Category Archives: T3

T3 – @CaymanHRGuy Takes Over The Project – #SHRM17 Recap of @Beyond_Com rebranding as Nexxt

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My buddy Chris Bailey, Director of People & Organization at PwC, was at SHRM National this year, and I wasn’t. So, he sent along a post for the blog! I asked him to stop by and review Beyond that rebranded as Nexxt. Enjoy! 

Make sure you follow Chris on Twitter @CaymanHRGuy! 

Whats Nexxt? What Tics? Who’s here? So What! 

Ahh, the annual SHRM Pilgrimage, this year set to the backdrop of live Jazz, beads and the all-night antics that is Bourbon St, yes that’s right we are in New Orleans! Alas our owner of this site, Mr Tim Sackett, decided New Orleans wasn’t for him, I’m not sure why but I don’t think Tim has recovered from the last time both he and I were in the same location at the same time (You can read about that by paying $10,000 into the Chris & Tim Cayman Fund for recovering HR peeps). But he has been heard constantly humming along to the sounds of “Now That’s what I call HR” available now on Itunes…..Thus he sent me, his roving eye in the sky to report on what’s hot and what’s not at the SHRM conference.

Now as we all know Tim is a technical genius on the HR stuff…pregnant pause… So he wanted me to look at one thing in particular; a company called Beyond.com (Now known as Nexxt).

Now I was intrigued with Beyond.com as literally when they heard we were coming to review I was sent a press release by a lady called Maren Hogan of Red Branch Media. If you don’t know Maren she is one of the hardest working media pros at the event, not only was she helping Beyond launch this latest iteration of the company but she attended and supported various speakers, went to all the various networking events and even found time to have fun at the Harry Connick Jr’s concert. I say this for no other reason than if you want a lesson in how to network at a conference, build your brand, be seen and be sought out, then simply spend next year as Maren’s shadow. I guarantee you will be exhausted, amazed and light years ahead of where you are now in terms of just how much effort goes into being at the top of your game.

Back to the task at hand, Beyond had their booth draped in black with mime artists, jugglers and a jazz band right up until the countdown clock struck zero hour and then to much fireworks, t-shirt throwing and fanfare they rebranded as Nexxt.  A 20 year veteran in the space that has become more “tech-enabled” which at its core is a suite of agency tools that gives recruiters and talent acquisition professionals the ability to create customized campaigns that reach the candidate personas they design.

Does it work? 

Sure it does, but so does Indeed, and so do a few smaller players in this space. It’s a little more niche than Indeed with some pretty impressive stats. I ran a search as a job seeker for an HR Director role in the US and had over 7000 results returned (Clearly a demand for HR folk!) The same search on Indeed has just over 8500, so pretty similar job stats. If you are an employer and want to search a CV database there are Millions to choose from, on indeed it tells you they have 7.5 million CV’s in their database. So it certainly proves its veteran credentials. Nexxt is easy to use and its deep dive is also robust.

From a candidate perspective, I really don’t know why they continue to allow Google ads to show up in the job search bar as it cheapens the look of the site. I know I keep reverting back to indeed but when the employers and candidate in your space rate it as the number one recruiting tool you can’t help but compare regardless of the technical difference between the two. The creation of targeted and budget specific advert campaigns is better functionally than Indeed’s filter, so I know results will vary. At the end of the day, it comes down to feel. I like the feel of Nexxt, it feels boutique with some big data behind it. It feels a little more personal and I would certainly test it in niche areas of recruitment. It has clearly been a crowd pleaser but so was Steve Jobs launch of “Next” Computers. The fab PR needs to be backed up by great performance and Nexxt has that ability (unlike Next computers!) so watch this space as I see Nexxt growing even more of a foothold into bespoke campaigns.

So what else went on at SHRM, Dawn Burke, Jennifer McClure, Steve Brown and his new book! Jason Lauritsen, Mary Faulkner and a plethora of other inspiring HR folks who at their heart just talk sense. I heard about other great talent presenting for the first time and I look forward to watching some of the sessions on demand as the next gen is here and making waves! There was also a sighting of the lesser spotted Rueittimann but these reports have not been confirmed.

Tropical Storm Cindy led to 15,000 HR folk turning into professional grade weather forecasters but New Orleans airport was un-phased and carried on operating regardless. Top marks.

Until Next year in Chicago! SHRM17 has broken me!

 

T3 – @HireVue’s “Introduce Yourself” is a pretty cool Recruitment Marketing tool

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This week on T3 I’m talking about the video interview and assessment platform HireVue. Most people know HireVue as the high-end video interview platform, but HireVue found out a couple of years ago that they could turn all of this video data into some really great pre-hire assessment/predictive data on which interviewee you should hire. Welcome to HireVue Assessments.

I like to tell you guys about stuff I know works, and I was able to talk to some actual users at Digital Disruption that were raving about a feature on HireVue’s interview platform called “Introduce Yourself“. The feature basically allows a potential candidate to briefly introduce themselves to your organization via video, without actually applying for a position.

Why is this good, or important?

Once someone is an actual applicant you have to follow the government’s OFCCP Internet Applicant Recordkeeping Rules. But, if they actually don’t apply and are just showing interest in your organization, you have a ton of flexibility on how you pursue them and next steps. What the HireVue clients are finding is being able to see these short “Introduce Yourself” videos before someone applies is opening them up to a great new pool of talent!

What does “Introduce Yourself” do for candidates and employers?

1. For candidates, it gives them a voice. I think if you were to ask candidates, “Hey, do you want me to present you as a recruiter, or do you want to present yourself?”, 100% of the time they would want to present themselves.

2. For employers, it gives them a chance to meet potential candidates before they actually apply for a job, and give you the option to recommend them for positions you feel they might be a better fit. With how we use TA technology right now, many times we miss candidates because the tech washes them out before we ever even see them. This way we get to at least see and hear them first.

Children’s Mercy Hospital in Kansas City, MO started using HireVue’s Video Interviewing tool in this way and found that it really helped them hire more diverse candidates. So, often diverse candidates fall through the cracks and the introduce yourself tool was one more way to get them front and center. 28% of Children’s hires from the Introduce Yourself tool were diversity hires.

Another thing that Children’s discovered were that they ended up hiring ‘serial’ candidates more often after viewing introduce yourself videos. You know, those candidates who have applied many, many times, but you never hired because their resume or application doesn’t seem to fit any of your openings. When you actually get to see and hear the candidates, you realize you’re probably missing some great cultural fits that you can train for positions.

Well worth a look! If a healthcare system can find value in a tool like this, I think almost any environment can!

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 – just send me a note – timsackett@comcast.net

T3 – Where are they now? The Ladders edition!

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Remember The Ladders (they go mostly by “Ladders” now)? You know the website where you could search 6-figure jobs that no one else had access to! Founded in 2003 as a job board members-only site where they guaranteed every job listed on their site had a starting salary of at least $100,000 or more.

It started off really well, they found an audience of people who actually wanted to make $100,000 or more! Who knew!? The HR bloggers and influencers were not fans. Why? Remember what started to happen around 2005?

The great recession was beginning to happen. Charging candidates a monthly subscription fee seemed a business model where you were taking advantage of people who were the one group of people you shouldn’t! Those desperately seeking work.

Since the end of the great recession, you’ve virtually heard nothing from Ladders. I’m guessing many of you are surprised to hear they are even still in business, and most of you will be more surprised to hear they’re thriving!

Why?

Timing.

What happened during the recession? Netflix. Spotify. StitchFix. Etc. Membership model ‘exclusive’ service industry came into vogue in a big way. Ladders 2003 was ahead of its time. Ladders 2017 seems to fit right into what most people like.

Sure you might not be willing to pay for access to six-figure jobs and work at upgrading your own career, but your neighbor is. Just like you pay for Spotify, but your neighbor is fine listening to the commercial version. We are in more control of our lifestyle buying behavior than ever before.

Ladders of 2017 actually seems to fit right into the candidate management behavior of today, and the consumerism of today. In 2005-ish, they didn’t seem to fit, and it’s why so many in our space worked to discredit what they were offering to candidates.

The goal of Ladders has also remained the same to organizations. Eliminate unqualified candidates to companies and recruiters. Candidates only see jobs that match their background and skill sets. Candidates can’t freely search the entire database of jobs, only those jobs that they’re matched to.

Ladders also made some changes. Still, a candidate member model that allows all recruiters to view candidates and contact all candidates for free, and post jobs for free. Ladders now offers “Indeed” type sponsored jobs for recruiters, and the ability to contact candidate members outside the system for upgraded subscriptions.

Ladders also spent a ton of resources developing their own content publication. Career-minded content and development for mid-career candidates that are in management and executive roles, and those looking to move up into those roles.

I’ve been hearing some rumblings around my network that The Ladders was alive and kicking, and actually doing very well. The original founder of The Ladders, Marc Cendella, came back as CEO after being away for a while, and that certainly helped get them back on focus.

It seems like Ladders is the one job board-type organization that is focused differently than every one of their peers. Ladders is paid by candidates (for the most part) and thus what they do is shaped by taking care of who their true client is. While recruiters and organizations can clearly take advantage of some great talent, Ladders continues to focus on their members (candidates), and find that refreshing.

In the 2017 candidate market Ladders looks to be another tool we probably need to go back and take a look at. I’ll tell you some of your recruiting peers are already doing this and finding some great talent!

Which Applicant Tracking System (ATS) Should We Use?

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I’ve said this a number of times, but it’s the question that never goes away. It’s the single most asked question I get in person, online, through email and messaging. There hasn’t been a week go by in the past two years where I’m not asked in some form this question!

I get it! Talent Acquisition is finally moving from awkward teen to young adult. It’s time we stop driving the hand-me-down beater and buy our first new car! We don’t want to make a bad choice and buy a lemon, and unfortunately, Consumer’s Report has yet to give us a list of the ATS “Best Buys”.

This is one reason I love Ongig’s, and Rob Kelly’s continued research and analysis of the Applicant Tracking market. This past week Ongig released their 2017 version of The Top Applicant Tracking Systems Annual Report. I love this report because there’s nothing else like it on the planet! I also like it because the ATS vendors try and tear it apart, which tells me it’s probably fairly accurate!

If it wasn’t good, they would make fun it and laugh it off. We see that frequently with these types of reports that are built on bad data, but this report hits them differently, and most find some value out of what it’s saying. I’ll say, that the 2017 report is far in away the best one that Rob and Ongig have put out!

The data comes from over 3,000 employers from SMB to Enterprise, so a great sample size.

Here are some highlights from the report:

– There are hundreds of ATSs on the market, but Ongig found about 99 ATSs make up almost 100% of the market.

“Homegrown” is not the name of an ATS (although you could now get some great SEO if you changed your ATS name to “Homegrown”!) it means a company built their own, or they’re using MS Excel, etc.

– Depending on how many job open at one time, there’s a popular ATS for your size:

  • 1000+ job openings (Enterprise) – Taleo, IBM Kenexa and iCims are the top three (TalentStream by CareerBuilder is one that pops up here with a good chunk of market share that I would think would surprise people – built in the last two years, TalentStream is more advanced from a technology perspective than most of the big boys)
  • 999 to 250 (Large) – Taleo, IBM Kenexa, and iCims
  • 249 to 100 (Mid to Large) – Taleo, iCims, and Kenexa are the top three, but #4 you begin to see Jobvite.
  • 99 – 25 (Mid)  – Taleo, Jobvite, and Greenhouse. I’ll say if you have under 100 job openings at any one time there is no reason you should be using Taleo!
  • 24-10 (SMB) – Greenhouse, Taleo, Lever and SmartRecruiters.
  • 0-9 (Small) – SmartRecruiters, Greenhouse, Lever.

– Fastest Growing ATSs might be a better gauge at what ATSs you should be demoing! Those are (in order): Greenhouse, SmartRecruiters, WorkDay, and Lever. I’ll say WorkDay gets in under ‘fastest’ growing, but only because they convert their HRIS clients over to the recruiting product.

– The top ATS market for staffing agencies is: Bullhorn, PC Recruiter, BrightMove, CATS ATS, Crelate, and Compas. The problem here is most are built for direct-hire staffing and not contingent staffing which is growing fast and will continue. The contingent market is different in that they need an ATS that also flows into a pay-bill backend which no one has figured out well how to have great ATS technology and solid backend pay-bill.

– Tons of organizations every year which from one ATS to another. You see companies going from Taleo to Workday, iCims to Taleo, Taleo to iCims, Jobvite to Greenhouse, etc. What I find in most of these situations is the leader who implemented the original system has left and the new leader wants something they’re familiar with or just something ‘new’. Rarely are they actually upgrading to an ATS that is noticeably better.

Go check out the full report over at Ongig. It’s one of my favorites and I send the link to people weekly who are asking me, “Which ATS should we be using!?”

 

T3 – @Ascendify – Intelligent People Management

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This week on T3 I review the end to end talent acquisition platform Ascendify. Ascedify currently is a cloud-based platform that is completely mobile and social enabled, combining all of your talent acquisition technology needs in one platform. Ascendify is also adding talent management to its platform as well and you’ll soon get performance management and employee development as well.

Ascendify can run your complete TA tech stack – ATS, CRM, recruitment marketing, onboarding, etc. If you already have an ATS you love, or you’re stuck with, Ascendify can run all the parts of your TA tech stack that are missing on your ATS, with current integrations with Taleo, Workday, Kenexa, etc.

So, what does Ascendify do? All the stuff you read about, but can’t make happen with your ATS alone! Ascendify allows you to run your own talent communities, helps you run your employment branding and recruitment marketing, engages and nurtures prospective candidates, gives you one-click apply, source tracking, multiple forms of messaging candidates, create multiple landing pages for hiring events you have, and built in employee referral, to just name some of the functionality!

What I liked about Ascendify:

– It’s built for Global enterprise talent acquisition. High security, scalable to multiple locations, divisions, different employment brands, etc.

– Easily build out talent communities based on gender, veteran status, diversity, locations, etc.

– Ascendify will help you build and re-design your career site to better use this level of technology. You’ll be driving a Ferrari, you can’t just park it out on the street!

– You can have and build separate employment brands within your organization, but still, share candidates between the brands and divisions. Super flexible and supportive of each employment brand, which letting you all work together within one system.

– Ascedify is designed so that your TA team will spend their entire day within one system to post, communicate, source, pipeline, market, etc.

– Tag candidates under ‘champion’ status giving one who interviewed a silver or bronze medal status based on finishing as a runner up in the process, knowing those who finished second and third are many times still really great candidates who barely missed out, and then we forget about them!

What I liked most about Ascendify is they know they have a big, giant sophisticated platform they are offering you. You’ll go from horse and buggy to a rocketship! That’s pretty scary, and difficult! So, they also work hand-in-hand to help you build it all out, and show you how to use it and how to kick your competition’s butt using it!

When you purchase a piece of TA technology like this, it’s a big investment in resources and time, and it’s critical you pick a vendor that isn’t just selling you the technology, but is also selling you the talent acquisition expertise to help you build out your ‘new’ TA strategy, because that is what will happen if it’s done right!

They are an enterprise level Talent Acquisition technology to be sure. If you’re a TA leader looking to modernize your processes Ascendify is definitely a technology you need to 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 – just send me a note – timsackett@comcast.net

T3 – @Skillscout – Experiential Hiring through Videos

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This week on T3 I take a look at the employment video development company Skillscout. Skillscout is a platform for employee-generated recruitment videos. They help you develop job videos and work samples to help organizations hire candidates who are a better fit for the job and the organization.

I became aware of them when I posted the question, “Why don’t we have technology that will, easily, allow organizations to make their own employment branding videos?” I should have known, someone much smarter than me was already on top of it, and being successful at it!

Skillscout has developed a process that will allow you (yes, you, TA and HR pro) to make your own employment videos for your organization. They actually send you a video kit and step by step how-to guide. You take the kit, your iPhone and go start videoing. They show you how to upload your videos and then you sit back and wait for the final product.

They have a team of folks who take your videos and produce them into a very professional looking, branded video that you can use on your career site, with social media, etc. Here’s an example of a finished product:

Skillscout also

What I really like about Skillscout:

– They give you both options of Do It Yourself video, or they’ll also come on site and help you. Then once you become comfortable with how to do it and what to shoot, you can start doing your own shoots for all kinds of employment branded video in your organization.

– With Skillscout videos you can make video job postings for all of your jobs. This gives candidates a much better understanding of the job they are applying for and what they’ll actually be doing in the job.

– Skillscout was originally developed to be used within manufacturing to also be able to use video to screen applicants. Where the applicant watches a video within your career site then answers questions or is directed to do a certain task to demonstrate skill.

– When I first saw Skillscout I was thinking about how this could be used within a white collar environment, but Skillscout has actually used this very successfully to help companies attract more and higher quality blue collar workers.

– Cost is extremely reasonable. For a normal 90 -180 second of employment branding fully produced video you’ll pay around $20,000. Skillscout does this for a fraction of that cost. They’re pricing is transparent and listed right on their website.

I love the fact that Skillscout gives some really great direction to get you started with video, but once you get going they also will help you with more culture related videos as well. A technology and company like Skillscout truly help SMB and mid-sized talent acquisition shops to be on a level playing field with enterprise-sized organizations and budgets. If you are in the market for video, this is a must see.

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 – just send me a note – timsackett@comcast.net

T3 – Workmates – Team Engagement & Collaboration

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This week on T3 I take a look at the workplace communication and collaboration app Workmates. Workmates is a slack-like communication app designed by the SMB HRIS technology HRCloud. I’m a fan of HRCloud, great core HR platform for a very reasonable price, so I wanted to see what Workmates was all about.

HRCloud is offering Workmates to organizations to use for free. Nothing in life is free, right!? Well, the hope is you’ll love using this collaboration app and then also fall in love with the integration within HRCloud. So, free, with a hope.

Workmates is designed for internal employee communication and collaboration. Email is dead, but messaging apps like Workmates are being used in increasing numbers by organizations of all sizes.

What I like about Workmates:

– Workmates also acts as a real-time organization directory. All contact information of each employee is available for all of your employees through the app.

– The poll feature is fun to use. You can instantly send out polls to your co-workers asking for feedback on anything from where should we go to lunch, to what do you think of my new web design.

– The Workmates app will also show you who’s in the office, remote, on vacation, etc. So, as you see messages across the Facebook-type timeline, you’ll also know where the people are in case you need to see someone in person.

– Within Workmates you can also give micro-feedback, recognition and even grant a bonus to your coworkers as recognition. Plus, a metrics dashboard allows the HR admin users to see the “Kudos” leaderboard on recognition and trending topics your employees are discussing.

Of course, if your an HRCloud user, you get even more functionality and information. If you already use Slack or a similar app, that stream can be integrated into Workmates, which seems a bit redundant except if you’re using the recognition piece of Workmates.

Here’s my take. I think HRCloud is a really solid and well-designed core HRIS. Workmates puts it a level above others selling core HRIS in the same market. Workmates by itself is good, especially given that it’s free to use. If you’re already using an internal employee communication app, this probably doesn’t interest you. If you don’t have one but you’re interested, this is a no-brainer to try.

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 – just send me a note – timsackett@comcast.net

T3 – Karen.ai – Cognitive Recruiting Assistant

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This week on T3 I review the new recruiting artificial intelligence called Karen. Karen.ai provides candidate screening and candidate conversation service to improve brand interactions and improve your organization’s talent.

You’ve probably heard this technology called a chatbot. That simplifies the concept, but it also misses the mark on what technology like Karen actually does. Karen’s AI is built to read a resume of a candidate like a human would read a resume, not a computer, as best that’s possible.

Before analyzing what candidate is best for the job and then ranking them for your recruiting team, Karen first pulls in three buckets of organization information. Company baseline personality insight based on the Big 5 Personality inventory, the unstructured data of your job descriptions and conceptual inference (you need someone with Word docs experience, but the resume only show Google docs experience – the AI knows this is basically the same skill set).

The company and team personality insight ensures that Karen is just a simple algorithm to match skills to job descriptions, but truly looking at a level of organizational fit, as well as the normal skill assessment to the job requirements.

What I like about Karen.ai:

– Karen is basically an invisible layer of technology between your ATS and Recruiters that is constantly working 24/7 so when a candidate applies they will immediately begin your process and start engaging with you immediately.

– Karen ranks all those that apply and makes it easy for your recruiters to know who they should be spending time with first. No more FIFO (first in, first out) recruiting, no matter how many apply for the position. So, you have a better chance at raising the quality of your hires immediately.

– Karen’s AI will also engage every candidate via chat or SMS to measure their engagement level as well, so you know which candidates are the most engaged with your brand.

– Dashboard will show you what the AI is assessing and then you can add or remove certain factors and re-rank to get even more specific to what you’re looking for.

I’m a huge fan of recruiting AI when used in a way that doesn’t degrade your candidate experience and still allows you to take advantages of the effeciency gains you get with the technology. Karen helps your recruiters know which candidates they should be at least touching first, and helps your team go through high volume while still getting talent that will more closely match your organization.

If you’re not demoing recruiting AI you should be. Karen is a great one to start with, check it out!

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 – just send me a note – timsackett@comcast.net

T3 – 100 HR & TA Technologies You Need To See!

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My friend William Tincup over at Recruiting Daily put out his quarterly HR & TA Tech watch list recently and I wanted to share it with you. It’s a great list that covers technologies ranging from: Recruiting, sourcing, onboarding, LMS, HRIS, engagement, assessments, time and attendance, etc.

It’s a really great way to help keep us all on top of this fast-changing marketplace. William tells me there are over 20,000 HR and TA technologies worldwide available for HR and TA pros to buy. That’s overwhelming, and this market is growing!

So, start doing demos! One a month. Invest one hour a month in learning about one new piece of technology that is closest to what you do in HR and TA. It’s well worth the investment for your own development!

Here’s the list:

Name || Category || Twitter

Are there other technologies not on this list that people should know about? Hit me in the comments and let us all know!

T3 – Google Jumps Into the ATS Market

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So, Google announced last week that it is getting ready to launch an applicant tracking/job posting technology called Google Hire. Google already has a number of smaller technology companies in beta, but the so far very little has leaked out from anyone on the experience and capabilities.

Google does have an initial splash page up allowing people to log in, but you can only log in if you’re actually one of those beta users. Speculation right out of the gate was that Google would allow employers to see your search history, which Google quickly went public and debunked, but it makes you wonder how something so crazy even got out?

DramaFever is one of those initial beta Google Hire customers. When you go to apply for a job on their site it throws you into the Google Hire workflow and you get a hint of what the candidate experience will be using Google Hire as your ATS. Very clean, almost generic job posting:

The apply is also quick, easy, and generic as well:

Once you apply, you get an email verification link sent to you to continue on in the process. This is the same process and design so far for all the Google Hire beta users.

So, why would Google want to get into the ATS business?

They probably don’t. What they really want is to get into the Indeed business of collecting cash for posting your jobs and collecting candidates! Google Hire then becomes their engine to making this happen.

Google made news last year when they announced the Google Could Jobs API. For 99.9% of HR and TA Pros/Leaders, this was a none event announcement. For industry insiders, it was Google saying, just wait, we’re working on some things but we need this big foundational block put into place first!

In a very simple sense, Google Jobs API allows organizations to deliver a much more robust job search for candidates. CareerBuilder was one of the initial organizations to test this out and they are still in testing. Google hopes to be able to allow anyone to use it, opening the door to all kinds of niche job boards, etc.

Basically, we all think of Indeed as being the biggest Job Posting aggregator on the planet. In reality, it’s Google, but Google just never went out and built the framework to allow job seekers to easy search for jobs on Google versus going to places like Indeed, LinkedIn, CareerBuilder, etc.

All of that will be changing. We are not sure how, just yet, but Google Hire gives us some indication that Google might be going after some of those billions that companies like Indeed are making off employers, for delivering job seekers an inferior job search product to what Google is claiming to have.

Such and interesting space! Can’t wait to see where this goes.