Category Archives: The Weekly Dose

Your Weekly Dose of HR Tech: @Filtered_ The 1st Objective Tech Interview Platform

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Today on the Weekly Dose I review the technical interview platform Filtered. Filtered is not the first technical interview platform on the market, but they might be the most advanced interviewing platform for IT talent that I’ve seen on the market.

Filtered was built by engineers who turned into Recruiters, but decided to turn back into engineers because the tech interview world was so broken they felt compelled to do something about it! What they did was build an IT interview platform that stops all of the cheating that is currently going on in the industry!

If you hire IT talent and you use some kind of coding test, etc., you already know how the game is played and won. There are massive corruption and cheating going on in IT hiring, because the current interview platforms allow for one person to log on and take an interview for another, pass it, and then the person who can’t do the work shows up, or shows up at a much higher pay rate then they should because they tested higher then what they are really capable of.

Filtered puts a stop to this in a number of ways using technology that constantly scans works, takes facial snapshots every few seconds, and utilizes machine learning to raise red flags of potential cheaters in progress of assessment.

What do I like about Filtered? 

– Filtered security is groundbreaking when it comes to stopping the cheating that is going on with your IT hiring. Filtered doesn’t allow cutting and pasting of code, it doesn’t allow the person who starts the test to get up and someone else to sit in and finish, it shows you exact GPS data of where a person is taking the test.

Why is this important? When Filtered ran a recent test for a client they were able to show one IT Contingent company the client was working with had 20+ IT assessments take place for 20+ different candidates from the exact same house in New Jersey! Cheating is going on, you are either ignoring it or don’t care!

– The Filtered team works with your IT team to create the right assessments and challenges that are needed to not just find qualified candidates but to actually find candidates that are the best that are applying.

– Recorded video interviews explaining why they did an assessment or challenge in the way they completed the task.

– Real-time data ranking so corporations can see which recruiters or which contingent firms are providing the best talent for your organization.

– Filtered shows verified skills being assessed, but also allows candidates to show other skills they might have as well, which can be verified within the system.

I love interview technology that helps organizations make better selections. One problem we’ve found out within the industry is that if people can cheat, they’ll find a way to cheat, so the technology has to stay out in front of the cheaters! Filtered is at the forefront of stopping the corruption that is taking place in the contingent IT industry.

There’s a great chance your contingent providers of IT talent are cheating your system. It’s rampant coast to coast. The most common is having someone else take the assessment, which gives you the belief you’re getting senior talent and paying for senior talent, and in reality, a junior/entry level IT person shows up to work.

I would encourage you all to demo Filtered and compare them to other technical interview platforms you are using. Filtered also has built a Data Science specific assessment as well, which is the only one I’ve seen in the industry. In a growing field like data science, it’s easy to make bad hires, so this is one more reason to look at the platform!

The Weekly Dose – is a weekly series here at The Project to educate and inform everyone who stops by on a daily/weekly basis on some great recruiting and sourcing technologies that are on the market.  None of the companies who I highlight are paying me for this promotion.  There are so many really cool things going on in the tech space and I wanted to educate myself and share what I find.  If you want to be on The Weekly Dose – just send me a note – timsackett@comcast.net

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

Your Weekly Dose of HR Tech: @AltruLabs – Humanize Your Employment Brand

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Today on The Weekly Dose I review the employment branding technology Altru Labs. Altru Labs is an employment branding platform that will transform the way you create content, market your company’s employer brand and personalize the candidate experience.

How?

That’s the cool part! Mostly through your own employees, like a brand ambassador program, but different!

It’s kind of like Quora for your own company. Quora basically is a platform where people ask questions, and people who know answers will answer back. Altru Labs, through video, lets candidates ask questions and your employees answer using Altru’s simple mobile video app.

These videos are then embedded into your career site and searchable, so candidates can come onto your career site and discover almost anything they want about you, your jobs, your culture, etc.

On the talent acquisition side of Altru Labs, you have a great dashboard where you can actually funnel certain questions to certain employees who you think will be great at answering. Candidates can also pull all answers for a certain employee to see all of their content.

On the content side, you can share your employee videos on your career site, directly on a job description posting in your ATS, or through direct social promotion of your recruiters and employee ambassadors.

What I like about Altru Labs:

– Mobile-first design so you are using the power of every smartphone each of your employees is carrying with them as a potential employment branding distribution tool through short-range video.

– While it’s designed, originally, for recruiting talent, this is a mobile video sharing platform that can be used across your enterprise in L&D, HR, inter-team communications and knowledge share, etc. The usage is almost unlimited because of the ease of use and ability to search and share content.

– This truly gives you a tool to highlight your best employee advocates in a way candidates will love. Want to know what it’s really like to work at your company, at that location, in that position, for that manager? Yeah, that specific!!!

Very new technology on the market that has the potential to grow very quickly. Some very large brands, with employment marketing and branding teams, are already testing. The pricing model is currently designed for TA, but soon you’ll see this evolve as organizations will see other uses across the enterprise.

If you are looking to really energize your employment brand and/or employee ambassador program this is a must demo!

The Weekly Dose – is a weekly series here at The Project to educate and inform everyone who stops by on a daily/weekly basis on some great recruiting and sourcing technologies that are on the market.  None of the companies who I highlight are paying me for this promotion.  There are so many really cool things going on in the tech space and I wanted to educate myself and share what I find.  If you want to be on The Weekly Dose – just send me a note – timsackett@comcast.net

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

Your Weekly Dose of HR Tech: @Job_Adx Smarter Programmatic Job Ad Spend

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Today on The Weekly Dose I review the programmatic job ad platform JobAdx. JobAdx is one of a handful of new platforms on the market that talent acquisition teams can utilize to run their own digital job advertising.

So, first I probably need to explain a little about what the heck is ‘programmatic’ advertising.“Programmatic” ad buying typically refers to the use of software to purchase digital advertising, as opposed to the traditional process that involves RFPs, human negotiations, and manual insertion orders. It’s using machines to buy ads, basically.

Traditionally, you probably did very little with your own job advertising. You might have actually did some old school newspaper advertising, posted your jobs on job boards, or more than likely you used an agency, who charges a fee/premium, who would advertise your ads on various sites.

JobAdX is an advanced digital advertising technology with Pay Per Applicant model. Instead of running ads where you pay-per-click (each time someone clicks on your ad), this new programmatic technology actually only charges you for those who apply. So, ultimately, this pay-per-applicant will be more expensive than pay-per-click on a per event basis, but cheaper overall because you’re only paying for what you want, applicants.

So, what the heck does it really do? 

That’s really the big question, isn’t it! Basically, a programmatic ad platform puts your job ad in front of candidates where they are all over the internet. Traditionally, you would put one ad on one site (a professional association site, let’s say). Some potential candidates might go to that site, but many would not. But, almost all potential candidates are somewhere on the internet searching and doing things.

The programmatic ad technology finds the individuals you are looking for and puts the ad, in real-time, in front of them at whatever site they happen to be at. A great example is buying shoes. I love shoes. I bought 3 pairs of shoes this week! So, I go to a site to look at shoes. I find a pair I like, but I know my wife will kill me if I buy one more pair of shoes!

So, I leave that site and go to another site like Facebook. And what do you know there is an ad for those same stupid shoes on Facebook! How did Facebook know!?! Facebook didn’t know, the programmatic ad engine did know! Welcome to the future of job advertising!

A nurse has certain behaviors when searching online that will tell the technology, most likely this person in a nurse, which then allows the programmatic job ad platform (JobAdx) to put your nurse job opening in front of this person multiple times, across multiple sites, not just traditional job search sites.

What I like about JobAdx:

– Programmatic job advertising should be used by every TA shop, regardless of your number of hires, especially if you’re struggling to get results via traditional means. The JobAdx platform is simple to use and allows you to control your spend and budget with an “auto-pilot” feature to make it somewhat idiot-proof (which I definitely need!).

– The JobAdx platform has a great dashboard for you to actually see which jobs are performing really well, and which ones are not performing, so you can increase your spend on those you need, and decrease or stop completely on the jobs you no longer need traffic on.

– Advanced technology within JobAdx will ensure that once a candidate applies that candidate will stop seeing your job ads, which is a much better candidate experience.

– There is frequency capping within JobAdx as well, which is basically an automatic set of rules which will stop showing your job ad to a person after so many times. The theory is once someone sees your ad, let’s say six times, they’ve shown you they aren’t interested, so let’s not show them that same ad again, but go show it to others.

The goal of the JobAdx is to empower employers to advertise jobs more dynamically using the power of Real-Time Job Delivery. I’m completely enthralled by the technology and I truly believe every TA shop should be testing programmatic in their own shops. Go check out JobAdx and get a demo, then put a few hundred or thousand dollars you spend on traditional advertising and try it using programmatic.

The Weekly Dose – is a weekly series here at The Project to educate and inform everyone who stops by on a daily/weekly basis on some great recruiting and sourcing technologies that are on the market.  None of the companies who I highlight are paying me for this promotion.  There are so many really cool things going on in the tech space and I wanted to educate myself and share what I find.  If you want to be on The Weekly Dose – just send me a note – timsackett@comcast.net

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

Your Weekly Dose of HR Tech: @TextRecruit Drip Campaigns Really Work!

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Today on the Weekly Dose I review TextRecruit‘s new Drip Campaign feature that my team is actually really using!

So, I don’t talk a lot about my tech stack, because I think it’s a real differentiator when it comes to running a staffing company. In fact, I’m fairly cocky about telling clients I know for a fact, my tech stack is better than theirs, which is why my team can find and attract talent faster than theirs can!

We use TextRecruit.

Why?

Because being able to text candidates, more than one at a time, is critical for recruiting success. Plus, I need a way for my recruiting team to manage multiple text conversations at a time, and a platform that will capture all of those conversations.

So, we have been using TextRecruit with a high rate of success when it comes to getting more reply rates than we could with email, InMail, and phone calls.

So, what are Drip Campaigns using TextRecruit?

Drip Campaigns are a series of automated text messages built to drive deeper engagement with candidates. They help you automate text messages based on whether your candidates respond, and engage them with the right message at the right time.

They work like this:

  • Create the different messages you want to send to your candidates and decide how much time you want between them
  • Once you start your campaign, candidates that respond will stop receiving messages while unresponsive candidates move to the next drip message
  • After the campaign, you can check your analytics to see your response rates

We do a lot of message testing so it might look something like this:

Message #1 – “Hey ‘Candidate name’ it’s Tim from HRU. I’ve got this awesome position we need to talk about. Let me know when you’re available.”

No response.

Message #2 – “”Candidate Name”, it’s Tim again! Here’s the link to that position I texted you about. Contact me back and I can give you more details!” 

Still no response.

Message #3 – “It’s Tim! I’m stalking you! No, really, I really do think you’ll like this position. Just let me know “Yes” or “No” and I’ll stop bugging you about this position.” 

What!? Still no response. Remember, even a response of “No, I’m not interested” is a good response, because now you at least know something about that candidate, and you can respond back with “Okay! Is there something you would be interested in and I’ll make sure I put that note on your profile?”

Message #4 – “Last Chance! I don’t want to assume you’re not interested until I really hear from you. Here’s the link again. Just text me back!” 

We set up the messages. The candidate sees it as a personal text to them, with their name embedded, if you have that as part of the message, and the TextRecruit technology does the rest! Easy to set up and use.

So, what’s the response rate? 

70%! (this is my team’s response rate when using the drip campaign method – I can’t guarantee your results will be the same)

That’s an unreal number for recruiting response! You can send out 4 emails to 100 candidates in a drip campaign and you might get a 15-20% response rate. The cool thing is the technology is running the interactions and letting your recruiters respond to those who are interested.

TA pros and leaders ask me constantly how they can get more candidates. One thing that I know that works, is you need to start communicating with candidates in a mode they will respond to.

Editor’s note: I pay to use TextRecruit as part of my tech stack. Many will assume this is a paid commercial and I don’t pay for the tech. I do. 

The Weekly Dose – is a weekly series here at The Project to educate and inform everyone who stops by on a daily/weekly basis on some great recruiting and sourcing technologies that are on the market.  None of the companies who I highlight are paying me for this promotion.  There are so many really cool things going on in the tech space and I wanted to educate myself and share what I find.  If you want to be on The Weekly Dose – just send me a note – timsackett@comcast.net

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

Two Industries Leaders Launch Diversity & Inclusion Technology, @TalVistaHR!

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It was announced today that industry veterans, Elaine Orler and Scot Sessions have partnered up to launch the D&I technology platform TalVista. TalVista provides a view beyond the noise of unconscious bias in the hiring process. Now businesses can be more inclusive from the job description through to the interview.

Based on research, the words we use will either reveal our inclusive or exclusionary tendencies. Companies who combine our job description optimization and redacted resume reviewing with scripted and structured interviews now have a SaaS platform to mitigate unconscious bias. This will result in greater inclusivity with a more diverse and skilled workforce.

For those who were familiar with Talent Sonar, Elaine’s team acquired Talent Sonar and they are relaunching it as TalVista.

So, why should you be paying attention to TalVista?

– TalVista does three things: 1. Helps you build Job Descriptions that are more neutral in nature. What we know now are the vast majority of JD’s are written very heavily to favor males; 2. Help control Unconscious Bias by giving you control to redact resumes as you see fit; 3. Build ‘Scripted Interviews’ that allow you to assign questions to hiring managers who score the answers.

– Full integrations already built with Workday and Taleo, of which, if you’re using one of these systems you desperately need this help! Also, like most Saas products, TalVista can be fairly easily integrated into most ATSs.

– A leadership team that fully understands the end user of their product, and will build a roadmap that will continue to push the boundaries of helping organizations with their D&I strategies.

Let’s be honest. In the vast majority of organizations, Diversity and Inclusion has very little in terms of investment. We love to talk about it and act like it’s super important, but when you actually look at the investment made to make real change, most organizations can’t point to anything besides the possibility of hiring a D&I officer.

TalVista now gives TA and D&I leaders a real tool to add to their tech stack that will give them measurable results that align with their D&I strategy.

One of the goals of the TalVista team is to help organizations hire ‘nonhomogeneous’ teams. Take a look at your own team right now. Does it mostly look like you? Chances are it does. If you’re working in an organization and/or field where innovation and great decision making is critical to your success, research has shown that a homogeneous team is actually hurting your chances of success.

We all have unconscious bias. HR, TA, and D&I leaders are fighting every day to limit this bias but mostly fighting without any weapons. This is one reason I believe that TalVista’s technology will be successful. It’s the right time and the right tech to help solve the problem. I demoed TalVista this past week and it’s easy to use, with a very clean user interface and experience. Everyone on your team could use this product with limited training.

Your Weekly Dose of HR Tech: @LinkedIn Makes Some Changes to Help Candidates Apply Easier!

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Today on the Weekly Dose I take a look at some recent changes LinkedIn has made to their platform to make it easier for candidates. Here is the announcement from LinkedIn on two of the new enhancements that were made:

  • How You Match on job postings shows members how they stack up to the experience needed for a role based on the skills on their profile and recruiters can save time when reviewing candidates by immediately seeing how an applicant fits a specific role, within LinkedIn’s job management page.
  • 1-Click Apply gives job-seekers the option to save basic information, including a resume,  to apply for a job with a single click (desktop) or tap (mobile).

While these two features were made with candidates in mind, with record low unemployment in so many functions and markets, employers will also take advantages of these two additions.

LinkedIn has enormous amounts of data and the “How You Match” feature demonstrates a little psychology behind the data. On the surface, I think most TA pros would look at this and think “it won’t matter! Candidates don’t care if they match a job or not, they just apply, regardless.”

From a psychological standpoint, though, I think most employers will actually see an uptick in quality from this change. When LinkedIn’s matching technology tells you that you don’t match very well, most sensible people, won’t apply to that job.

When I first heard of the 1-Click Apply feature, I got scared that this was a recipe for mass applies from non-qualified candidates. That was my initial reaction, but I think LI brilliantly put these two features together to control this behavior.

Candidates want less friction when it comes to applying for jobs (that’s what Google’s data taught us with Google for Job’s algorithm). So, LinkedIn’s 1-Click Apply is the Holy Grail of an application process! We should all be striving to get to 1-Click Apply!

The truth is, in most ATS environments, today, it’s almost impossible to get to a one-click apply process, so kudos for LI for making this happen on their platform. While many will say they have one-click apply, most of those are based on you using your LI profile to make this happen, which usually takes an additional click or two.

The time is right for 1-Click Apply from an employer’s standpoint as well. Right now, most of us in TA are begging for more applications, so anything to make it easier for candidates to apply is welcome! The key is ensuring you get good quality with those additional applies, and I think LI did a good job trying to help out employers as well by launching the matching feature at the same time.

Acting like the candidate is the most important thing has become very vogue as of late for TA tech companies. Google started it with GFJ. Indeed is now trying to act like candidates matter, for the first time in their history. Now, LinkedIn joins the welcome wagon in letting candidates know they matter, and based on demographics and economic conditions, it looks like candidates will matter for a long while!

The Weekly Dose – is a weekly series here at The Project to educate and inform everyone who stops by on a daily/weekly basis on some great recruiting and sourcing technologies that are on the market.  None of the companies who I highlight are paying me for this promotion.  There are so many really cool things going on in the tech space and I wanted to educate myself and share what I find.  If you want to be on The Weekly Dose – just send me a note – timsackett@comcast.net

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

The Best HR Technology Conference on the Planet is Happening in Vegas!

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I get asked a lot about my favorite HR conference to attend. I have a few that I really love, but one of my all-time favorites is The HR Technology Conference! The HR Tech Conference runs September 10-14th in Las Vegas.

So, why do I love it so much? 

1. HR Tech has a half-day event called Women in HR Technology. It’s beyond awesome and powerful! They started this before #MeToo and #TimesUp. Just like technology, LRP was ahead of the curve in seeing this as an important issue and the content is so strong!

2. Discovering the Next Great HR Technology Company. This is a “Voice-style” competition where companies with new technology in every function of HR get a chance for the title of Next Great HR Tech Company! You get to see great new tech, in a fast-paced pitch environment, and the audience helps decide the outcome!

3. Great Keynotes. Dirty Job’s Mike Rowe is one of the keynotes for the 2018 HR Tech Conference. He’s awesome! Also, Facebook’s Randi Zuckerburg will speak on future consumer trends, and how it impacts us in HR and Recruiting.

4. I’m Speaking! Okay, it’s me and my friend Shaunda Zilich, and we’ll be co-presenting on Real-life Recruitment Marketing: A guide to attracting great talent.

5. The Expo! The HR Technology Conference expo hall is Disneyland for anyone with an interest in the future of all things HR, and for folks with a general interest in technology! I would come to the HR Tech conference just to walk through the expo hall and see all the cool stuff we have at our fingertips in HR! You can actually register just for the expo!

6. The Startup Pitchfest. 30 of the top HR Tech Startups square off against each other to compete for bragging rights, but also a great prize that will help them in their efforts as the move from startup to the Next Great HR Technology! JUNE 29TH is the Deadline to enter! I’m one of the judges!

What I love about the HR Technology Conference is that you can be at any level of your HR tech knowledge, from novice to expert, and you’ll find things that are designed specifically for you. When I started going I was definitely a novice and I was like a sponge! Now, I’m at a higher level and I’m still blown away at each conference with how HR and TA are evolving!

The folks at LRP, the company who produces The HR Technology Conference, have given me a discount code I can pass along to you! Use the code #TSackett18 and you’ll get $300 off the price of registration!

It’s the best HR conference in Vegas you’ll go to all year!

The Weekly Dose – is a weekly series here at The Project to educate and inform everyone who stops by on a daily/weekly basis on some great recruiting and sourcing technologies that are on the market.  None of the companies who I highlight are paying me for this promotion.  There are so many really cool things going on in the tech space and I wanted to educate myself and share what I find.  If you want to be on The Weekly Dose – just send me a note – timsackett@comcast.net

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

The Weekly Dose of HR Tech: CareerBuilder Partners with Google Cloud Job Discovery

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The week on The Weekly Dose I dig into CareerBuilder’s partnership with Google Cloud Job Discovery and let you know what it means to you as a Recruiting Pro and Leader!

CareerBuilder was one of the early partners with Google in a number of fronts. When Google for Jobs launched, CB was the first TA technology company to work directly with Googles team to build out their job schema and make sure that CB users who were posting jobs on CB would have those jobs show up high on GFJs search results.

CareerBuilder is pushing the relationship even farther with Google and they recently released a case study showing the advantages CB clients are receiving since CB started using Google Cloud’s Job Discovery A.I. and Machine Learning technology. Google wrote a great piece on this relationship and the advances CB users are seeing, check it out! 

What does all of this mean to us (Employers posting jobs on CB or employers thinking of using CB)? 

– Google knows what and how candidates want to search for jobs, so they built a tool to make this a better experience for candidates. CareerBuilder has also been in the game of wanting to deliver a great search experience for candidates coming to their site to look for jobs as well. When they both came together, it was pretty apparent that CB’s job seekers could benefit from Google’s Job Discovery search.

– CB started testing out Google’s Job Discovery as the backbone of their job search and some amazing things started happening:

  • 40% more views of jobs on CB’s Talent Networks
  • Candidate application quality increased by 18%
  • 41% increase on actions by candidates on their saved job search results

Why!? 

The A.I. and machine learning component of Google’s Job Discovery that is being used by CareerBuilder candidates actually improves the job search for candidates. Less false positives, the technology learns which jobs candidates are clicking on and applying for and then automatically will put more jobs that are closer to the ones you want in front of them.

What you see is less bad volume of candidates, but an increase in qualified candidates for your jobs. So, the partnership of CB and Google has reduced the amount of work it takes a recruiter on any given job by lowering the number of candidates who don’t fit your job and increasing the number that actually does.

One other driving factor around increased quality and relevance is CB’s and Google’s focus on mobile first location search. Most people want to be able to search for jobs based on commutable distance. Prior to Google’s Job Discovery search, this wasn’t as specific as most of us would want, but now people can easily search by very exact distances and times it takes to get to work.

CareerBuilder has been beaten up recently in the media with some moves they’ve made to focus themselves on the future and how things were handled, but in the end, it’s not show-friends, it’s show business, and CB is making the right business moves to ensure their clients are getting what they need.

Go read the Google Case Study, it’s a fascinating piece on why you might want to start looking at investing some of your job posting dollars away from Indeed and test out the Google Job Discovery tech that CareerBuilder is using!

The Weekly Dose – is a weekly series here at The Project to educate and inform everyone who stops by on a daily/weekly basis on some great recruiting and sourcing technologies that are on the market.  None of the companies who I highlight are paying me for this promotion.  There are so many really cool things going on in the tech space and I wanted to educate myself and share what I find.  If you want to be on The Weekly Dose – just send me a note – timsackett@comcast.net

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

The Weekly Dose of HR Tech: @ClickBoardingHR Blow New Hires Away with Great Onboarding

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The week on The Weekly Dose I review the employee onboarding technology Click Boarding. Click Boarding is a best of breed employee onboarding solution that you can use with any ATS or HRIS system. What you’ll find is most ATSs and HRISs have something in their system that is considered ‘onboarding’, but what we know is that it’s usually a very weak version of what we actually need and want for onboarding our new employees.

Click Boarding is a technology designed for organizations that believe Candidate Experience and Employee Experience are paramount to their organizational success. You spent a ton of resources recruiting great talent to your organization, the last thing you want to happen is a poor onboarding experience to take place and that talent bails on you before they even got started!

For my money, great onboarding in the bridge from a great candidate experience to show your new employee they are about to have a great employee experience. Click Boarding is the bridge we all wish we had between those two extremely important experiences!

What I like about Click Boarding: 

– Click Boarding does everything you expect from great onboarding. As HR Pros we tend to get caught up in all of the compliance things we need to get done with new hires, and rightfully so, but true onboarding also has to be less about what we need in HR and more about creating a great experience for the new employee. This is where Click Boarding shines.

– New hires are welcomed, prior to starting, with your branded information, video welcome, access to team directory, etc. Everything they need to be ready for their first day. All of which is configurable to how you want to make it.

– TA and HR Pros, depending who covers onboarding for your organization, have easy to follow checklists to keep you on task to ensuring you easily get everything accomplished you need in onboarding, accessible via desktop and mobile.

– Click Boarding gives you a tool to personalize the onboarding experience like no other suite HRIS system currently has. From forms to pre-hire instructions, to video messages from your boss and teammates, Click Boarding allows you to make an experience to forget, to one you will remember.

I was asking the same question you are asking yourself right now. Why do we need a standalone onboarding technology, our HRIS system has onboarding? Your HRIS system has built-in new hire compliance. That is not onboarding.  This is what every single person in the world hates about HR, including those of us working in HR.

Click Boarding is easy to use, delivers a great onboarding experience for your new hires, and if that is important to you, they are a technology you should demo. I find most organizations spend a ton of time talking about making onboarding better, but spend almost zero when it comes to resources on technology to actually make onboarding better. If this is you, it’s worth an hour to see how technology can drive great onboarding.

The Weekly Dose – is a weekly series here at The Project to educate and inform everyone who stops by on a daily/weekly basis on some great recruiting and sourcing technologies that are on the market.  None of the companies who I highlight are paying me for this promotion.  There are so many really cool things going on in the tech space and I wanted to educate myself and share what I find.  If you want to be on The Weekly Dose – just send me a note – timsackett@comcast.net

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

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

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

So, what does it really do?

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

How does this work?

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

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

What I like about Candidate.ID:

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

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

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

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

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

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

The Weekly Dose – is a weekly series here at The Project to educate and inform everyone who stops by on a daily/weekly basis on some great recruiting and sourcing technologies that are on the market.  None of the companies who I highlight are paying me for this promotion.  There are so many really cool things going on in the tech space and I wanted to educate myself and share what I find.  If you want to be on The Weekly Dose – just send me a note – timsackett@comcast.net

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