#rectech

[everythingrectech]

The Future of Recruitment: Top 10 Rectech Trends to Watch Out For

The recruitment industry has significantly transformed recently, driven by technological advancements and changing candidate expectations. This article will explore the top 10 rectech trends to watch out for in the coming years. 1. Artificial Intelligence (AI) and Machine Learning (ML)  AI and ML are becoming increasingly prevalent in the recruitment industry. AI can automate time-consuming…

[brittwallacerealestate]

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[recruitcrm]

Applicant Tracking Systems are packed with powerful features to simplify and streamline recruitment, from maintaining talent pipelines to parsing resumes.

ATS' have become an indispensable tool for modern-day recruiters and have changed the recruitment and staffing industry from top to bottom.

As a talent acquisition professional, you may already know the countless benefits it provides to any search firm.

[dylanguitars]

Had an amazing #marketing meeting with @rectecgrills today!! #musicandmascara in the house talking #youtube #instagram #livestream strategy. These are awesome people. That alone makes me want a #rectech thanks for having me in today!! #toyota #scotchandiron #rayban

[missamericamn]

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Thank you so much to Honeycomb Sound LLC for the generous donation of this beautiful speaker system! This composer is incredibly happy to have such a high-quality, useful gift as part of my on the go studio equipment! 🎹🎧🎤🐝 #missminnesota2017 #missamericamn #roadtomissamerica #missmnforthewin #honeycomb #speakers #wireless #bluetooth #sponsorspotlight #gratitude #composer #womeninmusic #rectech #masters #thesislife #bgsucma #happydance #mao #briannadrevlow @missamerica @missamericamn @missmnorg @brianna.drevlow @samhaskellofficial @bgsucma (at Minnesota)

[payprosalaska]

Blue-Collar Workers More Likely to Search for Jobs on Their Smartphones

​A new study by employer review site Glassdoor holds some surprises about the candidates who most often use mobile devices to search for jobs and the kinds of positions they’re applying for.

Glassdoor surveyed 12 million U.S. job seekers from April to October 2018 to analyze their demographics and job-search and application patterns. The study provides a detailed look at who is searching for and applying to jobs from their mobile phones, what jobs they’re most attracted to, and how candidates are impacted by the ease—or difficulty—of the online job-application process.

Not unsurprisingly, the study found that the number of job seekers across all age groups using mobile devices to search for jobs continues to grow. Almost 60 percent of Glassdoor users are now looking on their phones for jobs. But other study findings are counterintuitive and can help recruiters shape mobile communication strategies.

[SHRM members-only platform: SHRM Connect]

Less-Educated Workers Use Mobile Job Search More

Mobile technology has infiltrated daily life in ways that no longer make having less education a barrier to using mobile devices, the study found. The percentage of job seekers using their phones to search for and apply to jobs decreases as education increases: Fifty-six percent of the study’s job seekers with a high-school education used mobile devices to search for jobs, while only 42 percent of job seekers with a doctoral degree did so.

Lower-income households are more likely to use mobile devices as a substitute for personal computers, the study found. According to a Pew Research Center survey, 22 percent of the polled households where the highest level of education among its members was high school did not have broadband Internet at home—but did have smartphone access. That number dropped to 10 percent for households where the highest level of education was college or higher, according to the study.

“The diversity of candidate pools can be improved by having more mobile-friendly job application processes,” said Andrew Chamberlain, chief economist at Glassdoor. “Our research shows many workers with less formal education and from traditionally underrepresented social groups are more likely to rely primarily on mobile devices to find jobs.”

Blue-Collar Jobs Are Most Attractive

A common perception is that most who search for jobs with mobile devices are in technical or high-income occupations, such as software engineers or financial professionals. But the Glassdoor study found that most people using mobile phones to search for jobs are in occupations, industries and regions in which the nature of work requires time away from a computer, primarily blue-collar jobs. The roles for which job seekers are least likely to use a mobile phone tend to have high salaries, the study found.

The takeaway is that recruiters in some industries have more incentive to attract job seekers via mobile communications and ensure their application process is as user-friendly as possible on mobile devices.

Mobile usage varied dramatically across industries in the study. In food services, 64.9 percent of job seekers use mobile devices, while in media companies, only 43.2 percent of job seekers use them. Other industries with high concentrations of mobile job seekers include transportation (63.1 percent) and retail (60.2 percent). Conversely, industries with the least-mobile job seekers include accounting and legal (47.2 percent), biotech and pharmaceuticals (47.3 percent), and software development (35.3 percent).

How mobile devices are used reflects the nature of work in industries. Drivers in the transportation industry are unlikely to be at a desktop computer or even have access to one while on the job. However, an accountant or attorney is more likely to be working at a desk and near a computer.

Midcareer Workers Most Likely to Use Mobile Search

Conventional wisdom holds that most people who use smartphones and tablets to search for jobs are of younger generations. But the Glassdoor study found that the relationship between age and mobile usage in a job search is not that straightforward.

The use of mobile devices peaked in the 35-to-44-year-olds age group at 55 percent, dropping to a low of 44 percent at both ends of the age spectrum, or those job seekers between 18 and 24 years old and over age 65. The study found that Generation Z and Millennial workers use their smartphones less than their Generation X counterparts when searching for jobs.

The study also found that while younger job seekers are more likely to use mobile phones, older generations have higher tablet usage. That’s attributed in part to tablets such as iPads having larger screens and easy-to-use interfaces.

Mobile Job Seekers Suffer More in the Application Process

Mobile job seekers on average successfully complete 53 percent fewer applications and take 80 percent longer to complete each application than those applying through other avenues, the study found. As a result, employers with difficult mobile job-application processes deter many potential applicants.

Reducing the time needed to complete an online job application by 10 percent is associated with a 2.3 percent increase in job applications from mobile job seekers and a 1.5 percent increase in applications from job seekers using desktop computers, according to the study.

Given the difficulty of using mobile devices for tasks such as attaching documents or responding to questions, combined with the lack of mobile optimization of some applicant tracking systems, that mobile job seekers face more hurdles when applying to jobs than desktop computer users is not surprising, the study’s authors wrote.

“If you continue to provide a slow or difficult mobile apply process, you are limiting the number of people who will apply, especially for entry-level and blue-collar jobs,” said Chris Russell, managing director of RecTech Media, a recruiting technology consulting and research firm in Trumbull, Conn. “These types of candidates should only be asked to enter their basic contact info, upload a resume and that’s it. Don’t make them create an account or do an assessment. On mobile, speed is the key to filling your recruiting top-of-funnel.”

The study also found that promoting a job as mobile-friendly increases the number of applications started for that job by 11.6 percent.

Dave Zielinski is a freelance business writer and editor in Minneapolis.

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[peoplecapitalhr]

How RecTech can Help Improve Gender Diversity in the Tech Industry

#ICYDK http://dlvr.it/R3J6VC

[homedesignbest]

High End Home Theater

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[rectechmedia]

Tools of the Top Sourcer

Have you heard RecTech’s recent interview with two time Sourcecon Hackathon champ Susanna Frazier? In this 37 min audio she details lots of her best tools she uses to source talent.

LISTEN: https://soundcloud.com/rectechmedia/susanna-frazier-two-time-sourcecon-hackathon-champ

[brittwallacerealestate]

Check out this listing I just added to my Poshmark closet: Old Navy RecTech Performance Gear L Sky Blue Polo Golf Sport Shirt.

[recruitcrm]

Interviews make people nervous, no matter how extroverted they might be. A good way to make candidates feel comfortable is by engaging in small talk with them! #recruitmenthacks #recruitinghacks #recruitcrm #applicanttrackingsystem #ATS #recruiterslife #rectech #recruitingtips #recruitment #recruitmentsoftware #remotehiring #recruitersadvice #recruitingtrends #recruitingsoftware #hiringtips #hacks https://www.instagram.com/p/Cd8Rb1qtaKl/?igshid=NGJjMDIxMWI=

[purpleavenuecupcake]

ABI, 22-24 novembre seconda edizione Salone dei Pagamenti

Una grande occasione di informazione, dialogo e confronto sul presente e sul futuro dei pagamenti. E, insieme, un incubatore di idee sull’innovazione nei servizi finanziari, e un incontro di confronto in grado di promuovere il dialogo tra banche, imprenditori, PA, professionisti, Istituzioni e cittadini. È tutto questo Il Salone dei Pagamenti - Payvolution, l'evento organizzato ABIServizi e promosso da ABI, Feduf - Fondazione per l'educazione finanziaria e al risparmio, Consorzio CBI, Consorzio ABI Lab, sotto il patrocinio dell'Agenzia per l'Italia Digitale (AgID) - Presidenza del Consiglio dei Ministri, che terrà la sua seconda edizione a Milano il 22, 23 e 24 novembre presso il MiCo (Milano Congressi, via Gattamelata 5). “Abbiamo scelto di aprire il Salone dei Pagamenti al grande pubblico - spiega Giovanni Sabatini, Direttore Generale dell'ABI - perché le opportunità del digitale e delle soluzioni innovative di pagamento non possono rimanere solo un tema da convegno per addetti ai lavori. Sono fattori determinanti di competitività e di sviluppo per l’intero Paese. Per questo è necessario coinvolgere tutti, a cominciare dalle famiglie e dagli studenti, per arrivare a professionisti, al mondo delle partite Iva, alle imprese, agli accademici. Insieme, ovviamente, agli operatori del settore: banche, intermediari finanziari, Regolatori e Istituzioni. Il successo di partecipazione che il Salone ha registrato lo scorso anno dimostra l’interesse che c’è su questi temi”. Dopo il grande successo della prima edizione - a cui hanno partecipazione quasi 4mila persone, 80 partner, 44 espositori e 300 relatori - il Salone dei Pagamenti conferma anche per il 2017 il suo format innovativo composto da un ricco calendario di conferenze e appuntamenti con ingresso gratuito, da un ampio spazio espositivo nel quale conoscere e sperimentare le nuove soluzioni proposte dai partner tecnologici e da percorsi personalizzati di educazione finanziaria. I macrotemi dell'edizione 2017 Sono 8 le aree tematiche che saranno approfondite nei 3 giorni dell'edizione 2017 del Salone dei Pagamenti: il Futuro dei pagamenti, Bank (r)evolution, Mobile & Millenials, Shopping senza contante, Pagamenti e società digitale, Trend regolamentari, Fintech & RecTech, Sicurezza. “Il settore dei pagamenti è in continuo fermento. Da una parte - ricorda Sabatini - le tecnologie digitali offrono nuove possibilità per rendere ancor più semplice, veloce e sicuro il momento del pagamento, anche in mobilità. Dall'altro, l'introduzione di normative a livello europeo ha aperto il mercato a nuovi operatori e alle fintech. In questo scenario le banche sono in prima linea e stanno investendo per favorire strumenti efficaci e sicuri che rispondano alle nuove esigenze di cittadini e imprese. Servono, però - sottolinea Sabatini - regole comuni per tutti gli operatori, e ulteriori passi avanti da fare per arrivare a un equal level playing field”. A rendere ancora più interessante l'edizione 2017 del Salone dei Pagamenti c'è l'ormai prossima entrata in vigore della direttiva europea PSD2, fissata per gennaio 2018, che ridisegnerà i rapporti tra banche e i nuovi attori non bancari che potranno operare nell’ecosistema dei pagamenti. Il Salone dei Pagamenti, riunendo i maggiori attori del settore bancario e del mondo fintech, sarà, quindi, un'occasione privilegiata per analizzare ricadute e prospettive. Inoltre, affronterà tutti i principali trend che caratterizzano l'evoluzione in atto: dagli instant payment, di cui si prevede una rapida diffusione con l'entrata in vigore delle piattaforme paneuropee, all'applicazione delle tecnologie Blockchain, al sistema per creare una società e una Pubblica Amministrazione digitale. Il Salone dei Pagamenti si svolge sotto il patrocinio dell'Agenzia per l'Italia Digitale (AgID) - Presidenza del Consiglio dei Ministri ed è realizzato in collaborazione con Feduf - Fondazione per l'educazione finanziaria e al risparmio, Consorzio Bancomat, Consorzio CBI, Consorzio ABI Lab, insieme anche a Digital Magics, FinTechStage, FPA e Netcomm. Click to Post

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[janzzcom]

Google Launches its Ontology-powered Jobs Search Engine. What Now?

This week, the landscape of online job search has gained a significant addition with wide-ranging implications. In line with its recently announced initiative “Google for Jobs”, Google launched a new jobs search feature right on its search result pages that lets you search for jobs across virtually all of the major online job boards. Google’s new initiative not only has the potential to disrupt the online job search market, but the initiative’s underlying data model, an occupation ontology, may change the nature of job and candidate searches altogether. We should know, as we have been working with occupation ontologies for the past 8 years.

Google’s advance into the domain of job search threatens many of the existing players. Not just because the feature will likely focus more user searches on Google’s own site but also because Google’s search quality will likely surpass other services due to the occupation ontology Google has built. Other online job services will have to carefully consider how to go ahead in face of Google’s move. Some can partner with Google. Others will have to look elsewhere for solutions. For the latter, we can offer an even more extensive ontology of occupations and skills.

Many people already start their job search on Google. But with the new feature, they will have a very different experience on Google from now on. Previously, Google search queries for jobs, such as “retail jobs” produced a list of links to websites like Indeed and ZipRecruiter. People would click on one of the top links and continue their search on their chosen site. However, Google’s new feature will keep significantly more search traffic on Google’s own site, as Google’s new feature will list single job postings in a box above the traditional web search results. The information will come from the websites of job search specialists like Glassdoor and LinkedIn, and directly from the career sections of many other company websites. Job seekers will click on the new listings and Google will show more information about the position. A “Read More” button will take them to the job site or mobile app where the listing originated.

Job Board Woes While Google initially partners with some of the biggest players in job search, including CareerBuilder, Monster, LinkedIn and Glassdoor, Google’s new initiative also injects great uncertainty into the business models of many players in the recruitment market. Most directly affected are job aggregators like Indeed. Chris Russell, a recruiting technology and job site consultant with RecTech Media, said to SHRM that “just like that, Indeed can no longer call itself the ‘Google for jobs’.” Other recruiting technology experts go even further saying that “it may take another 10 years for Indeed to become an afterthought, but it’s fooling itself if it thinks this isn’t a DEFCON 1 moment” (SHRM). Indeed’s SEO traffic will certainly drop as Google takes over the top spots in search results, prized online real estate Indeed currently holds. Furthermore, companies may be encouraged to list fewer jobs on job boards, where they often have to pay, as Google picks up the listings directly from their career sites.

But that is just to sum up briefly a few ways in which Google’s new initiative may affect the status quo in online job search. There would be a lot of other things to consider and Google is of course also tied to many of the existing players from its other revenue streams, in particular its ad business – relations which Google may not want to upset. In any case, the more significant shift may lie in the underlying data model and approach Google has used to build its solution: the occupational ontology. While ontologies have been around for some time, they have never been used on a large scale. Google’s initiative has put occupation ontologies centre stage, which may finally alter the way companies and technology providers approach the problem of matching people and jobs.

The Problem of Matching the Right People and Jobs The most challenging problem in business still is matching the right person to the right job. This has many reasons. First, many of the criteria that determine whether a position is right for a person, such as personality and lifestyle, are not embedded in job descriptions. Second, many job descriptions are limited, out of date and often poorly written. Third, employers each use different language to describe the same jobs. For any given job, there are hundreds of different job titles, which makes job or candidate searches often inaccurate and misleading. This has led to a mismatch on the job market: Employers say they still have issues filling open positions. Meanwhile, job seekers often do not know there is a job opening just around the corner from them because search engines have trouble detecting what job postings really mean.

Enter the Occupation Ontology. This is where the occupation ontology comes in. An occupation ontology functions like a Rosetta Stone between job seeker and employers: it aggregates similar job titles, competences, educations and so on, and thereby helps understand the nuances of CVs and vacancies. An ontology aggregates similar job titles into families of jobs to build a truly useful, searchable, “universe” of jobs, organized by discipline and functional domain. By understanding the relationships between job content, competences, experience, and education, an occupation ontology helps deliver more relevant search results and recommendations.

An occupation ontology therefore offers maximal support both for job seekers and employers. When it is integrated into a job platform, it allows users to get the search results they are looking for without having to worry about their search criteria being too broad or too narrow. In contrast to keyword-based / Boolean search, an ontology based search will deliver results for things you did not explicitly search for but are related to your search criteria.

For instance, even a simple job such as “truck driver” appears in myriad of different wordings, depending on the company. FedEx Express calls drivers Couriers, FedEx Office calls them SameDay City Couriers and FedEx Freight calls them City Drivers. They each use different language to describe that very job. In a normal job search for “truck driver”, these jobs would not surface. However, an ontology knows that these jobs are highly similar and can include all of these and more in the results of a job search.

What Now? Building an ontology is an enormous undertaking but it will benefit our economy and entire society if it is applied right. Google’s initial customers have been psyched with the successes they have achieved by using Google’s job search. Likewise, our customers have been surprised by the extensive improvements they were able to make with our knowledge graph (JANZZon!). Google has built an occupation ontology in English so far. In the past 8 years, we have built an occupation ontology in 8 languages that captures job universes from regions as diverse as the United States, Germany, Norway, and the Middle East. We have learnt that as the dimension of the ontology grows, both its complexity and value multiply.

Now, while Google’s job feature is a great step towards better job search quality, it is not a suitable solution for every player in the job market. Some, like Indeed are notable excluded from working with Google for competitive reasons, others, such as public employment services and HCM system providers may have greater needs for data security and customization, and finally, Google’s feature does only serve the English language so far. So where should companies look for solutions to keep in step with the rapid technological advancement?

Licensing an Ontology of their Own Some companies have tried to build their own ontology but have failed to maintain it as a result of a shortage of specialist knowledge and insufficient resources or financial means. In recent years, many digital graveyards have emerged in the area of occupation data. The easiest solution is to license an occupation ontology as a cloud service. The occupation ontology JANZZon! offers this possibility and gives companies and public services the chance to connect to a wealth of knowledge about occupations and skills and to use it for their existing applications. JANZZon! is currently available in 8 languages (working on up to 40) and extends over all industries and job families. It is the most comprehensive ontology available today. And why not give someone else but Google a shot ?

[payprosalaska]

Facebook Goes Big with Enterprise ATS Integrations

​Recruiters for large organizations now have easier and broader access to job candidates on Facebook, thanks to new partnerships forged between the social media giant and providers of applicant tracking systems (ATSs).

A new partnership between SAP SuccessFactors and Jobs on Facebook will let those who use SAP’s recruiting platform market job openings to Facebook’s more than 2 billion users, the first such partnership with an ATS platform that caters to larger employers.

Experts say the partnership reflects Facebook’s desire to extend the reach of its jobs platform beyond small and midsize businesses to large corporate employers looking to fill job openings. In doing so, the social network will keep pace with similar partnerships created between Google for Jobs and ATS vendors.

“While in the past recruiting on Facebook may have been best-suited to particular types of candidates, there’s been a shift to a variety of worker types, especially as generations get older and the line between professional and social lives continues to blur,” said Jeff Mills, director of solutions marketing for SAP SuccessFactors. “We feel by not embracing that shift, we’d be doing a disservice to our clients. As with any kind of marketing, we want our customers to be where their prospects live.”

Chris Russell, managing director of RecTech Media, a recruiting technology consulting and research firm in Trumbull, Conn., said partnerships like these should please larger employers.

Before it partnered with SAP, Facebook partnered with ATS vendors such as Workable, JazzHR and Talentify, which primarily cater to small and midsize businesses.

Without integrations with enterprise-level ATSs, large employers couldn’t take advantage of Jobs on Facebook.

“When Facebook first launched its jobs board, a lot of corporate employers were dismayed because they couldn’t leverage the platform for the kind of candidate traffic they wanted,” Russell said. “On the ATS side, it’s a win for providers like SAP because they can send their clients a significant, new, free source of job-seeker traffic.” Russell said such partnerships may also improve the quality and breadth of job listings.

Facebook’s integration with SAP and future ATS partners will make the social network a more viable—and potentially higher-volume—recruiting source for organizations of all sizes, said George LaRocque, founder and principal analyst of HRWins, an HR technology research and consulting firm in New Providence, N.J.

“Integrations like the one with SAP open up Facebook as a more promising source to anyone hiring at any scale,” LaRocque said.

Such ATS integrations can help recruiters better promote their brands on social media, he added. “Facebook can create a natural connection to a group of prospective candidates who, either as consumers or candidates, may have already aligned themselves with your brand or certain topics that you’ve communicated about,” he said.

[SHRM members-only platform: SHRM Connect]

Job seekers on Facebook can apply through ATS integrations either on Facebook or off, said Jackie Chang, head of business platform partnerships for Facebook. A candidate applying on the site, or “natively,” she explained, can apply directly on Facebook, and his or her application is sent back through an ATS to the employer. With the offsite method, the candidate is redirected from Facebook to the employer’s careers site, and the job seeker applies there.

Avoiding ‘Post and Pray’

Recruiting experts say partnerships between ATS providers and Facebook or Google for Jobs should have lasting benefits for companies and job seekers alike. But the distribution of more job postings from larger employers to these sites alone won’t create greater recruiting success, some experts say.

“A job listing on Facebook still requires marketing know-how to get the right people to visit that post or page,” said Elaine Orler, CEO of Talent Function, a talent acquisition consulting firm in San Diego. “You still need to know exactly what kind of audience you’re going after, or it can turn into a post-and-pray exercise.”

Orler said the application options that Jobs on Facebook offers may bolster applicants’ confidence in the process at a time when phishing, online identify theft and other criminal activities are growing threats.

“When a job is published and a candidate hits ‘apply,’ they have confidence it’s legitimate when they’re quickly taken back to the employer’s platform,” Orler said. Replicating application paths or creating alternate paths is harder for those with malicious intent when those routes are traveling directly to employer careers sites, she said.

Dave Zielinski is a freelance business writer and editor in Minneapolis.

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[peoplecapitalhr]

How RecTech can Help Improve Gender Diversity in the Tech Industry

#ICYMI: http://dlvr.it/R31Dy2