Category Archives: T3

T3 – @GlintInc – Introducing Narrative Intelligence

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Last week I had this idea about how A.I.’s real value would be in HR and not in Recruiting. Most A.I. technology right now in the market is focused on TA and it’s easy to see the productivity and efficiency gains from A.I. in the TA space. It’s not as to see the same advantages in HR, but my theory is, very soon, we’ll see the advantages as A.I.

It’s not as to see the same advantages in HR, but my theory is, very soon, we’ll see the advantages of A.I. using Natural Language Processing (NLP) in analyzing your employee’s unstructured communication data. What?! Big brother will start listening to everything being said and then give you predictions on what might happen, and what you should probably do about it.

After I wrote that post the folks at Glint saw it and send a message saying, “Hey, we’re basically doing that now with Narrative Intelligence!” If you don’t know Glint, they are an enterprise level (1,000 employees and above) People Success Platform. Basically, Glint’s technology helps organizations drive higher levels of employee engagement through prescriptive analytics.

Ton’s of Reader’s Digest Word Power words in today’s post. “Prescriptive Analytics” = giving you advice on next steps based on what the data is telling you will probably happen. So, engagement is trending lower in your sales team, here is an action plan for the Sales Manager to do to help turn that trend around. Pretty cool stuff. Not only does Glint help you raise engagement, but they are also helping you develop your managers into better leaders.

The real reason for today’s post was to talk about Glint’s Narrative Intelligence which is a new product in their platform. Narrative Intelligence basically pulls the ‘real’ story out of what’s going on in your organization by analyzing the unstructured data comments from your employee surveys. This comment data gives you a much richer picture of what truly is going in your organization.

Glint’s NI then takes this unstructured data and puts it through their natural language processing engine, specifically designed for employee feedback data, and presents you with this awesome story around what your employees are actually talking about. From this data, you can then begin to write that next chapter of the story, whereas in most organizations now, we just wait around to see what happens in the next episode!

What I really like about Glint’s technology is it’s one more example of how technology is helping HR shape itself into a strategic partner of our organizations. To know what’s happening in your organization is one level. To link what’s happening to specific actions that will have a positive impact is strategic. It’s what our leaders have wanted from HR forever and it’s now a reality.

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 – @SymphonyTalent_ Are you ready to recruit like a marketer?

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This week on T3 I review the end to end TA technology platform Symphony Talent. You may not have heard of Symphony Talent, but I’m sure you will recognize many of the organizations that came together to build this platform.

The dream child of Hodes (one of the top employment ad agencies in the world) who went out and bought a bunch of really good TA tech (SkillCheck, Findly, HRLogix, Innovantage, QUEsocial, and others) put it all under the same ultra-modern UI to create something in talent acquisition no one on the market can claim to have.

Symphony Talent is two talent acquisition platforms in one. M-Cloud, an artificial intelligence-based media buying platform for employers, and X-Cloud, an omni-channel experience platform for candidates, employers, and employees. X-Cloud is the ATS, CRM, branding side of the platform.

So, what the heck does it do? 

I found myself asking what doesn’t it do?! The reality is, it might be the first end to end TA platform that actually can replace almost all of your TA Tech stack, or the closest anyone has come to this point. It’s on a different planet from tech perspective than most enterprise level TA platforms.

Super smart move from the Hodes side of the business. Organizations spend a ton of money with Hodes to build out an employment brand, advertising campaigns, etc. Only to then take it back to inferior technology and watch all of that money go down the drain. Hodes built a platform that allows organizations to go after candidates like consumers.

What do I like about Symphony Talent: 

– Built in Programmatic Job On-demand Ad buying in an A.I model. This alone would have me loving it, but being built into the ATS and CRM is really a few years ahead of where the competition is in this space. This makes programmatic super simple for TA and it’s tied directly into the posting of your jobs.

– Candidate experience was taken to the next level where candidates can check-in and track their own progress through the apply process, and like a consumer site, they can come and go and the system instantly recognizes them and takes the back to where they left off.

– Predictive analytics shows recruiters how long it will take them to fill a job (based on up to the minute market conditions) as soon as it’s posted.

– The User Interface in the X-Cloud portion of Symphony is unlike any other ATS-like product on the market. Ultra-modern, easy to use, and intuitive.

– Built in CRM functionality is not light by any means. Great candidate personalization for returners built on machine learning that will continue to direct the right content and messaging as the candidate evolves their experience with you.

Symphony Talent is really packed with functionality on the X-Cloud side of the platform, but the media buy side, M-Cloud, is just a game changer! The other side of this is Symphony Talent doesn’t have to be an all or nothing platform. They’ve already integrated with iCims, Taleo, Silkroad, etc. So, you can pick the parts you really like, that you’re current stack is lacking.

Built for Mid to Enterprise-sized organizations, but I can see some real tech-savvy SMB’s with cash that will want to get their hands on this, especially in really tough candidate driven markets. Hodes has strength in healthcare, so I would imagine this would blow almost any TA Tech stack out of the water in that industry for those organizations struggling to hire nurses and other healthcare pros.

A real must see demo if you’re in 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 – just send me a note – timsackett@comcast.net

T3 – @Ideal – A.I. for Recruiting

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This week on T3 I take a look at recruiting artificial intelligence solution Ideal. Ideal uses artificial intelligence to screen resumes, uncover past applicants for new roles and initiate candidate outreach.

All of this is done seamlessly within your existing ATS. So, Ideal is a technology solution that you actually don’t see. It runs in the background and automatically ranks and contacts candidates to begin the screen process with your team doing nothing.

Ideal will automate low-level recruiting tasks, increasing the capacity of your recruiting team to work on more strategic projects. Every single applicant, for every single position, gets analyzed no matter where they come into the recruiting process. Ideal’s artificial intelligence will then quickly move top candidates through the recruiting funnel.

What I like about Ideal? 

– Ideal works with new applicants and automatically will rediscover old applicants within your ATS database and also reach out to those candidates for positions you post where there might be a fit. This will automatically increase the value of your ATS.

– Having A.I. do initial screen, score, and reach out will eliminate a ton of initial selection bias that your own team isn’t even aware they have, which will result in many candidates making to the next level of your process that would never have before.

– Every single applicant is auto-scored from A to D. “A” candidates automatically get contacted and screened by Ideal, while B through D level candidates might get recommended for jobs you have that are a closer fit for their skill set. If the recruiting team needs to go beyond A candidates, they can have Ideal screen next level candidates they select.

– This tech is invisible to your team. No additional sign-on, no additional training, it’s fully integrated into your ATS and works with your current technology and process. There is a system dashboard for the TA leader so you can see the data behind the scenes to ensure it’s working as it should.

I think solutions like Ideal are how most organizations are going to test the A.I. waters in HR and TA technology. If you are doing high volume hiring, Ideal is almost a must try! The cost of the solution is dependent on your candidate volume, but even for enterprise players, it seemed very reasonable.

I would definitely demo and speak to the Ideal team about how this solution could impact your hiring and process. I think TA leaders at all sized organizations will find this pretty attractive and want to do some testing with it!

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 – Great Video as Part of Employment Brand and Beyond? @LaunchMediatv

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This week on T3 I present an option for doing great video for the majority of us. LaunchMedia.tv is a video production crew that has created a nice niche in the employment space. Employment branding, recruitment, safety and training videos, etc.

Unless you’ve been living under a rock you know video has exploded! Short-range video is consumed so much on all devices some days it seems like that’s all you watch. Especially if you’re in that 18-35 year old demographic. The Google machine even ranks videos higher in SEO than normal written content.

The problem with those highly produced great looking videos you see from the giants who are killing it, like GE (some of my favorite EB videos!), is that most of us have no idea of how to even get started, or believe we just can’t afford it! Sure, you don’t have GE money, but you can afford great video, which is why I wanted to make you aware of LaunchMedia.

What are some of the things you should plan on when deciding on producing employment related videos:

– Use a production company that understand employment branding and what your vision is for this product. Do you need to attract talent? Do you need to build brand awareness? What is the message you want to get out, and what is the audience?

– Plan on 8-12 weeks for a well-managed video project that is fully produced.

– You should be able to get a 2-3 minute really professional EB video for about $10-20,000. Sure, it won’t be the million dollar GE commercial, but it will be something that looks and sounds great, and something you can be proud of to present to candidates.

– Most PR and marketing firms don’t do their own video work and usually shop this out. So when your current firm say, ‘we can do that’, ask for some examples and see if they actually do the work themselves. The great thing about using a firm that specializes in video is they know what will get the most bang for the buck with your budget.

– Whatever company you use, make sure it’s delivered in a package that is instantly usable by you and your organization. The last thing you want, after spending some good money, is now trying to figure out how to get it on your site, share with your audience, etc.

The last thing you want to do is look cheap. Make sure the production quality matches your message. Also, spend some time around your distribution strategy. Too often, I see organizations spend time and resources to produce a great video, then it just sits in on their career site. Great video needs to be shared. You want it shared. You need to spend time thinking this through!

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 – Talent Matching Technology – @WorkFountain

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This week on T3 I review the talent matching technology WorkFountain. WorkFountain was born in Detroit, so you know I have to give some love to my Michigan-based TA Tech!

WorkFountain is a dynamic matching system that instantly connects job seekers and employers based solely on skills, interests, and requirements. Using correlated question-sets and matching algorithms, WorkFountain sifts through thousands of employers and candidates to deliver the best possible matches in seconds.

Basically, it’s a different kind of a job board. You post your jobs and criteria for the job and organizational fit. Candidates fill out a questionnaire of what they are looking for. WorkFountain then matches you with the candidates the best match what you need and what they want. The system provides curated job matching to ensure that employers are connected to the most qualified candidates while candidates get matched to employers and opportunities that best fit their unique profiles.

What I liked about WorkFountain: 

– You can invite hiring managers directly from the system to quickly answer a set of ‘fit’ and ‘skill’ based desires to best match exactly what they’re looking for. Talent Acquisition can also ‘flag’ certain questions prior to sending to the hiring manager for those questions you don’t want them to answer, so they won’t even see them.

– WorkFountain automatically posts to hundreds of free job boards, but also you can post to your paid job boards through WorkFountain as well. This is nice because it allows you to post everywhere from one platform.

– The WorkFountain platform works behind the scenes to get applicants to answer your fit questionnaire by mimicking a real TA user when sending automated responses at varied times after applying, so the candidate feels like it’s a real person asking them to do this. The platform has a 97% completion rate!

– If WorkFountain finds a ‘match’ they set up a speed date introduction to both of the candidate and the employer. Both sides have to say they’re interested to keep the process moving forward.

– You can reply directly to candidates through the system via text and email.

– Recruiters get a candidate matching report that shows where each candidate matches on every aspect of what you’re looking for. So, they might not be an exact match, and the report will show you where the two of your differ. Also, WorkFountain generates EEOC audit reports, so you can ensure your postings are getting the results you desire.

I have to say WorkFountain’s algorithm of matching the candidates with your jobs is one of the more advanced technologies I’ve seen in the matching and fit space. It was originally built by an engineering firm working with the U.S. government for a project during the recession. The data on the back side from the work they’ve already done is very impressive.

High-value platform as you can post for $39 per posting for regular positions you have open and only $19 per posting for internships. Plus, if you get zero matches, they will refund your money. WorkFountain has some great relationships with colleges and universities, as this was an environment they first started in.

One thing I think is worth exploring with WorkFountain is using this technology on your own ATS database of candidates, and inviting those candidates to go through this matching technology. There’s a great chance you’ll find some great matches in your own database, you previously were unaware of.

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 – Hire360 (@Hire360io) – Effortless Outbound Recruiting

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This week on T3 I take a look at the recruiting technology Hire360. Hire360 is part CRM, part sourcing technology, it’s basically automated outbound recruiting made pretty easy. Hire360 is designed for your mid-level effort jobs. It’s easy to hire entry level to mid-level jobs. Once you hit your mid-level it starts getting tough, and this is where Hire360 takes over.

Hire360 is designed to be super easy to use. Simply cut and paste a job description or manually put in a list of skills you’re looking for and the system will automatically go out and source for that position from over 150 million resumes that are floating out in the internet in various databases, social profiles, etc. Also, Hire360 will pull in the resumes from your own ATS, and add those into the final search rankings, and any paid databases you belong to.

What Hire360 comes back with is a ranked list of candidates that are the closest fit for what you’re looking for, based on their initial algorithm, and one that will continue to evolve through machine learning as you hire to get even better and more dialed in. From here the system lets you easily click on those candidates you’re interested in and starts a full functioning email campaign to reach out to them, automated or manual. All email communication on both ends is tracked, and you get great metrics on your campaign.

What I like about Hire360:

– The system is designed for low volume mid to high-level positional hiring, but it’s simple enough that a hiring manager can easily manage the system. So, it makes a great option for SMBs who have their hiring managers do their own recruiting, or organizations with many locations where each location must do their own hiring. But, I also see this tech being used at any size organization.

– You pay by position ($250 max per position) to use the system, and you can make as many hires off that one position as you want. Let’s say you posted a job for Production Supervisor and you had three openings in the same plant, you only pay for one position. Also, even after you fill your position, the CRM functionality doesn’t stop working, so there is potential to still receive candidates after the fact as well.

– The simple CRM email tracking metrics are great for an organization to know where you are in the process of filling the position. The dashboard shows you outreaches, how many sent, opened, and replied. For this level of cost, you rarely see this level of detail.

– Hire360 is set up to source only 250 miles max from where your opening is located. Why? Because it’s rare you’ll ever pull in anyone beyond that, so why market and source nationally, when 99% of your hires will come regionally?

I’m impressed with the ease of use and the simplicity of this product. You don’t have to be in TA to use it effectively to find talent, and that is tough to design. I love that it seems to be perfectly made for organizations with multiple locations where a leader at each location is responsible to hire, not a centralized recruiting department. Also, the fact it helps you uncover hidden gold in your ATS is a super bonus I don’t think they even realize how valuable it is!

Well worth a test, you can’t beat the price. They are also building out an iCims integration, so if you use iCims, a test might be a necessity!

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 – Fastest Growing Applicant Tracking Systems (ATS) on the Market

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I’m going to share some data today because it’s the single most requested question I get in my life, professionally. Here it is:

“Tim, what ATS do you use and what ATS do you recommend?”

This got me thinking that one day people will stop asking this question, but they don’t, every month, every year, for probably the past five years! I find that fascinating, the longevity and frequency of this question.

It tells me a few of things:

  1. ATS vendors have done an awful job at positioning themselves in the market (there are an estimated 1,200 ATS systems in the world!)
  2. An average ATS system could dominate the market with some exceptional marketing.
  3. TA Leaders can’t tell the difference between ATS systems.
  4. TA Leaders have no idea how many choices they actually have to choose from.

Interesting enough another talent acquisition software, an employment branding play, Ongig, actually runs a poll (The Top 70 ATSs) and publishes the results a few times per year around the ATS market. The poll has about 3,300 participants, most in the U.S., and it’s pretty straightforward – what ATS do you use?

From this poll, they can estimate market share and growth change. Here are some of the results:

Top ATS by Marketshare:

ATS 2015 Share
Taleo 36.43%
Homegrown 11.10%
Jobvite 8.58%
Kenexa – Brassring 7.56%
iCims 6.39%
ADP 4.79%
SAP-SuccessFactors 3.72%
PeopleFluent (Formerly PeopleClick) 2.52%
Silkroad 2.27%
iRecruitment/PeopleSoft 1.74%
Ultipro 1.67%
Greenhouse 1.67%
HRDepartment 1.28%
Newton Software 0.78%
Jobscore 0.50%
Lumesse 0.50%
WorkDay 0.46%
Lever 0.46%

Top ATS by % Growth:

ATS % Increase
WorkDay 570.52%
Kronos 467.36%
HRDepartment 209.47%
ApplicantPro 209.47%
ATS OnDemand 209.47%
eRecruiting 157.89%
Cornerstone OnDemand 157.89%
Lever 123.51%
PeopleAnswers 123.51%
Ultipro (UltimateHCM) 120.38%
ADP 111.00%
HireBridge 106.31%
PCRecruiter.com 106.31%
CATS ATS 106.31%
SmartSearch 106.31%
Greenhouse 102.02%

What do these two charts tell us? 

– Taleo is dominate in the market, but not growing at the rate of most others. Taleo got that growth not by being the best ATS but because Oracle bought them and then in large organizations IT forced TA to use Taleo. Welcome to corporate politics.

– Workday must be awesome because they’re growing so fast! See the first bullet! Workday is winning huge HRIS RFPs and corporate IT is twisting some arms in TA to use the Workday recruiting platform. Workday isn’t sold a separate ATS point solution, so the only way you use is it, is if you’re the core Workday HRIS product.

– Kronos – see the bullets above! They’re not an ATS, in terms of what people think of when you think of the best ATS technology.

– Homegrown systems are always big because the ATS industry does an awful job showing us why we should pay for something we can basically build on our own. Now, the best ATSs on the market are clearly light years ahead of anything you built in-house.

– In the market share list I can basically put them into three buckets: Bucket #1 – Giant Enterprise plays with average and below average ATS technology, Bucket #2 – Super cheap SMB and Mid-market plays, bought by TA leaders who don’t really know what they’re doing; Bucket #3 – True best of breed ATS technology that should be leading the market.

It’s somewhat sad that so many giant enterprise level HRIS systems are dominating the ATS market, but it speaks to how HR and Recruiting were lead ten years ago. “We need everything to talk to each other so we can get all the data!” Yeah, you can still get that with a best of breed solution and open APIs. Too many great organizations are settling for below average technology and vanilla solutions while failing in recruiting.

This data also speaks to the fact that most ATSs today are not bought, they’re sold.  TA leaders have no idea which one to select, what the differences are, and what their choices are. So, you sell them on the fact your ATS is ‘by far’ the best one and ‘unlike’ anything else on the market. The data says different. It says that basically all of these ATSs are the same, otherwise you would see a few grab most of the market.

HR and TA Technology You’ll Fall In Love With!

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Happy Valentine’s Day! I have a gift for you!

My friend, President of Recruiting Daily, and super brilliant HR Technologist, William Tincup puts together a quarterly list of HR and TA technology that he loves titled: 100+ HR and Recruiting Technologies Worth Watching. I get so many great ideas of companies off his list to demo, I wanted to share it with you, and if you’re smart, you’ll go follow William and get his updates to this list on a quarterly basis.

Some of these companies are well known, some I haven’t even heard about, but if William tells me to take a look, I take a look!

Here’s my recommendation. You know where your HR and TA tech stack are failing. Demo one company a month in your weak areas. These demos will show you a few things. First, you’ll see what’s possible. Second, you’ll get to see how other companies are doing the same thing, only better. Finally, you’ll probably get some ideas of how to do your stuff better, with or without the technology.

Either way, you win.

If you want to give me a gift, please send me a note once you demo’d one of these companies and let me know what you think! The sharing of information between peers is the real power.

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T3 – Ruutly (@_Ruutly) – The future of job postings

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This week on T3 I take a look at job branding technology, Ruutly. Ruutly is a technology that is embedded into the top of your normal, boring, text-based job description/posting, turning into something modern that is highly interactive, branded and completely digital.

With such a high focus on candidate experience, it’s a wonder why organizations haven’t focused more efforts in developing a great job presentation to candidates, but the reality is most job postings are pretty much the same as they’ve been over the past twenty years or so. Sure, you now have them in a pretty frame with your logo, but it’s really the same old text-based, cut and paste job description with some prettier wrapping.

Ruutly allows you to do your job postings differently, and still work within your ATS. That’s huge. Many of the job posting/job branding technology to this point has been outside the ATS, which always made it a bit clunky to use. Ruutly turns your job posting into an interactive, branded piece of content, placed directly at the top of your normal job posting, ensuring there’s no change to your apply process.

What I like about Ruutly: 

– Simple, easy to use text editor that allows you to build a ‘ruut’ (the interactive job posting) to be placed “above the fold” of your normal job postings within your ATS. What does “above the fold” mean? It means, this will be placed on the part of the screen that you see first, no having to scroll down. The old text-based job description will now be below the ruut. Research shows candidates spend 50% of their time on job descriptions ‘above the fold’.

– You can easily embed video and secondary content into the Ruutly job posting. This is great for all of that content you have for candidates, like ‘why our city is great to work in’, awards, news items, benefits, etc. You can also use this space to show career path of the position someone is applying for, or related positions they might be interested in applying for.

– An administrative dashboard shows you stats on your job postings that most people never see, like, total views, total clicks, average time spent on a job posting, total applies, etc. This is a great way to do some A/B testing to find out which job postings perform better.

I love this type of technology (I’ve also reviewed ViziRecruiter and GoSizzle, as well, in a post titled “Pimp My Job Description“) because there is such a high level of frustration in organizations on how bad our job descriptions are. HR hates them. TA hates them. Hiring managers hate them. Yet, we change everything we do in talent acquisition, except the job postings! This makes it easy and effective. Check them out, it’s pretty awesome technology for not that much of an investment.

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 – ENGAGE (@engage_talent) – Using Predictive Analytics to Source Talent

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This week on T3 I’m reviewing the sourcing solution ENGAGE. ENGAGE allows recruiters to source from a real-time stream of over 100 million passive candidate profiles and receive alerts of when a candidate is more than likely ready to ‘engage’ you in a conversation about a new job.

How does ENGAGE know that a candidate is in the mood? Welcome to the world of predictive analytics! Named one of Gartner’s 2016 Cool Vendors, ENGAGE has built an algorithm that is fairly accurate in guessing when a person is probably more likely to be ready to change jobs.

The science behind combines a ton of stuff: competitor data, Glassdoor rating of their current company, key stats, recent company news, etc. Based on the algorithm they color-code each candidate from red to green. Green meaning they’re more likely to be able to be recruited.

ENGAGE uses 15 plus people aggregators to pull in the 100 Million plus profiles. They’ve also partnered with Payscale to also provide a ballpark salary range of the candidate based on all the criteria they’ve been able to gather on the profile.

What I liked about ENGAGE:

– ENGAGE allows you build both candidate and company ‘watch’ lists. You can build a search for let’s say “Facebook” and it will continually update your list as people at that company move from red to green, or vice verse. You can also do this by skill sets and search strings for candidates. Having a list that could change daily of when someone is ready to be recruited!

– Get daily emails sent to you on your most recent alerts for your most likely recruiting sources.

– ENGAGE also has a Chrome extension that allows you to easily pull information on target organizations and keep internal notes without having to jump back and forth into the system. This extension also works with LinkedIN showing you the ENGAGE information with one click directly from LinkedIn Recruiter.

– It has an intuitive search interface that will show you ‘similar’ candidates not only based on search terms, but on the type of target organizations, locations, etc. Also, the system allows you to export your search lists and easily upload them into your CRM.

– ENGAGE has made large investments into also providing actual candidate phone numbers and email addresses, and not just main company phone numbers, but actual cell phones, direct dial extensions, etc.

One thing that ENGAGE isn’t being sold for, yet, but I instantly saw as a secondary value is actually tracking the ENGAGE score of your own employees. Retention of your own talent is one of the most important issues we face an ENGAGE can actually be used to show you when someone in your own organization is most likely getting to the point of being recruitable.

Knowing this would allow us to set up a save strategy and work to re-recruit the individual moving them back into the red ENGAGE score, and less likely they’ll leave our organization. There a ton of sourcing tools on the market. Most of which are based on legacy data scraped from various places. What I really like about ENGAGE is the predictive nature. Well worth a look and demo (enter the code “fistfuloftalent” for a 5% discount).

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