Category Archives: T3

T3 – Handshake @JoinHandshake

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This week on T3 I take a look at the recruiting platform for college students called Handshake. If you recruit new grads from college campuses you know the pain of not having a one-stop shop to get the students you need. Most companies still waste a ton of resources attending career fairs and negotiating individual college career offices one-on-one.

Handshake looks to break that cycle by doing what LinkedIn has failed to do, give college students one place, one networking site that is all their own to look for jobs and connect with companies. On the flip side, they are also providing a platform where employers can search for students by posting jobs or searching millions of student profiles by the university, major and grad year.

Handshake isn’t a new idea. Kris Dunn famously loves to tell people I singlehandedly put MyEdu out of business when I keynoted an event from them and the next week they went out of business! I get pitched probably twice a year from new companies trying to do what Handshake is attempting to do, build a platform that connects college students with employers. LinkedIn for college students, except they would hate to be called that, but you get the picture.

What I like about Handshake?

– Free to both students and employers! What to build critical mass, like LinkedIn? Give it away for free, except Handshake actually sells their platform to college career services offices on an annual subscription. Also, they will make money on premium services to employers. (See? LinkedIn!)

– Unlike most student-to-employer techs I’m pitched, Handshake has figured out you need to get some VC and use that money to grow your user base, both colleges, students, and employers. They currently have over 150 colleges using (Stanford, Michigan, Texas, Cal, etc. – a who’s who of universities), 140,000 recruiters/employers, and over 2.5 million student profiles.

– College career fairs aren’t going away anytime soon, as most employers still want to build a reputation on campus. Handshake helps out both employers and career services with tools to plan events, schedule interviews, etc. on campus. While most recruiting will be done on the site, the best employers will still maintain a presence on campus.

– They have a brand that feels like it will stick. Let’s face it, the student-to-employer space won’t be shared by multiple technologies. Someone will win this space and control the vast amount of college hiring that takes place. I like the Handshake brand and story, I think it could stick. That’s important in a game that has yet to be decided.

– They’ve built a UI/UX that students will feel very comfortable with and it’s as easy to use as any social media site they use now, and it’s clean. By uploading your resume most of the profile is auto-filled and it can be tweaked from there.

If you recruit on campus or from colleges, you need to check out Handshake.  The technology makes it easy to find kids on campus whereas college career service offices tend to be a pain in the butt to deal with and only want to post openings for you, versus give you direct access to students when you need them, not when the annual career fair is scheduled.

LinkedIn will have a say in how all of this ends. I can’t believe they’ll sit on the sidelines for this and watch Handshake just take the college market from them without a fight and a product of their own. Handshake has some first round funding, enough to make some noise, but not enough to send fear into LI! Stay tuned, it should be interesting.

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 HR, 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 – Health Fair Connections @HealthFairGuys

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This week on T3 I take a look at the HR technology app Health Fair Connections. Health Fair Connections (HFC) is a unique software that allows benefit’s professionals to secure vendors for their internal health fairs, maximize employee participation, and organize their entire health fair information in one platform.

HFC is a technology, not an event company. The technology allows HR departments to list their event and receive interest back from vendors who have shown interest in attending your internal employee health fairs. The software automates the entire process. No meeting with tons of different vendors or having a million calls to make.

The technology allows you to control the entire process. Vendors send you an ‘interview’ sheet via the platform for your event. You simply pick which vendors you want to attend. You can also personally invite vendors from the platform that you want to attend as well. Part of the process is you building a profile of your organization and offerings so that each vendor you choose, you already will know they accept your insurance.

5 Things I really like about Health Fair Connections:

1. Setting up the annual, or Bi-annual, employee health fair is a pain in the butt! I’ve done it! Having a proven platform that basically does it for me would be excellent! HFC has done over 300 employee health fairs already this year, so the software is proven and they’ve worked out the bugs.

2. The platform has a reminder and rating system, so they have an extremely low drop off of vendors not showing up! The software has almost eliminated the no-shows at your fairs and having tables left open the day of your fair. As a user of the system you can see vendor profiles and they’re ratings given by other HR pros who used them at their events. You can also message vendors right from the system with any questions you might have.

3. No cost for organizations using it. Vendors pay to participate (and it’s fairly inexpensive for them as well), and if you personally invite a vendor they get to come for free! So, you can use all of your normal vendors and supplement with some new ones as well.

4. Customizable marketing materials, event flyers, etc. to help promote the event to your employees can be downloaded and printed right from the platform! It seems like HFC has thought of just about everything when it comes to running employee health fairs.

5. Wide selection of vendors for most large metropolitan areas, but even with markets as small as 50,000 you would be shocked at the number of vendors they have, plus HFC will go out and find others for you if you don’t find the type of vendors you want in your area. You can also use HFC for events other than health fairs, like lunch and learns, demos, employee workshops, etc.

Let’s be honest, employee health fairs are not sexy and technology running them won’t fall into the ‘sexy’ category either, but I was really impressed with this tool! For those of us who have put these on and it’s part of our job to put them on in the future, it can be a big headache and it’s awesome that someone knew this and came up with technology to help!

(Hat tip to Steve Browne, SHRM Board Member and HR Leader for LaRosa’s, for the referral of HFC – another HR pro who saw this and thought like I did!)
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 HR, 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 – @TextRecruit

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This week on T3 I take review the talent acquisition software TextRecruit. TextRecruit is the first centralized platform designed exclusively for recruiting teams to assist in texting, engaging and measuring the effectiveness of texting candidates.

TextRecruit does what most of our ATS systems won’t, which is give you an effective and easy to use platform to reach out and engage with candidates via text. If we know anything right now it’s that candidates are getting more and more savvy to recruitment communication. Emails and phones calls, which are the two standard ways to communicate with candidates get less effective each year.

Text response to candidates continues to have a high response rate, quite simply, because most recruiters still don’t use it. Let’s face it, email has made recruiters lazy, and more and more candidates would prefer to communicate via text or some other form of short range messaging.

5 Things I really like about TextRecruit:

1. TextRecruit makes it super easy for your recruiters to mass text (create a messaging campaign), personalized text messaging to candidates and make each candidate feel like they were the only one being texted by your recruiter.

2. TextRecruit gives your entire team one platform to text from, gather responses, measure campaign effectiveness, etc. You can also embed unique URLs to drive traffic to specific landing pages, jobs, Google maps for interviews, etc.

3. Compliance with texting is still a new frontier. If your recruiters are using their own phones, or individual work phones, you have very little insight or control of what’s going on. Using a platform like TextRecruit makes all of this heartburn go away! Messages can’t be deleted from the system, so you see everything your recruiters send, candidate responses, and the entire message chain between the two.

4. TextRecruit Chrome Extension easily and instantly allows you to text candidates from LinkedIn. For those recruiters who are LI super users this is an awesome tool.

5. With traditional response rates hovering anywhere between 10-20% (on the high side with email), TextRecruit clients are currently seeing response rates, on average, of 37%. That’s giant!

I’ve been a huge fan of using text messaging in recruiting for the past few years, but it’s always been a struggle with most ATS technologies on the market. TextRecruit seems to have this figured out completely and works well in conjunction with any ATS you’re using.

TextRecruit also has some other pieces to their platform to check inclusing TextApply (self explanatory) and TextHR (an employee engagement and communication tool via text). TextRecruit is a price per recruiter model based per month.

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 HR, 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- Jobvite’s Annual Recruiter Nation Report

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Talent Acquisition software provider Jobvite released their annual Recruiter Nation 2016 report today. This report always has some gems I love to share and usually use in presentations throughout the year. Here are some of my favorites from this year’s report:

– 51% say that employment branding is their #1 investment that they will make in the next 12 months! In case you’re bad at math, that is over half! This doesn’t really speak to a “real” need for EB, it speaks to a lack of understanding of what their organization truly needs from TA. For most companies, this will be a waste of resources. An organization can be great at attracting talent with a brand no one knows. The fact that half of all organizations will have this as their #1 investment is a painful reality of a lack of great TA leadership in the industry.

– Internal hires (38%) are ranked highest quality by recruiters — followed closely by employee referrals (34%). I actually laughed out loud when I first read this! Really? I mean REALLY!? Internal hires rank as your highest quality? Well, isn’t that surprising…They better be your highest quality!!! They already work for you, Moron! Sometimes I just don’t get why we ask stupid questions. Another stat you might find surprising, water is wet! Also, stop giving internal recruiters credit for internal hires. They didn’t do anything to fill that job.

– According to recruiters, 43% of them rated diversity as somewhat or very important when making a hiring decision. But 40% of them were neutral about diversity and its influence. Want to know why your organization isn’t moving the needle on diversity recruitment? It’s this stat! Your recruiters hear that it’s important, but they don’t believe it’s important. Why? Because you don’t show them any internal statistics that more diverse work groups, in your own environment, perform better than those lacking diversity. Show them, or shut up.

– 60% of recruiters rate culture fit of highest importance when making a hiring decision — topped only by (you guessed it) previous job experience (67%)! What didn’t matter? Cover letters (26%), prestige of college (21%), and GPA (19%). Yep, all you haters that still think cover letters are a thing! They aren’t, go back to 1997.

– This year, recruiters are most focused on growing talent pipelines (57%) and the quality of their hires (56%). 

Can we be real for a second? I mean really, really!? You’all are pissing me off!

56% of Recruiters are concerned with Quality of Hire. That’s nice. Tell me how you measure that? Oh, it’s when a new hire stays 90 days in the job. That means quality? How does that align with the industry? Oh, you don’t know, because everyone measures QofH completely differently and it’s a freaking meaningless metric! I WANT TO SHOOT MYSELF IN THE HEAD!

Quality of Hire is not a Recruiting metric. Quality of Hire is a hiring manager metric! It’s something that starts with TA, flows through HR, ends up in Performance Management and ultimately is tied to Hiring Manager decisions and their ability to develop and onboard new hires. TA has very little to do with quality of hire. TA is responsible for Quality of Source, that is a different thing.

So, just stop it. Stop doing this. You’re giving me an aneurysm!

And now back to the survey…

– 87% of Recruiters use LinkedIn to find candidates, the largest of all networks. 67% of Candidates use Facebook to search for a job, the largest of all networks. Do you see a problem here?

Definitely, go download the report! It’s loaded with a ton of data that can help shape some of your TA decisions in the near future, or just get you to do more of what everyone else is doing because you were told by idiots like me it’s the new hottest thing on the market to do, and fun wasting most of your budget developing your brand no one will ever know about.

T3 – The Next Great HR Technology Company

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The HR Technology Conference is coming in a few weeks and they just announced the list for a competition they are having this year called “The Next Great HR Technology Company”. Here’s what is, from HR Technology Chair, Steve Boese:

“Each year, the HR Tech Conference puts the spotlight on the latest innovations to emerge in the HR technology marketplace. As the industry as a whole continues to evolve and new challenges arise, there are many startups introducing game-changing solutions to help HR address the growing complexity. The ‘Discovering the Next Great HR Technology Company’ session will examine the offerings from some of the industry’s most promising startups, and allow attendees themselves to vote for companies they think introduce the most cutting-edge solutions to enhance how they do their jobs as HR professionals.”

So, who are these ‘startups’?

Clickboarding: is a comprehensive employee onboarding software focused on the new hire experience by not only leveraging cutting-edge cloud technology but also embracing regulatory compliance and providing a Candidate Care services team as an extension of the company.

Clinch is a Recruitment Marketing and CRM platform designed to centralize a company’s career pages, recruitment marketing, and talent network initiatives, enabling employers to source, identify, understand, engage and convert the best candidates – including the 90 percent of those who demonstrate an interest in their company but don’t apply.

Highground enables organizations to modernize performance development and engagement for a more productive, motivated workforce.

InvestiPro is a fully-automated workplace investigation solution designed to simplify the way employers conduct investigations.

LifeWorks will present its industry-first wellness and engagement platform that makes employees Feel Loved in any organization.

Qwalify will present its solution, Talent Dojo: a professional digital networking platform that is the evolution of talent engagement for recruitment.

RolePoint will present its leading internal talent mobility tool to deliver a streamlined career progression experience for employees and enable talent development teams to improve retention across their entire organization.

The Chemistry Group will present a combination of its technology and award-winning intellectual property allows its global clients to predict the future performance of potential and existing employees to an unparalleled level of accuracy.

I’ve known some of these technologies for a few years, others I’ve never heard of, so I’m really interested to see all of them, and then see what the HR Tech audience believes is the best Next Great HR Technology! Especially since all of these techs really don’t compete against each other.

For other HR Tech geeks like me, these types of competitions are awesome! You get to see a bunch of great tech in a small amount of time and you don’t feel like you’re being sold something!

An Introvert’s Guide to Recruiting Top Tech Talent

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Step 1: Listen really carefully to what your mind is telling you.

Step 2: Call someone who knows how to recruit and enjoys having one hundred small conversations per day and quickly building relationships with people they might never talk to again.

Step 3: Quit your job as a Recruiter.

Step 4: Find a career that values Introverts.

Step 5: Take that job.

Step 6: Tell your introverted friends to never go into Recruiting.

 

Thanks for the inspiration Heather Bussing, and check out her Introvert’s Guide to the HR Technology Conference. 

T3 – What the Hell is Artificial Intelligence in HR?

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The HR Technology Conference is in Chicago this year from October 4-7 and I’ll once again be blogging live from the show. As I’m preparing and scheduling meetings with various vendors one thing have become perfectly clear, I’ll be doing a lot of talking about “Artificial Intelligence”(AI).

You know AI, right? The stuff we see in  movies in the future where computers and robots begin the think for themselves then very quickly understand that humans are inadequate so they ‘decide’ humans are no longer needed and only machines should run the world. Yeah, That AI! Sounds like the perfect HR replacement!

Okay, I’m only half joking.

So, what the hell is AI in HR, really?

The actual definition of Artificial Intelligence is simply, intelligence exhibited by machines. That’s pretty broad, but now you see why the movies have taken this to resemble human-like robots and overly aggressive computer programs with condescending attitudes. The greatest ‘real’ example of AI is IBM’s Watson (see the video below).

Artificial Intelligence in HR is designed to take and transform data into ‘humanized’ formats that we can easily digest and take action on. You will see this every day in the predictions and suggestions that your HR and TA systems make for you. A simple example would be pre-hire assessments that predict once candidate could possibly be a better hire than another candidate. This is AI for HR.

Not quite robots taking over your job, but it helps put into context the buzz word “Artificial Intelligence” is quickly becoming in HR and TA.

AI is moving into almost every kind of technology we’ll use in the next few years. There are systems on the market that can now, fairly accurately, tell you which of your employees will be next to leave your organization. Where you should be building your next call center. What groups of employees when paired together in a team will develop your next best selling product or service. That’s all really cool!

But, it’s still not robots taking over the world because they find you inadequate, yet!

So, get ready for the fall conference season knowing you’ll hear two things a lot as HR and TA vendors do their annual ‘let’s talk over your head’ by using really fancy, mostly made up, terms to make you think are tech is something you must have. “Machine Learning” and “Artificial Intelligence” (which are basically the same thing) will be shoved down your throat at an alarming rate!

While the sales pitch might be lame, you know I love the technology. Predictive technologies are the next level technology for most HR and TA shops. The challenge we all have as leaders and pros is trusting what the technology is telling us.  We still want to believe we, the humans, are smarter than the machines. Unfortunately, we are not.

The organizations who can get themselves to trust the technology the fastest and follow the recommendations, consistently, not just when it ‘feels’ right, will be out in front of everyone else. So, don’t get intimidated by AI or Machine Learning. Embrace the cheesiness of your local HR and TA vendor salesperson. Who knows, next year a robot might be selling you your software!

T3 – Behind the Curtain at LinkedIn

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I got invited to LinkedIn! Yeah, me, the guy who was blacklisted from LinkedIn because I tend to write stuff that isn’t so flattering about the organization. Before I tell you what I learned while at LinkedIn, I have to tell you that I had to sign an NDA the moment I walked into the building! So, what I’m about to say is what I can say without getting myself in trouble.

The meeting at LinkedIn was something dreamed up by Chris Hoyt and Gerry Crispin at CareerXroads after hearing feedback from some of their Colloquium members (FYI TA Leaders – if you haven’t checked out becoming a member of CareerXroads, you need to!) they felt LinkedIn would definitely want and need to hear. Everyone says they want critical feedback until you get it! To LinkedIn’s credit, they were willing to hear this feedback, which can be tough to take! No one likes being told their baby is ugly! This wasn’t going to be some vendor advisory meeting, this was going to be something completely new and different!

LinkedIn had multiple people from their leadership team attend and were highly engaged. It helped that the clients who attended were whales! Giant clients, clients that move your needle. These kinds of clients ensure you get heard.

So, what did I learn:

– LinkedIn has a vision and that vision has a lot to do with helping organizations attract and get talent from a product perspective. They also think member first, not a buyer of LinkedIn Recruiter seat first. That’s important. The true value of LI is not their clients paying for products, it’s the network. Without the network, LI is worthless.

– A ton of companies in the TA tech space want access to LinkedIn member data so they can make money. Not shocking, but most of the money they would make is directly at the expense of what LinkedIn has built and is making money on. Welcome to Capitalism, that’s not going to fly. So, you can complain that LI won’t allow access, to this or that, and you can continue to complain because it makes no financial sense for them to do so.

– What LinkedIn sees as important is probably not important to you, yet. That’s most of the disconnect between user and company. Recruiters can come up with many things that are wrong with LinkedIn and probably believe LinkedIn doesn’t have a clue. They do have a clue, but they’re also focusing on the future and fixing the problems as a set, not one at a time.

– LinkedIn can do way better from a PR standpoint of letting the user base know they are being heard and what they are doing about what they are hearing. Or more importantly, why they are not doing something. Many times not doing something is causing the most friction, when in reality there is a real reason why they are not fixing something you believe needs to be fixed or added.

– LinkedIn, like most HR and TA Tech companies, love their fans. If you only listen to your fans, you begin to believe you’re really, really good. The problem with this in Recruiting and HR is 80% (my number) of pros really don’t know any better. If you give them anything that helps them, they’re going to be super happy and think it’s the best, because they don’t know any better. LinkedIn has made a conscious choice to start listening to some of the people who are critical and finding the value in that feedback as well.

– Fake profiles, catfishing, etc. are a problem. They heard it. They heard it from their largest clients. This isn’t an easy problem to fix, and it has nothing to do with network growth numbers, even though almost every recruiter you speak with thinks that this is actually the case. My opinion is, after attending this meeting, that LI is less concerned with the overall total member number, and more concentrated on the number of ‘active’ member users on a daily and weekly basis. They want to raise engagement of all members.

– LinkedIn knows they have data you want as a Recruiting pro and leader, and they’re working on ways to bring it to you in a more robust, easy to consume manner. Again, it’s the 90/10 rule. 10% of power users want everything, but that would be overwhelming to 90% of the rest of us. Great tech gives you what you need, when you need it, in a way you can easily consume it. That’s not easy.

– LinkedIn Fangirl Stacy Zapar was there with me. I know people view Stacy as a walking billboard for how great LI is. I will tell you that out of everyone in the room, Stacy challenged LI’s leadership more than anyone and did it continually. She was fighting the fight for recruiters at the feet of the throne. If you love a product, you’ll fight to make it better. She has a unique ability to share negative feedback in the most positive way!

That’s it for now. I hope I don’t get a cease and desist email today! I tried to be as specific as I could without giving details. I was impressed with LinkedIn’s team. They came across as they cared very much about what everyone in the room had to say and are working to address all of the concerns.

I left believing, for the very first time, that LinkedIn actually cares about what we as a recruiting industry think. Thanks to Chris Hoyt and Gerry Crispin at CareerXroads for convincing some of their Colloquium members to come and provide this feedback. I highly recommend them to other HR and TA tech vendors who truly want to know what your clients and the industry think about your company and your products!

One last thing. I looked for blue Kool-Aid everywhere on LI’s campus and couldn’t find it! I secretly wished they would have it everywhere in those water coolers on every floor, that would be so awesome and funny at the same time! Maybe they hid it away knowing I was coming! Stay tuned. My hope from this meeting is I’ll have more to share in the future on LinkedIn and its going-ons.

T3 – @SocialTalent – Recruitment Training

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This week on T3 I review the recruiter/sourcing training platform Social Talent. Okay, before we get started on Social Talent, I have a confession to make. I’ve actually known about Social Talent for a while but haven’t written about them because I was taking my entire team through their training! I didn’t write about them because I didn’t want to share how awesome it is!

Social talent is an on-demand platform that trains your recruiters to get a ‘black belt’ in internet recruitment. Social Talent also has an advanced black belt and an inclusion and diversity recruitment certification. The program is micro-video driven, enforces learning through quick quizzes on the learning and of course the big black belt certification assessment at the end.

The program is recruiter-driven and takes about an hour or so per week to complete, over 16 weeks. My recruiters actually spend a little more time than an hour per week because Social Talent continually adds in the newest information around sourcing and recruiting and the platform constantly engages your recruiters to learn more and get higher level skills.

5 Things I really like about Social Talent:

1. Built by recruiters for recruiters. The platform is built around learning, recruiting and performing. The training has changed the way my recruiters tackle an opening and opened up the number of sources each of them uses.

2. The bite-sized video in Social Talent is consumed easily and reinforced by practice. The training is developed in a way that allows both new recruiters and experienced recruiters to get the most out of it.

3. Social Talent isn’t only teaching the tech skills of Boolean Search, Advanced LinkedIn searching, etc., it’s teaching recruiters to build their own personal brand and how, to build networks and pipelines, and how to build your employer brand.  It’s the gift and the curse of the platform, your recruiters will make themselves more valuable by going through this training. This is true development for recruiters just not skill-enhancement.

4. Metrics platform gives talent acquisition manager great insight to who is using the platform, how they are using the platform and gives them the ability to send social positive reinforcement. One of the best training platforms for recruiting I’ve seen that truly helps you ensure you get full user adoption and most out of your investment.

5. Ongoing bi-weekly live training sessions to reinforce all the new skills that your recruiters are learning, plus gives it lets them challenge the Social Talent team on their harderst searches and shows them exactly how the ‘pros’ would use the system.

I have to say this again, I didn’t want to share this with you because I truly believe it gives my recruiters a competitive advantage over every other company who doesn’t use it! But, I started T3 to share, so asmuch as this hurts me, I’m sharing this with you.

Socical Talent is the single best recruiter training tool I’ve used in my twenty-plus years of recruiting and managing recruiting teams. It’s not a small investment, but I can tell you that my team took full advantage and we feel like we’ve gotten a full return on our investment and my team, across the board loves it!

Check them out, you won’t be disappointed!

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 HR, 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- @WeVue – Where Culture Comes to Life

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This week on T3 I review the employment branding/culture mobile app WeVue. WeVue is a mobile app that enhances the experience of being on a team by bringing company culture to life through the power of photo and video sharing. It’s a mobile platform that turns your entire employee base into one big social network of sharing and communication.

It has a little Snapchat/Instagram Stories feel to it, but with a lot more functionality to communicate amongst teams. An employee gets started on WeVue by downloading the app and using their work email address as their way into company side of WeVue. From there the first thing they are taught to do is a step-by-step process of making a video of themselves for everyone in the organization to view, share and comment (think great first-day orientation exercises!).

WeVue allows your employees to share their stories and experiences with your organization simply and effectively. The platform also allows the team, or an individual, to celebrate accomplishments, start events, give positive feedback, etc. They can push these notifications to individuals, teams or the entire organization.

5 Things I really like about WeVue: 

1. WeVue is a mobile platform that has a very familiar UI/UX for most employees who are familiar with using social apps on mobile. This makes it user adoption much easier because almost everyone will download and immediately be able to begin using the app and setting up their profile.

2. I love that WeVue starts out by having each employee making an introduction video. This has so many applications to begin great orientations and make people feel instantly welcome in your environment. The profile can also be easily changed and added to as an employee sees fit.

3.  Ask questions/Get Feedback. WeVue’s platform allows users to ask questions and gather feedback quickly and easily. App admins at your organization can control access and whether you want this to be anonymous or open, also who can ask questions can also be controlled by company admins.

4. Culture Feed. WeVue has a timeline type function where most of your employees will spend time on the app, this is your ‘Cultural Feed’. As people share items, give shout-outs to each other, etc., all will be seen by the entire company here (similar to a FB timeline). Also, you can Broadcast announcements on the app, one-way communication by leadership, HR, marketing, etc.

5. Social share to a custom landing page. The app allows users to share information and you can have it go to a custom landing page, like maybe your career site!  This easily allows you to share your culture with perspective candidates and drive additional traffic to where you want it.

WeVue is an organizational culture app.  Designed for organizations who want to share and drive a strong sense of what and who they are as an organization. As companies grow quickly this is one of the first things that gets lost, and once it’s gone, it’s almost impossible to get back. This helps companies stay small, as they get big, and let’s big companies seem a bit smaller. WeVue is like having your own private social media site for your employees.

Check out WeVue. Easy quick demo. Fairly inexpensive for what you get and can build in terms of culture. I’m a huge believer in letting your employees be your brand advocates through sharing their stories at work, and WeVue makes this very easy.

How WeVue changed Logan’s career? from NiceGuy with a HeadFull of Ideas on Vimeo.

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 HR, 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.