Hiring on the Run – Mobile Apps for Recruiting

Nolan Gray Staffing

What’s your mobile recruiting strategy for 2013? If you are not already using this powerful technology to reach the best candidates, then you should be. With some 77 million people around the world using smart phones to connect with friends, family, and potential employers, it’s surprising that only 20 percent of the world’s top companies actually have a mobile-friendly website.

Surely, this number is growing as more companies realize just how simple it is to convert online content and recruitment tools into mobile applications. As predicted in an ERE.net article from 2012, “Leading firms will begin to make all internal recruiting software applications accessible to managers and recruiters on the mobile platform.” Mobile recruiting apps will dominate the scene, with tools and resources to help more candidates connect with employers on the go.

Why go Mobile?

If you are seriously looking for ways to integrate mobile recruiting into your current recruiting strategy, then you need to understand the nature of the animal. Mobile recruiting, as a whole, is tied deeply into social networking and the behavior of candidates who are searching for opportunities. A 2012 JobVite Social Job Seeker Survey indicated the following interesting facts.

  • 9 out of 10 job seekers have at least one social media profile in active use.
  • Facebook and LinkedIn claim the highest job seeker activity of all.
  • 1 in 5 job seekers updated their social profiles at least once in the last month.
  • 36 million Americans credit social media with being their source for a new job.

To reach a broader candidate pool, your company needs to establish a branded presence on social networks with a mobile recruitment strategy. This may include participating in current recruitment apps or developing your own branded apps.

What Job Seekers Look for in Mobile Recruiting Apps – Do You Measure Up?

There are several key features of a mobile recruitment app that candidates look for, when conducting serious job searches. Obviously, they want to be able to search for jobs using a simple platform. They also want to benefit from automatic alerts to new jobs that match their skills using either email marketing or SMS technology.

Most importantly, candidates want to have an open door to communication that allows them to connect with recruiters, check on the status of their applications, and find ways of improving the chance they will get hired. These are all careful considerations you should make as you evaluate any mobile recruitment tool, or create your own.

Mobile Recruiting Apps to Start Using Now

Candidate Relationship Management (CRM) – JobScience Mobile

While other CRMs lack the ability to take candidates through the entire recruitment process, JobScience offers an award-winning, robust product that can handle everything from sourcing and pipelining to building social communities and managing candidate relationships all in one mobile app. Powered by Force.com (Salesforce’s social enterprise app), JobScience Mobile puts the power of mobile recruiting into the hands of pros.

Job Postings – JobSpeek

Imagine having access to a mobile recruiting app that allows you to post open assignments in seconds, complete with a picture and a 60-second voicemail audio recording? JobSpeek gives recruiters the ability to increase talent relationship management in a simple to use format, all via the convenience of a smartphone app.

Candidate Sourcing – beamMe

Ever try to be in more places than one at the same time, to build your network of candidate and clients? beamMe gives recruiters the ability to send a virtual business contact card out to prospects via a handy mobile app. Linked to any social network you choose, you can chat with your networks, share your information and location, and arrange for meetings using smartphone technology.

 

Talent Relationship Management and the War for Talent in 2013

Nolan Gray Staffing

Although it’s a little early in the year, the talent experts are already predicting that there will be above average growth in businesses around the nation in 2013.  Last year’s State of Recruiting report advised that over 63 percent of a polled group of companies across several major industries were noticing signs that the Great Recession is slowly, but surely easing up. Even for those who were affected by long term unemployment, the future looks brighter.

A USA Today article points to job growth, and advised that, “The US economy shrank in the fourth quarter of 2012 for the first time since the recession, but job growth was more robust than initially estimated.” It further went on to say that major recruitment firms are reporting placements of as high as 30 percent, with some projecting this number to grow to 80 percent by year’s end. Those numbers may make some hiring managers panic, wondering how they will manage to stay ahead of the recruitment curve.

Overcoming Challenges in Talent Management 

It’s clear that the war for great talent is about to heat up for thousands of professional recruiters around the USA, particularly those who are tapped into new talent relationship management software and social recruiting networks. Yet, there are still some big hurdles that are making it difficult to hire the best candidates.

The top 3 biggest challenges for recruiters have been outlined as:

  • Finding quality candidates
  • Filling open assignments fast
  • Having dedicated hiring managers

There’s several valid reasons for these issues, some of which have been around for a long time. Given the current state of recruiting and the projected numbers for 2013,especially in high growth industtries such as transportation, health care, and technology, the smartest recruitment pros and Human Capital managers will be looking for ways to reduce this strain on their resources. One solution that often gets overlooked is communication.

Opening Up Talent Management Communication Channels

An interesting graph released as part of the Candidate Experience Awards from Talent Board, a non-profit research organization dedicated to improving candidate experience,  shows that recruiters often don’t have the “big picture” of how to get past these challenges because of the method of communication. Even in the growing small business sector where cloud computing is leading the way.

By merely using some of the resources available around them to connect with talent, hiring managers can greatly enhance their ability to find great talent, and manage them well throughout the entire hiring and onboarding process. As you can see, a vast majority of the recruiters polled were not aware of all the modes of communication they had available to them within the walls of their own corporate space.

How can today’s recruiters tap into modern talent management resources?

There are a few ways any modern recruiter can overcome challenges and become more efficient in this role. First, by learning how to make use of integrative talent management and social media solutions, such as those offered by Jobscience. Second, by asking for feedback from both clients and candidates. Lastly, taking the time to learn as much as possible about each candidate’s profile by using this talent management process.

Hot Social Recruiting Tools You Need to Start Using Now

Nolan Gray Staffing

(Source: Onlinecolleges.com)

Social recruiting has become the leading way that today’s recruiters connect with quality candidates. In a 2012 Jobvite Social Job Seeker Survey, it was revealed that 92 percent of employers are using social networking to source candidates. Likewise, high numbers of candidates are looking to social media as a way to land great career opportunities, with 88 percent currently having at least one social media profile.

More than half of all employers surveyed are successfully combining their other recruitment efforts and email marketing to candidates with social networking  to find their best candidates, so this is a growing trend that is expected to continue. While there’s no one right way to use social recruiting, there are a wide array of social media tools that recruiters can turn to make this process more efficient.

Social Media Recruiting Tools – What’s New?

Here are the latest social recruiting tools you should consider using now, in order to get the most out of social media for recruiting.

LinkedIn Company Pages –  Recruiters now have even more options when it comes to posting open assignments and vetting candidates, thanks to enhancements made to LinkedIn. Now, recruiters can facilitate the creation of a full business profile page that allows them to post branded information about the company, including upcoming career opportunities. This free resource can be combined with the popular group job posting feature that LinkedIn provides, for seamless recruiting and candidate management.

Facebook Social Jobs – Quietly rolled out at the end of 2012, the world’s largest social network, Facebook, unveiled a strategic partnership that gives access to millions of job seekers and recruiters alike with their Social Jobs app. Candidates can use a simple interface to search jobs, and recruiters can use one of several social recruiting and communication apps to advertise and promote jobs. This is also linked to the popular Facebook Marketplace, which has been a starting point for many recruiters.

Pinterest – When one thinks of social recruiting, it’s hard to imagine that a social network that was originally designed for women who like to scrapbook would become a growing source of recruiting support. Yet, according to recent statistics provided by the fastest growing social community, the site registered more than 7 million unique visits in just the month of December 2012 alone, up from 1.6 million in the previous quarter. While still predominantly female, users actively use this platform for researching profiles of niche candidates for recruiting reasons.

Open Web (Dice.com) – Long known for its huge community of information technology professionals, Dice.com is taking it up a notch with the roll-out of the new Open Web tool. Part of the recruitment package offered in beta for now, Open Web taps not only into an advanced database of Dice’s job seekers, it also combs through all the popular social networks and forums where the best IT professionals are to be found chatting it up about the latest technology updates. This should prove to be an amazing tool in the high growth IT sector where candidates in specialized knowledge areas can be hard to find.

What does the future hold for social recruiting and HR technology?

A 2012 Towers and Watson report shows that companies around the globe are looking to spend approximately $8.1 billion in HR technology and recruitment tools as we approach 2015. Numerous social networking giants and their partners are spending an inordinate amount of time focused on developing more social recruiting and candidate management tools. Smaller companies are being swallowed up by larger technology firms, therefore it’s important to learn as much as you can about using social recruiting as part of your overall business growth strategy.

Be on the lookout for more socially focused recruitment tools that will help you manage the demands of a busy recruiting career.

Top 7 Candidate-Focused Trends in Recruiting to Watch in 2013

Nolan Gray Staffing

Is your recruitment strategy based on your objectives, or on the needs of top performance candidates? This is a question to start asking yourself if you want to stay ahead of the trends in recruiting for 2013. According to a LinkedIn recruiting survey conducted by Qualigence International, a global recruitment research and recruiting organization, there is a renewed focus this year on attracting candidates by appealing to their needs and treating them better overall.

This survey revealed that recruiters are focused on several areas of recruiting:

  • 57 percent say they will ramp up social recruiting efforts
  • 17 percent said they will work on making more placements
  • 17 percent of recruiters are making more effort to source candidates
  • 8 percent of the recruiters polled said they want to focus on internal and external hires

Trending Problems in Recruiting this Year

Several problem areas were also highlighted in the survey, of which many recruiters are taking notice of and making more effort to correct. These problem areas that need correction across the board for recruiters are:

  • Not showing enough respect to candidates in personal interactions
  • Treating all candidate the same and not honoring their diverse talents
  • Failing to communicate updates and progress to candidates

Although there has been a shift in attitude for many recruiters, 2013 looks to be a good year for professional recruiters who can step up their game in terms of candidate-focused techniques. Several major news and government sources are already predicting that hiring will be up. The nation is in a period of slow recovery, that is for certain. However, a vast majority of business in high growth sectors, such as health care, information technology, energy, transportation, and construction will be looking for quality staffers to add to the payroll.

For a full list of these top jobs, look at what the US Department of Labor says will be the fastest growing jobs until 2020.  (Source http://www.bls.gov/ooh/About/Projections-Overview.htm)

With all this growth and increased employment projected, many recruiters are on track for a positive 2013 if they remain candidate-focused. Yet, there are some trends to be aware of, which can help any recruiter be more productive and efficient, to increase the chance of having a profitable year. Let’s look at some of these recruitment trends to watch for.

Recruitment Industry Trends that are Candidate Focused

Social, Creative and Collaborative Recruiting – The best recruiters understand the power of using social media to source for top talent. In fact, social networking sites like LinkedIn and Facebook now make it easier than ever before to use social tools to find great candidates. Current LinkedIn demographics appear to be strongly based on career-minded users who fall into the categories that recruiters are looking for, judging from the most recent statistics provided by LinkedIn. (Source: Mashable and Recruiting Trends)

Improved Applicant Tracking Systems – There are a large number of products now available to help support applicant tracking to deeper levels of data. Not only can applicants submit their information and take assessments, but recruiters can more closely match up skillsets with actual assignments. This allows for a better overall fit for candidates, which is efficient and helps to increase longevity in a new job.

Cloud Technology Integration – Along with social recruiting and applicant tracking systems, there has been a huge shift towards recruiting on a global scale, due to the emergence of cloud technology integration. Giving candidates the ability to search for companies that offer them the greatest opportunities is one way to increase candidate-focused recruiting.

Online Training and Education – While there still exists varying methods of workforce training, more companies are turning to the convenience of online training and education. This provides on-demand access to materials that can be delivered in a consistency that aids corporate compliance and onboarding practices. Candidates have access to information that honors their learning styles.

Executive Leadership Development – As companies learn the value of retaining employees, this makes the need for recruitment planning vital to their growth. Recruiters are more focused on locating the best candidate who have leadership development capabilities, and then placing them into top level assignments where they can thrive.

Mobile Recruiting – The ability to manage a busy recruiting agency on-the-go has enabled thousands of professional recruiters and sales managers to better meet the needs of their clients and candidates today. Mobile recruiting apps launched by popular job boards and social networks now allow candidates to apply for positions using their profile information, take assessments online, and get mobile SMS alerts from hiring companies.  

Candidate Surveys and Feedback – Recruiters can send out surveys to both their clients and candidates now, to gather feedback and information that helps them become better at their roles. The most useful candidate surveys are customized and address the issues that candidates face, which helps improve communication between recruiters and their charges.

It will be interesting to see what 2013 brings for recruiters and how more candidate-focused the industry will become.

5 Best Practices for Recruiting in the Collaborative Workplace

Nolan Gray Staffing

 

Collaboration. It’s the key to workplace success, and studies suggest that it’s the main reason why businesses fail and top performing employees leave.  (Source: SalesForce Rypple Research, 2012)

In workplaces around the world, new trends are emerging that will soon make cubicles obsolete, stuffy board rooms disappear, and the need for entire in-house recruitment teams a remnant of the past in this decade. Recruiting and human resource tasks are combining with social networking and collaborative workplace tools at an ever-increasing rate.

In her book, What's Mine is Yours: How Collaborative Consumption Is Changing The Way We Live, Rachel Botsman, author and social innovation expert, talks about technology’s role in making collaboration possible and more cost effective for global organizations, therefore recruiting those who can adapt well to collaborative work environments is critical for business survival.

 

 



As a Recruitment or Human Resource practitioner, you keenly understand the need to stay ahead of trends in the hiring market. So too, you understand how critical it is to forecast hiring needs and skillsets for your workforce, so that your organization can withstand these trends and remain both competitive and innovative. One of the biggest workplace trends that many HR professionals are paying attention to is the need for more socially-driven and collaborative work environments that cater to the work styles of today’s top performers.

What’s in store for recruiting in the collaborative workplace?

Early in 2011, at the apex of the social media revolution, the Society of Human Resource Management (SHRM) released their special report called Future Insights which outlined what a panel of experts in HR and Recruitment were saying would be the workplace of the future.  One of the hottest topics that kept coming up in the report was the need for collaborative workspaces that allow communication, ideas, and innovation to flow freely across teams in a global atmosphere. Therefore, it makes sense that a best practice in recruiting should be sourcing candidates who work well in these types of environments, where diversity and cross-culture communication are the norm.

There are several different types of collaborative employees, as illustrated in this infographic from Central Desktop, an online collaboration software and project management developer for the business world. These are whom you can focus on as a recruiter.


Another report from 2012, as released by Apollo Research Institute, supports this data. In this report, Dr. Wilen-Daugenti, author of Society 3.0: How Technology Is Reshaping Education, Work and Society, provided insight into what hiring managers should be focused on when recruiting for more collaborative work styles. He advised, “You may not intend to become a solely virtual company, but expect some traditions, such as face-to-face meetings, to fade due to cost savings and convenience. And don’t let your talent pool—or business opportunities—fall behind.”

IBM, the largest IT and consulting services company, offers some additional insight into the world of the top performing companies, indicating that 30 percent of these companies provide collaborative work spaces and 40 percent provide some form of collaborative technology.

What are some best practices for recruiting in the collaborative workplace?

  • Recruit for skillsets and adaptability. Instead of merely focusing on each candidate’s past employment history and accolades, take a deeper look to discover their unique skillsets. Choose candidates who have worked with collaborative technology, are comfortable learning new things, actively engage with others on social networks, and are able to adapt well to new work environments.
  • Honor diversity in recruiting efforts. Hiring for diversity is key when staffing for a collaborative workplace. Each generation of workers is technologically savvy in certain key areas that are important to business success. Make it a point to hire from different demographics to give your workplace a fighting chance.
  • Look for lifelong learners and creatives. There are employees who do what they are assigned to, and then there are the movers and shakers. Look for these types of candidates who can inspire and motivate your current employees to greatness. Lifelong learners are well-versed in new technology and their higher sense of creativity can elevate your current projects.
  • Conduct knowledge assessments for key technology. Periodically, and throughout the recruiting process, you will want to test candidates and new hires for their skills and knowledge. This can help you to develop a workable inventory of skills and abilities that you can use for succession planning, and to identify any skillsets that are lacking, for future recruitment needs.
  • Update your work environment for collaboration. Your workplace can only be collaborative if you provide the right tools and atmosphere. Creating a workplace that encourages collaboration between teams and individuals will encourage your recruitment efforts to be geared towards candidates who fit well within your corporate culture.

Get ready for the outstanding work your new recruits will perform in this collaborative work environment. Experts say this is the dawn of a new technology renaissance that will support the expansive growth of many businesses around the world in the years to come.

 

More Reading

What are the Different Types of Cultures in the Workplace?

Generation Y and the Collaborative Workplace

Strategic Diversity Recruiting Process – It’s the Process That Creates Success

Global Technology Stepping up Workplace Collaboration

Jobscience Named as a 2012 #hrwins HR Company to Watch

Nolan Gray News

 

SAN FRANCISCO – October 23, 2012, Jobscience, the leader in Social Relationship Management for HR, today announced that it has been chosen as a 2012 #hrwins HR Company to Watch by LAROCQUE, a leading consulting firm for HR related technology and the Human Capital Management (HCM) marketplace. LAROCQUE recognized Jobscience for “allowing firms of all sizes to leverage an enterprise-scale application and platform.” Jobscience was described as “helping companies become more connected and social in order to compete for skilled talent.”
 
"Jobscience offers the recruiting and HR industry a rare combination of technology pliability and scalability," said George LaRocque, President of LAROCQUE. "Jobscience applications can be easily molded to create a unique customer experience, while leveraging the power and massive scalability of the Salesforce Platform. When we saw this capability along with Jobscience's innovation in social recruiting, mobile interviewing and multimedia assessments – we had a winner!"
 
LAROCQUE’S analysis across all major HR technology segments identified Jobscience as one of the most successful products built on the Salesforce platform for the mid and enterprise markets. The study determined that Jobscience’s one integrated platform with deep and extending capabilities in social, mobile, video, and CRM – combined with a nimble vendor innovating for customers – promises to be a recipe for success.
 
“We are pleased to be recognized again as an innovator in the HCM marketplace,” said Ted Elliott, CEO of Jobscience. “Jobscience remains dedicated to providing corporate recruiters, executive search firms, and staffing agencies with a single application to effectively manage candidate relationships across the entire social spectrum – from validation to collaboration, with tools that engage candidates and hiring managers via desktop and mobile devices.”
 
LAROCQUE’s research evaluated more than 120 vendors in virtually all segments of Human Resources Technology and rated them on their solution’s innovation, the value their technology delivers to the Human Resources profession, and the overall viability of their products. This year, 20 HR technology vendors received the #hrwins HR Companies to Watch distinction. 
 
About LAROCQUE

LAROCQUE is the leading Strategy and GoToMarket Consulting firm for HR related technology and the Human Capital Management (HCM) Marketplace.  Services are offered in a unique Service on Demand approach as well as by Project or Retainer.  LAROCQUE publishes the #hrwins list of HR Companies To Watch annually, celebrating the innovation taking place in the HCM and HR Tech markets by vendors of all sizes. Visit www.larocqueinc.com to learn more.

About Jobscience
As the leader in Social Relationship Management for HR, Jobscience understands that social connectivity is more than a feature – it’s the future. Deployed on salesforce.com’s Force.com platform, Jobscience’s agile solutions bring social, mobile and CRM processes to talent management, keeping corporations and staffing agencies connected with and attracting top talent.  For the last four years, Jobscience has been voted the AppExchange Customer Choice Award in HR and Recruiting by salesforce.com customers, and recently won the 2011 Brandon Hall Gold Award for Best Advance in Talent Acquisition Technology. Discover what Jobscience clients already know: great people, great technology and great companies are all connected. To learn more, visit www.jobscience.com.

All trademarks and registered trademarks in this document are the properties of their respective owners.
 

Jobscience Moves Mammoth Hospital into Digital Recruiting

Nolan Gray News

SAN FRANCISCO, October 16, 2012 – Jobscience, Inc., the leader in Social Relationship Management for HR, today announced that the Jobscience Recruiting application has transformed Mammoth Hospital’s recruiting processes and enhanced the recruiting experience for candidates and managers. The ease of the online application process has almost doubled the hospital’s facility applications – from 347 to 663 the year following implementation. At the same time, communication between candidates and hiring managers has improved and the cost of advertising jobs has decreased.

“Jobscience has completely transformed our recruiting process,” said Jeff Byberg, Mammoth Hospital Human Resources Manager. “The old paper-based process was time-consuming and slow. Sometimes managers would not receive the applications for several days. We needed an automated approach to streamline the process and improve communications for both managers and applicants.”

Before Jobscience, Mammoth Hospital used a paper form for receiving employment applications, which was sent via fax, mail or delivered in-person. The application would then be copied and forwarded via departmental mail to the appropriate hiring managers, while also keeping a copy of the application on file in Human Resources. 

“The experience for candidates and hiring managers has greatly improved,” added Byberg. “Now that we’re monitoring applications online, the number of follow-up phone calls from applicants is much lower and we’re communicating more quickly and efficiently. In addition, the ability to ‘mine’ candidates through the Jobscience database has significantly decreased the hospital’s adverting expense.”

“We are pleased to see how our technology streamlines processes in the healthcare industry,” said Ted Elliott, CEO and founder of Jobscience. “The need for healthcare providers is expected to increase significantly in the coming decade, as baby boomers age.  Our applications can automate recruiting and talent management processes for hospitals and other healthcare providers to help them more easily meet increased demand for services.”

About Jobscience
As the leader in Social Relationship Management for HR, Jobscience understands that social connectivity is more than a feature – it’s the future. Deployed on salesforce.com’s Force.com platform, Jobscience’s agile solutions bring social, mobile and CRM processes to talent management, keeping corporations and staffing agencies connected with and attracting top talent.  For the last four years, Jobscience has been voted the AppExchange Customer Choice Award in HR and Recruiting by salesforce.com customers, and recently won the 2011 Brandon Hall Gold Award for Best Advance in Talent Acquisition Technology. Discover what Jobscience clients already know: great people, great technology and great companies are all connected. To learn more, visit www.jobscience.com.

All trademarks and registered trademarks in this document are the properties of their respective owners.

Jobscience Delivers First Mobile Interviewing App on the Salesforce Platform

Nolan Gray News

**SAN FRANCISCO – Salesforce.com Dreamforce – September 18, 2012,** – Jobscience, the leader in Social Relationship Management for HR and participant in the new salesforce.com Social Apps Showcase, today announced Jobscience Mobile Interviewing, an innovative cross-platform tablet app built on the Salesforce Platform. The announcement was made today at salesforce.com’s Dreamforce 2012 in San Francisco. Jobscience will be in booth # 1347 at the Dreamforce Expo.

Jobscience Mobile Interviewing presents comprehensive candidate information to interviewers on-the-spot, captures feedback while impressions are fresh, and enables real-time assessment sharing within hiring teams. This unique app dramatically improves information sharing within the entire hiring team, while accelerating the decision-making process.

“Many times companies are able to bring in top-notch people for interviews, but lose the candidate because they can’t make a decision fast enough,” said Ted Elliott, CEO of Jobscience. “The hiring process usually breaks down because companies want to make decisions based on interview feedback, but gathering and distilling that feedback is often a cumbersome process. We’ve designed our Mobile Interviewing app to make the interview feedback process highly collaborative, but also efficient – in order to speed up hiring decisions.”

According to a 2012 Research Now survey, the #1 recruiting and hiring priority for corporations is to “improve the speed of hiring and filling open positions.” The survey also cited “streamlining the recruiting and hiring process” as another top priority for corporations.

Interviewers are able to complete a simple online assessment of the candidate directly after the interview – while the information is fresh, and candidate assessments can be instantly shared with the entire hiring team on Salesforce Chatter.

The Jobscience Mobile Interviewing app includes the following functionality:

• Candidate Information Views – Interviewers can view candidate information, resumes and search public social media profiles.
• Candidate Assessments – Candidates are given confidence ratings, which are automatically calculated. Interviewers have the option to include comments in open text. The entire hiring team has access to the ratings and comments.
• Instant Assessment Sharing – Organizations have the option to let interviewers immediately share feedback within the hiring team by posting assessments and/or comments on Chatter.
• Cross-Platform Tablet App – The Jobscience Mobile Interviewing App works on any IOS, Android and HP OS mobile tablet that is connected to a wifi or cellular network.

**Pricing and Availability**

Built on the Salesforce Platform, the world’s leading cloud platform for social and mobile business apps, the Jobscience Mobile Interviewing app is immediately available for test drive and deployment on the AppExchange at www.appexchange.com, for all Jobscience Recruiting Business Edition and Corporate Edition customers at no additional charge.

Dreamforce 2012 is the industry’s largest cloud computing and enterprise technology event, welcoming more than 70,000 registered attendees to experience the power of the social revolution. With more than 750 sessions and 350 cloud companies in the expo, attendees can participate in interactive sessions, hands-on training with cutting-edge technology, thousands of live demos and unparalleled networking. In addition, Dreamforce welcomes special guests Sir Richard Branson, Founder of Virgin Group; Jeff Immelt, CEO of General Electric; Gen. Colin Powell, former Secretary of State; Tony Robbins, Entrepreneur, Author & Peak Performance Strategist; and The Red Hot Chili Peppers. Dreamforce 2012 offers attendees everything they need to connect with customers, partners and employees in entirely new ways, under one roof.

##About Dreamforce
Dreamforce 2012 is the industry’s largest cloud computing and enterprise technology event, welcoming more than 70,000 registered attendees to experience the power of the social revolution. With more than 750 sessions and 350 cloud companies in the expo, attendees can participate in interactive sessions, hands-on training with cutting-edge technology, thousands of live demos and unparalleled networking. In addition, Dreamforce welcomes special guests Sir Richard Branson, Founder of Virgin Group; Jeff Immelt, CEO of General Electric; Gen. Colin Powell, former Secretary of State; Tony Robbins, Entrepreneur, Author & Peak Performance Strategist; and The Red Hot Chili Peppers. Dreamforce 2012 offers attendees everything they need to connect with customers, partners and employees in entirely new ways, under one roof.

##About the Salesforce Platform and the AppExchange

The Salesforce Platform is the world’s most trusted and comprehensive cloud platform for building social and mobile cloud apps. It powers Salesforce CRM, more than 2.3 million custom apps built by customers and more than 1,600 apps developed by partners in its ecosystem. Social apps for business built on the Salesforce Platform can be easily distributed and marketed through salesforce.com’s AppExchange.

Salesforce, Dreamforce, AppExchange and others are trademarks of salesforce.com, inc.

##About Jobscience

As the leader in Social Relationship Management for HR, Jobscience understands that social connectivity is more than a feature — it’s the future. Deployed on salesforce.com’s [Force.com](http://www.force.com) platform, Jobscience’s agile solutions bring social, mobile and CRM processes to talent management, keeping corporations and staffing agencies connected with and attracting top talent. For the last four years, Jobscience has been voted the AppExchange Customer Choice Award in HR and Recruiting by [salesforce.com](http://www.salesforce.com) customers, and recently won the 2011 Brandon Hall Gold Award for Best Advance in Talent Acquisition Technology. Discover what Jobscience clients already know: great people, great technology and great companies are all connected. To learn more, visit www.jobscience.com.

**Salesforce, Dreamforce, AppExchange and others are trademarks of salesforce.com, inc. All other trademarks and registered trademarks in this document are the properties of their respective owners.**

Jobscience Offers IBM-Acquired Kenexa Customers a Fast Track to Social Talent

Nolan Gray News

**SAN FRANCISCO – Aug. 28, 2012** – Jobscience, the leader in Social Relationship Management for HR, today announced that Jobscience FastPass is now available to Kenexa customers who have been impacted by IBM’s acquisition of the company. With this program, Kenexa customers have a clear path to deploying best-in-class sourcing, recruiting, hiring, assessment and learning applications that leverage the latest innovations in Talent Management and take advantage of the world’s leading cloud platform.

“At no time in recent memory has the Talent Management space seen so much market share shift to Big Box vendors who lack the agility to provide true innovation in challenging times for hiring,” said Ted Elliott, CEO of Jobscience. “Big Box software like Oracle, SAP and IBM may not be the right fit for companies struggling to be agile in a challenging recruitment environment where there are plenty of unemployed candidates, but very few applicants with the right skills. Recouping the costs of acquisitions as opposed to investing in innovation in sourcing, interconnectivity and mobility may leave corporate consumers stuck with products that are obsolete.”

“Since no one knows what will be the next popular social network that companies need to tap into to engage talent, it’s more important than ever for organizations to have the flexibility to choose agile applications that keep up with the rapidly changing Talent Management landscape,” continued Elliott. “We are extending our FastPass program to Kenexa customers so they can easily embrace our leading Social Relationship Management solution on an open platform where they can easily connect to the tools that will best meet their business needs.”

The Jobscience FastPass program is now available to all Big Box software customers forced onto Oracle, SAP and IBM. The program includes:

• Guaranteed 25% discount off a Kenexa, Taleo or SAP recruiting solution contract
• Free 20-day trial of Jobscience Team Edition
• Premier Phone Support for the first 90 days

To take advantage of this program, register at http://info.jobscience.com/KenxaSwitch.html or use http://bit.ly/RTbFPS.

##Jobscience Team Edition

Jobscience Team Edition is a social recruiting and applicant tracking system (ATS) optimized for instant deployment and productivity. This innovative solution combines a simple, easy-to-use interface and fast resume loading with the power of social recruiting and relationship management. Recruiters, sourcing teams and hiring managers can instantly collaborate to effectively manage candidate relationships.

##About Jobscience
As the leader in Social Relationship Management for HR, Jobscience understands that social connectivity is more than a feature — it’s the future. Deployed on salesforce.com’s [Force.com](http://www.force.com) platform, Jobscience’s agile solutions bring social, mobile and CRM processes to talent management, keeping corporations and staffing agencies connected with and attracting top talent. For the last four years, Jobscience has been voted the AppExchange Customer Choice Award in HR and Recruiting by [salesforce.com](http://www.salesforce.com) customers, and recently won the 2011 Brandon Hall Gold Award for Best Advance in Talent Acquisition Technology. Discover what Jobscience clients already know: great people, great technology and great companies are all connected. To learn more, visit www.jobscience.com.

**All trademarks and registered trademarks in this document are the properties of their respective owners.**

Jobscience Offers First Mass Resume Parser for Talent Management

usernumberoneadmin News

**SAN FRANCISCO, Aug. 27, 2012 –** [Jobscience Inc.](http://www.jobscience.com), the leader in Social Relationship Management for HR, today announced Jobscience Resume Power™, the industry’s first high-speed mass resume parser integrated into a Talent Management solution. Jobscience Resume Power saves sourcing specialists and recruiters considerable time by avoiding manual data entry and eliminates the high cost of outsourcing bulk resume loads to a professional services organization. Data quality is dramatically improved as complete resume content, candidate engagement history and the originating channel is captured and tracked.

“The reality is that many resumes never make it into a Talent Management system because it can be such a time-consuming process,” said Ted Elliott, CEO and founder of Jobscience. “The popularity of social recruiting has added to the complexity of centralizing candidate data from disparate channels. But with Resume PowerTM, companies have a cost-effective way to upload, parse and track every resume, whether it came from LinkedIn, Facebook, a job board, email or a job fair. This improves the quality of their database and results in faster, better candidate placements.”

This breakthrough technology allows recruiters to upload and parse individual resumes or folders of hundreds or thousands of resumes in just minutes rather than days. Paper resumes collected from job fairs and networking events can be quickly loaded into the same system as digital applicants, avoiding inefficient data-entry processes.

“Capturing accurate data about candidates and where they came from is paramount to our business,” said Nicola James, Managing Partner at Thomas Brooke International. “We generate referrals and get resumes from a number of different sources, and it’s time-consuming but important to enter high-quality data into a centralized system. Jobscience Resume Power simplifies and speeds up this process. We can efficiently upload complete information into Jobscience — resume, source, specific job, application stage — where we can track each candidate’s engagement history, improving the quality and accuracy of our candidate information. This helps us know where our top candidates are coming from, so we can most effectively leverage those resources, and also helps us build and maintain meaningful relationships with candidates right from the start.”

## How It Works

Jobscience Resume Power allows users to easily upload individual resumes or folders of resumes from their hard drive into the Jobscience Recruiting application. Uploading is accomplished through a simple drag-and-drop interface that also allows users to select attributes that apply to a resume, such as job, disposition and applicant source.

Once uploaded into the Jobscience Recruiting application, the entire content of the resume is parsed and saved as structured data. Parsed resumes can be immediately searched using keywords or hierarchical position taxonomies to fill current job openings or begin new sourcing and recruiting projects.

Jobscience Resume Power can also help eliminate the challenge of getting information from paper resumes into a digital system. Paper resumes are first scanned with an OCR (optical character recognition) scanner and then uploaded into the Jobscience system. OCR-scanned resumes retain the drag-and-drop uploading, attribution-selection and parsing capabilities.

Jobscience Resume Power is a standard feature of Jobscience Recruiting and Jobscience Team Edition available now at no extra charge to customers.

## About Jobscience

As the leader in Social Relationship Management for HR, Jobscience understands that social connectivity is more than a feature — it’s the future. Deployed on salesforce.com’s [Force.com](http://www.force.com) platform, Jobscience’s agile solutions bring social, mobile and CRM processes to talent management, keeping corporations and staffing agencies connected with and attracting top talent. For the last four years, Jobscience has been voted the AppExchange Customer Choice Award in HR and Recruiting by [salesforce.com](http://www.salesforce.com) customers, and recently won the 2011 Brandon Hall Gold Award for Best Advance in Talent Acquisition Technology. Discover what Jobscience clients already know: great people, great technology and great companies are all connected. To learn more, visit www.jobscience.com.

**All trademarks and registered trademarks in this document are the properties of their respective owners.**

Reviews worth sharing…on the Jobscience of Human Capital

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Mark Smith, CEO & Chief Research Officer at Ventana Research recently posted a blog that included a review of Jobscience and some of the features from our Winter 12 Release of our Recruiting App. Mark recognizes the same benefits as Jobscience customers when it comes to treating talent acquisition like customer acquisition. Hiring is an inherently collaborative process and all employees need access to the best tools to create a sense of urgency in establishing relationships with candidates in order to bring the best talent into an organization.

Mark's comments on our success include: "Salesforce customers have voted for Jobscience as the best recruiting and HR application in Appexchange for more than three years. When you consider the number of organizations whose sales and customer service teams use Salesforce, it’s obvious the benefit of a connection to recruiting and hiring talent and providing employees with tools to improve their skills."

Read all of Mark Smith's blog on the Ventana Research Site now.

Jobscience Announces Spring ’12 Release & Corporate Edition

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The latest innovations in social recruiting by Jobscience are here! Our product team has been working diligently the past 6 months to develop new features that help our customers expand their social brands, handle more resumes with greater efficiency, and manage processes with enterprise class metrics.

Some of the highlights include:

  • Social recruiting features for the job board on your corporate website
  • A cool NEW Facebook Job Board App to install on your Company's Facebook Page, integrated directly to Jobscience Recruiting. Expand your reach to great candidates when Friends and Fans share job postings.
  • Improved Applicant Management System (AMS) with flexibility to customize stages and sub-stages in your process, and perform actions on multiple candidates at once, including email!
  • Resume Power Companion Widget imports dozens or hundreds of electronic resumes from your computer desktop, the app does all the work- parses directly to Jobscience AND applies them directly to Jobs, designates a Source, or assigns to a Stage
  • Our Advanced Dashboard & Analytics Package for Corporate Edition helps you shine by tracking and managing Human Captial KPI's from a strategic perspective.
  • Our Mobile Onboarding for iPhone App allows new hires to capture I-9 Docs and Images for quick set up of Empoyee Records, saving time and integrating online forms. 

General Availability of these features is planned for April 25th.

To request information on how your organization can benefit from Jobscience Corporate Edition our end to end talent management application for employers. Click here.

For current customers looking to take advantage of these new features, visit our help and training site or contact support for assistance.

Jobscience Delivers Facebook Job Board App Integrated with Award-Winning Recruiting Solution

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SAN FRANCISCO, June 11, 2012 – Jobscience Inc., the leader in Talent Management for the Social Enterprise, today announced a Facebook Job Board application for its Recruiting solution. This new social recruiting app enables corporations, staffing agencies, and executive search firms to post and manage job openings on their Facebook business page from within Jobscience’s Applicant Tracking System (ATS). Jobscience customers avoid the complexity and extra time needed to manage two separate job boards – one on their website and another on their Facebook page.

“Social networks have become essential tools for recruiting talent, but many firms still are struggling to figure out how to use them effectively for recruiting,” said Ted Elliott, CEO and founder of Jobscience. “Facebook is where millions of job seekers are – so companies need a simple and effective way to spread the word about employment opportunities within this popular network. Our new Facebook Job Board app simplifies the process so that companies can tap into the largest social network in the world – with very little extra effort.”

The next big thing in recruiting strategies is reaching a greater number of qualified candidates through social media networks, according to an April 2012 study conducted by Research Now. The research found that Facebook continues to gain importance as a recruiting tool as it is cited as the second most important social media network – after LinkedIn. The same study found that 36% of corporate recruiters expect to use Facebook more this year than they did in 2011.

“Team Member Referrals are our highest source for new hires. Facebook is a friendly place for team members to tap their personal connections,” said Concetta Lewis, People Team Lead, Daxko. “The Jobscience Facebook Job Board application provides an easy way for team members to let their Facebook connections know about employment opportunities at Daxko and direct them to not only our company Facebook page but also a page that contains information about our open positions where they can immediately apply.”

Online recruiting research lab Potentialpark found that HR professionals prefer interacting with students, graduates and early career professionals on Facebook. (Source: Potentialpark Online Talent Attraction & Communication Study, 2011). The report found that few students and graduates have accounts on business networks, such as LinkedIn, and they don’t update their profile and network as often as they do on their Facebook profile. The study surveyed more than 30,000 students and graduates worldwide and analyzed the online career presence of more than 500 companies in the US, Europe and Asia.

The Jobscience Facebook Job Board app is immediately available as part of the Jobscience Recruiting Spring ’12 Release. Current Jobscience Recruiting customers can use the app for no additional charge. Jobscience Recruiting is the 2011 winner of Brandon Hall’s Gold Award for Best Advancement in Talent Acquisition Technology.

Jobscience Survey: Facebook is a ‘New Essential’ for Social Recruiting

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SAN FRANCISCO, June 25, 2012 – Jobscience Inc., the leader in Talent Management for the Social Enterprise, today announced the results from a survey conducted by Research Now, which found that 36% of U.S. corporations plan to use Facebook more for recruiting this year than last. Facebook was cited in the survey as the second most important social network for recruiting – following LinkedIn.

The research shows that social recruiting is here to stay, as almost 60% of respondents agree that the next ‘big thing’ in recruiting strategies is reaching a greater number of qualified candidates through social media networks such as LinkedIn and Facebook. More than half (57%) of the corporations surveyed expect to use LinkedIn more than any other tool for recruiting – more than job boards, email marketing and employee referral programs.

“Using social networks to find candidates for current job openings has become a common strategy for recruiters,” said Ted Elliott, CEO and founder of Jobscience. “But the real value of social recruiting is when companies continually engage with people through social networking – so when an appropriate job opens up – the person is familiar with the company and has a propensity to want to work there. It’s about social sourcing and building pipelines of talent – so your talent pool never runs dry.”

Social networks are not just important tools for recruiters; candidates are using them to research companies. This study revealed that 52% of U.S. corporations believe that social networks are an important venue for businesses to attract candidates.

“As Facebook becomes the most relevant place on the web – it is also putting a face on the ‘employment brand’ of companies,” added Elliott. “Information about a company is no longer solely controlled by recruiters. Candidates and employees are using social media to gather information about companies. If companies want to attract top talent, they need a strategy for their employment brand – which includes monitoring how their brand is perceived on social networks, facilitating a social dialog and giving compelling reasons for people to work at their company.”

Which Social Network is the most Important?

Within the Research Now survey, LinkedIn was cited as the social network that matters most with 86% of respondents giving it top bill, followed by Facebook at 51% and Google+ at 27%. Respondents found Twitter to be the least important social network for recruiting – at only 16%. But the gap between Facebook and LinkedIn could shrink, as 36% of companies plan to use Facebook for recruiting more this year than last year.

About the Survey

The data from this study was drawn from a nationwide online survey of more than 150 HR and recruiting executives, directors and managers. The survey was conducted in March 2012 by Research Now on behalf of Jobscience. The goal was to uncover attitudes and opinions about the use of applicant tracking systems, recruiting solutions and social networks to search for qualified job candidates.

Jobscience Delivers First ‘Out-of-the-box’ Social Relationship Management Solution for HR

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SAN FRANCISCO, July 24, 2012 – Jobscience Inc., the leader in Social Relationship Management for HR, today announced Jobscience Team Edition, a social recruiting and applicant tracking system (ATS) optimized for instant deployment and productivity. This innovative solution combines a simple, easy-to-use interface and fast resume loading with the power of social recruiting and relationship management. Recruiters, sourcing teams and hiring managers can instantly collaborate to effectively manage candidate relationships.

“Until now, small recruiting teams and staffing agencies have had to rely on disjointed spreadsheets and time-consuming searching through email messages to manage candidate relationships,” said Ted Elliott, CEO and founder of Jobscience. “We believe that every size team should have an affordable solution for efficient and effective collaboration, tracking and managing candidate relationships.”

Jobscience Team Edition helps sourcers, researchers and recruiters generate quality candidates that accelerate the hiring and placement processes. Key functionality includes:

  • Job Management – Set up and track open positions and assignments with full job descriptions.
  • Company Job Board – Easily set up and maintain your own job board using Jobscience’s job board engine.
  • Social Toolbar – Source candidates from LinkedIn, Facebook, Google+ and more.
  • Bulk Resume Loading – Quickly upload dozens or thousands of resumes at once on a Mac or PC.
  • Applicant Tracking System (ATS) – Manage the entire hiring process from application to placement.
  • Candidate Communication – Use pre-built email templates for individualized or bulk emails.
  • Approval Process Management – Build simple approval processes between HR and hiring managers.
  • Dashboards & Reports – Professionally present recruiting pipelines, time-to-fill, close rate and KPIs. 

Pricing and Availability

Jobscience Team Edition is immediately available for recruiters at $720 per annual license and $360 per annual license for hiring managers.