Jobvite’s 2012 Customer Summit To Discuss Optimizing Social Recruiting Efforts and Celebrate Customer Success…from Jobvite

February 16, 2012

 

Keynote Address by Guy Kawasaki, Industry Expert and Renowned Venture Capitalist

If you are looking for a new Talent Management System, or any HR system, don’t rely solely on “recommendations” or published reports. Do yourself a huge favor and talk to HRchitect first. After 15 years, HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

 

Jobvite, the leading recruiting platform for the social web, today announced it will host its 2012 Customer Summit in early May. Hundreds of current and prospective customers, media and analysts will join Jobvite executives in this annual event to discuss trends in social recruiting, industry best practices and how to optimize the use of Jobvite and win the war for talent. This year’s event will feature a keynote address from industry visionary and renowned venture capitalist, Guy Kawasaki.

Jobvite’s annual customer summit is designed for attendees to learn how social recruiting is being used as it relates to larger hiring trends, to brainstorm how to maximize social recruiting investments and to network with industry analysts and experts on successful use cases of social technology implementation. Breakout sessions aimed at both experts and beginners will discuss using social media to build employee engagement and referral rates, designing a premium career site, creating custom reports and mastering evaluation sets in interview types. Attendees will learn best practices, tips and tricks, and hear case studies from companies currently using Jobvite. More than 800 employers use Jobvite’s platform to tap into social media and find, recruit and hire top talent efficiently and affordably.

“Optimizing the recruitment and hiring process, particularly in social media, has been a key factor in the success of Jobvite’s customers, which make up some of the world’s fastest-growing companies,” said Dan Finnigan, president and chief executive officer of Jobvite. “Our annual event brings together the top minds in the recruiting industry to network and learn together, developing new ways of engaging with potential talent and integrating them quickly and efficiently within their respective organizations. It’s a must-attend for anyone looking to make the most of their recruiting.”

For more information on Jobvite, please visit www.jobvite.com

To learn more about HRchitect’s expertise in HR technology strategy, selection and implementation services, and how HRchitect can help your organization, please visit www.HRchitect.com

 
Matt Lafata, HRchitect

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Taleo Report Links Aging National Workforce, Lack of Corporate Training and Development to Mounting US Critical Skills Shortages…from Taleo

January 31, 2012

 

“Social Recruiting” Continues to Drive Corporate Hiring

HRchitect featured Taleo in our release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Acquisition Systems vendors that businesses should consider. Taleo appeared on the HRchitect WebMingle on November 6, 2009. HRchitect attended the 2010 & 2011 TaleoWorld conference and HRchitect’s Matt Lafata, one of the industry’s leading talent management systems analysts, attended Taleo’s annual Sales and Services meeting in 2010 & 2011.

If you are looking for a new Talent Management System, or any HR system, don’t rely solely on “recommendations” or published reports. Do yourself a huge favor and talk to HRchitect first. After 15 years, HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

 

Taleo Corporation (NASDAQ: TLEO), the global leader of SaaS-based Talent Management solutions, today released a report summarizing the 2011 business climate and related talent management trends for 2012. After an extremely challenging and unpredictable 2011, businesses today operate in a market of thinner margins, lighter demand, credit and liquidity challenges and an uncertain outlook going into 2012. Talent decisions have taken on increased importance in the face of these challenges as companies failing to effectively manage the flow of critical talent are risking their growth and in some cases even their survival. Social networks, on the other hand, are growing increasingly important in the endeavor to identify new talent. Trends highlighted in the report include:

Continued economic uncertainty will increase focus on existing talent to drive growth and innovation.

The potential for recession and the debt crisis in Europe, as well as significantly reduced US government spending, suggests rough seas ahead. Yet corporate profits remain high and recent economic figures show early signs of growth in the US. In response, leading organizations are striving to be more agile and prepare for every eventuality. A key strategy will be to deepen the awareness and understanding of existing organizational talent.

As very few businesses expect to increase their workforce in 2012, they will rely more heavily on developing their current workforce for critical roles rather than hiring external talent. In evaluating whether they have the right people in the right positions to drive growth, many employers are finding that they lack the necessary data, processes, culture, and technology to deliver true insight into their most valuable company asset — employees. This lack of ‘talent intelligence’ will hold companies back and limit growth until it is addressed.

Taleo anticipates a key area of focus in 2012 will be on building out talent profiles. While talent management programs have historically focused on executives and senior management, 2012 will see a shift to include line managers and rank-and-file employees as businesses seek to better leverage talent throughout their organizations.

Significant increases in social recruiting.

The use of professional networks for sourcing will continue to expand as the rapid adoption of social and professional networks like Facebook and LinkedIn continue their exponential growth, impacting businesses on a number of different levels. While both networks will grow in importance, Facebook will emerge as a cornerstone sourcing tool in the battle to attract Millennials and blue collar workers.

With an ability to present up-to-date company information, job postings, discussion forums, videos, and all forms of rich content in a social network with 150 million US subscribers, Facebook’s rise as a social recruiting pillar is inevitable. Corporate career sites will continue to lessen in importance as candidates leverage networks to find information on prospective employers rather than traditional channels, and budgets will continue to shift significantly toward social media.

An aging population and a lack of investment in training and development will result in continuing skills shortages.

Taleo anticipates increased friction between businesses’ global ambitions for expansion and varying quality and quantity of local labor. In the US, labor participation rates among younger workers continue to fall while rates among older workers rise. In the short-term, this skews the balance of the workforce toward more experienced, more expert workers. In the mid to long-term, this lack of investment and hiring of younger workers is going to exacerbate talent shortages related to boomer retirements. Smart companies are looking to rebalance their mix of new hires to focus more on emerging and potential talent.

“As the era of economic uncertainty continues, the ability to collect talent data, gain insight, and make informed decisions about people and processes will become increasingly important,” said Dave Wilkins, vice president of Taleo Research. “US business leaders are becoming more involved in the definition of talent management system requirements and even the selection process, triggering a dramatic increase in the adoption of solutions that satisfy their data, analysis, and reporting demands. For these companies, talent data and processes will be held in the same regard as critical business data and processes.”

The Taleo report underscores the fact that organizations are looking to maximize the value of their people given the global economic climate and the potential for serious systemic shock. With an ability to consider the complete talent picture, leading companies will be able to hire and retain highly-engaged talent regardless of macro-economic forces, enabling greater organizational continuity and teamwork during periods of growth or recession. View the report by going to: http://www.taleo.com/researchpaper/us-talent-trends-2012.

For more information on Taleo, please visit www.taleo.com

To learn more about HRchitect’s expertise in HR technology strategy, selection and implementation services, and how HRchitect can help your organization, please visit www.HRchitect.com

 

 
Matt Lafata, HRchitect

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SmartSearch® integrates with Adobe’s EchoSign electronic signature service…from Advanced Personnel Systems

January 10, 2012

 

Leading recruitng software adds digital document signing

If you are looking for a new Talent Management System, or any HR system, don’t rely solely on “recommendations” or published reports. Do yourself a huge favor and talk to HRchitect first. After 14 years, HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

 

Advanced Personnel Systems, Inc. (APS), the maker of SmartSearch® recruiting business software, announced a new integration with Adobe’s EchoSign, the world’s leading online digital document signing service. When used in conjunction with SmartSearch® automated tasks, EchoSign gives corporate employers additional paperless document management and onboarding capabilities, and for recruiting firms, digital document signing helps streamline the sales and placement process by reducing the time needed to capture and manage required signatures from both customers and candidates.

The EchoSign integration includes a new document signing portal on the built-in SmartSearch® career center to facilitate signature gathering. Web portal options allow candidates to upload documents with their online employment application, and specify desired documents when applying for a position or at any time during the hiring process. New hires may be directed to the candidate portal to begin the on-boarding process by updating their records with additional documentation, e-signatures, voluntarily provide EEOC data, and more. Hiring Managers and other designated portal users may access documents via their own web portal to e-sign contracts, offer letters, job requirements, or other documents that require their approval. The portal enables web site visitors to view documents that require a signature as well as previously signed documents. Single sign-on eliminates the need to distribute passwords, and SmartSearch users may include an expiration date and reminders to limit how long a person has to sign each document. When an individual digitally signs a document, it is immediately saved in their SmartSearch Profile, and the user who requested the signature is notified via email.

Additionally, the SmartSearch Work-in-Progress (WIP) dashboard shows a list of recently signed documents, pending documents, and past due documents to help users keep track of activity. The WIP menu also features links to send reminders, view documents, and remove signature requests.

One of the biggest benefits of using the EchoSign integration within SmartSearch® instead of EchoSign alone is that users can create documents with mail-merge fields to save time. SmartSearch® automatically populates fields with available data from the candidate, contact or job record before a document is auto-forwarded to EchoSign for signature. For example, a W-4 form can be pre-populated with employee contact information, start dates and salary information.

“The new EchoSign integration improves the candidate’s experience by letting applicants conveniently upload, review, and update required documentation during the hiring process,” said Doug Coull, CEO at APS. “And, green recruiting practices such as our paperless document management enable customers to enhance their employment brand and promote their environmental sustainability policy.”

Many studies have shown that organizations can significantly reduce their carbon footprint and lower hiring costs with paperless hiring processes. The Society for Human Resources Management (SHRM) survey on the Green Workplace reports that 75% of employees think it’s important for employers to be environmentally responsible. Going green has become an important factor in employment branding to attract, engage, recruit and retain top talent.

For more information on SmartSearch, please visit www.smartsearchonline.com

To learn more about HRchitect’s expertise in HR technology strategy, selection and implementation services, and how HRchitect can help your organization, please visit www.HRchitect.com

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New Release of Bullhorn’s Applicant Tracking Software Reinvents Candidate Search…from Bullhorn

December 15, 2011

 

Finds the best candidates faster and flattens the learning curve for new recruiters

If you are looking for a new Talent Management System, or any HR system, don’t rely solely on “recommendations” or published reports. Do yourself a huge favor and talk to HRchitect first. After 14 years, HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

 

Bullhorn recently announced the Winter 2012 release of its applicant tracking software featuring all new Candidate Search. Candidate Search suggests the search terms most likely to produce the best matching candidates by continuously learning from millions of searches and resumes. More accurate results, plus a newly streamlined interface, saves time on each of the hundreds of resume database searches recruiters perform.

Candidate Search examines a job, candidate or user-entered keywords and suggests additional terms. For example, if a recruiter searches for “Java” and “J2EE,” it suggests related terms such as Java Server Pages, XML, web services, and object oriented. For “accounting” and “receivables” it suggests adding general ledger, payroll, reconciliation, billing and collections. Candidate Search arms new recruiters with domain expertise that would otherwise take months to gain and helps any recruiter asked by a client about a skill they aren’t familiar with.

“Almost every job starts by searching for candidates, so recruiters who execute faster and send out their very best candidates gain a huge advantage over less agile competitors” said Art Papas, CEO and Co-Founder of Bullhorn. “Accelerating recruiter effectiveness, especially for new hires, means filling more jobs and boosting profitability.”

Candidate Search further enhances recruiter productivity by providing:

  • Drag and drop search builder – Rapidly build searches by clicking and dragging search terms to include, prioritize, or exclude.
  • Personalization – Tailor the fields, columns and appearance of search results to maximize your personal productivity.
  • Collaboration – Save your best searches associated with a job, client or contact and share them with colleagues.
  • Unified searching – Save time by searching across resumes, notes and attachments all from one screen.

“Bullhorn Candidate Search will help our team find great candidates faster than ever,” said Wendy Kennah, Director of Recruiting at Procom Consultants Group, a leading Canadian IT staffing company. “The drag and drop search builder and suggested keywords for new recruiters combined with Boolean syntax for experienced recruiters, means that everyone on the team has the ideal toolset for candidate search. New hires can get up to speed quickly, and learn from what’s already working for us.”

In addition to Candidate Search, the Bullhorn Winter 2012 release delivers more than 130 updates and fixes including improvements to web response tracking that makes it easier to track candidates from first touch through to placement, as well as API updates, email and calendar integration improvements and much more. The Bullhorn Winter 2012 release will be available to all Bullhorn customers in early 2012. For additional information about Candidate Search and the Winter 2012 release please visit Bullhorn.com.

To learn more about HRchitect’s expertise in HR technology strategy, selection and implementation services, and how HRchitect can help your organization, please visit www.HRchitect.com

 
Matt Lafata, HRchitect

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iCIMS Breaks Record for Number of Clients Acquired in One Year…from iCIMS

December 10, 2011

 

Leading provider of HR software organically acquires 228 clients in less than 11 months

HRchitect featured iCIMS in our release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Acquisition Systems vendors that businesses should consider. iCIMS competed in the HRchitect Beauty Pageant on Talent Acquisition Systems in 2008 and mid-market Talent Acquisition Systems in 2009, where they were crowned the winner of each. Adam Feigenbaum and Susan Vitale from iCIMS previously appeared on the HRchitect WebMingle.

If you are looking for a new Talent Management System, or any HR system, don’t rely solely on “recommendations” or published reports. Do yourself a huge favor and talk to HRchitect first. After 14 years, HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

 

iCIMS, a leading provider of Software-as-a-Service (SaaS) talent management solutions, announced today that the company has surpassed its previous record for the number of clients acquired in one year. On November 29th, the company signed its 228th customer of 2011. The announcement came just weeks after the company announced the achievement of its 1000th total client milestone.

Client #228, Warbird Consulting Partners, is a consulting organization with approximately 100 employees. The company recognized a need for an efficient applicant tracking solution to propel immediate hiring growth in the next six months. Warbird chose iCIMS’ Talent Platform for its easy interface, intuitive requisition management tools and scalability to support the growing company’s needs.

Warbird Consulting Partners joins nearly 50 other organizations who have signed with iCIMS this quarter. Trends show continued momentum in the healthcare and retail industries, including such new clients as New Egg, University of Utah Healthcare, Waters Corp. and Totsy.

“We’re thrilled to reach a new record number of new clients with a month left to go in the year,” said Colin Day, iCIMS’ CEO. “Warbird Consulting Partners is a great representation of our customer base – they’re SMB, growing rapidly and value system ease-of-use and the customer experience above all else. We’re so pleased to welcome these 228 clients and are extremely optimistic about wrapping up one of our best years in iCIMS’ history.”

In addition to hitting a record number of new clients year-to-date, November marked an impressive month for iCIMS in other areas, as well. The organization was ranked the 30th fastest-growing company in New Jersey and also received recognition as a Champion provider of Talent Acquisition Systems in InfoTech Research Group’s Vendor Landscape Report for Talent Acquisition Systems.

For more information on iCIMS, please visit www.icims.com

To learn more about HRchitect’s expertise in HR technology strategy, selection and implementation services, please visit www.HRchitect.com

 
Matt Lafata, HRchitect

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SuccessFactors (SFSF) to Acquire Jobs2web – A Multi-Channel Interactive Recruiting Marketing SaaS Company…from SuccessFactors

December 6, 2011

 

Creates recruiting experiences that don’t stink, and business execution dashboards that dramatically cut costs

HRchitect featured SuccessFactors in our release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Management Systems vendors that businesses should consider. Matt Lafata and Tiffany Appleby from HRchitect attended and sponsored the SuccessConnect event in San Francisco in May 2011 and the Insights event in San Diego in Oct 2011.

If you are looking for a new Talent Management System, or any HR system, don’t rely solely on “recommendations” or published reports. Do yourself a huge favor and talk to HRchitect first. After 14 years, HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

 

SuccessFactors, Inc. (NYSE: SFSF), the global leader in business execution cloud-based software, today announced a definitive agreement to acquire Jobs2web, the leading recruiting marketing platform, delivering the first-ever Recruiting Execution Platform.

Jobs2web is renowned in the recruiting industry for its unique ability to “turbocharge” any Applicant Tracking System (ATS) and attract the very best candidates through social networks. By creating superb recruiting experiences for hiring managers as well as candidates, companies can save time and money, foster engaged communities, and enhance their brand reputation.

Jobs2web is a high-growth performer in the cloud industry with healthy revenue and an impressive roster of customers, such as 3M, Merck, PepsiCo, Rackspace and Taco Bell, among others, that have deployed an integrated multi-channel recruiting strategy with Jobs2web. For more details, please visit the Jobs2web testimonials page: http://www.jobs2web.com/resources/testimonials-video/.

With Jobs2web, companies can drive social and mobile recruiting programs across all potential recruiting channels like Bing, Facebook, Google, Indeed, Jigsaw, Juju, LinkedIn, Twitter, Yahoo, Zoominfo, and other communities. Jobs2web works with all major recruiting vendors and ATS systems and will be immediately integrated with SuccessFactors’ Business Execution applications. SuccessFactors will combine its industry leading social, mobile and collaborative recruiting management solution with Jobs2web’s leading recruiting marketing platform to produce a transformational social recruiting engine with dynamic talent communities that minimize cost and maximize quality and speed. This new platform will help companies find the best people, drive more engagement with potential candidates and analyze program effectiveness.

“It was easy for SuccessFactors to pull the trigger on acquiring Jobs2web, despite an extremely competitive acquisition fight for them, because they have so many powerful assets. First, they’re growing incredibly fast. And they are completely disrupting the way companies can make social networks their friends in recruiting and not a distraction, helping hiring managers find people in ways they never could before. Lastly, the analytics dashboards provide quality insights not seen in this industry before,” said Lars Dalgaard, founder and chief executive officer, SuccessFactors. “There are 300 million job searches alone on Google each year, that companies don’t know how to get to, with Jobs2web SuccessFactors can help companies turn resumes into candidates, broadcasting their jobs in all social networks.”

New SuccessFactors Recruiting Execution Platform

The SuccessFactors and Jobs2web recruiting solutions complement each other in that Jobs2web’s recruiting marketing platform drives the process before the candidate application, and SuccessFactors drives everything from application to hire and beyond. Previously, companies had to piece disparate solutions together. Now, companies can leverage a comprehensive Recruiting Execution Platform as part of the SuccessFactors Business Execution Suite (BizX), starting with the modules that suit their needs and expanding as they are ready – all from a single cloud-based vendor.

As part of the Recruiting Execution Platform, Jobs2web helps companies to:

 

  • Find the Best People – Companies can bring the candidate network to the open job instead of the job to the network through a variety of channels, including search engines, social networks and mobile career sites. http://www.jobs2web.com/what-we-do/find-better/
  • Engage in a Unique Way – Managers can add insights and automation to their candidate relationship management process and create “talent communities” that will drive more engagement with potential candidates. http://www.jobs2web.com/what-we-do/engage-better/
  • Analyze Effectiveness – With targeted search engine optimization (SEO) and campaigns, executives gain real insights into recruiting advertising campaigns and overall sourcing strategy so that executives know what is and isn’t working and where to focus their investment. http://www.jobs2web.com/what-we-do/know-better/

“We chose to join SuccessFactors because of its clear market leadership. Our leadership team is ecstatic to join the SuccessFactors team with its focus on driving real business execution for its customers and the company’s mission to solve its customers’ biggest problems,” said Ken Holec, chief executive officer, Jobs2web. “Legacy ATS systems are not much more than electronic filing cabinets and job boards just aren’t enough. Companies aren’t using them, quality candidates aren’t using them. Simply trying to deploy a Facebook page doesn’t work, and neither does just buying LinkedIn licenses. We make LinkedIn better, Facebook better, your mobile recruiting better, every part of the recruiting process better. Hiring the best people can be complex and hard to manage, and we’re making it easy. Our joint Recruiting Execution Platform will offer customers an unmatched level of recruiting insights and knowledge to take the guess work out of recruiting.”

A Winning Combination: SuccessFactors and Jobs2web

SuccessFactors has continued to build on its core (BizX) suite and revolutionize the market through its R&D of new solutions and innovative product acquisitions. Like the company’s other acquisitions, Jobs2web is a strong strategic fit from a technological, functional and cultural standpoint:

 

  • Technology: SuccessFactors has focused on building multi-tenant software-as-a-service (SaaS) software since day one. Similarly, Jobs2web’s solutions are true, multi-tenant SaaS. This will yield significant advantage in integrating the solutions and increase speed to market for new product updates.
  • Functionality: The two solutions complement one another to address the full recruiting cycle and provide robust analytics. Jobs2web will be a “candidate magnet” for SuccessFactors’ proven hiring engine and will add to SuccessFactors’ market leading analytics, providing more actionable insights for customers to continually refine their end-to-end recruiting processes. It introduces extremely dynamic Talent Communities, and allows for social recruiting. http://www.jobs2web.com/solutions/social-network-recruiting/
  • Cultural: SuccessFactors and Jobs2web are both leaders who have excelled in pioneering new markets with continued innovation and a relentless focus on customer success.

Jobs2web brings more than 150 new customers to SuccessFactors. After the deal closes, Jobs2web will operate as a business unit within SuccessFactors. Customers will have the option of purchasing Jobs2web to work as a deeply integrated solution with SuccessFactors Recruiting Management, to operate in conjunction with any other applicant tracking system (ATS) they may own, or to operate as a standalone solution. The pricing models for Jobs2web’s Recruiting Marketing Platform and SuccessFactors’ Recruiting Management Platform will remain the same.

Under the terms of the acquisition agreement, which is subject to various closing conditions, SuccessFactors will pay $110 million in cash for Jobs2web. The transaction is expected to close late in 2011 and is not expected to have material impact on SuccessFactors’ fourth quarter and full year 2011 results.

For more information on SuccessFactors, please visit www.successfactors.com

To learn more about HRchitect’s expertise in HR technology strategy, selection and implementation services, please visit www.HRchitect.com

 
Matt Lafata, HRchitect

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Colas Group Chooses Taleo for Recruiting…from Taleo

December 1, 2011

 

With Taleo Recruiting, One of the World Leaders in Road Construction Has Streamlined Its Recruitment Process and Strengthened Its Employer Credentials

HRchitect featured Taleo in our release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Acquisition Systems vendors that businesses should consider. Taleo appeared on the HRchitect WebMingle on November 6, 2009. HRchitect attended the 2010 & 2011 TaleoWorld conference and HRchitect’s Matt Lafata, one of the industry’s leading talent management systems analysts, attended Taleo’s annual Sales and Services meeting in 2010 & 2011.

If you are looking for a new Talent Management System, or any HR system, don’t rely solely on “recommendations” or published reports. Do yourself a huge favor and talk to HRchitect first. After 14 years, HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

 

Taleo Corporation (NASDAQ: TLEO), the global leader of SaaS-based Talent Management solutions, today announced that Colas Group, one of the world leaders in road construction, has chosen its Taleo Recruiting solution to power its worldwide recruitment efforts. With 70,000 workers in 40 countries, Colas had significant recruitment needs globally. In order to enhance its credentials as a model employer, Colas was looking for a solution that enabled a more uniform recruiting process without undermining its highly decentralised culture. Colas chose Taleo Recruiting for its flexibility, rich configuration capabilities, and its availability in 34 languages, catering instantly to the needs of its global operations.

“We’ve looked at all the solutions on the market and identified Taleo Recruiting as being most capable to suit our group’s particular requirements, with each entity having its own recruitment methods and procedures,” explains Cédric Mendes, head of Recruitment. “Taleo Recruiting is the first SaaS solution to be deployed within the group. The first deployment phase in France has been completed within a very tight schedule.”

From Decision to Operation in Two Months
Colas first implemented Taleo Recruiting in France, home to 50 percent of its employees where it recruits an average of 3,500 new employees every year. The whole process — from purchase to operation — took just two months. Colas’ French recruitment teams now use Taleo Recruiting for sourcing, dissemination of job ads, employment websites and hiring.

The next stage of deployment will extend Taleo to Colas’ global recruiting force via a unified platform managed by a single administrator. This will enable all regions to access a shared pool of candidates through a tailored interface which retains the look and feel of their own organizations, and caters to regional recruitment styles.

Integrated Talent Management
Colas is using Taleo Recruiting to manage internal mobility. “Our customers are recognizing the value of Talent Intelligence and the strength of our solutions as evidenced in our momentum and growing market share,” said Michael Gregoire, Chairman and CEO of Taleo.

For more information on Taleo, please visit www.taleo.com

 
Matt Lafata, HRchitect

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InterviewStream is Taleo Certified as a Video Interviewing Solution…from InterviewStream

November 16, 2011

 

The World’s Most Powerful Video Interviewing Platform Integrates with Taleo’s Leading SaaS-Based Talent Management Solution

If you are looking for a new Talent Management System, or any HR system, don’t rely solely on “recommendations” or published reports. Do yourself a huge favor and talk to HRchitect first. After 14 years, HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

 

InterviewStream, the pioneer in online video interviews announced today that its platform is now Taleo Certified, accessible through Taleo’s Solution Exchange. InterviewStream’s video interviewing technology, integrated with Taleo Recruiting combines the most powerful video interviewing tool with the leading SaaS-based Talent Management solution from Taleo.

With the seamless integration of InterviewStream’s live and pre-recorded interview technology, Taleo customers are able to assess and pre-screen candidates. The integrated solution allows customers to initiate, view, share and provide collaborative feedback on candidates who are interviewed using InterviewStream’s video interview platform.

Randy Bitting, CEO of InterviewStream explains, “Using our video interview solution, hiring managers can invite candidates to respond to pre-defined video questions or schedule live video interviews thereby reducing travel budgets and increasing efficiencies. This certification affords our customers and prospective clients more flexibility without leaving the Taleo platform. We are excited for the opportunity to offer video interviewing to the more than 5,000 organizations that already use Taleo’s leading SaaS-based talent management solutions.”

Since its inception in 2003, InterviewStream has provided organizations with the ability to conduct live and pre-recorded video interviews. InterviewStream reduces scheduling hassles and phone screens with a tool that builds confidence to assess important visual cues in the candidate selection process. With award-winning design, usability and 24/7 customer support, InterviewStream is the only video interviewing solution that provides users with the ability to personalize and record video interview questions or choose from a library of more than 5,000 pre-recorded video questions.

InterviewStream saves its clients over 86% in reduced travel and scheduling costs while providing a superior candidate experience. InterviewStream provides more than 400 clients with video interviews in more than 120 countries.

For more information on InterviewStream, please visit www.interviewstream.com

 
Matt Lafata, HRchitect

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HireVue Welcomes Technology Luminary David Bradford as CEO…from HireVue

November 7, 2011

 

Business Leader & Innovator to Drive the Bright Future of Digital Interviewing

If you are looking for a new Talent Management System, or any HR system, don’t rely solely on “recommendations” or published reports. Do yourself a huge favor and talk to HRchitect first. After 14 years, HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

 

HireVue, providers of an amazing new way to interview – on demand, today announced that David Bradford, a proven business leader with nearly 30 years of experience, has joined the company as CEO. Acknowledged by many as a significant contributor to the evolution of information technology, Bradford is well known for accelerating the growth and performance of game-changing organizations. Bradford assumes the position from Mark Newman, who remains with the organization as its founder.

Until April of 2010, Bradford served as CEO of Fusion-io, pioneer of a new storage memory platform.  He continues to work with Fusion as Chairman of its Strategic Advisory Board. In his role at Fusion-io, he sourced and brought together an IPO ready management team – which included industry luminary Steve Wozniak – helped secure key strategic partnerships for the company, drove a massive increase in sales and saw the company named America’s Most Promising I.T. Company by the Wall Street Journal. Most recently, Fusion-io (NYSE: FIO) was named the No. 1 Technology stock pick for 2012 by Barron’s.

Previously, Bradford served as Senior Vice President and General Counsel of Novell, Inc. During his 15 year tenure, he helped lead the networking start-up through a series of acquisitions, public offerings and business development activities that led to market leadership and sales exceeding $2 Billion. At various points in time, he held responsibilities across four divisions: Legal, Government Relations, Business Development and Security. During this time period, he also twice served as Chairman of the Board of the Business Software Alliance, the world’s leading industry trade assocation representing companies like Microsoft, Novell, Lotus and Oracle.

Google (NASDAQ: GOOG) Chairman, Eric Schmidt, to whom Bradford reported while at Novell, said, “I have known my friend David Bradford for nearly 15 years. In addition to his fine work at Novell, he helped make magic happen with Fusion-io. I have every confidence he will do it again with HireVue, as they pioneer the digital interviewing market.”

Bradford is an advisor to a number of organizations and funds.  He was on the original Advisory Board of Omniture, which recently sold to Adobe, and serves on the Board of Directors of Pervasive Software (NASDAQ: PVSW). Bradford is the recipient of numerous honors and distinctions, including the 2010 Utah “Executive of the Year.” He has a law degree from BYU, an MBA degree from Pepperdine University and a bachelor’s degree in Political Science from Brigham Young University.

Mark Newman, founder of HireVue, said, “We’re incredibly excited to have David guiding the future of HireVue. HireVue is defining a category that touches every candidate, manager and company on a daily basis. David’s proven ability to grow companies and catapult them into the mainstream will ensure that these audiences will be able to take advantage of HireVue’s solutions.”

David Bradford, CEO of HireVue, commented, “I am very excited to have the opportunity to work with Mark Newman and his team at HireVue. Mark is an extraordinary entrepreneur by any measure. His vision for fundamentally changing the world of human talent acquisition and interviewing matches mine. I believe every CEO on the planet will want to incorporate HireVue’s Digital Interview Platform due to its speed, cost-savings and ability to facilitate superior people decisions.”

“David has always had a passion for hiring top talent and connecting people to opportunity. It is reflected in the people and teams he has built at outstanding companies like Novell and Fusion-io,” said Steve Wozniak, Apple (NASDAQ: AAPL)Co-Founder and Chief Scientist, Fusion-io.  “I appreciated his introducing me to Fusion-io and know he will build another winner at HireVue. The day of the digital interview may well be upon us and David is a great guy to lead the charge.”

For more information on HireVue, please visit www.hirevue.com

 
Matt Lafata, HRchitect

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HireVue Digital Interviewing Now Available to the Public Sector…from HireVue

October 30, 2011

 

Federal Agencies Can Slash Interview Time and Costs while Drastically Improving Quality of Hire as HireVue Achieves Section 508 Compliance

If you are looking for a new Talent Management System, or any HR system, don’t rely solely on “recommendations” or published reports. Do yourself a huge favor and talk to HRchitect first. After 14 years, HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

 

HireVue, providers of an amazing new way to interview – on demand, today announced that its digital interviewing solutions have achieved Section 508 compliance. HireVue’s Digital Interview Platform™ and On Demand Interviews™ are now the only digital interviewing solutions available with this accreditation.

Section 508 was enacted by Congress in 1998 to eliminate barriers in information technology, making available new opportunities for people with disabilities and encouraging development of technologies that will help achieve these goals. It requires that federal agencies and other government departments that receive federal funding make their electronic and information technology accessible to people with disabilities. With this accreditation, HireVue’s simple, safe and reliable solution is now available to any organization seeking support for individuals with hearing or visual impairment, including those government agencies that are required to work only with 508 compliant technology providers.

“HireVue’s digital interviewing solutions are ten times faster, nine times cheaper and 100 percent better for recruiters, hiring managers and candidates than traditional interviewing methods,” commented Peter Clegg, director of Product Management at HireVue. “Now federal agencies can turn to digital interviewing and enjoy the same improved quality of hire and time- and cost-savings that our private-sector customers experience.”

It was determined that HireVue’s interactive Digital Interview Platform and ground-breaking On Demand Interviews can help federal agencies meet Section 508 requirements after a rigorous audit by accessibility experts, Interactive Accessibility. The company’s web-based, enterprise-ready solution offers features that eliminate barriers for individuals with hearing and visual impairments including additional time allotment (up to 10 times the default time) for timed portions of the interview process, 24-hour customer and candidate support, interoperability with Assistive Technology and screen magnifiers such as ZoomText Magnifier, and the availability of captions and video transcripts.

Clegg added, “We’re very proud to meet Section 508 standards and be recognized for the opportunities our digital interviewing solutions bring to individuals with disabilities. At HireVue, it’s very important that our technology connects employers with candidates through a simple, fair and standardized process that improves the interview experience for everyone.”

For more information on HireVue, please visit www.hirevue.com.

 

 

Matt Lafata, HRchitect

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SaaShr.com Expands Marketplace with Recruitment Module for HR Application…from SaaShr.com

October 29, 2011

 

Recruitment module can help small to mid-sized businesses establish a more uniform recruiting process by improving problems associated with hiring efforts.

If you are looking for a new Talent Management System, or any HR system, don’t rely solely on “recommendations” or published reports. Do yourself a huge favor and talk to HRchitect first. After 14 years, HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

 

SaaShr.com (http://www.SaaShr.com), a leading provider of Software as a Service (SaaS) based Workforce Management Solutions with a major focus in Human Resources (HR), Payroll, and Time and Labor Management (TLM), announced today the release of its recruitment module as part of its Ancillary Product and Service Marketplace for licensees and users of the company’s HR application. Complementary to the applicant tracking component in the HR application, the recruitment module offers a powerful solution to help address recruiting challenges faced by small to mid-sized businesses.

“Many companies in the small to mid-sized business space are struggling to hire qualified job candidates in a simple, efficient, and consistent manner due to a shortage of recruiting or HR-related resources,” stated Chad Brenneman, President of the HR and Payroll Division at SaaShr.com. A 2010 survey conducted by Manpower Group, an employment services company, concluded that the percentage of employers who have had difficulties finding qualified candidates had increased by almost half since 2006. Brenneman continued, “As the economy begins to rebound, the number of companies in this segment are expected to increase hiring efforts, thus the demand for solutions to resolve recruitment issues is expected to rise as well.”

According to the U.S Bureau of Labor Statistics, there are 3.2 million unfilled job positions in the United States, however 9.1 percent of the population is currently unemployed. “The recruitment module can help bridge the gap between the unemployment numbers and the number of available positions by streamlining hiring processes for those companies that are currently hiring and in need of a solution,” Brenneman added.

With the SaaShr.com recruitment module, applicants can upload a resume or include previous work experience, quantify their level of proficiency with a multitude of skills, list references, and include compensation requirements. Administrators, recruiters, and hiring managers can easily view that applicant’s information through a summarized view. This information is then compared with the criteria required for the position in order to zero-in on the best job applicants.

“The recruitment module provides companies with the means for making better hiring decisions faster and easier than in the past. Essentially, it can help to create a more uniform recruiting process for the businesses that lack the tools and resources necessary to effectively manage recruitment initiatives,” Brenneman concluded.

For more information on SaaShr.com, please visit www.saashr.com

 

 

Matt Lafata, HRchitect

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Jobvite and Workday Partner to Integrate Leading Recruiting and Human Resources Platforms …from Jobvite

October 27, 2011

 

Combined offering from SaaS innovators engages employees to improve the speed and quality of hiring

Dan Finnigan, CEO, and Jamie Glenn, Chief Product Officer with Jobvite both appeared on the HRchitect WebMingle on July 8, 2010. If you are looking for a new Talent Management System, or any HR system, don’t rely solely on “recommendations” or published reports. Do yourself a huge favor and talk to HRchitect first. After 14 years, HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

 

This week at Workday Rising 2011, Jobvite, the leading recruiting platform for the social web, announced a partnership with Workday, the leader in SaaS-based enterprise solutions for global human resources, payroll and financial management. Jobvite will integrate its award-winning social recruiting and applicant tracking innovations with Workday Human Capital Management (HCM).

Jobvite provides social recruiting technologies on a subscription basis that work across social networks and lead the market in their proven ability to drive referral hires. Jobvite enables jobs to be shared across social networks, on websites and via email not just by recruiters and hiring managers but by every employee of its client companies. The company’s Software-as-a-Service products automate all of the steps in the hiring process and provide complete visibility via real time analytics.

The Jobvite integration with Workday will lower cost and implementation time for connecting these leading solutions for recruiting and human capital management. It will enable customers of both solutions to plug Jobvite into their Workday infrastructure and seamlessly share current data across platforms.

“One of the benefits of cloud-based SaaS solutions is the flexibility to choose the best solutions to meet business needs. HR leaders have asked for us to integrate with Workday because it has been built from the ground up for today’s business consumer of web-based services,” said Dan Finnigan, President and Chief Executive Officer of Jobvite. “Now our joint customers can integrate company directory into Jobvite making it easy to engage all employees in referral hiring and manage a productive recruiting process.”

Our companies share a philosophy about enabling employees throughout the company to be productively engaged in managing key business processes. We’re happy to partner with Jobvite to bring valuable social recruiting and applicant tracking innovations to our loyal Workday customers,” said Jeff Pulver, Workday’s vice president, business development.

For more information on Jobvite, please visit www.jobvite.com

 
Matt Lafata, HRchitect

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Bond International Software, Inc. Launches New U.S. Based Websites for its Recruiting and Staffing Software…from Bond International Software

October 20, 2011

 

New Websites are focused on the flexibility, scalability and reliability of their U.S. staffing and recruiting software products, Bond Adapt, Bond eEmpACT, and Bond StaffSuite.

If you are looking for a new Talent Management System, or any HR system, don’t rely solely on “recommendations” or published reports. Do yourself a huge favor and talk to HRchitect first. After 14 years, HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

 

Bond International Software, Inc. represents the integration of Bond’s three operating divisions in the United States; Bond Adapt, Bond eEmpACT and Bond StaffSuite (formerly VCG). In order to effectively inform the staffing and recruiting industry of the capabilities of its software products, Bond has launched a new corporate site and re-launched its three major product sites.

www.Bond-US.com is the new corporate site for Bond International Software, Inc. the U.S. operating company for Bond. Here visitors will be able to discover more about our company, leadership, mission, services and more. A key feature of the site will be a frequently updated “News and Resources” blogging area, where Bond U.S. sector experts will write on topics such as industry and technology trends as well as product features and benefits. The corporate site will be the jumping off point to visit Bond U.S.’s product sites:

www.BondAdapt-US.com is the newly updated site for Bond’s flagship recruiting and staffing software, Adapt. Highly flexible and configurable, Adapt is the leading recruiting software package in the world, deployed in staffing firms of all sizes and specialties.

www.BondeEmpACT-US.com is the enhanced site to learn more about eEmpACT, Bond’s integrated front and back-office staffing software solution with a built in accounting system and reliable GL and AP for commercial staffing firms.

www.BondStaffSuite-US.com is the updated site for Bond’s StaffSuite software, a highly scalable, configurable front and back-office solution for full-service staffing firms with strong reporting, document management and workflow capabilities.

Steve Taylor, Bond International Software, Inc. President and CEO added “Bond International Software Inc. was created to support the North American market with premier staffing and recruiting software solutions that empower their success. These new and updated Websites offer prospective and existing customers alike greater opportunity to learn more about our products and services and interact through our blogs with our experienced team of veteran subject matter experts.”

 

 

Matt Lafata, HRchitect

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Latest Version of Lumesse TalentLink Released to Global SaaS Customers…from Lumesse

October 20, 2011

 

Enhances Usability, Global and Local Compliance, Reporting and Career Website Tools

HRchitect includes Lumesse in our list of top Talent Acquisition Systems and Top Talent Management Systems vendors that businesses should consider. If you are looking for a new Talent Management System, or any HR system, don’t rely solely on “recommendations” or published reports. Do yourself a huge favor and talk to HRchitect first. After 14 years, HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

 

Lumesse, a global leader in integrated talent management solutions, today announced that it has made the latest version of its enterprise talent acquisition (e-recruitment) solution, Lumesse TalentLink, available to its rapidly growing software as a service (SaaS) customer base through its worldwide data centers.

Version 11.2 of Lumesse TalentLink delivers an enhanced API (TalentHub) that allows customers and partners even greater flexibility when integrating and extending Lumesse TalentLink to build career websites, interact with search technology and connect via social media. Based on customer demand, the business intelligence (BI) apps originally released in Version 11.1 have been extended to deliver even more real-time insight to users. Other new capabilities include support for the new EU Temporary and Agency Workers Directive, compatibility with OpenOffice documents; time-saving workflow enhancements such as a job advert wizard; and additional capabilities to deliver a faster, more tailored candidate experience.

Lumesse CEO Matthew Parker said, “With Lumesse TalentLink v11.2 we continue to bring innovations to our SaaS talent management product that give our global customers more information, more choice and more flexibility, as well as helping them meet critical local legislative requirements such as candidate data retention rules and the EU Agency Workers Directive.”

Lumesse TalentLink v11.2 includes numerous enhancements in the area of web services. Many companies want to build extensive recruiting functionality into their corporate websites, to use Internet search technology and particularly social media to find and attract talented candidates, and to deliver a fast, interactive candidate experience. The ability of Lumesse TalentLink to make available its power through web services APIs gives career site developers huge flexibility in building unique, creative career websites.

Actionable information on recruiting campaigns and recruitment metrics continues to be a growing requirement for many companies. The enhanced BI apps capability in Lumesse TalentLink v11.2 brings flexible, user-defined, multi-dimensional drill-down reporting on key talent acquisition metrics to the workspaces of users and managers. Reportable metrics include job listings, requisition status, candidate applications, hires and time-to-fill. The configurability of the BI apps means that individuals can create actionable intelligence that works for them, enhancing efficiency and creating greater insight into hiring decisions and progress.

The new capabilities provided in Lumesse TalentLink v11.2  supporting the EU Temporary and Agency Workers Directive add to the unique capability Lumesse TalentLink already offers in its Contingent Workforce support. Both fully employed and contingent (contract) workers can be managed with Lumesse TalentLink on a fully equal basis, a key benefit for the growing number of employers and managed service providers that employ both kinds of staff.

Among many other new features, Lumesse TalentLink v11.2 also introduces support for the file formats used by OpenOffice, including documents, spreadsheets and presentations, improving efficiency and compatibility for users of this popular open source application suite.

Lumesse TalentLink v11.2 is available immediately to all customers.

 

For more information on Lumesse, please visit www.lumesse.com

 
Matt Lafata, HRchitect

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ADP Acquires The RightThing…from ADP

October 10, 2011

 

If you are looking for a new Talent Management System, or any HR system, don’t rely solely on “recommendations” or published reports. Do yourself a huge favor and talk to HRchitect first. After 14 years, HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

 

ADP, a leading provider of human resource outsourcing, payroll services, tax and compliance services, benefits administration and integrated computing solutions for vehicle dealers, today announced that it has acquired privately held The RightThing, a leading recruitment process outsourcing (RPO) provider. The RightThing is also the parent company of AIRS, a widely recognized leader in recruitment training and technology. Terms of the agreement were not disclosed.

The RightThing acquisition not only broadens ADP’s market-leading HR Business Process Outsourcing (HR BPO) capabilities, but also complements its existing applicant tracking and talent management solutions, enabling ADP to build an even more robust end-to-end talent acquisition portfolio to help clients establish a highly effective process for managing their workforce.

“With the addition of The RightThing’s industry-leading RPO services, technology and management team, ADP will not only expand into a strategic adjacent market, but will also immediately become a principal player in the RPO industry,” said Regina Lee, President of ADP’s National Account Services, Major Account Services, GlobalView and ADP Canada business units. “Expansion into complementary markets -such as RPO- will be of great benefit to our clients and is a critical element in our plan to grow our business. This acquisition underscores ADP’s commitment to help our clients drive business success by helping them better manage talent, make quality hires and control costs associated with the recruitment process.”

HR organizations are increasingly focused on utilizing cost effective, scalable recruiting models such as those provided by the RPO industry. The RightThing solutions and services are among the most respected in the industry. The RightThing is ranked as a top RPO provider, according to Everest Research, and has been recognized by HRO Today magazine as a leading enterprise RPO provider for the past several years.

“The RightThing, a leader in the RPO market, brings a standardized model that helps buyers realize significant efficiency in their recruitment function. ADP will be able to make great use of this inside its holistic, integrated HR BPO solution,” said Rajesh Ranjan, Research Director at Everest Group, an advisory firm on global services. “It’s a good match of culture, service model and scale.”

“Becoming a part of ADP is a terrific opportunity that enables us to gain access to the vast global resources needed to significantly expand our reach,” said Terry Terhark, Chief Executive Officer of The RightThing. “The combination of ADP and The RightThing will create immediate and strategic benefits for both businesses in the areas of operational delivery, service breadth, and leading-edge solutions. In addition, we expect to deliver a unique value proposition to clients that are looking for proven HR outsourcing solutions.”

For more information on ADP, please visit www.adp.com. For more information on The RightThing, please visit www.therightthing.com

 

 

Matt Lafata, HRchitect

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