Social Portal – The Living Database

Any portal, whether you’re using portals as a careers site, microsites, or landing pages, now allows candidates to register using their social profile from LinkedIn, Facebook, or Google+.  And we’re planning to add Xing and Viadeo shortly.  The candidate selects which social profile they want to use by selecting that sites favicon (the little icons for Facebook, LinkedIn, and G+ shown above).  That prompts the candidate to authenticate with their username and password for the social site and grant permission to access certain elements of their profile – contact information, updates, etc.  Once completed, the candidate then completes any other information you want to capture from them in the form (e.g. years of experience, areas of interest, locations of interest, resume upload, etc.).  They click submit and they are now in your Avature database.  The beauty of this however is that now you can view their social profile inside the Avature system on their record – and you’re always viewing their most recent information.  Additionally, if the candidate updates any of their information on their social profile on LinkedIn, Facebook, or G+ we record that in the Journal on their record.

Mobile Portals

Mobile is probably the hottest topic in recruiting today (along with social).  The world of talent acquisition, and rightly so, is scrambling to make their web content – i.e. careers sites – mobile friendly.  No need to list the reasons why here as there are plenty of data to back that up – it’s simply where more and more of the world is doing their browsing.  With Avature, any portal you have can be made in a mobile friendly version – your careers site, microsites, or landing pages.  And by any portal, we mean any portal.

If you’re interested in hearing more about these two portal options – for any of your existing Avature portals or if you’re new to Avature – please email sales@avature.net.

Chris Hogan joins Avature as Vice President of Sales, Midwest based in Chicago, IL where he will be responsible for new business development in the region.  Chris is a recruiting software veteran having previously worked with the Avature management team at HotJobs.com and most recently with Talent Technologies as Regional Sales Director and with The Newman Group as a Managing Consultant.  Chris brings a deep understanding of recruitment software and strategy to the Avature team and, more importantly, to his customers that will benefit from his breadth of knowledge in the space.  Connect with Chris on LinkedIn.

Chrissy Baker joins Avature as a Strategic Account Manager based in Charlotte, NC where she will be working closely with several of Avature’s enteprise customers helping them to gain maximum ROI from the system.  Chrissy came to Avature from First Advantage where she was an Account Executive in the Hiring Solutions Group.  We’re thrilled to have her as part of the Avature family and look forward to all that she’ll do in partnering with our growing list of customers.  Connect with Chrissy on LinkedIn.

Kelsey Sampson joins Avature as Western Regional Sales Manager based in Portland, OR where she will be responsible for new business development in the Western US.  Kelsey joins Avature from legal process management company Exterro,  where she was Regional Business Development Manager; eDiscovery & Compliance.  Kelsey is a natural when it comes to technology, brings an outsiders perspective to the talent acquisition landscape, and loves innovation – a perfect match for Avature!  Connect with Kelsey on LinkedIn or follow her on Twitter.

Setting up a Sourcing Function using Avature as the Customer Relationship Management System (CRM) – Presentation Transcript

Setting up a Sourcing Function at Raytheon using Avature as the Customer Relationship Management System (CRM) Presentation by: Justin Clem, TA Manager Raytheon THE BUILDING OF RAYTHEON’S TALENT COMMUNITY

1. Where we were in 2010; Post and Pray – For the most part we had a working ATS that utilized smart post to cascade our openings to the online job boards (Monster, clearance, dice, etc.). While this will continue to be a valuable part of strategy it is not the only part.  Career fairs and Networking – Each career fair we attended was under the guidance of finding one maybe two people that were a fit for current openings. The event would be defined as a success even though we did not capture the other 2,498 people that may have come to our booth.
2. The Purple Squirrel Analogy So what is a purple squirrel? It seems that everyone has a different definition. I would define a purple squirrel as a candidate with a capability/competency/skill set so niche that there are 100 or less people in your specific search area that can do the job.
3. So why Avature? Avature is the only Enterprise CRM built for recruiting. Their highly flexible CRM lets us customize our instance specifically for us to help drive sourcing strategies and upgrade the candidate experience. Their dashboards and interactive portals generate better talent pools and higher quality pipelines for every assignment
4. What is tagging? Tagging could be the single best functionality of Avature. It allows you “tag” profiles that you import into your CRM. You can add as many tags as you think would be relevant. The CRM allows you to search and report on them later.
5. Leveraging Events In 2010 we would go to an event and come back with 1 or 2 good resumes and that event would be considered a success. Today when we go to an event we create a specific flyer with a specific QR code and link. That QR code and link will import everyone who stops by our booth into the CRM and allow us to tag them with the specific event name so we can better track the event’s ROI. LEVERAGING EVENTS
6. Landing Pages Industry research shows that you lose 50% of your applicants each time they make a click. The average ATS takes 5-8 clicks to apply online. With a customized landing page all applicants can join your talent community with one click. You can also customize the fields specifically for your organization.
7. LANDING PAGES- Mobile Messaging On the previous slide you may have noticed that we asked the applicant for their cell phone provider (not required). By having their cell phone number this allows us to send them a 140 character message as we have the email nomenclature to all the cell phone providers.
8. Resume Spider The efficiencies gained in utilizing Avature’s web resources truly are incredible. Imagine if you could enter in search criteria into a web interface that searched all of your resources at once (Ladders, Monster, Dice, etc.)
9. Email Campaigns What would a CRM be with out a communication strategy? Avature utilizes drop box technology which allows you to create and update profiles just by sending an email to the drop box. Additionally, when you send out mass communications to targeted segments of your talent community, Avature actually allows you to track the results of the email campaign including which links were clicked.
10. Targeted “Sniper” Searches Avature allows you to scour the open web for profiles and/or resumes through their web resources. The best thing about this functionality is the search pages are cached and the search criteria and results will be archived for the OFCCP.
11. X-Ray So what is x-ray exactly? X-Raying web sites allow you to gain access to public information without going through the intended flow of the website. A good example of this is if you Xray LinkedIn, you will gain access to more profiles than ones you are connected to through your personal LinkedIn account.
12. Using Promoted Tweets Raytheon has entered into an agreement with Twitter and their promotional tweets. This allows us to bid on certain hastags or trending topics to promote our tweet at the top of the list.
13. Alpha Force Although we have set up a specific sourcing function, we philosophically believe the recruiter should still have a high sourcing capability. Alpha force is a group of rotating recruiters that work on a live difficult search and are mentored by the sourcing team. Each recruiter is tested at the end of the quarter to ensure they comprehend the sourcing training they received.
14. Rules of Engagement To ensure our sourcers are deployed on the right searches we implemented “rules of engagement”. These rules define which functions and position levels are critical enough to qualify for additional sourcing support. Additionally these rules outline an approval flow for sourcing support.
15. Building a talent community with a sourcing function is a valuable and necessary strategy within any talent acquisition department. At Raytheon we are still refining our sourcing practices as we have not arrived yet, but we strongly believe it takes all of these components to succeed. Please send all of your questions to: [email_address] or @Justin_Clem

Den HR-Innovationen auf der Spur. Bericht von der Zukunft Personal 2011

Bericht über spannende aktuelle HR-Innovationen mit Videointerviews von der Zukunft Personal 2011.

Wir haben den Übergang von Spätsommer zu Herbst und in Köln fand wie jedes Jahr um diese Zeit die Zukunft Personal statt, die vermutlich wichtigste Messe der Personalwirtschaft. Wie bereits im letzten Jahr schaue ich hier im metaHR Blog unter einem spezifischen Blickwinkel auf diese Messe. So ist dieser Artikel kein umfassender Messebericht, sondern ein thematischer Ausschnitt. Diesmal mit dem Fokus auf HR-Innovationen und entsprechende HR-Trends.

Die Zukunft Personal Messe spaltet nach meiner Erfahrung die Personalerszene. Während die Veranstaltung für den einen Teil ein Pflichttermin im Kalender ist, zuckt der andere Teil mit den Schultern und geht lieber den Tagesgeschäften nach. Aus dem Kreise dieses letzten Teils der Personalerwelt hörte ich nicht selten als Begründung, dass die Messe ohnehin jedes Jahr das Gleiche zu bieten hätte und man das eigentlich alles schon kennen würde. Die Gleichen Aussteller mit meist gleichen Produkten, deren Variation und Facelifts den Besuch auf der Messe eben nicht wert sein.

Ich muss zugeben, dass die skeptische Haltung natürlich weitgehend belegbar ist: Viele Aussteller sind in der Tat jedes Jahr auf der Zukunft Personal dabei und auch das „HR-Rad“ wird eben nicht ständig neu erfunden, so das viel Bekanntes und manchmal auch Pseudo-Neuheiten dominieren müssen. Aber: Das wirft die Frage auf, wie es um echte HR-Innovationen steht? Gibt es sie noch und wenn ja, wo und an welchen Problemstellungen setzen die Lösungen an?

Genau diesen Fragestellungen entsprechend habe ich HR-Innovationen auf der Messe nachgefühlt und glücklicherweise drei Vertreter echter HR-Innovationen angetroffen. Bei allen dreien handelt es sich um technologisch getriebene Innovationen, die jedoch nicht einfach nur aus einer neuen Software etc. bestehen. Nein, es ist jeweils der innovative Ansatz zur Lösung von typischen HR-Fragestellungen, der überzeugt und die dabei verwendete Technologie ist jeweils nur das Vehikel zur Umsetzung dieser Lösungen.

Im Folgenden sind meine drei Gesprächspartner im Videointerview zu sehen. Sie stehen (stellvertretend) für HR-Innovation und stellen im Gespräch kurz und knapp Ihre Lösungen vor. Ich sprach mit

Lasse Seidel von der persofaktum, einer anbieterneutralen Vermittlungsplattform für HR-Dienstleistungen. Die Lösung verbessert die Vergleichsmöglichkeiten und reduziert den Aufwand für Ausschreibungen.

Michael Schnirch, Consultant bei AvatureCRM, Anbieter einer Recruiting- und Talent Relationship Management Lösung, welche Erkenntnisse aus dem Kundenbeziehungsmanagement des klassischen CRM auf Personalfragestellungen überträgt und zudem Social Media Quellen einbeziehen kann.

Martin Becker von viasto, deren Lösung strukturierte Videointerviews im Rahmen von Personalauswahlprozessen ermöglicht und Unternehmen und Bewerbern hilft den Recruitingaufwand zu minimieren.

Im Anschluss an das Video findet sich mein Messefazit unter dem Blickwinkel HR-Innovation, ein paar Fotos als Messeimpressionen und Hinweise zu weiteren Infos über die vorgestellten HR-Innovationen von persofaktum, AvatureCRM und viasto.

ENGLISH VERSION

The HR innovations on the track. Report of the HRM 2011

Report on current HR exciting innovations with video interviews of the HRM 2011th

We have found the transition from late summer to autumn in Cologne and, as always at this time the future of staff, probably the most important exhibition of Personnel Management. Like last year, I look here in metaHR blog at a specific angle on this show. So this article is not a comprehensive fair report, but a thematic section. This time with a focus on HR innovations and corresponding HR trends.

The future job fair splits in my experience the Personalerszene. While the event for some, an obligatory event in the calendar, is the other part shrugs his shoulders and goes rather to the daily business. From the circle of this last part of Personalerwelt I heard often as a reason that the show had already offer the same thing every year and one that would actually know everything already. The same exhibitor with most similar products, their variation and facelifts to visit at the fair just not be worth it.

I must admit that the skeptical attitude is of course largely provable: Many of the exhibitors are, in fact, every year at the HRM and thereby also the “HR-wheel” is not just constantly re-invented, so much the familiar and sometimes pseudo- New products must dominate. But this raises the question, what about real HR innovations? Do they still exist and if so, where and on what issues to put the solutions?

Exactly these issues I have accordingly nachgefühlt HR innovations at the show and fortunately encountered three representative real-HR innovations. In all three cases is technologically driven innovations, which consist not just of a new software etc.. No, it is each of the innovative approach to solving typical HR issues, and convinced of the technology used is only the vehicle for implementing these solutions.

Below are my three interlocutors to see in the video interview. They are (representative) for HR innovation and make the conversation short and sweet before your solutions. I spoke with

Lasse Seidel of the persofaktum, a vendor-neutral mediation platform for HR services. The solution improves the opportunities for comparison and reduce the cost of tendering.

Michael Schnirch, a consultant at AvatureCRM, a provider of recruiting and talent relationship management solution, which results from the customer relationship management CRM on the classic question of staff positions may also include transfers and social media sources.

Martin Becker of viasto allows the solution of structured video interviews in the context of personnel selection processes and companies and candidates helps to minimize the recruiting effort.

Following the video, my conclusion is fair from the perspective of HR innovation, a few photos as Impressions and tips for further information on the presented HR innovations persofaktum, and AvatureCRM viasto.

On June 21, 2011, Jobs2web and Avature announced their joint partnership and integration to allow interoperability between their Jobs2web’s Recruitment Marketing Platform (RMP) and Avature’s CRM Web 2.0 solution. As part of the 3.0 release of Jobs2web’s RMP, and ongoing development at Avature, both vendors worked together to coordinate the release of this integration and overall announcement of the partnership designed to benefit joint clients.

“This integration gives our clients a winning formula, says Dimitri Boylan, CEO of Avature. “When using both solutions with the new integration, clients will be able to not only insure they are measuring and optimizing source channel effectiveness, creating and maintaining a compelling candidate experience but also managing and nurturing various combinations of candidate profiles and individuals on a 1:1 or 1:many basis.”

Clients using the Jobs2web platform will be able to automatically move candidates from the Jobs2web Talent Community into Avature’s CRM Web 2.0. This gives recruiters the best that state of the art in recruitment marketing has to offer. It combines the power of Jobs2web’s source tracking and optimization with Avature’s deep pedigree in how individual candidates are managed, nurtured and prompted through the hiring process.

“In many ways, it’s been our joint client base that has most heavily promoted our development of this integration,” says Ken Holec, CEO of Jobs2web. “Our joint clients have been very vocal about the value that these tools can create together and we’re very happy to include this integration in the 3.0 release.”

The partnership and technical integration between the two solutions was exhibited at Collaborate – Jobs2web’s second annual Users Conference in Bloomington, MN.