Eubanks, Kyle Lagunas, John Sumser, Holger Mueller, Jason Cerrato, Josh Bersin, etc.

This will then beg the question of well, then, what’s an Influencer?

Influencer marketing has been around for a hundred years, but Kim Kardashian is the queen of modern day influencers. I’m famous! You see me talking about or using this product. You buy this product. That’s really the backbone of influencer marketing. I mean Kimmy D would never steer you wrong, would she?

An Influencer is anyone in an industry that a measurable amount of people are listening to, that will the influence their buying behavior. I write a blog post on some product that I’m using in my own shop. It’s super awesome! You go out, look at it, and decide to buy it and use it with your team. You’ve been influenced.

Examples of Influencers I admire: Kris Dunn, Dawn Burke, Carmen Hudson, Robin Schooling, Jason Lauritsen, Laurie Ruettimann, Jennifer McClure, Sharlyn Lauby, Steve Browne, Sabrina Baker, Joey Price, Mary Flaukner, Jessica Merrell, Janine Truitt, etc. (there’s really too many to name!)

Many of these people are HR Famous! They have worked hard to create an audience who for the most part listens to what they have to say.

(BTW – All of these people you should connect to! )

So, who has the most impact on your Brand? Influencers or Analysts?

We also have an untold number of products and services we buy because someone we trust told us about it, and because we trust them, we go buy it.

If you’re a large enterprise level product or service, basically selling to companies that have more than 5,000 employees, you better make nice with the Analyst community! They tend to have the ear of more enterprise buyers then you’ll typically see from influencers. I doubt very highly the CHRO of Google is reading this blog! (but I know the CPO of GM is!)

What I see is companies selling to enterprise usually work with both Analyst and Influencers. They want to ensure their message is heard across the buying community, so they don’t miss out on a potential buyer, and they have the money to do both.

Companies selling to under 5,000 employees and it starts to get a little harder to determine the impact of Analysts. I mean how many HR and Talent shops in Small to Medium sized businesses have the money to pay for Analysts Research? Not many! If you run an HR shop of a 1500 person company, you do not have $50,000 to hear what the best ATS is! The ATS you buy won’t even cost $50K!

Behind the scenes, most analysts understand their biggest impact in on the enterprise buyer, and because that’s where the money is, that’s exactly where they want to be! If you have buyers across small, medium, large, and enterprise markets, it then becomes a more difficult decision on how you use Influencer marketing.

The real answer to the question above is you engage with the analyst and influencers that have the most positive impact to selling your product. Unfortunately, most organizations have little or no idea if either side is having an impact to selling their stuff.

Who has the juice?

I love what the folks are doing over at HRMarketer because they are actually showing organizations who have the juice and who doesn’t. I can tell you I have the juice and say I’m the #1 Influencer in the HR marketplace, but the reality is, anyone can say that! HRMarketer is actually giving data behind those words to let people know where the real juice is.

The truth around all of the analyst vs. influencer chatter is that you’ll find people in both groups who can help you, and people in both groups who are complete idiots and have no value. The best thing to do is build a relationship with both, find out who moves your needle and aligns with the messaging you’re trying to get out, and then measure. Eventually, you’ll find the right mix that will work for your organization.

The Weekly Dose of HR Tech: @Candidate_ID – The Talent Pipelining Platform

Posted on April 24, 2018 by Tim Sackett

This week on the Weekly Dose I review the talent pipelining platform Candidate.ID. Candidate.ID’s Talent Pipeline Platform provides one central, unified SaaS solution that manages and optimizes every tactic used to find, attract, engage and nurture candidates.

So, what does it really do?

Candidate.ID calls itself a talent pipeline platform which makes it this awesome cross between CRM, ATS, email marketing, and screening tech. Candidate.ID’s unique scoring algorithm identifies with laser focus, exactly which candidates within your talent pipeline are ready for a hiring conversation.

How does this work?

Think of it like this, you have candidates at all levels within your pipeline, some are just at the awareness level, some are learning more about you, others are considering applying, and others have already applied. Candidate.ID’s system figures out at which level a candidate is at and then automatically nurtures them based on the level they are.

Personalization is critical to candidate experience and candidate close. The only way you can do this is by measuring the level of interaction, and Candidate.ID’s algorithm has proven effective in getting each level to the finish line.

What I like about Candidate.ID:

– The platform measures ROI of pipeline effectiveness and shows you which candidates to prioritize for your team, so they know who to go after in the moment based on which candidates are ready to make the final step.

– Candidate.ID uses multiple levels of tracking that include cookie tracking, IP recognition, and fingerprint tracking across devices. This allows you to track candidates through content, social media click tracking, text message click tracking, career and corporate websites, etc.

– A dashboard of real-time candidate traffic that shows you the entire journey of a candidate’s interaction with you. You see everything a candidate does in engaging with your employment brand.

– Not only do you see this with new candidates coming in, but one of Candidate.ID’s most powerful functions is being able to nurture your entire ATS database, and show your team which candidates are ready and when the right fit is close.

Candidate.ID is an enterprise-level tool. It works best when you’re hiring roughly 15+ of the same kind of position per year at a minimum. A great example is a client that had 3,000 design engineers in their database. They put them into Candidate.ID and started nurturing them and within 8 weeks they were able to make 18 hires and 25 others in final conversations, 500 that were being warmed up for the future.

Candidate.ID is a sophisticated recruiting tool that can be used by corporate TA, staffing and RPO alike, given you have the volume to make it worth the investment. It’s powerful, and it will put your team at a competitive advantage for talent. Definitely a tool you should demo if you’re in the enterprise space and hiring mid to senior level talent (probably $40k – $150k+). This would not be something for high volume hourly hiring.

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

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

Posted on March 27, 2018 by Tim Sackett

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 Tim Sackett Project

TA & HR Expert, Dad, Backup Point Guard on my over 40 men's team

Category Archives: Product Review