Introducing Hire - Googles New Recruiting Application

Introducing Hire - Googles New Recruiting Application As competition for people continues to grow, attracting and retaining the cream of the crop talent has become everything to employers and recruiters. Your businesses depend on the best talent to drive it to its full capability. A few weeks back at the Google I/O conference the company formally announced its AI-based job search engine ‘Google for Jobs’. Now, Google have just come out with a new tool specially designed to help small to medium-sized businesses recruit future talent. It’s simply called Hire and it makes it easy for recruiters to identify talent, build strong candidate relationships and efficiently manage the interview process from the beginning to the end. If youre like me, and more than 3 million other businesses globally, you probably use the Google Suite (G Suite) for a wide plethora of things like Google Docs, Google Calendar and more. Google Hire integrates seamlessly into the G Suite, and is designed to make your hire process much more fruitful than it has ever been. For example, as an employer you could communicate with potential candidates in either Gmail or Hire, and your emails will sync automatically in both of them. You could schedule interviews in Hire with visibility into an interviewers schedule from Calendar with important information stored such as the candidates contact details, the full interview schedule and what key topics each interviewer should focus on. Instead of wasting time and creating a separate document with notes and details that might come up at specific stages of the interview, the Hire tool simply stores all your notes in one place and syncs everything together. As an employer, recruiter, or whoever you might be, you might have been using Taleo, LinkedIn, Indeed, Jobvite and more to do all of this. Well now you have Hire too, and it will definitely provide serious competition to those I’ve just listed. Google have, in conjunction with their announcement, said: Hire addresses the needs of our G Suite customersâ€"making it easier to hire the right people.” Everything is one place and the G Suite now looks even more enticing than it ever has been to businesses. It’s an integration that truly makes sense, and one that was long overdue in my opinion. Here is a short video explaining how Hire with G Suite might make your scheduling process easier: Speaking with James Lloyd-Townshend, CEO at  Frank Recruitment Group, and he said that: Google is creating tools to help job seekers and now employers throughout the recruitment process and it’s great that small but growing organisations have these tools at their disposal. Even with these, recruitment can still take a lot of time and energy, which is why recruitment services such as those provided by Frank Recruitment Group will continue to exist. Hire is designed specifically for businesses with under 1,000 employees, of which we work with many. Ultimately, if it benefits the clients we work with, that’s got to be a positive thing. Furthermore, Lisa Jones, the Director of Barclay Jones  said: One of Google Hires concepts is to connect and nurture silver medal talent to use them to either get to placement down the line, or for referrals to their friends. This is what agency recruiters should already be doing to keep their market share. Im interested to see how the agency market reacts to this. Currently Hire is only available to United States based G Suite customers which have under 1,000 employees. However, if you’re not sure if the service is right for your company or you want to test out the product then you can request a request a demo by clicking on this link. With Hire, and Google for Jobs, Google have formally staked their place within both the employee and employer side of the recruitment industry.  Let us know what you think about Google Hire, and whether or not you will be using it when it comes out internationally!

The real reason Hollywood lacks good roles for women

The real reason Hollywood lacks good roles for women Liv Tyler just joined a bunch of other post-30 women in speaking out  about how  there are too few Hollywood roles for older women. I always read what the women say because the aging process for women is so difficult. I want to know how other women handle it. I want to know if there is a secret to aging gracefully. I see the first step is something like what Giselle did, wearing a burka to get plastic surgery. But sooner or later, you really end up facing a choice: Do you let yourself look older than 35, or do you redo your whole face? When people say Renee Zwelleger looks like a completely different person, I think: Yes, that’s true. But so what? She decided to have a pre-35 face and a post-35 face. You can do that. If you’re willing to change your face, you can stay looking 35 for a pretty long time. But Liv Tyler brings up a problem with that: “The only roles for a 38 year old woman are wives and girlfriends.” I thought about that, and I though: OMG that’s how it should be. When I was filming for my reality TV show, the person bidding at TLC (I wish I knew her name, I quote her all the time) said that successful characters are remarkable and relatable. That’s true for reality TV. (It’s why Hoarders can’t just show you 50 dead cats in someone’s freezerthey also tell you how the person’s father died right in front of her when she was a young girl and that made her scared to let go of anything that is dead.) But it’s also true for movies and television. Even something as not-like-us as the characters in Star Wars are, at their core, very relatable.  Even Liz Lemon (Tina Fey) had to talk all the time about dating in 30 Rock because otherwise it would seem like there’s something wrong with her that she didn’t want to love someone. Men don’t need to see themselves reflected back to themselves in a relationship. They need to see themselves reflected back as some sort of hero. Women want to see themselves reflected back as being competent in relationships. That will be the most controversial paragraph in this post, I think. So I’ll defend it here: The vast majority of women want to have kids. This is not a right or wrong desire, it just is. If most women want kids then most women aim to be with a partner by the time they are in their early 30s because that’s baby-making time for women. This is why a middle-aged man who is not a husband in a movie seems fine. He has time, and men relate. But a middle-aged women who is putting her career before her family is not relatable to most women because most women don’t want that. Pew Research says the vast majority of women who are mothers want to work part-time. Of course there are few part-time jobs that are worth featuring as a focal point of a movie. In fact, there are few part-time jobs that are even interesting enough to get women out of the house to do them unless money is very tight in the family. So there are probably film roles for women who are really poor, going to work to support their family. But it’s not going to be pretty. It will either be a boring job because the woman does not have access to resources, or it will be a dangerous job, but then the movie will focus on the woman as a mother because that’s the only way to justify doing a dangerous job. Liv Tyler also said that when women get older, interesting roles crop up again. That makes sense. Because that’s exactly what I’m thinking about my own life. And all the other moms I coach are thinking that as well. Raising kids is rewarding. But while you love your kids so much and blah blah, no one could think that the day-to-day life of a mom is interesting. It’s monotonous and difficult and unglamorous. So women think the movie of their own life will get interesting when their kids grow up, and they like seeing that in a movie. I’m sorry to tell this to Liv Tyler, but it’s time to  take care of  kids. You can’t have a big career and be there for your kids. Listen to  Mila Kunis  and  Natalie Portman. They are saying exactly what women in business are saying: you have to make hard choices. Maybe it’s a gift to women that there are no good roles for women while they are raising kids. It gives them a break to raise their kids, which actually is probably what they want. Hollywood is just like business because the women who are most satisfied when it comes time to have kids are the ones who had a big career in their 20s. Look at Jennifer Lawrence, or Anne Hathaway. They both  say they want kids and they are preparing  to scale back their career to do it. That’s what happens in business as well. I always say that it doesn’t help you to think you’re special. It’s helps to look at everyone else who is like you. And this is true for all those Hollywood starlets. They’re just like you and me.

Is Cloud-Based Software the Future of Recruitment Tech

Is Cloud-Based Software the Future of Recruitment Tech Have you taken any calls recently from software providers? Calls where you’re promised the world if only you would switch from your existing software provider? The chances are that you’ve taken a few of these, and that’s a conservative estimate. For those of you who haven’t, it begs the question: What exactly is cloud-based recruitment software, and how can it help SMEs? Habits of a small recruitment agency: In order to understand what the future holds it’s important to appraise the tools being used in the present. Regardless of how long SMEs have been trading, they tend to exhibit the same reluctance to integrating modern technology into their business. Therefore it’s commonplace to visit a small recruiter and bear witness to the following: Over-reliance  on filing cabinets and paper-based administration. Compensating for their lack of technology by hiring specialist administrators. Slow, cumbersome response when preparing for audits. Administrators spending valuable time correcting errors affecting the business. Whilst this continues to occur in recruitment, it’s only fair to consider why small agencies continue to persist down this road. Traditionally the cost of implementing new software or IT infrastructure has been relatively expensive, presenting a significant barrier to entry for business owners. I’ve lost count of the number of agency owners I’ve spoken with who appreciate the merits of technology, but they couldn’t take the financial risk to implement it. It would seem then that recruiters rest on the horns of a dilemma. How can recruiters save valuable time and money, without exposing themselves to unnecessary risk? Eliminate installation costs: The early adopters within recruitment have already begun to change the way which they do business. This is due to recruitment software providers offering a modern distribution model, one which eliminates the cost of installing the technology within their client’s business. That distribution model is cloud computing. Software providers host their own IT infrastructure and allow their clients remote access to the services which they’ve subscribed to. No longer will small recruitment agencies be quoted thousands of pounds to purchase and configure their own server farm at head office. To the SME this is of critical importance. The most significant barrier preventing the adoption of technology hasn’t just been removed; it’s been vigorously swept aside. In the wider business world we only have to look at the radical changes Adobe has made to their own distribution model. They’ve replaced their annual software development cycle with a cloud-based distribution model, allowing customers to simply subscribe to their services every month as opposed to purchasing the software outright. We’ve established that cloud computing can save the SME time and money, but can it really become the SMEs best friend overnight? How software builds the agency-client relationship: As recruiters, we know that there’s more to the industry than making money. Every day recruiters place candidates in new roles, making a positive, life changing impact on their candidate’s lives. However a massive part of recruitment in 2013 is the way that recruiters build relationships with their clients. Revisiting our small employment agency from earlier, there are a number of key observations one can make when on-site with a recruiting SME: Errors in data processing cause problems with payroll. These errors strain the recruiter’s relationship with their clients and candidates. The time taken to resolve these issues prevent recruiters from developing new business. Clients are inclined to take their business across the street when service quality remains inconsistent. These issues are well known in the industry and software developers have considered them at all stages of development. Fortunately the benefits of any software â€" cloud computing included â€" is that electronic data processing comes to the rescue of today’s recruiter, improving efficiency and accuracy. Recruiters can use software as a crutch, leaning on it to industrialise the administrative process, resulting in less errors, faster processing times and happier clients. However that’s simply one piece of the puzzle. Many of the current raft of software providers are bending over backwards to offer recruiters added value. It’s commonplace to find recruitment software which can deal with additional requirements including payroll, MI analysis and compliance. Recruiters I’ve spoken to who use cloud-based recruitment software are glowing in their praise. Their advocacy tends to be offered most when considering how the software forges long lasting and profitable relationships with their clients. Being able to offer detailed MI with appropriate analysis is the area which impresses their clients the most. Offering breakdowns in resource and cost not only impresses the client, but can help save them money when presented with prevailing business trends. Why isn’t everyone using this? The reality of the situation is that not all employment agencies will benefit from cloud-based recruitment software. Whilst we’ve discussed that it’s the proverbial godsend for SMEs, larger recruitment organisations will find it incredibly difficult to switch from their established processes. Recruiters with a number of branches will balk at transferring their databases of information as it’s an administrative nightmare. It becomes even more difficult for larger recruiters when you consider that no two software providers offer the same software. Another drawback is the inability of niche employment agencies to take the plunge into the world of cloud computing. Agencies may simply not have enough temporary employees to take advantage of the software, and may only require a humble Applicant Tracking System to manage their permanent candidates. The verdict: All things considered, cloud-based recruitment software definitely has a place in today’s recruitment industry, however it seems destined to only be widely adopted by small organisations. Creating a sustainable competitive advantage will revolve around saving time and money over your competitors, but there’s more than one way to achieve this. In a world where agencies are striving to become leaner, stronger and faster animals, recruitment software is definitely an answer to the conundrum. But is it the only answer?  The jury’s still out on that. Author: Stephen Smith is Sales Marketing Manager for  Insight247.co.uk, a recruitment software provider based in Leeds.

How Job Seekers With Disabilities Can Beat Discrimination - Personal Branding Blog - Stand Out In Your Career

How Job Seekers With Disabilities Can Beat Discrimination - Personal Branding Blog - Stand Out In Your Career It’s no secret the deck is already stacked against people with disabilities. Tasks most take for granted â€" things as simple as climbing the stairs to get to our favorite restaurant, for example, or taking advantage of public transportation â€" are orders of magnitude more difficult for those of us who, through no fault of our own, have trouble getting around. What might be surprising, though, is the amount of bias and outright discrimination individuals with disabilities have to contend with, even in the year 2015, and even in an ostensibly enlightened country such as ours. To be more specific, finding a job is considerably more difficult for disabled persons. The good news is, there are a few things you can do to help overcome discrimination as a job seeker with a disability. Before we get to that, though, let’s take a look at just how widespread the problem really is. New Studies Reveal a Surprising Amount of Bias The optimist in all of us would prefer to believe humankind has left behind at least a couple of its innate biases during our many thousands of years of development. Unfortunately, too many of them persist today, as a study from the National Bureau of Economic Research recently confirmed. The study surprised even the researchers who carried it out, because it revealed a surprising amount of bias against people with disabilities. To conduct the study, researchers from Syracuse and Rutgers universities sent out 6,000 fake cover letters and résumés in answer to job postings in the accounting industry. The results were discouraging. The fictional applicants who disclosed their disability beforehand received 26 percent less interest from employers than those without disabilities. Said Lisa Schur, a political scientist who took part in the study: “I don’t think we were astounded by the fact that there were fewer expressions of interest … But I don’t think we were expecting it to be as large.” Now that we understand the problem a little better, let’s take a look at what you can do about it. Action 1: Know Your Rights First and most importantly, it’s vital you go into the application process with a thorough understanding of your rights. Simply put, there are questions an interviewer is not legally able to ask you. To begin with, employers may not require, nor even ask for, a physical examination before they extend an offer of employment. In the pre-offer stage, interviewers may also not ask about the nature or the severity of your disability. After an offer has been made, interviewers do have the right to ask medical questions, even if they’re not directly related to the job in question â€" provided these questions are asked of everybody who applies. They’re also within their right to ask, again, after an offer has been made, questions of a more specific nature about your disability, up to and including a demonstration of how you’d perform your job. For a more comprehensive explanation of your rights, take a look at the EEOC’s enforcement guidance sheet here. Action 2: Positively Address Your Disability in the Interview While we discussed above that your prospective employer may not ask you about your disability in the interview stage, that’s not to say you can’t address your disability voluntarily and do so in a way that’s positive and demonstrates your unique capabilities. One great example discussed here is a man without arms who sat for a job interview and asked if it would be appropriate to take notes. Without the use of his arms, the man demonstrated how he was able to adjust by taking notes with his feet. The point here is less about the man’s ability to take notes and more about his decision to do so. With a single simple gesture, the man managed to demonstrate two things: 1) That he knew how to solve problems, and 2) That he wasn’t ashamed of his lack of arms. That kind of confidence is hard-won, but it can go a long way. Action 3: Focus on Your Abilities Your job as an applicant is to demonstrate you’re capable of performing the task at hand, and there are a number of ways you can do that. Think of it as a kind of personal branding, where your job is to showcase your best qualities and leverage even your struggles as a kind of strength. First, don’t be afraid to ask for an accommodation. Under the Americans with Disabilities Act (ADA), employers and housing providers are required by law to make “reasonable” accommodations for employees with specific needs. It might sound like a difficult thing to do, but disclosing your need for such an accommodation can actually help you demonstrate your capability â€" that is, if you know how to frame it in a positive way. For example: You may require a ramp to enter and exit the building, or to travel from one part of the job site to the other. If that’s the case, you can frame it like this: “As long as I can roll my wheelchair up the ramp, I’ll never miss a meeting.” You get the idea. Even if you require something that feels like special treatment, there are ways to discuss your disability and your requirements in a way that demonstrates how you’ll perform your new job â€" not just that you’ll be able. Action 4: Know Where to Turn for Help Finally, it’s important to remember you’re far from the first disabled person to seek a new job. And because you’re not alone in that search, there are numerous resources available to help you on your way. There are currently 2,500 American Job Centers scattered throughout the United States. You can use the centers’ search tool to help you find one in your area. Although the available resources may vary somewhat by location, you can count on access to at least some of the following: Résumé writing tools and/or workshops Job training services Career counseling Interview practice Referrals to other specialized agencies You can also make use of the US Department of Labor’s resources for job hunters with disabilities, which include a more comprehensive breakdown of the Americans with Disabilities Act, which has been helping people find rewarding employment for more than a quarter-century. Above all, remember not to be discouraged. Discrimination is, sadly, a part of modern life that we all need to contend with in different ways and to various degrees. Among our responsibilities in life is to handle bias and ignorance with grace and forgiveness, and to never give up the dream of something better.

How NextAvenue.org Prepares you for the Second Half of Life [Podcast] - Career Pivot

How NextAvenue.org Prepares you for the Second Half of Life [Podcast] - Career Pivot Episode 35 â€" Richard Eisenberg provides a behind-the-scenes view at this website for Boomers and Gen Xers facing the complications of middle age Description: Richard Eisenberg is Marc’s expert guest in this episode. Richard is the Managing Editor for PBS’s Baby Boomer website, NextAvenue.org, a site for people 50-plus, and Editor of the site’s Work Purpose and Money Security channels. He previously worked at Money Magazine, Yahoo, Good Housekeeping, and USA Today. He is the author of How to Avoid a Midlife Financial Crisis, and The Money Book of Personal Finance. Richard lives in New Jersey and will be 61 in July. Marc and Richard start the discussion with Richard’s career history, how he heard about Next Avenue, how he got involved, and what were the attractors that brought him to work for a virtual company starting in his mid-fifties. Richard comments on some of the issues faced by the fifty-to-seventy demographic, and what Next Avenue is doing to educate and inform about these challenges of mature life. Richard tells of the surprises, mostly pleasant he found at Next Avenue. Listen in to learn about this online resource with great information to improve your life. Download Link |iTunes|Stitcher Radio|Google Podcast|Podbean|TuneIn|Overcast Key Takeaways: [2:43] Richard became a journalist because he is curious. He likes to learn things, and relate them to other people. [3:06] NextAvenue.org is a website by the public television station of Minneapolis-St. Paul, TPT. Next Avenue was the idea of Jim Pagliarini, TPT President, and CEO. Jim researched for seven years how PBS could serve Boomers, as they had served children with Sesame Street. He settled on a website. Richard helped launch it in May 2012. [4:50] Richard decides which pieces to publish and when to publish them. He maintains the home page and copy edits all the articles on the site, which includes new content every day. His main job is editing two of the five channels â€" Money Security, and Work Purpose. He also assists with the other three channels. [6:10] Next Avenue has developed in five years. Based on the economy, there is less concern now over major layoffs and “Will I ever get hired?” The audience has grown, and they give feedback. Partner companies republish some Next Avenue articles. [7:58] Gen X people are moving into the 50-and-older group, and the site writes now for Boomers and Gen Xers. The content is targeted to people in their 50s and 60s. In the years to come, Richard sees the groups becoming more educated about age-related topics, so Next Avenue will go into more detail beyond the basics in articles. [9:12] Marc has also pivoted his site to address Gen Xers in the second half of life. Some Boomers are 70-plus, crossing the demographic boundary. [9:30] Richard was referred to the site as it was launching, and he wanted to be part of a startup, where he could write again. The role and the opportunity were right for him. He had spent his career doing service journalism, and this site was for his own age group. [11:19] Next Avenue is a virtual operation, headquartered in St. Paul, Minn. There are about nine people who work on the site full-time, in various cities. A lot of the articles are written by freelance writers or by the editors, or are excerpts from books. [12:24] Next Avenue gets between one and two million visitors a month. This is from five years of publishing. Richard would like more people to know about it, and read the articles. [13:25] Marc joined the Next Avenue Facebook group in 2011. From there, he met someone who introduced him to Richard. Marc and Richard were in the same graduating class at Northwestern but never knew each other, in their separate majors. [14:23] Richard enjoys learning new things every day about his channel areas, and about the other channels, which he might not read if he didn’t work there. He likes to be able to talk to people that are the smartest people in the areas of the site channels, to pick their brains, and also to read the latest research. [15:16] Richard’s readers are more upbeat, positive, and resilient than he might have expected, even in view of serious challenges of employment and health. They tell how they’ve managed to survive in spite of the challenges. People are hopeful and willing to do what they need to do. [17:20] If you have hope, you will likely get through it. The internet is allowing us to learn more, through other people who have gone through these challenges in the past. One of Richard’s big disappointments is with people knowing what to do, but not doing it, such as saving for retirement. [18:40] The reality is the environmental change isn’t slowing down, it’s speeding up. We need to adapt. It’s a lot harder to do than it sounds. If you’re not preparing yourself for the things that you need, it will be even harder when the time comes, to do something. [21:06] Marc’s final words: NextAvenue.org is not just a website, it is a community to go to for inspiration. Marc would like you to pick up Repurpose Your Career: A Practical Guide to the Second Half of Life, at Amazon or other online retailers. When you complete reading the book, Marc would appreciate an honest review on Amazon.com. Mentioned in This Episode: Careerpivot.com/episode-35 Repurpose Your Career: A Practical Guide for the Second Half of Life, by Marc Miller and Susan Lahey (Now available online) Contact Marc, and ask questions at: Careerpivot.com/contact-me Call Marc at 512-693-9132 and leave a message and email address. REisenberg@NextAvenue.org NextAvenue.org Twitter: @RichEis315 LinkedIn: Richard Eisenberg How to Avoid a Mid-Life Financial Crisis, by Richard Eisenberg The Money Book of Personal Finance, by Richard Eisenberg Please take a moment â€" go to iTunes, Stitcher, or Google Play. Give this podcast a review and subscribe! If you’re not sure how to leave a review, please go to CareerPivot.com/review, and read the detailed instructions there. Marc Miller Like what you just read? Share it with your friends using the buttons above. Like What You Read? Get Career Pivot Insights! Check out the Repurpose Your Career Podcast Do You Need Help With ...