Human Resources Today

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5 Ways to Save Money on Your Hiring Strategy Now

Ask your average corporate recruiter, and they’ll scoff at startups having trouble hiring great talent. But what they don’t realize is the numerous obstacles that face growing companies when it comes to hiring the best people. Startups are burdened by a lack of time to devote to the hiring process. And in many cities, they often have trouble finding highly skilled technical talent willing to take a risk and join a startup – even one with incredible potential.

Plus, it’s really hard to compete against big, local brands offering higher pay, fewer hours, and better benefits. And technical talent often prefer the flexibility of freelance roles where they can manage time, costs, and the type of projects they work on.

Startups often turn to headhunters in desperation. But there’s one problem: headhunters cost an arm and a leg. Specifically 15-30 percent+ of the new hire’s salary. For a developer, that can run more than $10,000 or more based on the level and the city. Plus they aren’t always looking out for the startup’s best interests. They want to make the placement and get the cash. They’re not incented to care about long-term fit or performance.

Instead of passing the buck and sucking up the contingency fees, there are cheaper and easier ways to find the talent you need:

1. Hire an Internal Recruiter or Two

If you’re going to hire at least two people in the next 12 months, it’s a worthwhile investment based on what you’ll spend for a headhunter. It takes the burden of managing the process off of the leadership team, and the recruiters can also begin to help you manage the team and growth.

2. Use Sourcing Tools and Searches

Forget expensive job boards. Use your current developers to use unique search strings and do some advanced online searching for candidates you wouldn’t find otherwise. For example, one of Facebook’s best engineers came from a small, no-name web shop in Maine who wouldn’t have been found locally.

Or, make a small investment in a tool like RemarkableHire that combs niche tech sites like StackOverflow and Dribbble to find actual evidence of performance and tech knowledge rather than the self-professed Hadoop expert you find on LinkedIn.

3. Get the Whole Team Involved

This isn’t an employee referral contest. Require team members to participate in the search for every new hire and offer up three candidates for each open position...Read More Over on TechCocktail.

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This post originally appeared on TechCocktail written by Susan LaMotte, the founder of exaqueo. A human resources consultancy, exaqueo helps startups and high-growth companies build their cultures, employer brands and talent strategies. Contact us to learn more about how we can help you build a workforce that’s aligned with your company culture and develop an employer brand that will allow your business to grow in the right way.

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Talent and HR News Roundup: Technology and Tools Edition

Talent and HR News Roundup: Technology and Tools EditionWhen you make strategic recommendations for a living, it goes without saying that you have to know your technology and tools. The organizations relying on exaqueo for broad guidance also need help with execution. And that often means bringing in help in the form of technology and tools. What we're seeing in the market lately is a real trend in personalization -- HR and talent technologies that help startup and high-growth companies start to execute on HR and not just play pretend. This week, we've gathered a few sources to help pique your interest. And when you need our help, just shout.

1) What IT Recruiters Know About You at CIO:

"RemarkableHire uses what it calls 'social evidence' that people are knowledgeable in a particular skill by looking, among other things, for recognition by their peers and indications that they've provided the best answers to questions posted online. 'We look for signals within the content that someone has expertise in a particular skill,' says Rothrock. The company then provides skills proficiency ratings of one to four stars for each subject."

2) The Candidate Experience: The ROI of a Powerful Movement in Talent Acquisition at the Human Capital Institute:

"TalentCircles has been designed with the candidate experience in mind -- it's a people-centric engagement tool that empowers the recruiter to deliver on candidates’ expectations.  Our holistic approach, a talent engagement platform, optimizes both the candidate’s and the recruiter’s experience."

3) What We're Up To: Bios And Jobs at Kin:

"Everyone has a story, and Kin’s bio pages gives your team a way to share theirs. Employees can provide their story, social networks, and personal links, and Kin will do the rest by providing contact information and a link to that team member’s job description. What’s nice is a user can quickly navigate through the entire company using the simple and quick navigation at the top of the page."

4) Social Performance Management: A Webinar from Teamly and Tibbr:

"Regular checkins between managers and their direct reports are a great way to provide continuous feedback, and means there won’t be any surprise when it comes time to do the annual review. But most companies don’t operate this way, preferring to leave everything to the end of the year and do a 'thorough' review instead."

exaqueo is a human resources consultancy that helps startups and high-growth companies build their cultures, employer brands and talent strategies. Contact us to learn more about how we can help you build a workforce that’s aligned with your company culture and develop an employer brand that will allow your business to grow in the right way.

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Stop Being Selfish: Doing Good Business Deeds

It's been a big year for me. Got engaged. Revamped my business plan. Pivoted the business. Got married. Took three weeks off for the first time in 10 years. It's this kind of year where you realize who people really are. Really.  I tried to ask for  help.  Sometimes it worked. More often, it didn't. Someone said to me recently: "you're really good at paying it forward and you're not so good at promoting yourself." I'll admit, I took that as a big compliment. I get more value from helping people than almost anything. I champion self-promotion to others in every way possible. I tell coaching clients to make big asks. I tell organizational clients to use multiple channels to promote their brands. But I don't do it so well myself.

In a year like I have had--both professionally and personally--I've been constantly surprised by people. And not always in a good way.  I don't help people because I want something in return. And I don't ask for help often. But this year I did. Multiple times. And the results, especially in business, were surprising.

Here's what I learned--it's so much easier to ignore than help. It's easy to ignore a voicemail, an email, a Facebook friend, a retweet request. If you turn a blind eye, you don't feel as badly. And that happens in business more often than we realize. There's a "me" mentality in business these days. People are selfish. They're prioritizing things in business based on a WIFM (what's in it for me) mentality.

There are tons of messages this season about helping others socially and economically. But what about in business?  How can we use the season to remember others...in business?  Here are a few ideas:

1) Pay attention to your colleagues

I left my last job on December 31st last year. There were plenty of people in the office that day and yet I ate lunch alone. It would have been really awesome for  someone to notice I was feeling a bit down, nervous about the change to come.  Just someone noticing would have done wonders.

2) Promote a new business

Small business is the backbone of our economy. Go promote one!  It's incredibly hard to be an entrepreneur and those who are living the #startuplife will be so grateful for the small token of support.  Two start-ups I'm really proud of this holiday season? My friends Jamey Jeff and Scott Rothrock over at RemarkableHire (offering holiday discounts!), and the fabulous Lauren Thorp over at UmbaBox (can we say holiday shopping done?). Please check them both out.

3) Help a job-seeking friend

It's a tough time of year to be out of work. The good news? January and February are the biggest hiring months of the year. If you have job-seeking friends, send them a simple note: "I know you're still looking for work so I thought I'd ask...how can I help?"

4) Talk about and really thank the people who've helped you

Last year I blogged about the people who helped me in 2011. The post itself didn't get a ton of views, but it was really cathartic for me to think about the year, and who was so influential for me personally, and then thank them in a public way.  It's also incredibly interesting to see how those relationships change and evolve. You can learn a great deal about people that way.

5) Make an introduction

Introduce two people out of the blue who could really benefit from knowing each other.  There's a real value from getting a surprise introduction and that sort of altruism can lead to really valuable business relationships.

So stop being business selfish. Do something for someone in the spirit of the holiday season.

As for me, I'm far from perfect, in business and in life. I can learn too, help more and be a better business neighbor. So in that vein, what can I do for you? Let me know.  I also bet I can predict who will retweet and share this blog post.

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Introducing "Social Evidence"

When Jamey Jeff and Scott Rothrock first reached out to get my feedback on their start-up, RemarkableHire, I was intrigued. After all, as a recruiter, talent acquisition leader and now consultant, I've lived and managed the same woes that drove Jamey and Scott to found the company--measuring talent by a traditional resume doesn't work. Coining the term "social evidence," Jamey and Scott have created a tool to help recruiters and hiring managers find and evaluate talent through the “collective voice of the crowd,” providing a proof point behind candidates’ knowledge and expertise. The tool crawls sites like GitHub and Quora for actual evidence of skills and expertise allowing recruiters and hiring managers to pinpoint target candidates quickly.

I've just joined the team as a member of their Board of Advisors and I'd love to introduce you to the RemarkableHire team, or share a demo with you. Just let me know!

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