Monthly Archives: April 2011

Weekly Release: A New Homepage and Much More!

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It’s hard to believe that we are nearing the end of April! What a month it’s been! And if you are thinking, “Wow, you guys sure made some dramatic changes this month;” well, you probably have a point there.
 
Not only did we go live with a smashing new website and said bye to purple and hello to green, but we were also very excited to introduce some important new updates to SmartRecruiters led by the newly revamped and improved Home and Admin pages.
 
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John Sumser on the Recruiting Industry

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“People think that recruiting is all about managing data,” John Sumser told me. “In fact, recruiting is all about the personal connection between people – between my eyes and your eyes – and that’s missing in large part from most recruiting efforts today.”
 
As a part of our ongoing effort to identify new approaches and technologies that make hiring easier, I interviewed John Sumser, the Founder of HRExaminer and Principal Analyst at HRxAnalysts, during a recent HR and Tech SF meetup.
 
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What is Erecruiting?

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Erecruiting is the use of internet for attracting, recruiting, and retaining job seekers and employees.  Also known as to as Internet recruiting, virtual recruiting, online recruitment, and erecruitment. The concept of erecruiting encompasses many different recruiting, tools, technologies, and platforms including:
 
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CEO of DoYouBuzz on the Recruiting Process

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As a part of our ongoing effort to identify technology and tools that will make hiring easier, I interviewed DoYouBuzz CEO Ludovic Simon at a recent HR and Tech SF meetup.
 
“The recruiting process sucks today because, you know, it is to difficult to apply to some companies.” Simon explained, “The main problem is about resumes. It’s difficult to share it; it is difficult to give it to the right person.”
 
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HR Scorecard: Measuring Turnover & HR Analytics

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Ask any human resources or recruiting professional and they will tell you that their job is more than hiring and firing. Human resources touches every inch of an organization sometimes in very indirect ways, which is why it’s important for HR teams to build a strong HR metrics and scorecard system.
 
When selecting which HR analysis processes and equations to use to support how your department is impacting the organization, it’s important to start first with your senior leaders.  An HR leader must ask either directly or indirectly of their senior leader, “What keeps you and your executive team up at night?”
 
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People’s Causes of Unemployment

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“Small acts, when multiplied by millions of people, can transform the world,” wrote Howard Zinn (‘The Optimism of Uncertainty,’ 2004). For unemployment to approach zero, the labor market must transform, and this transformation requires the ideas of many.
 
On Linkedin, Jessica Miller-Merrell posed the question, “Is there a solution to fixing or improving the recruiting process? Why is it so hard to find good people for your organization when unemployment is at 8.8%?”
 
Professionals have spoken and the trends are (1.) unrealistic expectations upon candidates, (2.) preventable communication breakdowns, and (3.) companies’ reluctance to train. Let us examine.
 
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Three Ways to Drive Passive Candidates

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There is a distinct difference in a recruiting strategy when it comes to a passive versus active candidate. Active job seekers are doing just that. They are aggressively looking for work. Applying for positions, calling on recruiters, and attending job fairs. Passive candidates on the other hand are testing the waters, getting a feel, and doing their research just in case. Passive candidates are typically employed, sometimes high performing talent who are looking for a change if given the right opportunity. And sometimes, passive candidates can be exactly what you are looking for, but how to you compel them to complete that online application?
 
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