Category Archives: T3

T3 – @Benevate

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This week on Talent Tech Tuesday (T3) I review a new and unique benefits solution called Benevate. Benevate is a solution that will help you attract and retain talent and improve employees’ financial wellness. “DRINK” – that’s the new HR drinking game for 2016! If anyone says “Financial Wellness” you have to drink. You might recall that “Candidate Experience” was the HR drinking game code word for 2015.

But, seriously, I really, really like what Benevate is doing!

Benevate is built on a really simple premise, which is how all the great products start. Your younger workforce faces two major hurdles, for the most part:

  1. Student Loans
  2. No Cash to buy a house.

Benevate gives you a simple to use Saas software platform that allows you to manage these two issues with a Student Loan forgiveness program and an Employer Assisted Living loan program.

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Why is this important? Either one of these programs will give you great ammunition to attract and retain a younger workforce.  I can tell you the first time I used ‘student loan forgiveness’ was about 12 years ago when we did this recruiting Pharmacists right out of school, and it worked like a charm! I also used this in healthcare to attract CRNAs when you could find them anywhere, we were fully staffed! I’ve seen companies recently do this with hard to find IT and Engineering talent.

The problem with doing this yourself is that it’s a major pain in your ass, for HR and for the organization in general. HR isn’t built to be a bank/loaning institution. The last thing in the world I want to do in HR is manage a bunch of loans and worry about some kid defaulting, then what do I do. That is why Benevate is so awesome! They take care of all of this, but at the same time allow you the flexibility and freedom to design the program you want for your organization.

So, right about now you’re asking yourself, well all this sounds great Tim, but how do we pay for it!

That’s where it’s important to understand what the true cost of your employees are cost you.  51% of young employees go to the doctor once or less per year! These young workers cost you a ton less to ensure.  They don’t even use their health benefits, for the most part! As an employer, you need to offer them benefit equability. Benefits they’ll actually want and use.

You pay for it by giving benefits to your younger workers that they actually want, which in turn comes with a loan guarantee from them that they’ll stick around. The cost of replacing great talent is crazy high, a heck of lot less, than what you’ll spend on a loan forgiveness program.

Love the program and concept. More companies should use this idea, but they don’t because it was always a pain in the butt. Now it’s not!  Take a look at Benevate, they make loan forgiveness super 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 tech space and I wanted to educate myself and share what I find.  If you want to be on T3 – send me a note.

T3 – HR Tech Conferences for Spring 2016

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The T3 series delivers you all things HR and Talent technology. This post won’t be highlighting an individual piece of HR tech, but instead introduce you to two brand new HR Technology conferences in the U.S. that will both be taking place this Spring, 2016 – PeopleTech and HR Tech Fest.

Of course, the granddaddy of all HR Tech Conferences is The HR Technology Conference that takes place in the fall, this year in Chicago, but traditionally in Las Vegas.  It’s one of my favorite conferences of the year, but I love that we are able to give HR and Talent Pros and Leaders a couple of other options that might be more cost effective and closer to home!

PeopleTech Conference – Dallas, TX April 13-14th

PeopleTech is a conference designed for HR and Talent Acquisition Leaders who are exploring and interested in all things related to the technology within the HR industry. The sessions are a combination of industry experts, HR Pros, and vendor driven content. Here’s a flavor of some of the sessions:

  • Current Trends in Human Capital Metrics/Analytics – Taking it to the Next Level
  • Getting to the Finish Line in New Software Implementation: An Exercise in Effective Change Management
  • Designing for the Workforce of Tomorrow
  • Building a Magnetic Culture: How to Attract & Retain Top Talent
  • And of course, my session! HR Pros Buyers Guide to HR Tech!

For those who are really looking to invest in new HR technology and upgrading your tech in the next year or so, you will get some great insight from others who are currently going through implementations and beyond. Many of the sessions are lead by HR leaders who have recently gone through this process.

These sessions are definitely more specific and directed to HR and Talent Acquisition specifically, unlike many HR conferences where they’re the sessions are heavily centered on soft-skills and management.  It’s great that PeopleTech decided to hold their conference in Dallas since HR Leaders have so few options for really good content down south!

HR Tech Fest – Washington D.C. April 20-22nd

HR Tech Fest is an organization that I first came into contact with when I spoke at their conference in Sydney, Australia late last year.  HR Tech Fest is unique in that they don’t “sell” any of their sessions to vendors.  It’s a fairly common practice in today’s conference scene where a vendor will pay to ‘sponsor’ a session, and get to put their own client into that slot. What it turns out to be normally is an hour commercial for their project, unwittingly being sold by their client who is paying for their software. Brilliant strategy really (to make money), but many times it makes for poor content.

So, all the sessions at HR Tech Fest are either delivered by actual HR and Talent Leaders, who were chosen regardless of the tech they use, and by industry thought leaders. What I found at HR Tech Fest in Sydney was that this dynamic really opened up the audience and the interaction between audience and presenters was very high, in and outside of the sessions.

Here’s a flavor of some of the sessions at HR Tech Fest:

  • HR of the Future: Where is Technology taking us?
  • Navigating Organizational Evolution with Talent Analytics (delivered by SVP of Hulu)
  • Digital Gondola: Career Development Ride (delivered by HR executive at Google)
  • Open Source Comes to HR (delivered by the VP of Talent at Hootsuite)
  • I’ll be hosting a session track and be a part of an HR Tech expert panel

While this is a new HR Tech conference in the U.S., the Eventful Group has put on these conferences in other countries for years, and they really know what they’re doing.  I also love that they decided to offer this on the East Coast, where so much HR Tech innovation comes out of, but rarely is a conference held in this area.

 I’ll be attending both conferences. What can I say, I’m an HR Tech geek. If you’ll be coming, please connect with me so we can meet in person!

T3 – Beamery @BeameryHQ

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This week on T3 I’m reviewing the recruitment marketing platform Beamery. Beamery is fairly new to the market being launched in 2014, and jumping into the hottest sector in HR and Talent technology: CRM, recruitment marketing, recruitment automation. They are carving out space by billing themselves as candidate engagement software, knowing almost every company in the world is concerned with candidate experience.

Beamery records and helps you track every single candidate that engages with you and your career site, whether they apply or not. That is important because a solid 70% of those people coming to your site will never apply, but if continue to engage them, you’ll get many to eventually apply.  Beamery’s strength is creating an inbound marketing machine for your recruiting department.

You can develop unlimited talent pools by whatever criteria you select, and engage each pool of candidates differently based on how you decide. The talent pool management, built on machine learning, is definitely a powerful piece of what Beamery delivers.  Beamery integrates with your ATS and is already partnered with Greenhouse.io, one of the hottest new ATS products on the market.

5 Things I really like about Beamery:

1. Beamery has integrated Candidate Experience surveys into their platform, that you can automate to be sent at a certain point within your process, manually push, change by position, etc. All the analytics are then put together on the backend within Beamery analytics engine. This is something not all recruitment marketing plays have right now.

2. Beamery uses predictive analytics for automated followups based on algorithms they have developed.  This truly helps recruiters stay onto of what’s important, and helps them not to forget. It’s a classic recruiting weakness because so many of us end up putting out fires, and we forget about a possible great candidate from a few days ago. Beamery automatically reminds you to follow up.

3. Their email sync with outlook and google is very powerful. One problem every recruiting shop has is getting information from email strings to where it needs to be within a system of record. Beamery uses machine learning to pull any email communication between recruiters and candidates in automatically, without the recruiter having to do anything.

4. Like many of the Recruitment CRM software, Beamery also does unlimited landing pages for jobs, events, etc. Allows to push simple calls to action to build talent pools and easily moves these pools back into your ATS. They also allow one-click action by candidates to engage with you by sharing any kind of social profile – Facebook, LinkedIn, Github, Google profile, etc.

5. Beamery is the first platform I’ve seen that truly has separated the function of Sourcer and Recruiter – working to define that Sourcers use Beamery, Recruiters use the ATS, and they’ve built a workflow to help organizations really build out this practice. For large organizations that have both functions, this will really help define the roles for your team.

I really liked Beamery’s technology and ease of use. Clearly, recruitment CRM software is for more sophisticated recruitment shops, who work in competitive marketplaces. That doesn’t mean just technology jobs. Finding Truck Drivers, Machinist and Retail Managers are super competitive! But you have to want to embrace the technology to help you reach your goals.

Beamery has a great introductory price point for 1-5 seats, and will work with you on enterprise pricing. I was shocked at how low of a cost a SMB shop could get into this software! Check them out, Beamery is well worth a demo.

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

T3 – SwitchApp @GetSwitch

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This week on T3 I review the new “Tinder” for job search app called SwitchApp.  SwitchApp is a completely mobile job search app for candidates and companies to help match them together.  It’s basically a marketplace for passive job seekers, where they can ‘swipe’ right if they are interested in a job, and a notification will go to the company of the interest.

Swipe left, and the company doesn’t get notified. For you Tinder users, you’ll get this. Obviously, to make all of this happen a job seeker first must download SwitchApp to their Apple or Android device and set up a profile. They can create a profile easily by linking their LinkedIn or Facebook profile, or filling it out manually. The profile is automatically set to anonymous, and any company on your profile will not be able to view your profile.

Swipe’s job matching algorithm then goes to work showing the jobs that the job seeker is eligible to see based on Switch’s matching criteria. If a job seeker is matched to the job, the organization can ‘like’ it to show their interest.  Then it’s up to the job seeker to decide if they’re interested. Right now, 47% of candidates matched by Switch and shown to companies are ‘liked’ by the company.

SwitchApp allows companies to post position with a structured data job posting. Basically, a company will input all of the skills they need for the position, title, location, salary range, etc. The matching technology does the rest. SwitchApp does not allow companies to ‘search’ the database of job seekers and contact anyone they want, there must be a match to make the magic happen!

Current users of the app actually love the fact that there is no searching taking place. Just post the job and see if matches come back. It eliminates much of the traditional noise you get from postings and having so many people apply that aren’t close to what you’re looking for. With SwitchApp you only get pinged when a candidate matches the criteria you put into your posting.

SwitchApp is currently free for employers to try out and use.  Primarily, it’s only going to work in New York and San Francisco (the Bay Area), because that’s where it’s being tested and launched first.  It’s not only for tech hires, the app also has finance, advertising and other business-related professions they are targeting.

It’s free. Give it a try if you’re out in those areas and looking for talent, many companies have already made hires. Eventually, Switch is going to be charging employers for usage, so it’s best to try it out now before that kicks in sometime this year.

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

T3 – SmashFly

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SmashFly.  Wierd name, really great technology for ‘Pre-Applicant’ engagement.  Basically, SmashFly is a company that will make your recruitment marketing really work. No, not that flyer you made yourself with clipart. Real honest to goodness big boy and big girl marketing, for talent acquisition.

When most people think about recruiting, sourcing, etc. There is really little thought put into talent attraction.  Wait, you mean we just don’t post jobs and candidates magically appear!?! Nope, they don’t. That’s why your hiring managers hate you!

We love to talk about ‘Talent Communities’ and ‘Talent Pools’ but few of us really know how to actively engage these, and even if you do know how, you don’t have the tool. This is where SmashFly comes in.  Most companies now probably have something like a CRM (Customer Candidate Relationship Management) tool.  It might be baked into your ATS, or it’s something like Avature. You might use tools like Jobs2Web, Work4 or TweetMyJobs.  These are all great ‘bolt-on’ type of tools that will do some of what Smashfly does.  The difference being Smashfly isn’t disjointed, it’s end-to-end recruitment marketing in one box. Job Distribution, SEO, Career Site, Talent Networks, CRM, Mobile, Employee Referral Programs and Social.

Don’t underestimate the value in bringing all these disparate solutions into one platform, the data is unbelievable!  SmashFly has the coolest analytics in sourcing that I’ve seen. You get real-time looks into candidate pipelines, their status and sourcing performance.  Recruitment funnels by source, and where your internal roadblocks are! A full dashboard that will show you exactly which recruitment marketing initiatives are providing the most applicants, most qualified candidates and the most hires.  It was really cool to see how many times the program bringing in the most applicants, isn’t your best for quality of hire, but we keep funneling money to these programs!

Companies that use someone like SmashFly are usually large mid-market to enterprise type employers.  You’ll be hiring hundreds, if not, thousands of hires per year. You are already use to spending hundreds of thousands, if not millions, in recruitment marketing annually already.  Smashfly will make this money work a lot better for you. A system like this pays for itself, year one, easily.

5 Things I like about SmashFly:

1. Unlimited landing pages.  Guess what?  Candidates like to feel special. Creating a website landing page just for a certain job or candidate makes them feel special. With Smashfly you can have a separate landing page for every job!  You could create a landing page for a specific candidate you want “Tim’s Job Page”. Go crazy!  They literally made one for me, in about 30 seconds.  Your entire sourcing and recruiting team will be able to do these easily and all will match your branding and be connected to all systems. Seamless. No extra cost.

2. Ability to Engage and Disengage automatically. Getting ready to make an offer to a great candidate and all of sudden your CRM sends them an email about another position!? Ugh! That’s embarrassing. SmashFly’s system knows where a candidate is in your workflow and will disengage them automatically without you doing anything, and re-engage if that status changes and you need to again!

3. Full Control over Brand, Messaging across all channels (job ads, career sites, social, email campaigns, etc.). Want to change some messaging for a program on your career site, it will go across the platform everywhere else as well, or not, depending on how you want it. You create it when and where you want.

4. Complete Visibility through Analytics.  It fully integrates with your ATS, so you get end-to-end analytics like nothing you have seen prior. It’s an agnostic platform so it will give you the real scoop and evaluate all channels and media to show you what is really working, and what is not!

5. Marketing automation for recruiting.  Talent acquisition shops hate working with their internal marketing departments, because you’re never the priority. A system like Smashfly puts you back in control in to focus on the technologies and tools that can help you consistently and predictably attract qualified candidates.

It’s a really great tool, so powerful.  Check them out, it will not be a waste of your time (Demo)!

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 T3 – send me a note.

T3 – Modern Survey

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This week on T3 I review employee engagement and talent analytics technology Modern Survey. I’ve been aware of Modern Survey for the past five years or so, as a great employee engagement survey technology. I’m glad I took a recent look because they’ve grown up over the past few years into a really advanced human capital measurement technology.

They still do employee engagement really well, but they also do performance, onboarding, exit interviewing, 360s and a really powerful analytics dashboard that will fully integrate with your enterprise level ATS, HRIS and CRM HR systems. It’s a content agnostic system as well, which basically means if you have a survey tool you currently use, they can integrate that into their platform.

Modern Survey’s platform has seven different modules that you can mix and match with: their business intelligence tool “Heat”, mThrive for employee engagement, m360, mPerformance, mExit, mSpark for onboarding and mReasearch which manages all of the content on the platform.

5 Things I really like about Modern Survey: 

1. Modern Survey has taken continuous measurement of your employees to the next level with employee engagement pulse surveys, onboarding and exit surveys all integrated into your existing HRM systems.

2. mSpark their onboarding tool is a game changer. Not only does HR find out about potential trouble early on, the predictive analytics basically tell you who is going to turn before they even know themselves!

3. Modern Survey is a true business intelligence tool for HR.  Some vendors are beginning to sell this out in the industry, but none have it figured out on the HR side of the business like Modern has currently. Their HIPO and High Performance 9 box analytics is something you need to see. Perfect to use for workforce and succession planning.

4. Modern Survey goes beyond just giving you your own data and has integrated great benchmark analytics into their platform to give your HR team the decision-making tools it needs.

5. Modern Survey goes one step past most technology vendors and gives you the knowledge you need to go with the tools. They just don’t provide software, but they also provide the consulting you need to kick off a major project like implementing new employee engagement surveying!

Modern Survey’s President is Don MacPherson.  He’s one of the good guys, Minnesota born and bred.  Rides a white horse type of guy. Sure he needs to make money, but I truly think he would rather put out a great product then make money! Because of this, you won’t find a better vendor to work for.

Modern Survey is blowing up right now and has taken on a number of large enterprise clients, but they started in the mid-market space.  Their sweet spot is going to be 1,000 employees and above.  They work across all industries: retail, healthcare, manufacturing, entertainment, etc.  Well worth your time to check them and demo!

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

T3 – The Complete List of 2015 HR and Talent Tech Companies Reviewed!

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I put a lot of work into reviewing a host of great HR and Talent Technology companies throughout the year. It’s something that I really love to do, and it’s has taught me so much, I can’t even tell you!

Here is the complete list of companies that I ‘officially’ reviewed in 2015:

January:

QueSocial: A social talent acquisition tool that will help you with your TA content strategy.

Avature: One of the hottest Recruitment Marketing technology platforms on the market.

Jibe: A very cool mobile recruiting and analytics solution.

February:

TalkPush: A technology that automates your normal phone screening of candidates.

NAS Recruitment Innovation: Recruitment marketing and advertising platform that helps you attract more talent.

OrgVue: HR Business Intelligence tool, one of the most powerful tools I demo’d all year!

LeoForce: Recruiting robotics software to take your sourcing to the next level.

March:

BrandAmper: Employment branding solution that utilizes the voice of your people to build your brand.

Talemetry: Recruiting marketing and automation software, one of the hottest segments in HR tech in 2015.

HarQen: Recruiting efficiency tools that help your TA shop get more done with less.

HoneIt: Digital interview platform that helps job seekers.

April:

PapirFly: Employment branding software that helps ensure consistency of your brand worldwide.

Gr8People: All in one recruitment platform solution. ATS, assessment, marketing, analytics, onboarding, etc.

Workshape: A tool that will describe your jobs in a new non-textual way, helping you hire better for organizational fit.

May:

iRevu: Micro-feedback performance management mobile real-time tool.

Breezy.HR: ATS light, Breezy is to recruitment technology what BambooHR is to HR technology.

Greenhouse.io: New ATS player for the SMB space that has partnered with some of the best recruitment technology on the planet.

June:

CoPilot: A reinvention of self-serve relocation management technology, that’s pretty sweet.

ZipRecruiter: Online job distribution and job board that took the U.S. by storm in 2015.

RecruiterSidekick: Add-on tool to your ATS that helps you mine the great talent hidden in your ATS.

PeopleDoc: Top document management and HR service delivery software on the planet, helping HR shops become more efficient.

July:

Hirabl: Specialized staffing vendor software that helps staffing companies catch missing revenue.

RocketLawyer: Online service helping your employees deal with all their personal legal needs. (Editor note: I personally made my own will using this service!)

LifeGuides: Job description type reviews by your employees to help candidates determine if this job and organization is for them.

HRCloud: HR system of record designed for the SMB market that has a very cool and modern feel.

August:

LearnKit: Custom e-learning agency that actually produces employee e-learning that isn’t cheesy.

Hyphen: Hyphen is a mobile app that allows employees to communicate anonymously, but within a company parameter.

Glassdoor Employer Center: The employer side of company review site Glassdoor and all the great tools available to employers.

September:

Betterific: A crowdsourcing, communication platform that allows employees to present and share ideas.

TalentStream Technologies: CareerBuilder’s new entry into pre-hire recruitment technology space that is very powerful.

EmployUs: A mobile app that offers employees money for giving you referrals to hire.

PaySavvy: Fully integrated payroll, HR, and time management for mid-sized companies in Canada. An alternative to ADP.

October:

Microsoft Excel: Like it or not, about 70% of in HR and TA still use Excel as a technology we rely on every day.

Halogen Software: Simply the best performance software platform on the market.

ElevatedCareers: A new career site by eHarmony that leverages their date matching technology to find you great talent.

Phenom People: The newest entrant to the Talent Relationship Marketing (TRM) technology market, that helps companies from visitor to candidate on your career site.

November:

Anthology;: Formerly Poachable, they are replacement to the traditional job placement and headhunted candidate services. 

UlitPro: One of the major HCM providers that is anchored by great customer service.

December:

Lever: A new ATS to the market that is born from CRM. Positioned to be a major player in the ATS market.

Clinch: Recruitment marketing and automation software that just might have more functionality than any of the players in the space.

StandOut: One of the newest players in performance management built on Marcus Buckingham’s philosophy of focusing on employees strengths.

Can’t wait to continue this series into 2016 and keep bringing you the latest and greatest in HR and Talent technology that is on the market!

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

T3 – StandOut by The Marcus Buckingham Company @StandOutTMBC

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This week on T3 I review the engagement and performance management platform StandOut.  StandOut was the product created by The Marcus Buckingham Company (TMBC), to further his work and research on helping organizations become world-class. For anyone who has read Marcus’s books or heard him speak, you can imagine this technology is very important to him.

If you’re like me, and like what Marcus has to say in regards to engagement and performance, the philosophy about why and how StandOut was created becomes an easy sell. StandOut was built around the concept of leadership and coaching, specifically around what is it that the best leaders, across industry do, and how do you get your own leaders to emulate this behavior.

The StandOut platform is a comprehensive engagement and performance management suite designed around the interaction between your team leaders and team members, not around HR.  I see more and more HR technology going down this path. If you want high user adoption, design the software for the end-user. Makes sense. With performance management, HR is not the end-user, your team leaders are the end user.

StandOut’s feedback philosophy is designed around a quick ‘pulse’ concept. The process should only take a few minutes each week to complete. It’s not task management, but more of a sharing of priorities, getting everyone on the same page quickly and going about the work at hand. Social recognition is built within the platform as well with ShoutOuts amongst the team members.

5 Things I really like about StandOut: 

1. Engagement Pulse is built around quick and easy questions that are nationally benchmarked, and also give your Team Leaders real in the moment coaching suggestions to drive great conversations with their team members, specifically around their needs.

2. Performance Pulse gives you a great view of the organizational as a whole and allows you to drill down via each team. Ultimately, organizations still need a way to compare the performance of their employees, and this does an excellent job. All the data is also weighted across the organization so it gets calibrated accordingly, so you don’t have one team always ranked higher because that team lead is an easier rater, etc.

3. ShoutOuts. Social recognition is huge, and having a system that encourages this, and tracks this is great.  This can also help those team leaders who want to do more recognition, but get caught up in the daily grind and they just forget to do it. ShoutOuts helps establish great habits by your team leads that drives positive engagement.

4. Engagement dashboard is a great tool that allows you to see who is leading your most engaged teams, but also who and how you need to help with those teams that aren’t as engaged as the rest.

5. The entire platform philosophy is built around how do we leverage our employees strengths, which you could assume being its a product of TMBC. Still, this sets it apart from many performance management platforms on the market.

StandOut is well worth taking a look at and a demo if you’re in the market for engagement and/or performance management software. It’s quite new and they have a ton more on the roadmap they are looking to add.  The team they have in place to is top notch, so I expect to see more great stuff from StandOut in the future.

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

T3 – @Clinch

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This week on T3 I’m reviewing Clinch. Clinch is a recruitment marketing software that will help organizations attract, identify, and convert active and passive candidates, and oh so much more! It does a ton, so much, I will struggle to actually tell you all Clinch can really do, you’ll have to demo to see everything.

So, I’ll start off with an example we all have in TA.

Most passive candidates won’t spend time applying to your jobs. They’ll stop by the careers site, check you out, lurk on some content, watch some videos, etc. But, probably will never apply the first time they look you up.  This is a problem for all of us, because we really would love to know who these people are. Clinch solves this for you, and it’s really cool!

Clinch lets you know how candidates are engaging with you, when you don’t even know them yet. The technology tracks people who come to your site, without them knowing (by the way, most sites do this to you now, you just don’t know it).  The tech doesn’t actually know much about you at this point. When that candidate comes back, and maybe inputs their email address to get download a whitepaper, or something, now the tech puts all these dots together, and begins to share all the data back to you.

How awesome would it be to know that some engineer, who just downloaded a cool piece of your content, also was the same engineer who had already stopped by two other times and the tech shows you exactly what they looked at and for how long. Also, the tech sends your recruiter a quick message to your recruiter saying “hey! he’s on the site right now checking out a job, but isn’t applying!” So, your recruiter can send them a quick message!

That’s cool, right?!

Clinch also makes it super easy for your team to quickly set up landing pages for jobs, with unique content, etc. Basically, enhancing the ATS experience for your candidates. As well as automating candidate messaging so your candidates, or potential candidates, are getting messages to them that make sense to the context in which they are engaging with your brand, not just generic emails sent to the masses. Talk about raising your candidate experience game!

5 Things I really like about Clinch:

1. Clinch lets you show candidates something new every time they stop by to see you. Your normal careers page has a lifespan of about two years, and candidates just see the same thing over and over. Clinch makes it unique for them and every position that candidate looks at.

2. Automatic scheduling for all of your companies employment branding social feeds of when to promote certain content, jobs, etc., how often and which platform.

3. Clinch grabs candidates before they even hit the ATS, which is great because most drop off before they get too deep into your process. Gives you searchable lists of these candidates, and allows you to still engage with these potential candidates. Think about how you could easily use this in campus recruiting. Just input a student’s email address, or have them do it on tablet at your booth, and BAM, Clinch allows you to market to them and track them, especially as they begin to engage with your brand, career site, etc.

4. Clinch gives you a way to go after your competitors employees, by letting you know when an employee from a competitor is visiting your site, and will even show that competitors employee a specially designed landing page built to speak right to that individually!

5. On the Clinch roadmap is a tool that so many of us in TA will want. The ability to begin tracking the behavior of how our hiring managers engage with the candidates we sent them! You will have to check this out, it’s really cool. Dare to say, this is something every TA leader will be talking about next year!

There are a number of really great recruitment marketing tools in the space right now, and Clinch is showing it wants to be a market leader. Well worth a demo. Be prepared, it’s a lot.  I can see some TA Leaders getting overwhelmed about how they will use all of this. Clinch is designed for larger companies (mid-market to enterprise, 100-1000 hires per year) that probably have recruitment marketing as a position or function, or are seriously considering adding this function. I will say, regardless of your size, it’s very affordable for what you get.

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

T3 – UltiPro – @UltimateHCM

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This week on T3 I take a look at one of the big boys in human capital management (HCM) software Ultimate Software. If you’re like me you probably have some confusion of what or who Ultimate Software really is. Are they Ultimate Software, UltiPro, UltimateHCM, I truly had no idea if these were all the same or different!

Ultimately (pun intended!), I found out that the main product of Ultimate Software is called UltiPro and its an enterprise level human capital management system, or in HR terms, it’s your system of record, plus some.  To give you some more perspective UltiPro runs in the same space as HR technology companies, Oracle, SAP, Workday, Ceridian and ADP.

At its core UltiPro provides you with HR, Payroll and Benefits software. All clients that use UltiPro have this core, plus they give you the ability to buy into the full enterprise for talent management, applicant tracking, compensation, time and labor, Business Intelligence/predictive analytics, payment and tax, etc.

5 things that I really liked about UltiPro:

1. Definite advantage for Canadian customers as UltiPro payroll runs both Canadian employees and U.S. employees on the same system. This is rare in the payroll world, and about 75% of Canadian companies have U.S. employees.  All of your employees in UltiPro, US and Canadian, will be housed in the same database.

2. UltiPro doesn’t seem like a cobbled together mess of technology. It was designed as one holistic system and reacts that way when you are using it. UltiPros manager and employee Self-service is one of the better ones I’ve seen in the industry.

3. The business intelligence and analytics within UltiPro is awesome. It’s built so that individuals can pull exactly what they want, in the way they want, not just pre-built reports where you get what they want you to have. I was especially impressed with their retention dashboard with retention prediction and succession management.

4. UltiPro makes HR and organizational compliance extremely easy. You can tell this was built with input from real HR pros. Need your EEOC annual report? Pull it instantly by clicking one button! UltiPro delivers over 150 different business processes, designed to be best practice right out of the box, but with your ability to change and adapt to your specific processes.

5. This might seem small but it’s a big differentiator in the HCM space, in that UltiPro does the tax side of payroll beyond most payroll systems. Each UltiPro client is indemnified, and they ensure you have the right tax forms, rates, and they’ll actually file for you as well! This is huge for SMB clients!

So, why should you use them over the other big guys in the HCM space?  Ultimate Software sells from a philosophy of ‘we’re the small, big guys’, they’re the nice guys of HCM.  If you’ve dealt with some of the big HCM players recently, you’ll understand this!

So, what size do you need to be to really be an organization that would use UltiPro? They’re primarily an enterprise level software, but do play in the SMB space more than most. So, roughly 300-1500 on the SMB side, they’re enterprise clients average around 5,000, but rise to well over 10,000.

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