How to Fast Forward your Employee’s Career

Your employees’ professional growth doesn’t happen overnight. Developing people’s skills needs investment of thought, time and love in order to create meaningful change. Ideally a manager becomes a mentor. They provide guidance and coaching to evolve employee skill-sets, knowledge and confidence. With managers acting as the catalyst for progression, we’ve pinpointed five ways to effectively advance your employee’s career path.

Align your business goals

When you’re working closely with your employees, don’t forget to feed back the “bigger picture” to them. You can coach people in leadership qualities all day long but it’s pointless if you’re not communicating why. Employees motivation to excel can diminish if they don’t feel valued or believe they can create an impact for the company. Realistically, how empowered would your employees feel if they’re given the freedom to make smart, informed decisions however they still need to run their ideas by you before making moves? Communicate the objectives and company goals before anything else, and provide freedom for them to actually reach these.

Create a career development plan

Having conversations around career progressions is the first step in gauging employee development, but it’s important to follow up with implementing achievable objectives. This encourages employees to formulate their goals so they can actively execute them. Create a space where you can collaborate openly on short-term and long-term career goals and most importantly how these can be achieved. If you’re not sure where role progression can evolve, check out Search Party’s Career Path Tool to see all possible options.

Articulate expectations

Objectives and Key Results (OKR) is a popular technique to setting and communicating goals and results in organisations. The main purpose for OKRs is to connect the company, team and individual’s personal objectives to measurable results, ensuring everyone is moving in the right direction. The structure is fairly straightforward.

  • Define 3-5 key objectives on company, team or personal levels. These must be qualitative, ambitious and time bound.
  • Under each objective, define 3-4 measurable results based on growth performance, revenue or engagement.

When OKRs are a place and remain transparent across all teams, employees have complete clarity of knowing what’s expected of them and have something to work towards. Defining these can take into account career progressions or onboarding new responsibilities or projects and when you’re able to measure you’re also able to mentor. No wonder OKR’s are loved by tech giants like Google, Twitter, and Oracle. It’s a proven process that genuinely works.

Actively identify new opportunities within the organisation

When employees begin to seek new experiences or want to build their portfolio of skill-sets, 9 times out of 10 they’ll leave their current organisation rather than take on a new role in a different area within their current company. And it’s no surprise that losing talent and re-training new starters is timely and costly for managers. However this behaviour can be avoided if there is real encouragement and facilitation of internal transfers. Speak with the individual about what skills they would like to gain or areas they wish to excel in and then identify all possible new opportunities and paths they can explore within the organisation. Mentors are those who can look beyond their own areas or personal needs for growth opportunities, even if it means they’re losing a great asset.

Encourage developmental assignments

Developmental assignments come from the opportunity to initiate something new that an employee takes the majority of the reigns with. Internal projects, new product lines or championing a change such as adopting new technology or a restructure in workflows are all great ways to allow employees to step outside of their comfort zones. These kind of initiatives are the gateway into harbouring new skill-sets and embracing areas not usual to their daily tasks. Enabling employees to lead or manage side projects or totally new initiatives are the stepping stones into project management fields and opens a huge number of doors into other leadership roles.

Although most CEOs understand the importance of employee development, the sad truth is that they don’t devote the necessary time into excelling them into greater things. But the proof really is in the pudding. The more effort you put into developing employees, the higher the employee retention, productivity, engagement, turnover…the list goes on!

If you’re unsure as to where career progression can take you or your employees, Search Party have developed a nifty Career Path Tool. Simply type in your current role, and see how careers of people who’ve been in your shoes developed. Or, type in your dream job and see which paths can take you there. Check it out and let us know what you think!

Originally published by Search Party on 29 August 2016.

Recruiting Can Be a Messy Process, But It Doesn’t Have to Be

hr article image

Recruiting can be a messy process, both on the candidate side as well as on the employer side, filled with lots of wasted time, misconceptions, misalignment, and general frustration. Fear not though, it doesn’t have to be so hard, not anymore.

How often does a hiring manager scope out a position that she wants to hire, including the most desired skills & experience and then, when the recruiter comes back with the suggested salary for that role, the hiring manager and/or the CFO freaks out… saying that the salary is a) outside of the budgeted salary and b) is not realistic with the market. The recruiter is then tasked with compiling competitive salary info and possibly even start interviewing candidates only to have the hiring process go sideways when comp is discussed.

Chris Bolte
Chris Bolte, CEO & Co-Founder at Paysa

With an application like Paysa, a hiring manager and/or recruiter can immediately see what the market salary would be for their desired candidate. Further, they can adjust the requirements (remove non-critical skills, change title, revise education requirements) as well as adjust what companies they want to extract candidates from – and see how the salary changes.

Buying a car is similar process: If you are anything like me, you start with the fully loaded version of the car… I want the sport version, premium sound, leather dashboard, automatic seats, special paint job, etc. Sounds good doesn’t it? How much is it? Yowza! Sticker shock! – No way I can afford that! Ok, lets get real… get rid of the sport version, special paint job, leather dashboard, but keep the premium sound… now what does it cost?

Now you can do the same thing with people.

Go to Paysa and create a fake profile for your perfect candidate. List all the skills you want that person to have, the title, experience, education and degree – including their school, as well as the company you want to pull from. Here is an example of an employee at Google – they graduated from Stanford with a PhD in Computer Science, have 10 years work experience, have been at Google since 2010, and are currently a Software Engineer Level 3. This person is estimated to make $285K per year.

Paysa HR Article Image

Too high for your budget? Adjust the profile – I changed the school from Stanford to UCLA, moved the PhD in Computer Science to a Master’s degree, moved them from Google to Yahoo, and cut back their experience from 10 years to 6. New cost: $216K annual – a savings of $69K, almost 25%. That may be more in-line with your budget.

Now, the recruiter and hiring manager have a realistic set of requirements for their candidate, as well as what that candidate is going to cost the hiring company. From here, the recruiter can more easily identify those candidates that fit the profile as well as their expected salary.

Recruiting can be a messy process, but it doesn’t have to be figuring out the right salary for a position.

Next up, how Paysa can help recruiters and companies increase their ‘open rate’ among target candidates…

About Author

As CEO and Co-Founder of, Chris is passionate about helping employees maximize their value across the arc of their career.

Find Chris Bolte on LinkedIn.

If you want to share this article the reference to Chris Bolte and The HR Tech Weekly® blog is obligatory.

Recruiting Secrets LinkedIn Doesn’t Want You To Know

How to Recruit on LinkedIn

How To Recruit On LinkedIn, Fast, Without Breaking The Bank

Recently I discussed the slowdown in tech hiring, which is already reflected in today’s longer and more difficult hiring cycles as hiring managers are more selective with the quality of candidates. Recruiting and job seeking has become significantly more challenging as offers are given out only to candidates who meet all requirements without fail. Sahat Yalkabov, a software engineer at Yahoo, was rejected multiple times describes this trend in his post “F*** You, I Quit — Hiring Is Broken.” I empathize with Sahat and others out there who are struggling to get offers. The environment of hiring and talent acquisition had changed from two years ago when Sahat got the gig on Yahoo. Back then almost every company needed to fill tens, sometimes hundreds of positions.

I empathize with Sahat and others out there who are struggling to get offers. The environment of hiring and talent acquisition had changed from two years ago when Sahat got the gig on Yahoo. Back then almost every company needed to fill tens, sometimes hundreds of positions.

Today, only pockets of the tech industry still enjoy significant growth and hiring volumes, for example, autonomous vehicles, augmented and virtual reality, artificial intelligence, and deep learning. To satisfy hiring teams, talent acquisition professionals must find better and more creative ways to reach premier talent and generate their interest for the right opportunity. Can LinkedIn be an excellent recruiting channel to connect the right people with the right roles?

GlassDoor – HR and Recruiting Statistics for 2016

LinkedIn is a professional network where people connect, exchange ideas and expertise, manage relationships, and look for jobs. There are, however, two essential problems with recruiting on LinkedIn. It takes way too much time to reach the right candidate, and the response rate from people is very low, a lot lower than it used to.

Jason Webster, the current Head of Strategic Accounts Program at Glassdoor and Ex-Co-Founder of Ongig said: “The majority of my industry contacts tell me that their [InMail] response rate is between 10-20 percent. By contrast, colleagues from big-name companies like Google have said that they fetch a response rate of 70 percent using InMail. That seems to be an anomaly compared to the norm” (OnGiG). Why? Do Google recruiters have secret methodology or technology that gives them an unfair advantage? Is the Google brand so attractive in the minds of premier engineers?

No. With simple hacks, I had a 40 percent conversion for engineers currently working at Google and similar big-name companies to apply for jobs with sometimes unknown startups. So the answer must be in the recruiting, not the brand. I’ve cracked the code.

For the past couple of months, I have been recruiting top talent from Google, Apple, Cisco, Yahoo, LinkedIn, and successfully generating interest and applications for placements in early ventures. I achieved 41.3 percent response rate and 36.1 percent acceptance rate with 994 InMails in a month and a half which is 22 times the number of InMails for Recruiter Lite, while spending only $119.95/month for my subscription. What I am about to unveil is a working strategy with proven results to recruit premier candidates, both technical and non-technical, as an educational guide for talent acquisition professionals and hiring managers who compete for top talent with limited resources and limited time.

This LinkedIn sourcing strategy has been proven to work for front-end and back-end junior, iOS and Android, architects, DevOps, data scientists, full-stack, hardware and software engineers to senior engineers to staff engineers to CTOs, both general and highly specialized. It also works well for sales positions like corporate account executives, director-level product managers, junior and senior user experience and user interface designers. This strategy will work for any role except for those so specialized that only a few people in the world could do.

InMail Response Analytics
Personal InMail Analytics from 3/11/2016 to 4/29/2016

For a more accurate example beyond my InMail Analytics, I had a month to fill a tough role with a demanding hiring manager for a startup that only wanted to hire Googlers. To add to the challenge, after each of the first four onsite interviews, the hiring team changed the requirements for the role. Counting inbox responses (where responses are measured by those who willingly gave their contact information via LinkedIn message to further discuss the opportunity) confirms a response rate of 35.45 percent (39/110) from Googlers and Google-caliber engineering talent. Of those who responded, 59 percent applied for the position after the initial phone conversation.

Within a month, I had 23 relevant and quality candidates solely from sourcing on LinkedIn (Note that this is a lower bound overall, considering the stringent demands of the role). The hiring manager appreciated the candidates and this sourcing strategy, saying, “Thank you for providing a constant stream of quality candidates week after week.”

Other hiring managers’ experience was similar, with several asking questions like “How do you find so many fantastic candidates?” or “Where do you get these guys?” – because speed and quality matters.

For those not familiar with LinkedIn Recruiter products, Recruiter Lite accounts come with 30 InMails for $119.95/month. One can add 10 InMails for additional $100/month. LinkedIn Recruiter Corporate accounts come with 150 InMails for $899.95/month and for each 10 additional InMails it is $60/month.

How is it possible to send so many InMails without a LinkedIn Recruiter Corporate account and spending over $10,000 each month for InMails? A lot of LinkedIn “Power” Recruiters just connect to the person first and wait for the connection or wait for the email read confirmation or look for a sign of online activity before sending an InMail … a common best practice among Google and other top recruiters. Why? If the person does not want to connect with us in the first place, then the chances that they will respond favorably to a recruiter’s InMail is next to zero, wasting all those expensive InMails credits. According to the LinkedIn 2015 Global Talent Report about 51 percent of people on LinkedIn is somewhat interested or not interested to hear from a recruiter, whereas 43 percent are very interested.

The report also states that “followers [and by deduction your connections] are 81 percent more likely to respond to your InMails than those who do not follow you.” Pro Tip: Create a short post about the opportunity on your LinkedIn before sending invitations to connect.

InMail Tips
LinkedIn InMail Tips

It is possible to grow anyone’s LinkedIn from 0 connections to 3,000+ connections under one month without getting restricted by LinkedIn. Be very careful not to come across as a connect spammer. Have a genuine reason to justify the invite to connect with anyone to respect the LinkedIn Community Guidelines. I advise against any automated LinkedIn connection tools. High-volume connection invites should be controlled and limited to at the very most 200-300 invites per day and 3,000-4,000 invitations per month. I have been enjoying about 60 percent acceptance rates. Sending a connection request works as a probing signal to see whether that person is open to communicating or not. Clean up any one-month-old invitations every week in the LinkedIn Connect Hub.

The beginning of all sourcing begins with cleaning up and completing your LinkedIn profile to look and feel like a professional recruiter, or better yet executive search recruiter. Most people connect and respond to executive search recruiters even if they are not executive level yet. Make your profile and profile picture likable. Second, get the Boolean search optimization process down cold. If the Boolean search is a tough nut to crack, use tools that have Boolean search recommendation as a good starting point. Take on a data-driven approach to perfect the Boolean search by testing results and counting the accuracy, experimenting with the Boolean string, re-testing, and optimizing again. Here is an example Boolean string to search for Java Web Application Engineer on Spring/Groovy/Grails that shows 9 out of 10 relevant profiles.

Two pro tips: Bookmark the Boolean search to connect with more people another day. Use current title in the Boolean search to improve the results accuracy significantly. Do not use the default “current or past” parameter because combined with the negative keyword operator “NOT” it does not work as intended. For example, people with founder titles only in the present or only in the past will still show up in the search results. Beware of this small LinkedIn design flaw of not having “current and past” option.

Augmented LinkedIn Boolean Search Results
Augmented LinkedIn Boolean Search Results

While optimizing the Boolean search, you want to get 400 to at most 1,200 search results because LinkedIn results are capped at 10×100 results. Add more restrictions like zipcode-based location with radius or industry or current/past company or negative keywords when there are too many results. Relax restrictions or add relevant keywords if there are not that many results. LinkedIn’s search accuracy is capped by its technology, so no matter how complete the Boolean string is, the search results are never going to be 100 percent accurate.

For this strategy to work, hit at least 80-90 percent accuracy in the search results. Six degrees of separation explains the difference between first, second, and third connection on LinkedIn. Note that LinkedIn always shows first connections in the first couple of pages even though first connections are unselected. To experiment and improve the Boolean search, quickly glance over the first page’s results with second connections, then 10th and 20th-page results, and see if the titles are actually what you are looking for. If everything looks good, make a deeper check and review a couple of profiles randomly. Analytics speed up this whole process with domain expertise, years of experience, and peer ranking directly in the search results. Use negative keyword operator NOT (keyword1 OR keyword2) for not relevant titles or keywords that appear often.

To connect with people, use regular LinkedIn search. To reach out to the frist connections go to “View in Recruiter” from the search results. Under relationship filter apply “Any” to clear out the settings and then select “1st Connections.” The first people who connect are likely going to be active seekers, but after a few days, there will be enough first connections to whom we can send a free InMail.

Pro Tip: Save this search in a project to get notifications on people who just connected and we have not contacted yet. Another Pro tip: free InMails can be sent to second connections who have premium accounts. Review everyone’s profile before sending an InMail to make sure there is a good match. Use tools that augment profiles with further analytics for deeper review. To save time, craft an appealing and straightforward InMail template. Make sure it’s an upfront and killer message that encompasses all points that people care about.

What Impacts Job Seekers' Decisions

What Impacts by Age
Jobvite 2015 Job Seeker Nation: Inside the Mind of the Modern Job Seeker

Here is an example of a data-driven title that people appreciate: $180K + Equity + Mountain View, CA + Principal Software Engineer + Full Benefits + VISA Sponsor

This message encompasses all of the decision-making aspects of a job seeker, whether active or passive in the order of importance, and leaves only work life balance, flexibility, culture, and leadership undetermined. People often make the first decision based on their three to four priorities. Get those cleared up with the first message. Individuals who decline giving thanks for reaching out providing a reason like “I am happy where I am” or “just got a job not ready to make a move” etc. 87 percent of people who accept the InMail are interested in discussing the role because it already satisfies their core requirements, which could be salary, could be location, title, benefits, visa sponsorship. There are going to be a couple of people who ask whether the opportunity can be remote because to them working from home is a core priority. Whether they accept or decline, mostly everyone will want to keep in touch with us, because we are approaching talent as a recruiter who is trying to help them find a better job. Some tools can contribute to estimating people’s compensation and avoid awkward messages whenever the current salary is higher than offered.

Start the body of the message with something personalized. Use templates, but personalized the first line(s) of the message. Here are some good introductions – recognize their skill and experience or tell the person that we have shown their profile to one of our colleagues or one of the team members or the hiring manager who liked it. In this way, we will answer the questions that half of job seekers want to hear: “Are they looking for someone like me?”


CareerBuilder – Rethink the Candidate Experience and Make Better Hires

Crafting message content is the most important determinant of response rate from both premier candidates and passive seekers. It is the difference between 25 percent and 40+ percent positive response rate. Company branding matters. Just like candidate’s first impression matters to the interviewer, so does the company’s first impression in the minds of the candidate matter. What people read and feel from the message about a less-known business matter. Paint a picture of who the candidate would want to be, the best they can be, and how this opportunity will help them achieve it. Find something about our client’s company that we are excited and passionate about. Passion sells and the message should sell, hard. Anything and everything that is exceptional about the company should be briefly mentioned in the message. Is the team made of all Stanford Ph.D. data scientists? Is the CEO a very successful entrepreneur? Is the product meaningful? Does the company’s mission touch our hearts?

Find the reasons why we would want to accept the offer for the presented opportunity ourselves. Keep the message short and sweet, add a little mystery, and leave room for curiosity to do its work. Don’t ask for resumes and don’t give a job application link in the first message. Give people the company name regardless if it’s in stealth or not because it’s something people want to know. If funding is exceptional, mention it. We want to have the best introduction about the company as possible.

If people respond, the next step is to ask for an email to send them more information and schedule the initial phone call. Even though we can find contact information easily, always ask first. Treat people like we would want them to treat us. Among all the spam, the human element and permission-based contact in all our interaction with others are so important. It will set us apart from every bot that just bombards candidates with non-relevant emails, and it sets up the initial call to be a success.

Example message:

My colleagues and I think that you would be a great fit for our role of Principal Software Engineer at XYZ-company, a $15M SEED-funded startup (99% of seed stage startups don’t raise more than $1M) located in Mountain View, CA and founded by very successful serial team of entrepreneurs and gurus in the analytics space. Our CEO was recently featured in Forbes’ 30 under 30: [Link to article without shortening]

$180K + Equity + Mountain View, CA + Principal Software Engineer + Full Benefits + VISA Sponsor

Take care,

Ninh Tran

LinkedIn 2016 Guide to Modern Recruiter v2.0
LinkedIn 2016 Guide to Modern Recruiter v2.0

Finally, remember that the whole process matters. We must have a solid #recruiting strategy and #hiring process. From the moment when we make contact with the initial message to the moment when the candidate gets an offer, through onboarding and beyond, treat the candidate as a person, with honesty and decency. Answer their questions, give constructive feedback, and follow up, and you will create a lasting relationship that goes beyond any one role.

About Author

Ninh Tran, CMO at blog imageNinh Tran, CMO at Hiretual, a Recruiting Power Tool made by Recruiters for Recruiters

LinkedIn | Twitter | Quora

Hiretual – Your Recruiting Assistant

If you enjoyed or found this article useful please like and share. Let me know your thoughts in the comments below.

This article was originally published here.


31 must follow blogs for tech recruiters in 2016

Written by  | Originally published in DevSKiller.

We gathered 4 groups of best blogs in: Recruiting the best programmers, On programming that you can’t miss, Social recruiting and Recruiting tips, methods.


Recruiting tech talents is a tough job. Times when posting a job ad on job site and waiting for candidates to send resume are gone for good. To recruit in IT field you need to adapt to new methods of recruiting and constantly try them out, to see what combination works and brings you the most and best candidates.

In order for you to stay up to date with trends in tech recruiting market we gathered Top 31 blogs that will help you find and recruit best programmers. We’ve chosen them from hundreds of blogs on the internet, giving you only the most valuable ones.

We divided them into 4 groups of blogs:

  1. Recruiting the best programmers
  2. On programming that you can’t miss
  3. Social recruiting
  4. Recruiting tips, methods and techniques

Please remember to congratulate the blogs that are most helpful for you, because they do a great job!

Recruiting the best programmers

icon-twittericon-linkedinicon-facebook1. Stack Overflow Careers blog

stack-overflow-careers-logoThe Stack Overflow Careers blog is your go-to place for everything involving recruiting the best tech talent. You can find here useful and practical tips on sourcing, interviewing, onboarding, recruiting and many more. Whether you want to learn how to write an effective developer job listing or read up on the latest recruiting practices, it’s the right place to visit.

Blog run by Stack Overflow, which provides a language-independent collaboratively edited question and answer site for programmers.


icon-twittericon-linkedinicon-facebook2. Geekology Blog

‘Understanding Geeks made simple’ – this blog helps non-programmers master technical recruiting without being technical. You can find here tips on tech/IT recruiting, explanation of tech terms, interviews with programmers about their hiring experience and become familiar with various programming languages.

It’s very useful as you get insights and valuable experience from someone who understands both software development and recruiting.

Blog written by Geekology which offers technical training programs for modern recruiters.


icon-twittericon-linkedinicon-facebook3. SmartRecruiters Blog

Tech recruitment made easy. As SmartRecruiter states, it provides you with all the information you need for hiring successfully. You can find here latest news and tips on hiring programmers and developers divided into categories such as: tech recruiting, startup recruiting, social media recruiting, recruiter advice, interview tips.

Blog run by SmartRecruiters, owner of the Talent Acquisition Platform.


icon-twittericon-linkedin4. Recruiting Division Blog

This blog lets you keep up to to date with the latest thoughts, ideas, tips and techniques for recruiting and sourcing. It serves as a good source of information on recruiting trends and strategies, social recruiting as well as interviewing, employee engagement and employer branding. If you are interested in tech recruitment then go to IT recruiting category.

Blog run by Recruiting Division, which provides on-demand recruiting and sourcing solutions.


icon-twittericon-linkedinicon-facebook5. HR Tech World Blog

HR Tech World Blog gathers news and opinions from HR community. This blog helps you stay up-to-date with HR topics in tech world. Learn about new technologies, recruiting techs, trends. You’ll find here also inspiring interviews with founders and CEOs of high-powered companies.

Blog run by organizers of one of the biggest HR Tech congresses.


icon-twittericon-linkedinicon-facebook6. IT Insights by Modis

IT Insights lets you understand where the IT world is heading next. Modis’ IT staffing experts share their understanding of trends in the IT sector and knowledge, connecting you with relevant and influential information to keep you in the know and stay competitive. Here you can get access to valuable IT White Papers and interesting IT Infographics.

IT Insights is run by Modis, IT staffing agency that connects candidates to top tech jobs.



7. DevSKiller Blog

DevSKiller Blog is focused on recruiting programmers. Still quite fresh but fills in a gap for IT recruitment know-how. You will find there useful articles and tips for tech recruiters on how to select, recruit and hire the true performers.

This Blog is run by DevSKiller team, that provides online programming skills assessment platform by using online coding tasks, code review challenges and multiple-choice tests.


On programming that you can’t miss

icon-twitter8. Coding Horror – programming and human factors

Coding Horror is a blog about programming from a human factors perspective: thoughts on software usability and effective team development. Often the author writes about programming in a light way.

Blog run by Jeff Atwood, an experienced web and software developer, co-founder of the question-and-answer website Stack Overflow and the Stack Exchange Network. He believes that: “In the art of software development, studying code isn’t enough; you have to study the people behind the software, too”.


icon-twitter9. Joel on Software

Joel on Software is a blog devoted to software development, management, business, and the Internet. It may look outdated, but it is one of the best sources on recruiting programmers. Check the `Recruiter` section to get some evergreen tips.

Joel on Software Blog is written by Joel Spolsky, co-founder of the question-and-answer website Stack Overflow and the Stack Exchange Network.


Social Recruiting

icon-twittericon-linkedinicon-facebook10. Boolean Black Belt-Sourcing/Recruiting

One of the best sources on social media recruitment which helps you in online recruiting.

Here you can learn how to succeed in sourcing, recruiting, and talent discovery, identification and acquisition. Treasure trove on how to use LinkedIn, Google Plus, Facebook, Twitter, Big Data, Analytics, Social Media in recruitment.

Blog written by Glen Cathey – experienced tech recruiter, expert and leader on recruiting strategies, technologies, and processes for firms.


icon-twittericon-linkedinicon-facebook11. Social Recruiting Blog – Social Media for Hiring & Job Search

Social Recruiting Blog provides you with tips and advice on the use of social media for recruitment, for hiring and job search. You can also find here a collection of social recruiting interviews and podcasts on social media and online recruitment.

Social Recruiting Blog is run by Katrina Collier, Speaker, Trainer & Writer on the use of social media in recruitment, both for hiring & job search.


icon-twittericon-linkedinicon-facebook12. Social Talent Blog

Social Talent Blog is a blog where you can learn more about recruitment trends and get tips on how to use social media in recruitment process. Here you can also find webinars on various HR topics.

Social Talent Blog is run by Jonathan Campbell and Vincent O’Donoghue, whose company provide online and social media training to the recruitment and staffing industry worldwide.


icon-twittericon-linkedinicon-facebook13. Sirona Says Blog

Sirona Says Blog is a great source to find out more about leveraging social media and technology to improve company’s recruitment strategy, social recruiting and recruitment marketing.

Sirona Says Blog is run by Andy Headworth, the author of book “Social Media Recruitment”, a well-known recruiting influencer.


icon-twittericon-linkedinicon-facebook14. SmashFly Recruitment Marketing Technology Blog

SmashFly Blog provides you with information on new techniques, company success stories and helpful tips with recruiters. Everything that can help you improve your recruiting ROI. As far as recruitment is concerned following blog categories should be of particular interest for you: Digital Recruiting, Recruitment Analytics, Recruitment Marketing and Recruitment Metrics.

This Blog is run by SmashFly team, that offers Recruitment Marketing Platform transforming how you find, attract, engage, nurture and convert leads into applicants.


Recruiting tips, methods and techniques

icon-twittericon-linkedinicon-facebook15. Recruiting Animal

Recruiting Animal Blog is a great mix of podcast and blog posts on the recruiting field. Each week, the Animal and his panel chat with a guest who has a professional connection to recruiting: a recruiter or a sourcer or a HR member or someone who makes software for the recruiting business. This can be a great source on how to leverage online networks to source top notch talent. You can listen to Recruiting Animal Show here.


icon-twittericon-linkedinicon-facebook16. Undercover Recruiter – Career & Recruitment Blog

Undercover Recruiter serves as a great source on recruitment, interviewing, social networking, career management, personal branding and job search. Particularly useful from HR perspective are following categories: Technology (how to use recruiting technology), Employer (hire and retain the best talent), Recruiting (tips and tricks from real recruiters) and Social Media (how to use social media for recruiting and job search).

If you feel like sharing your HR experience with this community, you can do it with guest writing.

Undercover Recruiter Blog is run by Link Humans, a social and digital marketing agency.


icon-twittericon-linkedinicon-facebook17. ERE | Recruiting Intelligence by Ere Media

ERE Recruiting Intelligence serves corporate recruiters and talent acquisition professionals by providing news and insights about the recruiting industry, opinions on what’s hot in the talent acquisition space, and evaluations on the best technology for recruiting. You can also participate in upcoming webinars on talent acquisition and hiring organised by ERE and its partners.

ERE Recruiting Intelligence is run by ERE Media, the go-to information and conference source for human resources, talent acquisition, and recruiting professionals.


icon-twittericon-linkedinicon-facebook18. TLNT | Talent Management and HR by Ere Media

TLNT serves HR executives and directors who want to stay informed about the latest HR news–such as legal trends in the workforce, compensation and benefits, HR technology, talent management, organizational leadership, and retention strategies. You can also participate in upcoming webinars on talent acquisition and hiring organised by TLNT and its partners.

TLNT | Talent Management and HR is run by ERE Media, the go-to information and conference source for human resources, talent acquisition, and recruiting professionals.


icon-twittericon-linkedinicon-facebook19. SOURCECON | Sourcing by Ere Media

SourceCon is a community of sourcing experts who share tools and tips on how to take your sourcing skills to the next level. If topics like semantic search, web-scraping and people aggregators get you excited, you’ll love SourceCon.

You can also become a member of SourceCon community where you can ask questions and share your opinions on important HR topics.

SOURCECON | Sourcing is run by ERE Media, the go-to information and conference source for human resources, talent acquisition, and recruiting professionals.


icon-twittericon-linkedinicon-facebook20. Glassdoor for Employers

Glassdoor helps employers target, influence and convert candidates to quality hires. If you are looking for valuable information concerning recruitment process, you can find them under following sections: Talent Acquisition, Recruiting and Social Recruiting. You can also find eBooks and Guides on Recruiting here.

Glassdoor is a jobs and recruiting site, created to help people everywhere find jobs and companies they love.


icon-twittericon-linkedinicon-facebook21. Spark Hire HR and Recruiting Blog

Spark Hire HR and Recruiting Blog focuses on topics such as video interviewing, online recruiting, and best practices for hiring.

HR and Recruiting Blog is run by Spark Hire team, that offers video interviewing platform to connect with the best candidates for their job openings.


icon-twittericon-linkedinicon-facebook22. TalentCulture

TalentCulture is an open online community exploring the world of work. Its blog provides information on workplace culture & innovation, career strategies, talent management, HR technology. It features an extensive collection of posts by expert contributors from across the community.

You can also broaden your HR horizons through TalentCulture forum named #TChat Twitter and podcasts called #TChat Radio.


icon-twittericon-linkedinicon-facebook23. HR Kitchen by Recruiterbox

HR Kitchen serves as a good source on ideas and best practices in hiring and HR. Check this site for recruiting tools, how to articles and tips on recruiting and HR strategy.

HR Kitchen is run by Recruiterbox team, who provide software to track job applicants.


icon-twittericon-linkedinicon-facebook24. RecruitingDaily

RecruitingDaily is online media resource for today’s recruiting world, offering a signature mix of content, news, webinars, podcasts, videos, eBooks, white papers and events that develop professional best practices. RecruitingDaily is much more than just information website. To its network belongs RecruitingBlogsRecruitingTools, RecruitingWebinars and RecruitingConferences. All of them are worth visiting regularly.


icon-twittericon-facebook25. HRZone

The online community for HR professionals – the site for those who want to be up-to-date with HR world which covers everything on innovations and best practices in the HR field. HR articles are divided into following categories: Lead, Engage, Perform and Talent. You can also become a member of this community, discuss important HR topics and share your knowledge in the field.

The blog is run by Sift Media, B2B publisher, specialising in online, interactive professional communities.


icon-twittericon-linkedinicon-facebook26. Fistful of Talent

Fistful of Talent is a blog where recruiters, HR pros, managers and consultants are brought together and share their experience. The center of the conversation is talent – which includes recruiting as well as everything you do with the talent once it’s in the door.

You can find here section devoted to Recruiting and Selection.

Fistful of Talent blog is run by Kris Dunn, Founder of HR Capitalist and Fistful of Talent.


icon-twittericon-linkedinicon-facebook27. HR BARTENDER

HR Bartender Blog is a friendly place to discuss workplace issues. If you are a recruiter then Recruiting and Retention section is for you. Here you can find a lot of useful tips and articles showing hands-on experience in HR field.

HR Bartender Blog is run by Sharlyn Lauby, an experienced and well recognized in HR world consultant.


icon-twittericon-linkedinicon-facebook28. Marenated by Redbranch Media

Marenated blog helps you become better recruiter and hr specialist. You can find useful articles under categories such as: HR, Recruiting and Company Culture. On this blog you can find a couple of podcasts which also cover HR field.

Marenated Blog is run by Red Branch Media, a full-service B2B marketing agency, primarily focused on HR and global workforce vendors.


icon-twittericon-linkedinicon-facebook29. BuzzRecruiter Blog for Recruiters

BuzzRecruiter provides insightful articles on recruitment from marketing perspective. You can find here tips on online presence, social media and branding for recruiters.

This blog serves as a good source on how to reach candidates better, improve recruiting marketing strategy and campaigns.

Blog written by BuzzRecruiter, a marketing agency that dedicated its services to Recruiting and Staffing Industry.


icon-twittericon-linkedin30. Lever Blog

Lever Blog deals with recruiting, candidate sourcing and start-ups. Sometimes you can find here also tips on tech recruitment. Lever organises also webinars on various HR topics held by their partners.

Blog run by Lever, which offers applicant tracking system for companies.


icon-twittericon-linkedinicon-facebook31. I/O at Work

I/O At Work bridges the gap between I/O Psychology, HR Management, and Job Performance by making it easy to access and apply difficult, hard to find, research. This site helps you stay on top of the latest-and-greatest discoveries in HR-related fields by gathering articles from multiple journals.

From recruiter’s point of view, probably the most interesting articles can be found in following sections: RecruitingStaffing, Interviewing and Assessment.




TechCrunch provides breaking technology news, opinions, and analysis on tech companies from around the world. All news on tech world in one place.


Source: 31 must follow blogs for tech recruiters in 2016


Snaprecruit : New Recruitment Workflow App For Startups & Small businesses | Wizoid

As we approach the end of the year, it’s often interesting to reflect on some of the trends we saw this year. With automation in IT companies being the trend, many companies are cutting down on costs by automating processes and outsourcing jobs. This attempt to gain efficiencies applies to the recruitment industry as well. The question then arises as to how truly efficient are these strategies for productivity since communication and close collaboration play an important role in driving any organization.  For this reason many Applicant Tracking Systems are emerging to fill the void. 

However, there are smaller recruitment companies and start ups that also need the right tools to facilitate their processes and to them being organized is absolutely essential to knock out more work with fewer hands on deck. Applicant Tracking Systems help streamline this, but most come with a high price tag. Given that the smaller companies and startups are short staffed, they end up using cloud based applications such as Dropbox, Google Apps and Trello to manage daily operations. Using a combination of different apps does not necessarily address 100% of their recruitment needs. 

How can Snaprecruit help?

Snaprecruit is a new app that helps smaller companies achieve better results by facilitating collaboration and simplifying HR management. This light weight workflow app is cloud based and a one-stop shop for every part of the recruitment process for small business needs. Snaprecruit is trello, google drive, slack, skype all in one place. It includes features that help recruiters with applicant and document management. In addition, Snaprecruit offers an OnDemand feature that allows companies to market themselves by sharing jobs or applicants on a personalized webpage that brands their company. Co-workers can also communicate with each other via chat and audio-video calls without having to install any additional software which is unique in ATS market.

How much does it cost?

Snaprecruit is a web based SaaS product and they are running a promotion that ends this December 31st, 2015. Its absolutely FREE to use if you can register before this date.  However prices go up to $24.99 per month starting January 1, 2015. So register soon to take advantage of this promotion.

What are the key features ?

The following is a break down of the features:

– Post jobs for free

– Jobs posted by you will get pushed to free job boards like PostjobFree, Craigslist, TrovIT, Juju Board etc..

– Upload resumes and manage applicants for the jobs posted.

– Create folders and bulk upload your resume collection to perform skill set search.

– Summarize resumes with one click.

– Share resumes of qualified candidates with your clients while marketing your company with an OnDemand page.

– Have audio-video calls with other registered users.

– Create chat rooms and work on positions together.

What sets Snaprecruit apart from other Applicant Tracking Systems?

 – They summarize resumes which is quite interesting.

 – Text based search lets you filter through thousands of resumes.

 – Audio-Video call capability allows registered users to make calls for free.

 – Real-time chat functionality for team collaboration. 

Visit & Follow Snaprecruit at:




Source: Snaprecruit : New Recruitment Workflow App For Startups & Small businesses | Wizoid

Recruitment predictions for 2016: HR technology |

This week, the Team is sharing with you some great aspects on how recruitment will evolve in 2016 and how HR technology already has a great role in its current development.


Modern processes of recruitment still come with downsides in terms of time, cost or even outcome in quality hire. Long hours screening CVs and interviewing candidates? Lack of qualified candidates for the role? High costs in advertising vacancies? Coping with such reality in an ever-increasing competitive market is a challenge for even the most dedicated recruiter.

So far, an online platform such as LinkedIn has proved to be a great substitute to the traditional, time consuming and soon obsolete résumé, however, modern hiring processes already integrate a tremendous boom in the variety of technologies available.

  • Mobile app recruiting: a recent survey conducted in UK and USA shows that close to 80% of active candidates use their mobile to visit a company site and view career opportunities sent to their inbox, while almost 50% of talent acquisition leaders suggest that mobile app recruiting is not a top priority for their company. Such contrasting stats scream out that being unable to adapt to where candidates currently are, may be placing you at disadvantage in comparison to your competitors. And what’s worse, you may simply cease to exist in the eyes of the applicants.
  • Digitized assessment: personality assessments and pre-recorded video interviews are bringing in a better understanding of the candidate and hence improvements in quality hire avoiding future loss in return on employee investment. Based on questions proposed by the recruiter for the specific vacancy, webcam interviews automate the recruitment process and enable the procedure to speed up avoiding time waste and cost in previous phone calls.
  • Applicant tracking analytics: leading companies have already implemented innovative HR analytics in order to recruit and retain the great human potential that often drives superior value in companies. Measuring efficiency in terms of time, cost per hire and relevance of hire helps recruiting professionals to evaluate patterns, make correct predictions and recognize the best change-driver employee. Big data analysis and social media play an important role here.

At, we put our faith on the wonders of HR technology in order to improve, simplify and effectively accelerate your department’s hiring process. For that purpose we have finally developed what every worker in an HR department –from the intern to the manager- always dreamt about so that both efficiency and quality at hiring are enhanced.

The software revolutionizes how recruiters screen, understand, collaborate  and evaluate candidates through its interface of standardized CVs, detailed personality insights and video interviews. It helps reducing recruitment time by 50%, helps saving up to 30% of costs and significantly improving your quality of hire.

For more information, we share with you our latest video. Once again, we would really like to thank you for the reading and do not forget to follow us on LinkedIn for further updates.

Source: Recruitment predictions for 2016: HR technology |