基于浏览器的集成可能成为人力资源科技的未来——Browser-based integration might be the true future of HR Tech来源/recruitingdaily
文/Ted Bauer
我们与Dean da Costa做过多年网络研讨会并在今年夏天举办了一个招聘工具现场活动。大部分工具都是以浏览器驱动的。显然，基于浏览器的集成将节省时间。对于许多招聘人员来说，时间非常重要，特别是那些需要负责多个任务的人。每个人都在寻找节省时间的方法。我不喜欢“应付”这个词，它非常老套，但是我能体会到变得灵活和节省时间的必要。大部分人都没有充分利用他们的时间，所以如果我们能找到一些解决办法，就尽管去做。
如果你作为招聘人员或专员进行验证工作（提示：你应该在这个过程的某个阶段），你可能听说过Verified First。他们的人会进行各种形式的雇佣前的筛选，从背景筛选到药物筛选，以定制搜索包。他们做的太多了。
在基于浏览器的集成上，他们做的更大。他们有90 +集成与ATS，HCM，和工资系统。但是，还有更多。
过去二十年里发生了什么？
我喜欢一些IT部门，我的一些最好的朋友在里面工作。20年前，IT部门就是在你丢失了密码或复印机卡住等时刻出现。现在，IT所做的任何事情对公司而言都至关重要，而智能平台通过将操作变得简单直观而流传开来，因此你也不必涉及IT。
这里有一个愚蠢的例子：大约六年前，我知道很多不同公司的人，他们试图把电子邮件营销和招聘营销做得更好，因而他们试图学习IT技术去实现列表捕获和列表构建以及诸如此类的东西，但是所得的每一种情况，都完全是一种没必要的集群混乱。你知道该怎么做的，会议、电话、会议、低语境电子邮件等等。最后，这其中一半的人才开始使用MailChimp，就得到了用于列表捕获的嵌入表单。他们把IT从流程中踢出来，事情却变得更加顺利。
IT是一个令人生畏的部门，但是厨房挤进太多厨师，使用不同的词汇指导，就会毁了这份猪肉大骨，你明白我的意思吗？
这是基于浏览器的集成之美
考虑一些直接的好处：
除了与Salesforce的集成，你永远不需要IT
安装不到五分钟，无论技术水平如何，任何人都可以使用
免费的API集成！Verified First可以与任何基于云端的HR平台集成，并且不需要与软件供应商合作
在2015年Deloitte就称我们生活在“API经济”中，而自2015年也发生了许多变化。这是极具重大意义的，因为2016年及以后的大图景都围绕着数据操作，一些大型科技公司逐渐远离API，并且IT行业的压力不断增加，人们正在寻找一种不需要IT参与的（甚至是手把手指导的）解决办法。
一个例子（iCIMS）
如果你使用iCIMS作为ATS，例如，观察两个集成的时间和成果对比：
你愿意用六分钟还是六周完成？答案不言而喻。
另外，集成覆盖了你的iCIMS接口，所以在命令屏幕前时，你也永远不会离开候选页面。
在验证空间，没有很多人做API-free
这对节省时间，节约成本，以及对你的团队接受和运行的一切都是至关重要的。
您在验证空间中看到了哪些工作良好的产品，或您的团队更喜欢哪些集成方法？你还喜欢API吗？
注：以上内容由AI翻译，观点仅供参考。
原文链接：Browser-based integration might be the true future of HR Tech
ATS
2018年08月30日
ATS
未来10种改变游戏规则的现代招聘技巧--你不可不知道作者：Alastair Brown是 BrightHR的首席技术官
数字革命改变了招聘。在过去十年的时间里，人们已经从传统的工作网站转向创新的新的令人兴奋的招聘工具和技术。(2018中国招聘科技论坛可见一斑)
但是，改变游戏规则的招聘技术将会影响您未来的招聘策略？
为方便你快速了解。我们简单介绍下，整体可以看我们AI翻译带来的内容。如果你不喜欢AI翻译的内容，可以访问 HRTechchina.com 阅读英文原文。
1、人工智能
在招聘技术方面，人工智能已经在企业寻找新人才的方式中发挥着重要作用。
它的崛起如此迅速，它在世界领先的媒体出版物中被报道。例如，福布斯在1月份发表了一篇题为人工智能如何改变招募游戏的文章。在这篇文章中，它承认招聘是现代企业最艰难的工作之一。人工智能可以减轻大部分的努力工作。
简化流程至关重要。这是AI特别擅长的一件事。但是什么类型的工具将引领它？以下是一些最强大的选项：
聊天机器人：快速访问候选人，确保合适的候选人，并指导他们找到合适的角色。他们是处理大量优秀人才的被动方式 - 已经很强大，他们有可能为招聘人员节省大量时间。
情感 分析：可用于在偏见或偏见语言的情况下调整工作规范。
人才 重新发现：通过ATS（申请人跟踪系统），AI可以扫描您的数据记录并找到符合该法案的先前候选人。
未来的招聘技术将越来越多地使用AI。
2.虚拟现实
VR是一个令人兴奋的前景。一些行业的VR头戴式耳机旨在比以往更大程度地与候选人接触。
利用VR显示您的业务是技术前沿的创新者。它发出了积极的信息，即使它与你的招聘策略相结合是及时和昂贵的。
来自LinkedIn的这篇文章强调了它的创新性和永远改变招聘的潜力。
许多品牌正在尝试独特的体验来改变其招聘流程 - 例如，在线商店Jet提供其商业文化的VR演示。如果他们选择在那里工作，考生可以从世界上任何地方远程访问这些，以查看他们的存储内容。
未来十年还会有更多这样的事情 - 您的企业如何将其整合到您的招聘策略中？VR的魅力在于它可以为您恰好所处的行业提供独特的解释。
3.被动候选人的崛起
已经发现了未开发的潜在候选人资源！角色中有才华的工作者并没有考虑职业变化。
以诱人的新可能性为目标 - 例如更高的工资和更多的责任 - 可能足以获得他们的兴趣。近年来，确保“被动”候选人的受欢迎程度已经大大增加，因为它可以帮助针对那些没有从一个角色跳到另一个角色的工人。
或者你可以直接找到一个受到你所提供的东西诱惑的顶级天才，或者至少让你在未来几年内放心。
4.视频面试
无论候选人居住在200英里以外还是完全在另一个国家，拖延候选人参加面试的非常古老的做法即将结束。
当我们都可以访问Skype，FaceTime，Google Hangouts以及各种其他形式的即时通信时，浪费时间和金钱。
对于所有相关人员来说，这是一个节省时间的方法 - 您可以在简短的筛选电话后删除不太合适的候选人，然后在您有一两个真正开启之后引入您的最佳选择。
如果你有潜在的海外候选人，他们可能不太热衷于参加第一阶段的面试，这一点尤其有用。
5.社交媒体
这不是最具启发性的观点，但是，是的，社交媒体可以成为招募新人的好地方。
无论是Facebook，Twitter，Instagram，Tumblr，还是LinkedIn等专业网络，您都可以找到各种易于联系的专业人士。
在招聘技术方面，这一项对于针对千禧一代和Z世代特别有效，他们倾向于使用社交媒体而不是X世代及以上。
6.申请人跟踪系统
随着大型和小型企业的兴起，ATS迅速成为招聘软件的领导者。对企业有什么好处？好吧，总结一下：
效率：在一个系统中记录所有招聘活动和候选人信息。
候选人 数据：随着人才将他们的详细信息添加到您的系统中，您可以在将来随时访问任何类似角色的工作人员库。
候选人 经验：对候选人来说更容易，因为您可以满足新的招聘期望，例如基于移动的应用程序环境。
管理员 减少：再次，取消文件柜并通过一个招聘中心简化一切 - 在办公室里不再存在多余的文件！
7 - 开放式职位
您的标准职位描述也在发生变化。一些招聘人员正在尝试新的策略，例如放弃职位。其他人甚至没有特定的规格。
其背后的想法是鼓励所有相关人员雇用高于技能的人。在最近的过去，选择具有最多经验的候选人是很常见的，因为他们必须确保这是最好的选择。
然而，经验并不能解释自然的热情，也不能说明个人是否会自然地融入您的商业文化或现有团队。如果他们非常适合您的办公室，那么培训这样的个人超过六个月或更长时间可以获得长期的回报。
8 - 新的面试技巧
新的招聘技巧带来了新的面试技巧。LinkedIn在其2018年全球招聘趋势报告中指出，旧的面试问题需要进行审核。没有更多“你在五年内看到自己在哪里？”以及更多挑战候选人思考方式的技巧。
FTSE 100人才总监Simon Armstrong在2018年5月透露，他要求候选人在采访中唱歌。如果他们不这样做，那就是面试概述。
虽然极端的例子很多工人，特别是更多内省的工人，都不会有吸引力，但还有其他的策略可供选择。让面试非正式，例如，在咖啡馆 - 喝咖啡，正确地了解你的候选人。
如果你更喜欢西蒙·阿姆斯特朗的方法，你可以随时要求他们进行霹雳舞以完成面试。
9 - 工作面试
如果您渴望测试一些重要角色的顶级候选人，那么工作试镜将为您提供一些额外的见解。
这并不理想，因为你的候选人可能会紧张或不开心你不相信他们的简历中所表现出的专业精神，但它可以提供他们如何开展工作的基本见解。
为了吸引候选人参加试镜，您可以支付他们工作的一天，为他们提供免费午餐，并确保他们在您的工作场所经验丰富的一天为他们提供指导。
10 - Glassdoor
在招聘领域出现的是这项工作搜索，并且至关重要的是公司审查平台。是的，现在是前任或现在，工作人员可以自然地审查业务，这可能导致一些心怀不满的工人离开你时，你的业务私人运作可能不会过于自豪。
该网站越来越受欢迎。它可能成为许多年轻工人的首选来源，他们正在寻找有关为您的企业工作的深刻细节。他们是否因加班而获得报酬？工作/个人生活平衡是什么样的？如果犯了错误，首席执行官是否喜欢向员工扔东西？所有这一切现在都可以揭晓，所以现在是解决企业日常工作中任何挥之不去的缺陷的好时机。
作者：Alastair Brown是 BrightHR的首席技术官 The company is a leading HR and employment law specialist, with offices in Manchester city center. He’s responsible for leading innovate HR projects that help clients to streamline their day-to-day activities.
The digital revolution has transformed recruitment. In the space of a decade, there’s been a move away from traditional job websites to an innovative world of new and exciting recruitment tools and techniques. But what are the game-changing recruiting techniques that’ll shape your hiring strategy in the future? Here’s an expert insight.
1. AI
When it comes to recruiting techniques, Artificial intelligence is already playing a huge role in the way businesses find new talent.
Its rise has been so meteoric it’s being reported in the world’s leading media publications. Forbes, for instance, ran an article in January titled How AI is Changing The Game For Recruiting. In this piece, it acknowledges recruitment is one of the toughest jobs modern businesses have. AI could alleviate a large proportion of the hard work.
Streamlining the process is essential. That’s one thing AI is exceptionally good at. But what type of tools are going to lead its charge? Here are few of the most powerful options:
Chatbots: Quickly access candidates, secure suitable candidates, and can direct them to the right role. They’re a reactive way of dealing with the mass of excellent talent—already powerful, they have the potential to save recruiters a lot of time.
Sentiment analysis: Can be used to adjust job specs in the event of biased or off-putting language.
Talent rediscovery: With an ATS (Applicant Tracking System), AI can scan your data records and find previous candidates who fit the bill.
Future recruiting techniques will increasingly use AI.
2. Virtual reality
VR is an exciting prospect. Some industries have VR headsets designed to engage with candidates to a greater extent than ever before.
Utilising VR shows your business is an innovator at the cutting edge of technology. It sends out positive messages, even if it’s timely and expensive to integrate into your recruitment strategy.
This post from LinkedIn highlights its innovative nature and potential to change recruitment forever.
Many brands are trying out distinctive experiences to shake up their hiring process—online store Jet, for instance, offers a VR demonstration of its business culture. Candidates can access this remotely from anywhere in the world to see what’s in store for them, should they choose to work there.
Expect a lot more of this in the decade to come—how could your business integrate it into your hiring strategy? The beauty of VR is it allows for unique interpretations for whichever industry you happen to be in.
VR is one of the recruiting techniques that could change recruitment forever.
3. The rise of passive candidates
An untapped source of potential candidates has been discovered! It’s the talented workers in roles who aren’t considering a career change.
Targeting them with tempting new possibilities—such as a higher wage and more responsibility—may be enough to gain their interest. The popularity of securing “passive” candidates has shot up in recent years, as it can help to target workers who aren’t jumping from role to role.
Or you could just outright snag a top talent tempted by what you have to offer, or at least place you on their radar for the years to come.
4. Video interviews
Whether a candidate lives 200 miles away or in another country entirely, the terribly archaic practice of dragging candidates in for interviews is coming to an end.
It’s a waste of time and money when we all have access to Skype, FaceTime, Google Hangouts, and various other forms of instantaneous communication.
It’s a time saver for all concerned—you can remove the less suitable candidates after a brief screening call and then bring in your top selection once you have one or two you’re really set on.
This is particularly useful if you have potential candidates abroad, who might not be too keen on getting a flight in for a first stage interview.
Video interviews can significantly increase your candidate pool.
5. Social media
This isn’t the most revelatory point to make but, yes, social media can be a great place to head to recruit.
Whether it’s Facebook, Twitter, Instagram, Tumblr, or professional networks such as LinkedIn, you can find all manner of professionals who are easy to get in touch with.
In terms of recruiting techniques, this one’s particularly effective for targeting millennials and generation Z, who tend to use social media more than generation X and above.
Social media can be a great source to find candidates.
6. Applicant Tracking Systems
On the rise with large and small businesses, the ATS has rapidly emerged as the leader in recruitment software. What are the benefits for businesses? Well, in summary:
Efficiency: Log all your hiring campaigns and candidate information all in one system.
Candidate data: With talent adding their details to your system, you have ready access to a pool of workers for any similar roles in the future.
Candidate experience: It’s easier on candidates as you can cater to new hiring expectations, such as mobile-based application environments.
Admin reduction: Again, do away with filing cabinets and streamline everything through one recruitment hub—no more excess of files lying about in your office!
An ATS can be very useful when it comes to talent acquisition.
7 – Open-ended job posts
Your standard job descriptions are also changing. Some recruiters are trying out new tactics, such as leaving off job titles. Others have even left off specific specifications.
The idea behind it is to encourage all concerned to hire people above skills. In the recent past, it’s been common to choose the candidate with the most experience, under the belief this must, surely, be the best option.
Yet experience doesn’t account for natural enthusiasm, nor whether an individual will naturally fit into your business culture or your existing team. If they’re a great fit for your office, training such an individual up over six months or longer can reap dividends in the long-term.
8 – New interview techniques
With new recruiting techniques come new interview techniques. LinkedIn has noted in its 2018 Global Recruiting Trends report that old interview questions need reviewing. No more “Where do you see yourself in five years?” and plenty more techniques to challenge the way candidates think.
FTSE 100 Talent Director Simon Armstrong revealed in May 2018 he asks candidates to sing during interviews. If they don’t, it’s interview overview.
While an extreme example a lot of workers, particularly more introspective ones, wouldn’t find appealing, there are other tactics available. Make the interview informal, for instance, at a café—over a coffee, get to know your candidate properly.
If you prefer Simon Armstrong’s approach, you could always ask them to perform a breakdance to conclude the interview.
9 – Job auditions
If you’re eager to test out a few of your top candidates for an important role, then a job audition will provide you with some extra insights.
It’s not ideal, given your candidate might be nervous or unhappy you don’t trust the professionalism indicated on their CV, but it can provide essential insights into how they go about their job.
To tempt candidates into taking the audition, you could pay them for their day at work, provide them with a free lunch, and ensure they’re mentored through the day by an experienced hand at your workplace.
10 – Glassdoor
Emerging on the recruitment scene is this job searching and, crucially, company reviewing platform. Yes, now former, or current, staff can review a business—naturally, this can lead to some disgruntled workers leaving you with a scathing 1/5 with private workings of your business you might not be overly proud of.
The site is becoming increasingly popular. It could become the go-to source for many younger workers looking for insightful details about what it’s like working for your business. Do they get paid for overtime? What’s the work/personal life balance like? Does the CEO like to throw things at staff if they make a mistake? All can now be revealed, so it’s a good time to iron out any lingering foibles in your businesses’ daily workings.
Google做ATS服务了。。刚宣布推出了一个与G Suite集成的新招聘应用程序，直白点讲就是GOOGLE做ATS服务了
还记得5月份Google 发布了 job.google.com 的招聘求职服务吗？不记得可以点击这里http://www.hrtechchina.com/16934.html
现在更进一步了，GOOGLE发布了G Suite的招聘应用套件，把服务更进一步的推进了！将近300万的企业用户可以直接使用google招聘管理服务了。简单讲就是推出ATS 服务了·~~
详细可以访问：http://hire.google.com
小编看了下这个是一个标准的利用gmail 、google Calendar ，google sheets来组成的一个简易的服务。
目前1000人以下的公司可以使用。
It’s no secret that attracting top talent is a key driver of business success. But whether you’re looking to recruit a business analyst, bring on an assistant or hire an experienced auto mechanic, building the right teams with the right talent takes time and money.
According to a study by Bersin by Deloitte, it takes an average of 52 days to fill an open position and costs about $4,000 to interview, schedule and assess each candidate. At the end of the day, that adds up. Now, Hire–an app designed to help small and medium businesses recruit more effectively–can help.
Recruit better using Hire and G Suite
Hire makes it easy for you to identify talent, build strong candidate relationships and efficiently manage the interview process end-to-end. It integrates seamlessly with G Suite apps like Gmail and Google Calendar, which more than 3 million businesses use, many of them to drive recruiting efforts. With the introduction of Hire, customers now have a hiring app alongside G Suite’s familiar, easy-to-use tools that can help them run an efficient recruiting process.
Hire and G Suite are made to work well together so recruiting team members can focus on their top priorities instead of wasting time copy-pasting across tools. For example, you can:
Communicate with candidates in Gmail or Hire and your emails will sync automatically in both.
Schedule interviews in Hire with visibility into an interviewer's schedule from Calendar. Hire also automatically includes important details in Calendar invites, like contact information, the full interview schedule and what questions each interviewer should focus on.
Track candidate pipeline in Hire, and then analyze and visualize the data in Sheets.
Making intuitive recruiting software for your business
A lot of tools that employees rely on at work are clunky, unintuitive and hard to learn—endless configuration options, tables and lists and mind-numbing data entry. The Hire product team set out to change that. With a mindset of “less is more,” the team conducted hundreds of user-testing sessions and worked with early adopter customers for more than a year to simplify and optimize every aspect of the user experience.
How Hire makes it easy for Brad’s Deals to recruit
Brad’s Deals is a free service that compares online prices to help consumers find the best deals. As a growing organization, recruiting is a top priority for the company. With more than 260 active candidates in their pipeline, Brad’s Deals uses Hire to share candidate information, capture feedback from the interviewing team in one place and track interview progress.
“Hire’s intuitive and simple UI makes it easy for recruiters, hiring managers or even interviewers to take an active part in the recruiting process,” says Jessica Adams, vice president of Human Resources at Brad’s Deals. “The app’s integration with G Suite enables us to quickly access all candidate communications in one place, efficiently schedule interviews and collaborate to reach a hiring decision quickly."
Try Hire today
Hire is the latest product offering from Google to address the talent marketplace. In May, we unveiled Google for Jobs, our initiative that's focused on helping both job seekers and employers, across our products and through deep collaboration with the job matching industry. Google Search connects jobseekers to job opportunities from the open and broad ecosystem of providers, including employer listings as well as LinkedIn, Monster, WayUp, DirectEmployers, CareerBuilder, Glassdoor and Facebook. Hire addresses the needs of our G Suite customers—making it easier to hire the right people.
Now, all U.S.-based businesses under 1,000 employees that use G Suite can purchase Hire to land the best talent. To learn more, visit http://hire.google.com or request a demo at http://hire.google.com/request-demo/.
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