The trick, says human-resources-technology consultant Elaine Orler of Talent Function Group, is building software that can predict a good fit between candidate and employer.
What would it be like as a recruiter or sourcer to capture key data from potential candidates from anywhere on the web with the touch of a button? Today, potential candidates are more accessible than ever, leaving extensive online footprints of their skills, interests and backgrounds. We can see them sharing their thoughts on blogs, posting on Twitter, participating in message boards or discussions, joining talent communities or posting their resumes online. You want to capture their data and save it for a rainy day, but doing that can often be a manual, frustrating experience.
I have recently found an app that has changed my life. I see a profile online, copy the link, launch this app on my phone, iPad or computer, and – voila! – I’ve pulled every important piece of data from the site into a database that’s easy to categorize, search and execute on. Unfortunately, this app isn’t for cataloging top talent. It’s for recipes. And since cooking is my favorite pastime, it has revolutionized how I interact with my culinary hobby. Can you imagine an app that would do the same for sourcing?
The app is called Paprika Recipe Manager (http://paprikaapp.com/). They lured me in on the app store with these two simple sentences:
- Using Paprika’s built-in browser, you can save recipes from anywhere on the web
- Our free cloud sync service allows you to seamlessly sync your data across all of your devices
I’ve been trying for years to figure out how to save, categorize and easily access recipes I find online. It’s been an exercise in futility. I never found a way to easily capture what I needed, and have it searchable when I need it from any device when I started meal planning. It was scattered in saved bookmarks, a failed OneNote notebook that looked horrible and never synced to my devices, and finally the old school (and quite embarrassing) method of collecting printed recipes in a binder. None of this was complete, convenient or mobile in the way I wanted it to be. Enter Paprika.
Here’s how it works.
From my phone, I happen across a recipe that I want to capture. I copy the URL and launch Paprika. Paprika checks for URLs that have been saved to the clipboard, and gives you the option to load it into its browser. The app downloads (parses) the recipe, and allows me to view it in the Paprika recipe format. I can categorize it for easy searching later in a file structure I defined to meet my needs, review ingredients and directions, and save the resume to my Paprika database. The entire process to download, categorize and save this recipe takes less than 15 seconds.
I can now view this recipe either by searching for it by name or filtering it based on the Dessert category I created. Editing, adding notes, marking it as a favorite and ranking recipes is simple.
Paprika’s functionality to download the recipe works on the majority of the sites I visit, making it effortless to save the recipe, but occasionally there are sites for which the download function errors. In these cases, they offer you a very simple “highlight/touch” option to build the recipe. The recipe creation window is expandable at the bottom of the page when in the browser. If the recipe errors when trying to save it, you simply highlight each area of the recipe (name, ingredients, directions, etc.) and touch the field the highlighted text should occupy. When you’re done, click arrow up to view the recipe in total, and click “Create Recipe” button to save it to the database.
Sharing recipes with friends is uncomplicated as well. They can be forwarded via email. If the friend does not have Paprika, it is formatted within the email to use. At the bottom of the email, there is an attachment that is easily imports the recipe to another users Paprika database.
Lastly, multiple users can access the same Paprika database as long as they purchase the app. The full database is synced between each users phone, iPad and computer as well as being exportable in both HTML and Paprika Recipe format.
In recruiting, as we go about our jobs, we find talent everywhere. When we read articles, see blog comments, search industry specific sites, etc., we find leads. It makes sense that talent experts would like to capture what they can on a lead just like a home cook wants to save a recipe that looks like something they would want to make in the future. Just think how easy recruiting would be if there was an app like this for sourcing that made capturing profiles of potential candidates as simple as Paprika is for recipes:
- Parse key contact and background info with the click of a button, and include a link to the original source on the profile for relevancy
- Provide an easy way to copy/paste the info you want on a candidate if the parser tool doesn’t work on a specific site
- Allow the user to determine the folder structure, categorization and rank to customize the database in a way
- Sync the database between all devices and users of the account
- Export/import features that allow the contact information to be quickly uploaded to a Talent Acquisition system to begin pipelining leads
After seeing the correlation between Paprika and thinking of how its features translate so well to sourcing, I felt there surely there must be something on the market that does this. We’ve been looking for good sourcing apps since at least 2011, based on this article. It turns out, there are apps that allow you to search for specific talent across social media and other sites, and capture some of that information on candidate, but nothing along the lines of what Paprika provides as a recipe database. I’m not claiming it doesn’t exist, considering how many apps are available; it’s just not easy to find if it does exist. If you know of an app that does this, please share by adding a comment because I would love to test drive it.
Talent Acquisition technology continues to undergo the same “mobile transformation” as the rest of the Internet. Today’s candidates not only search for jobs using mobile devices, they also look to apply for openings quickly and easily via mobile. In fact, there are more global candidates using hand-held devices than desktop computers (6.8 billion mobile users versus 2.5 billion desktop users), a number that is expected to increase in the near future.
With more and more candidates using mobile devices for everything – including reviewing career sites, searching for jobs, and applying to job postings – there is an obvious disconnect between candidates and potential employers. Talent Acquisition … we have a problem! While candidates fully expect the ability to apply online via mobile, a multitude of well-established companies still haven’t implemented mobile-enabled career sites.
Important facts to consider:
• In 2014, 50 percent of job applicants used their mobile phones to search and apply for jobs.
• 40 percent of mobile candidates abandon an application once they determine it is not mobile optimized.
• Applicant rates drop by a staggering 365 percent if an online application takes more than 15 minutes to complete.
The business case for improving the mobile candidate experience is compelling. The qualified candidate pool is at-risk of shrinking when not mobile-enabled due to increased applicant drop off rates and the cost-per-applicant rises for each additional minute the online application takes to complete.
As noted above, candidates expect mobile apply functionality to be fast, simple and easy to complete. When developing a mobile career site, companies should evaluate which details are truly critical for an applicant to complete on the first pass, versus the “nice to have” information. Mobile career sites should be simplified and convenient with clean layouts, single-column field displays, prominently displayed job search functionality and seamless navigation.
Implementing a mobile career site truly enhances the candidate experience, and thereby improves the candidates’ impression of the organizations to which they are applying. Mobile technology connects candidates to employers from anywhere and at any time. Now is the time for all companies to embrace this direction, and forge ahead by implementing mobile apply strategies and technologies.
Jibe – webinar “Mobile Recruitment: Only the Beginning” (January 13, 2015)
iMomentous – webinar “There Is No Such Thing as Mobile Recruiting” (January 15, 2015)
Appcast.io – article “How to Improve Your Mobile Recruiting in 2015”
In an increasingly competitive hiring environment, employers spend a great deal of time and resources trying to find the right candidates and convince them that their company can provide the best career opportunity. As a result, many companies invest in recruiting technologies that offer a simple, streamlined and all-around less cumbersome application process in order to deliver a more positive and rewarding candidate experience. However, after such a smooth recruiting process and hearing nothing but great things about the company, new hires who accept offers of employment are often subsequently met with a less-than-ideal onboarding experience. Most of the time, new hires are simply greeted with a slew of paperwork on their first day and not much else.
Clearly, there exists a growing disconnect when it comes to transitioning individuals from candidates to employees. One of the biggest mistakes companies can make in this regard is to end the onboarding process after the new hire’s first day. Instead, it is more effective to view onboarding as a fluid process that lasts six months to a full year after the start date. This concept is backed up by recent research showing that the vast majority of organizations believe a new hire makes the decision about whether to stay with a company within their first year of employment. However, very few companies have onboarding processes that last a year, let alone the first six months.
Rather than wowing new talent with a high-level recruiting process aided by advanced technology and followed by delivery of a flawed – and often manual – onboarding experience, companies can benefit from integrating technology into their onboarding process, too. However, technology is only part of the solution. True success will depend on using the technology to define and drive the process in a consistent manner, all the while retaining a human touch. Remember, people are the most important resource you have for guaranteeing a successful onboarding experience.
To ensure an effective, people-focused onboarding process, and build loyalty with your new hires, consider the following strategies:
- Ensure the work station is ready to go on the new hire’s first day. This may sound silly but it’s an important and often overlooked component of the onboarding process.
- Socialize the employee by introducing him or her to new colleagues. Or better yet, implement a mentoring or buddy system for new hires to help them become acclimated with the workplace.
- Set clear expectations and discuss how their role is critical to the success of the entire organization.
- Ensure managers are actively involved in the experience to make new hires feel valued as important additions to the team.
- Discuss advancement opportunities up front so new hires can feel they have a future with the organization.
- Ensure that learning and development are part of the onboarding process.
- The process should be consistent for all employees
- And lastly, understand that the onboarding process should last at least the first 90 days, but it will be much more effective at six months to a year.
Onboarding technology is one of the most misunderstood and undervalued solutions available, and most of that confusion stems from the fact that employers rarely extend the onboarding process beyond an employee’s first day. Onboarding needs to be viewed as more than just filling out paperwork, but rather as welcoming a new member onto the team. Understanding that onboarding is a people-focused process that requires an investment of time, and recognizing how technology can help to facilitate – but not substitute for it – is necessary. Once that happens, the company will benefit from a successful onboarding process that engages employees from their very first day.