#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]

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

[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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A post shared by Miss Minnesota (@missamericamn)

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)

[peoplecapitalhr]

How RecTech can Help Improve Gender Diversity in the Tech Industry

#ICYDK http://dlvr.it/R3J6VC

[homedesignbest]

High End Home Theater

New Post has been published on https://homedesignbest.us/high-end-home-theater/

High End Home Theater

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High End Audio Home Theater

Overture is renowned for creating the world’s finest music systems. There is a reason Overture is considered the premier high end audio store in America by both customers and the high end industry alike..

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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

[merryabouttown]

Serious face + smoking steaks + process controls on ALL THE THINGS makes Dewey happy. #lakelife #rectech #smoker #processautomation #geeklife http://ift.tt/2u2dvCF

[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 ?

[peoplecapitalhr]

How RecTech can Help Improve Gender Diversity in the Tech Industry

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

[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]

Regardless of how an interview went, candidates like to receive feedback on how they did. Giving constructive feedback can help optimize their perception of both your client and your agency.