After lecturing her for an hour on the importance of PROCESS and STANDARDIZATION it became clear to her that the lack of those two things through the entire recruiting process was destroying their employer brand and their ability to land talent.
I spend my a good portion of my day driving process standardization for my company across 7 countries and 1500+ hires per year. That's not a huge amount of volume for a Fortune 500, but process for me is EVERYTHING!
Bravo to @grnhsio for adding education and standardization as a feature. I haven't seen the product but I don't see this scaling beyond startup companies. The low end market for ATS-like platforms is crowded. I don't see this as a competitor to JobVite...probably more along the lines of
or ...and even they might even be in a different market focused on bigger clients. I could be wrong but that's how it looks on the surface.
And if I were investing, I'd be wondering what happens if any of the smaller ATS players adds Greenhouse-like features. Could be the end of their differentiation. In fact, I met with the COO of a video interviewing provider today whose platform does a lot of these things AND integrates with Taleo, Jobvite, SuccessFactors, etc.
Long story short, I continue to be amazed at the amount of low hanging fruit out there in startups who are full of brilliant engineers but can't figure out that you need to have a clear employer brand, interview guides and, at the very least, some sort of a consistent process to ensure recruiting success.
This post is a great example: http://blog.greenhouse.io/how-one-ceo-cracked-the-recruiting-code-and-grew-by-45-in-6-weeks/#more-196
Seems 101 to me, but I recruit in a very different environment.
Working is like sleeping. When you get interrupted at work (or when someone interrupts your sleep), you have to start over. You have to go backwards, get back to where you were before and start up again.
Minimize your interruptions by working from home, limiting meetings and using modern tools to work asynchronously whenever possible.
I'm only a couple chapters in but this is one of the most pragmatic and thoughtful books I've read on talent acquisition strategy....even though the theme is more about the remote revolution.
I'm bullish on outsourcing of small projects like those that you find on or or . Even on these platforms though, when you start getting beyond simple tasks, it gets really hard to manage your virtual workers. It's getting better, but the there's a tipping point at which it makes more sense to do it in-house, do it yourself or hire someone local to work with you closely on-site.
The challenge is finding the tipping point for the tasks you're trying to outsource!
- The Hershey CompanySr. Mgr Global Talent Acquisition, 1 - present
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