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Hello Talent Reloaded

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Hello Talent Reloaded

Paris-based leading developer of cloud-based talent-management software Talentsoft has released the new interface of their free Hello Talent product, which aims to make talent sourcing easy and more collaborative. Last week Hello Talent already presented the new interface to a French audience at a pre-launch event in Paris. In a previous blog post I wrote about the main features of the product, that currently has over 3,000 users.

User feedback

Over the passed months a number of Hello Talent’s power users have had the opportunity to already work with the new interface, as a new skin over the existing data, to provide feedback on the new design. Since their start in 2014, Hello Talent has repeatedly demonstrated to be extremely receptive to the feedback given by the global recruiting and sourcing community, and for the new release the team again has invested a significant amount of their time connecting with their core user groups. Being present at (un)conferences such as the Sourcing Summit Europe, TRU conferences, GlobalHRU and HR Tech events has definitely contributed to making Hello Talent a better product.

It has been a pretty good half year for the Hello Talent team, with the big news at HR Tech World in Paris of Talentsoft closing a 25 million Euro investment round led by Goldman Sachs and winning the 2015 iTalent Competition at HRO Today Forum in Amsterdam. By the end of 2015 the company announced the Hello Talent business unit, allowing a dedicated budget for further developing the product.

The Power of Image Search for Talent Sourcing

The Power of Image Search for Talent Sourcing

Images tell the story

In our increasingly visual world images tell the story. Social networks have been early in recognizing this, together with the human urge to post, share, view, like and comment on photos. Images are the number one driver behind social network growth, helped by features that will make users upload even more photos, such as (auto) tagging and ‘awesomizing’ features.

In 2014 over 1.8BN photos were uploaded and shared PER DAY on platforms such as Whatsapp, Facebook, Instagram, Snapchat and Flickr. In late 2013 Yahoo already predicted the number of photos taken in 2014 to approach a staggering 1 trillion thanks to the selfie explosion. We are talking here about ‘big data’ sets.

To deal with this amount of pictures on the Facebook network, for example, Facebook alone has built three ‘cold storage’ data centers to store less popular or outdated photos. Each of their 16,000 square-foot data centers is able to hold an exabyte of data, similar to about one million computer hard drives. These images will not only be stored and indexed to easily retrieve them.

Is Slack becoming the ultimate Recruitment Platform?

Is Slack becoming the ultimate Recruitment Platform?

In my recent speaking session about recruitment technology innovations at the brilliant Recruitment Tech Event in The Netherlands I kicked off referring to Slack as one of the most innovative technologies to change the face of recruitment in 2016. I just love how Slack has taken collaboration to the next level. Something you would have expected from the likes of Google, trying to revive their Google Wave initiative, which was ahead of its time and was suspended back in 2010.

What I wasn't aware of while presenting, was that only three weeks later Slack would unfold their master plan to become the dominant social and collaboration hub. Not only was there the announcement of the Slack App Directory with over 160 apps to extend Slack’s collaboration power, but also the launch of an $80M Slack Fund backing developers to make Slack integrations part of their core product.

How to Hack Hiring

How to Hack Hiring

Talent hacking is based around growth hacking techniques applied to the hiring process. Growth hacking is a startup mindset, utilising creativity and innovative technology to drive cost-effective conversions. Therefore, talent hacking has everything to do with applying these principles to spreading company culture, approaching talent and hiring amazing people.

We have long left the post-and-pray era and conventional recruitment practices of using paid job boards and third-party recruiters don’t fit well with startups, SME’s and their cultures and budgets. But don’t get the wrong idea about talent hacking. Even for large corporates there’s lessons to be learned from this mindset.

Much like growth hacking marketers, talent hackers are experimenting with smart ways and new technology to share content, using social channels to get the message out, analysing data to find how their initiatives convert and see how this conversion generates good quality candidates.

Hiring is Fundamentally Changing

Hiring is Fundamentally Changing

Talent acquisition and recruiting are undergoing rapid disruption and are changing fundamentally: according to Deloitte Global Human Capital Trends 2014 research 58% of companies are currently revamping or considering changes to their talent acquisition strategies. Fundamental changes are impacting hiring requiring companies to thoroughly review their hiring strategies:

Talented people have stopped looking for jobs

The Talent landscape is massively changing with the rise of the new workforce. People increasingly show a changing attitude towards work, requiring freedom to decide when to work, where to work or who to work for. Traditional employment no longer fits with this requirement, Talented people today are not looking for jobs. Instead they are looking for exciting projects and experiences. Recruiters looking for people to fill traditional jobs, will likely miss out on the best talent. Is what your company has to offer interesting enough for talent to consider you and are you sure you are looking for talent in the right place?