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

The Realities of Using a Full-Fledged Modern Day Talent Acquisition Platform

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I’m in a pretty cool place in life right now. Great job, great family, every day I get to work and talk with awesome, smart people, every week I get to see the most awesome technology on the planet. Like the t-shirt says, “Life is Good!”

If you’re a TA leader for a big shop, I’m guessing my life is better than yours! Why do I know this? Because the technology you’re being asked to use has completely passed you by on the side of the highway!

Remember that first time when you’re Mom or Dad asked you to ‘fix’ the clock on the VCR? It was simple, but they had no idea on how to set the VCR clock, so it would blink “12:00” for weeks until you decided to fix it. Most TA leaders, right now today, are looking at that clock on the VCR blinking!

The reality of using a full-fledged modern day Talent Acquisition Platform is:

– You’re not ready for it.

– It’s like you’ll be taught how to walk all over again.

– It’s like you’ll be learning a new language.

– It will be the single most valuable thing you’ll ever do in your TA career.

– You’ll be forced to teach your entire leadership something completely new.

– Most vendors selling these solutions, don’t have the capability to actually teach you and your team how to effectively use it.

– You and your team aren’t ready to unlearn all of your broken, bad habits to use it effectively.

– You’re going to have to admit to yourself and others, you really don’t know what you’re doing.

That last one is hard. Because we do know what we’re doing, damn it! But, this is where you have to remember the blinking VCR clock. You don’t, but you can learn!

A full end to end TA platform will change the way you, your team, and your organization actually attract, recruit, and onboard talent. Gone, completely, will be Post and Pray. So, will be those employees who think this is what recruiting is.

It’s not overly difficult to learn these new skills. It is uncomfortable because it’s a BIG change from what you’re actually doing today and calling it recruiting. You’re not recruiting. You’re administering a recruiting process. Those are different things. Your organization actually needs you, desperately, to attract, retain, and develop great talent.

Any monkey can collect resumes and pass them onto a hiring manager. In fact, you don’t even have to pay an admin $12 per hour to do that, I can find you an A.I. bot that can do that for pennies on the dollar.

The really, really cool part about this is you’ll completely change your career path by doing this! Once you implement and transform your organization’s recruiting practices using technology, you’ll have other organizations lined up at your door begging you to do the same for them!

The real reality is you have a choice to make. Fix the blinking clock, or keep ignoring it. What kind of TA leader are you?

The Single Best Incentive You Can Offer Millennials!

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The world is millennial crazy. If you read this blog you know I think about 99% of the millennial stuff is pure B.S. (we were all young once, it’s mostly great, but sometimes sucks, buy a helmet!), but every once in a while I find something that really hits home.

Student debt is the real deal!

I’ve gotten up close in personal with this. I have two kids in college who are just starting down this debt path. I also have a brother who is a millennial who gets punched in the gut each month he has to make his mortgage-sized student loan payment! Great white collar, professional career, well paid, can’t even think about buying a house. That sucks!

Take a look at his chart:

So, if you truly want to attract great millennial talent you need to do a couple of things:

1. Offer as a sign-on to pay off their student debt.

2. Offer home buying, mortgage assistance.

Why? Turns out employees who own a home, stay around a lot longer, are more productive, and I work for a company that cares enough about me to help me with my student loans and to buy a house, I’m probably a bit more engaged as well!

Here’s the other dirty little secret we know in HR. Let’s say you have a program that pays off student loan debt for employees. With those agreements, you usually have an amount per year payoff (I.E., We pay off $30K, you give us three years of service, or pay us back the money, or something along those lines).

Very few employees leave you after they’ve been employed with an organization for three years. Three years is that tipping point where you decide you’re all in, or all out. So, your job as an HR leader is to get them past three years! Okay, every organization has their own tenure tipping point, but on average most are around three years. Go find yours!

One other item from the chart that sticks out like a sore thumb? No college degree means you’ll more than likely never own a home. That sucks! Guess what, we all have people in our organization without college degrees. These folks need our help with major financial situations, like buying a home, more than any of our employees.

We should be able to figure this out as well. What would stop an employer from offering home buying assistance, for years of service, to their employees? Nothing. But we don’t do it because we see ‘those’ employees as easily replaceable. So, why put in the extra effort?

Employees are our most valuable asset, well, unless, you know, you only make $15 per hour, then you’re just an asset, not really that valuable. Isn’t that what we’re really saying?

Long, story, short: Help your employees buy homes. You’ll never regret it.

 

Be Careful What You Incentivize! You Actually Might Get It!

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I’m fascinated in how we compensate and incentivize employees. Not the actual process, but the decision-making process behind the what and how we do it. In my experience, how this usually goes is a two-level process:

First Level: Someone has a hunch, or it’s being done this way somewhere else.

Second Level: Someone in compensation searches for data to justify the hunch or data that agrees with what you want to do.

Real scientific, huh!?

Let me give you a real-world example that most of us are familiar with. We have a prison problem in America. We can all agree on this, correct? Prison populations are exploding and continuing to grow at an alarming rate.

Popular ‘theory’ says the reason behind this are based on a few situations. First, the war on drugs has caused the increase in more inmates in prison. Seems fair, we definitely hate those drugs. Second, for-profit private prisons have turned prisons into a business and this keeps prisoners in longer than they need to be. Third, minimum sentences and three-strike policies have people in prison for life for minor crimes and drug offenses.

What if you were to find out none of this is actually true? That in fact, the real reason we have exploded our prison population over the past two decades is because of one simple incentive program. This is probably going to piss you off!  From The New Yorker:

“So what makes for the madness of American incarceration? If it isn’t crazy drug laws or outrageous sentences or profit-seeking prison keepers, what is it? Pfaff has a simple explanation: it’s prosecutors. They are political creatures, who get political rewards for locking people up and almost unlimited power to do it…between 1990 and 2007, while the crime rate began to fall, the number of line prosecutors went up by fifty percent, and the number of prisoners rose with it. That fact may explain the central paradox of mass incarceration: fewer crimes, more criminals; less wrongdoing to imprison people for, more people imprisoned….

Meanwhile, all the rewards for the prosecutor, at any level, are for making more prisoners. Since most prosecutors are elected, they might seem responsive to democratic discipline. In truth, they are so easily reëlected that a common path for a successful prosecutor is toward higher office. And the one thing that can cripple a prosecutor’s political ascent is a reputation, even if based on only a single case, for being too lenient. In short, our system has huge incentives for brutality, and no incentives at all for mercy.”

Go read the full piece in The New Yorker, it’s loaded with statistics to back up these real reasons for prison growth, and it’s an exceptional example of you actually get what you incentivize!

Many times we come up with incentive plans based on a short-term situation we want to change, but then years later those short-term incentive plans are still in place, and driving behaviors we never wanted or intended.

The other stat I loved from the article that we never hear in mainstream media or from our politicians is after the age of 40, most crime just stops. Basically, crime is young person’s game for the most part. If we were to release all prisoners at age 40, we would basically see no increase in the crime rate, but this will never happen. Why?

Because it only takes one. It takes one person getting out and committing another horrific crime and we all go, “See! It doesn’t work!” And, if it was someone I know, or god forbid my family, I’m probably right there with you. So, we lock up 7 Million Americans!

Be careful what behaviors you’re incentivizing, my friends, you actually just might get them!

The real value of A.I. is in HR, not Recruiting!

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What if you could catch and stop sexual harassment in the workplace before it got started? What about other types of violence, embezzlement, etc.? What if you could determine when disengagement was starting with an employee and address it immediately?

All those would be pretty powerful advantages to HR and leadership, don’t you think!?

Google is beginning to use A.I. and machine learning to find objectional content on the internet. Now, the main reason for this is a little less moral than it sounds. Google was losing advertisers because many ads they were paying for were showing up on content that was not something they would want to be associated with their brand.

Seems like most solutions to problems happen because of money…

Recently, in HR, we’ve seen some really high-profile cases of harassment come to light with Uber, Tesla, etc. These cases have had a major impact to both the consumer brand and especially to the employer brand of these organizations. While those of us who work in HR understand this is far too often occurrence, it seems like little gets done to stop it.

Say hello to my little friend!

Why couldn’t an artificial intelligence technology tell me when some creepy employee is sending inappropriate things to other coworkers, customers, vendors, etc.? What about when an employee uses threatening language to intimidate another employee? Wouldn’t you want to know about that? I think Mary just told Jennifer she’s ‘done’ and wants ‘out’ and she needs to get her resume together.

Would love to know that, so I can find out how to talk Mary off the ledge!

Say hello to Big Brother!

Yikes, right!? But, this is probably closer to reality than we realize and it will probably actually help our work environments a ton! Our employees communicate in a number of ways: email (primarily), messaging, voice, various tech platforms we use to do our daily work, etc. Almost all of which have unstructured data that A.I. could analyze and make predictions.

Some of those predictions could help you as an organization reduce risk. Tim seems to be coming very close to crossing a line with Mary, maybe we should give him a little reminder about our policy on harassment in the workplace. Bam! A nice, neat, little piece of content automatically hits Tim’s inbox and a message gets sent to his boss to stop by and remind Tim about what’s appropriate behavior in the workplace.

Some might help the organization retain their talent. There’s already predictive analytic solutions in play that predict employee turnover, add in machine learning, and A.I. will begin to show you employee who might turn before they’ve even thought of turning!

This might seem all futuristic, but the technology is really already here. Eventually, someone will launch a solution that does all of the stuff mentioned above, I’m quite certain someone already has this in development. It will only take one company to put it in place and the dominos will fall.

What you get paid to do at work is owned by your employer. We’ve all known this for a long time. What we never realized was that eventually, technology would actually hold us to not only the work but the behaviors as well!

Would you want to work in an environment where every move you made was measured by A.I.? I’m guessing not, but I’m also guessing it won’t be a choice!

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

Can I be Totally Honest?

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“Can I be completely honest with you?” is a phrase usually followed by some sh*t you don’t want to hear.  We talk about this concept a bunch in HR.  We need to tell our employees the truth about their performance.  We work to coach managers of people on how to deliver this message appropriately.  We develop complete training sessions and bring in ‘professional’ communicators to help us out on the exact phraseology we want to use.  All so we can be ‘honest’ with our employees.

Can I be completely honest with you?

No one wants you to be honest with them.

Employees want you to tell them this:

1. We like having you work here.

2. You’re doing a good job.

3.  You are better than most of the other employees we have.

4. We see great things coming from your development, and you’re on target for promotion.

5. Here is your annual increase.

Now, that might actually be ‘honest’ feedback for about 5% of your employees.  That means you will be saying a different version of honest to the other 95% that won’t like you being completely honest.

That is why talent management is really hard.  No piece of software will help you with this one fact.  Most people don’t like honest.  The cool part of this is that most managers don’t like to be honest. It’s uncomfortable. It causes conflict.  Most people aren’t comfortable telling someone else that they have some issues that need to be addressed, and most people don’t take that feedback appropriately.  You tell an employee they have ‘room for improvement’ and they instantly believe you told them they suck and they’re about to be fired.

So, as managers, we aren’t completely honest.  We tend to work around the truth.  The truth is we all have things we need to get better at, and it sucks to hear it out loud.  If someone tells you they welcome this feedback, they’re lying to you and themselves.  Those are usually the people who lose it the most when they are told the truth.  People who tell you they want honest feedback will believe you’re going to tell them ‘honestly’ they’re a rock star.  When you say something less than ‘rock star’ they implode.

So, what’s the honest solution to this?

Say nothing.  Set really good metrics. Metrics that show if a person is performing or not.  Make sure everyone understands those metrics.  Then, when the employee wants feedback, set down the metrics in front of them, and shut up.  Don’t be the first to talk.  The employee will give you some honest feedback if you wait.  Which will open the door to agree or disagree? Otherwise, you’re just working on subjective.  Subjective and honest don’t go well together.

But, you knew that. I really like having you stop by and read this.  You do a great job at your job. You’re certainly better than all those other readers who stop by and read this.  I’m sure you’re on your way up!

Would You Pay to Interview at a Company You Really Want to Work At? @DawnOfPurple

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I love Nike. I would love to work at Nike. If the right position came along and someone said, “Tim, you can run talent at Nike, but you need to pay $500 to get in front of the right person at Nike”, I go to the ATM and hand that person $500.

Okay, at one time in my career I would have done that to work at Nike, probably not now because I’ve got peeps on the inside!

This is what a new company in the TA space is doing. For a minimum of $20 (they won’t say what the maximum is) you can get a thirty-minute “interview” with someone who works at the dream company you want work at. PurpleSquirrel.io recently launched and it’s caused a bit of stir amongst those active in the space.

Why?

Most of the TA and HR bloggers, writers, speakers, people who pay way too much attention to this crap, etc. Think organizations that prey on candidates are evil. This was the real downfall of The Ladders. When you start asking candidates to pay for something they should get for free, the thought leaders lose their minds.

Also, my tribe (all the folks mentioned above) are exceptional networkers. It’s really one of the main skills we have. We can talk to anyone, about anything, at any time, and we usually do! We’re unicorns in that way. Most of the world does not network like this. Most people keep their circles pretty tight!

This is what Purple Squirrel understands.

Most people actually suck at networking. The problem with this is that most jobs are filled because someone has a connection. My cousin works in marketing at Facebook and he’s introducing me to the director and I have a good chance to at least get interviewed. My girl Celinda works at Nike and I’m hoping she’ll put me in touch with Phil Knight!

You understand the drill. Recruiters don’t fill jobs. Relationships fill jobs.

This is where I think Purple Squirrel might be brilliant. If we already know most people suck at networking, that means most people would probably welcome the help and be willing to pay a little cash for that help. I want a connection to Google, PurpleSquirrel can help you get that connection to Google. It’s like when my mom hired that hooker for my date to homecoming! Well, kind of.

Here’s the main catch, and it’s not spelled out until you really dig into the site. The ‘interview’ you have with your new ‘connection’ at your dream company is not an actual representative of the company. Your new connection does actually work at the company you love, but what they are really giving you is a career coaching session. They might have some hiring authority, but there’s no guarantee and it’s not implied.

You still have a connection at the company you love. There’s value to that, especially if you know how to grow your network, but my guess is you probably didn’t hire a hooker to go to homecoming because you’re great at networking.

I’m all for any tool that helps people land their dream job in their dream company. So, if Purple Squirrel works at helping you reach that goal, then it’s worth every dime you invest. Just know it’s important you understand the rules before handing over the cash. This is one connection into a company that might lead nowhere. So, use your thirty-minutes to your advantage.

I applied for a position at Nike once. Never even got a “Dr. John” disposition letter. I like to believe, as I cry myself to bed each night, they already had someone internally they wanted to promote and the posting was just a ghost, and my rejection email was lost in cyberspace. If only I would have had someone on the inside, maybe my fortunes would have changed!

Hit me in the comments – I really want to know – Would you pay to interview at a company that you’ve always wanted to work for?

In Human vs. Machine – You need some Machines on your team!

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The Spring SourceCon Conference recently took place in San Diego. If you don’t know what SourceCon is, it’s basically the one place in the world sourcing pros get together to share the secret sauce!

I’ve never been invited, but I hear it’s really awesome. (The “I’ve never been invited” is somewhat of an inside joke as I know I don’t have to be invited to attend if I want to go!)

SourceCon is your NOT normal talent acquisition, recruiting type conference. You just don’t show up and go to lame sessions, then go home. They’ve added a ton of hands-on learning, so when you go home, you actually got better for coming.

One thing the SourceCon folks do is also hold an annual contest called the Grandmaster Challenge. The competition pits anyone who’s interested against each other in a sourcing challenge to see who can solve the issues the fastest and most accurate.

This year the challenge was tabbed Man vs. Machine as SourceCon decided to pit sourcing technology against real-life sourcers to see who’s better. The technology chosen to compete against the humans was Brilent. Brilent is a candidate matching tool that works with your ATS (I wrote about them in May 2016 – I really like their tech!).

The basic challenge presented was this:

  1. Download a folder of three jobs: Ground Service Agent, Systems Administrator, and Product Manager. The jobs were real but altered from when they were originally posted.
  2. Download a trove of over 5,500 resumes.
  3. Search thousands of resumes and find the people who were hired, interviewed and sourced for the roles; by an undisclosed company.
  4. Points were given when the right resumes were found and classified correctly. (i.e. This person was hired. This individual was interviewed. Et cetera.) Points were also given if contestants found the right resume but categorized it incorrectly.

Brilent uploaded the resumes and did the analysis and returned the results in 3.2 seconds! Yes, that’s seconds with an “S”! The human participants took anywhere from 4-25 hours of research to produce their results.

The machine, Brilent, ended up getting third place because the platform got some of the candidates right, but not all. Humans took first and second, for finding virtually the same list, but a little more accurate.

For my money, the machine won by a landslide!

The reality is, we’re talking about sourcing and new hires. None of us really know who is actually going to be best performers once they’re hired, so I’m not even sure just because the humans were able to find the actual hires made, that those hires will even be any good!

In 3.2 freaking seconds, the machine gave me a really solid list to work from. Or I could have waited for hours, for almost the same list. Machine – 1, Humans – 0.

I just can’t even imagine this is a conversation about who really won here. We won. We won because we can now take a tedious skill of screening and get almost the same results in a fraction of the time. This allows us to have more capacity to increase talent pools, attract higher level talent, build a stronger brand, etc.

I love having great sourcing pros on my team, but I also need to get me a couple of those machines!

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