Five strategies to achieve organizational agility

How do you achieve long-term success in a world that’s always changing? In our global survey of 998 business leaders, we learned that organizational agility was key. Read the report to learn about the five strategies top-performing organizations employ to achieve agility at scale.

Since 2000, 52% of companies in the Fortune 500 have gone bankrupt, been acquired, or ceased to exist as a result of organizational agility.

Actively planning for everything.

To quickly respond to change and innovate fast, you need the ability to plan continuously and in real time. Find out what it takes to actively plan and how you compare to your peers when it comes to planning.

Incentive Compensation Management (ICM)

Modeling and planning incentive compensation is challenging even for top sales leaders. With Anaplan’s Incentive Compensation App, you can model different incentive compensation plan designs and assess the impact on the business before rolling the map to the sales team.
For example, the opex plan is a ramped commission plan with a built-in threshold and no cap on total compensation earnings. The sales rep must attain at least 20 percent of their quota target to earn commission, and from there, commission percentage rates can vary. This is dependent on a bracketed quota attainment strategy. You can set up complex incentive compensation plans to include thresholds, accelerators, decelerators, and caps based on measurements such as revenue, margin, or quota attainment. You can even set up spiffs or contests to drive better sales performance. Assign sales reps to various incentive compensation plans based on sales behaviors or motivators you wish to drive. You can update or change compensation plans at any time based on sales performance.

The history of the sales rep’s incentive compensation and sales performance is maintained for audit and compliance tracking. Incentive compensation plans can be set up at the sales management level and can include commission or bonuses.

For example, if the team quota attainment is aggregated to a 95 percent attainment level, the sales manager receives a $10,000 bonus payout for the period. Set up recoverable and non-recoverable draws to allow sales to take a draw against their incentive compensation earnings at the beginning of a period.

Sales reps have complete visibility into performance such as annual salary, year-to-date bookings, and final variable pay. Compare year-to-date bookings against the annual quota remaining or quarterly bookings against the quarterly quota. Your final variable pay and quota attainment are all displayed on your dashboard, and for curious or ambitious sales reps, you can pull up “what-if” scenarios. You can always access a more detailed incentive compensation statement that provides a complete view for the period.

To get more analytics at an account level, simply select “View Account Details.” As a sales manager, you can access your entire sales team’s sales performance and incentive compensation—even view the same information accessible to a sales rep via their dashboard.

Even your sales VP has access to a multitude of sales performance metrics across the organization. Easily change quota attainment tiers or commission rates by creating “what-if” scenarios to model the impact of changes against current incentive compensation plans or make a change to a sales rep’s quota to analyze the impact of this change.

Even more powerful, you can integrate Anaplan Incentive Compensation with Anaplan Territory and Quota. With balanced sales territories and quotas, you can achieve a more normal quota distribution curve. With Anaplan’s Incentive Compensation App, you can plan and model different incentive compensation plan designs and assess the impact on the business before rolling it out to your sales team. To learn more about Anaplan’s Incentive Compensation App, request a personalized demo.

10 Best Startup Job Boards to Post Jobs


There comes a time for every startup when they must hire a candidate who is outside their immediate network. Maybe it’s the first hire; maybe it’s the tenth hire. Targeted job advertisements are a great way to accelerate the hiring timeline. Plus, seeing an ample amount of qualified candidates will increase your quality of hire. Smart leaders find the startup communities full of qualified candidates.

Post Startup Jobs Here:

Crunchboard, the official job board of the TechCrunch Network. The CrunchBoard gives you access to the millions of technology and business savvy readers of TechCrunch, MobileCrunch, CrunchGear, TechCrunch IT and is one of the most popular job boards for internet startups.Post a Job to CrunchBoard
Mashable is the largest independent online news site dedicated to covering digital culture, social media and technology. Mashable has one of the most engaged online news communities with a job board to post jobs.Post a Job to Mashable
LinkedIn is Connecting the world’s professionals to make them more productive and successful. Manage your professional identity. Build and engage with your professional network. Access knowledge, insights and opportunities.Post a Job to LinkedIn
Facebook is a social utility that connects people with friends and others who work, study and live around them. SmartRecruiters offers: – creative and design of your ad – setup and activation – cost per click budget – monitoring and optimization of your ad campaign.Post a Job to Facebook
TweetMyJobs is a revolutionary new job search and recruitment tool. As the leader in social recruiting, we’ll match you with relevant job openings or candidates and help you find jobs or employees faster than traditional methods.Post a Job to TweetMyJobs
VentureBeat, target the VentureBeat audience of interested in technology, startups, and venture capital. Post a job or find a career in technology and the startup community. Post a Job to VentureBeat
Craigslist is a good source of for posting jobs in a specific location for startups. Craigslist is a classified advertisements website with sections devoted to jobs.Post a Job to Craigslist
GitHub is a great place to start to find your startup coder. GitHub is the best place to build software together. Over 4 million people use GitHub to share code.Post a Job to GitHub
StackOverflow has exclusive access to the 25+ million programmers on the top developer sites on the internet. Reach top talent from the top tech community for your startup.Post a Job to StackOverflow
Your Site is a great place to start your hiring needs. Build an awesome career site with SmartRecruiters. Leverage your existing traffic. Display live jobs on your website and get more candidates.Post a Job to Your Site

Advertising your open positions to right community will increase demand not only in working for your company, but also in your company itself. Whether you are a bootstrapped startup or a startup funded to scale, it’s time to think big and get the word out.

Original source:

Best Boards to Post Tech Jobs

Tech job boards! For the best technology inclined candidates, you want to post your open jobs on tech job boards. Yes, you will have luck on large ones too but when you are looking for specialized skills it is best to go to specialized markets.

Job posting to niche sites accounts for 62% of jobs posted. There’s no reason to miss out on the opportunities that niche job boards provide.

best tech jobs | tech recruiters | tech jobs

 Best Boards to Post Tech Jobs is the “career hub” for tech. Dice builds talent communities. Candidates interested in the same things or with the same skills will congregate in these digital communities making it easy to source for exactly what you’re looking for.


githubGitHub is a code sharing community. When you post your open jobs here you are engaging with a dedicated and skilled group of talent. GitHub encourages building together- post your tech jobs here and you’ll build relationships with potential candidates.


icrunchdataiCrunchData is the place for jobs in big data, analytics, and tech. Within each of those broader categories iCrunchData offers very specific sub fields so you can narrow down exactly what you are looking for- and find it.


stackoverflowCareers2.0 is stackoverflow’s job board. Careers2.0 brings you the top tech jobs and top tech talent. Posting a job on Careers2.0 introduces hiring managers and recruiters to over 20 million developers to source from.


TechCareersTechCareers by offers more than just job listings, but also educational tools as well as networking opportunities.  TechCareers takes a well-rounded approach to the job search providing everything candidates and employers need.


ITJobProITJobPro is a global tech sourcing solution. A job board, “without borders” IT Job Pro will help you find the best IT candidates regardless of location. The right candidate is out there; it’s just a matter of finding them. IT Job Pro helps you look.


Ruby Developer Job BoardRubyNow is THE job board for Ruby developers. This job board is particularly niche but it guarantees you find exactly what you are looking for in a candidate. RubyNow offers full-time positions as well as contract.


TechCrunchCrunchBoard gives you access to millions of TechCrunch readers- an Internet savvy and technically inclined bunch. CrunchBoard is one of the most popular job boards for internet and tech jobs. Surprised? Didn’t think so…


MashableMashable is not only a great news source, but also a great people source.  Mashable’s job boards are not limited to tech, but they always have tons of tech positions. No matter the job description Mashable has got your match.



When you post a job, put yourself in the best position to get top talent. Generic job boards have their benefits, but when you are looking for specific skills, or highly specialized professionals niche job boards are the way to go. I dare you to try and NOT find a qualified candidate. Not going to happen…

Original Source:

How Social Recruiting Strategy Can Help Both Employer and Employee

With the increasing popularity of internet, social media becomes one of the strongest and useful tools of internet user. Not only for the networking and communicating with the outer world, but also the user uses this platform for their job purpose.  During the recruiting process of any organization, Human Resource department of that organization keep posted their job on the social media platform. Here, social recruiting strategy is important for any recruiter.

socail recruiting strategy

Virtual world plays a major role

Most of the people are now living a parallel life on the virtual world. So, it is natural that every recruiter tries to find talented professional from this platform. First, they set their target audience, and then they post their job requirement on different social networking platform.

Affordable way

Not only getting proper lead from these sites, but it is also one of the most affordable ways to get candidates for your job. You do not need to invest huge money for your social recruiting strategy. While anyone able to make a strong social presence in virtual world, then the trust of a candidate has already established about that company.
But, while you are preparing any strategy regarding your social media related job post. It is important to build up a strong strategy with the help of a professional to get better response. By earning the trust of the candidates, you can get best people of your industry.

Better option than local search engine

In today’s time, most of the people are using web world for any purpose. So, finding job is also becoming easy for anyone. Using local search engine can help the job seekers. But, one can get confused with thousand of search results. Here, the social media can be the helpful option for every user.
By investing money on this platform, you can easily locate potential candidates within a short time span. This way strategy of social recruiting can save your valuable time and provide qualified people for your company. So, it is natural that everyone wants to use this opportunity for their own business organization.

Future job industry can depend on it

As the use of internet is increasing day by day, so one can say the future of this job industry can easily depend on this platform. For a fresher job seeker, it becomes easy for them to find an expected job. Also, the experienced professional can upgrade their post by using this platform. Professional can easily up to date their profile and get connected with the top employers. It is profitable option for both employer and employee.

Keep focused in your aim

While someone is using social recruiting strategy, then the first thing he or she should keep on their mind that the post should be proper and useful for the candidates. Employer should mention each and every requirement for their organization on their job post. By exchanging information on virtual world, every organization can boost up their presence on that specific industry. It can open up more opportunity for their organization.

HR Tech News – Sept 2014


  • There as many ways to generate employee engagement as Carter has little liver pills. (Look it up. It’s a saying. An old one but nonetheless.) If you read the press and the blogs everything from humor to humidors can drive engagement, and there is probably a company-generated (but not peer-reviewed or validated) survey to accompany it to “prove” it is the “way.” When it comes to employee engagement there are many Neos… many “the one” ways to do engagement.
  • The problem with pie charts is that they don’t allow the visualization or the possibility of something else, something that is unknown, or undefined. They can only show some measure of allocation of the pieces of a thing that can be identified and named.
  • A fairly comprehensive — and concerning — report on bullying was released by CareerBuilder on Thursday, showing office bullying knows no partiality when it comes to who the victims are. The survey of 3,372 U.S. full-time, private-sector employees, conducted by Harris Poll on behalf of Chicago-based CareerBuilder, shows 28 percent of respondents have felt bullied at work and 19 percent of them left their jobs because of it.
  • Not only does Rosh Hashanah begin 9/23/2014 at sundown, but my birthday follows immediately thereafter — 9/24/2014 — and it’s a big one.  Not THE BIG ONE, but close enough to remind me that another decade is coming to a close.  With far fewer years  in front of me than those in my rear view mirror, it’s a wise Naomi who takes stock of what I’d like to do/see/experience/learn/change/accomplish/improve/etc. during those years still in front as well of how and with whom I want to spend my increasingly precious time.
  • GreenBiz Group Inc. recently released their 2014 Sustainability & Employee Engagement Report, content generated from responses of more than 5,600 members of the GreenBiz Intelligence Panel (executives and thought leaders in the area of corporate environmental strategy and performance). GreenBiz’s report “examines aspects of corporate environmental and sustainability education initiatives at companies at varying stages of program development and provides a quantitative understanding of the evolution of employee engagement” and notes that while sustainability professionals commonly think of challenges in terms of the physical or fiscal impact of their efforts, the most problematic challenge for this area today may actually be its use of language.
  • I have hated the merit-pay-increase matrix for 25 years. As you likely know, it is the paper form (spreadsheet or compensation application) that companies use to control growth in wages (except for those at the top, of course) and for HR to fulfill its traditional role of treating everyone the same. Ironically, often without regard to merit! You’ve probably done one before. All your direct reports are in the first column, with their salaries in another and (if the apps are properly integrated) their performance-review number in a third. In a fourth column, you give employees  percentage increases in base salaries because of their review number or maybe on how you’re feeling that morning. All your increases must total a company-wide standard: lately, 2 percent or 3 percent or, in some golden past, as high as 5 percent or 7 percent.
  • The recent in-depth examination in the New York Times of coffee mega-chain Starbucks’ scheduling practices and, notably, the impact that advanced or “smart” worker-scheduling technology can have on  employees’ well-being, has been quite eye-opening for many observers who might not be aware of just how powerful these kinds of technology solutions have become. If you have not read the Times piece — and really you should — the salient points, from an HR technologist’s perspective, are that Starbucks’ workforce-scheduling tools are now so proficient in matching demand and supply for labor (essentially, its 130,000 or so baristas) that individual worker’s schedules were often subject to significant variability and last-minute changes, and, as is so well portrayed in the piece, has caused intense and frustrating challenges and demands on a worker’s family and “non-work” life.


HR Tech Companies and Evangelists Shaping the Future of Work

If you weren’t at the #sfbeta Future of HR event at SmartRecruiters HQ, you missed out on the opportunity to connect with dozens of HR tech companies and evangelists shaping the future of work.

Here’s what just a few of the 300+ attendees had to say about The Future of HR:

Great time at @SmartRecruiters offices w/ #sfbeta for #hr startups, Thanks @Maksim @jerometernynck w/ @colejfox @blogging4jobs

— Jonathan Duarte (@JonathanDuarte) January 9, 2014

Agreed, Jessica. Good showing! RT @blogging4jobs Hanging out @smartrecruiters and their #sfbeta event. Pretty awesome!! #hrtech

— Bob Lehto (@safetybobsf) January 9, 2014

Educated myself on #recruitingtech and #hrtech at tonight’s #sfbeta event. Thank you@SmartRecruiters!

— Pam Davis, MA (@sfpmdvs) January 9, 2014

Ok, this is crazy right here at @SmartRecruiters‘ offices: #SFBeta the future of HR in the house

— Rob Garcia (@RobGarciaSJ) January 9, 2014


The event, the year’s first #sfbeta startup mixer, kicked off with a panel discussion on how HR tech can disrupt the workforce in 2014. Moderated by #sfbeta producer Michael Gold, panelists included Zenefits CEO Parker Conrad, Gild Chief Scientist Vivienne Ming, NW Organizing Director Raquel Mata, and SmartRecruiters CEO Jerome Ternynck. The increasing importance–and benefit–of harnessing second and third degree social connections, through the use of HR technology was the common theme of the conversation.


hrtech hrtech

“The economy is not producing jobs,” stated Ternynck, “it is producing job openings.” Panelists agreed that companies of all sizes, but especially small businesses, are having a hard time filling these openings. Given the average time sink of 100 days and $3500 for filling each new job requirement, as noted by Ternynck, it’s likely many small business owners opt out of expanding their staff even if it could lead to a significant increase or expansion of their business.




Mata noted U.S.-based startups are seeing this issue first hand in the difficulties to recruit experienced engineering talent. “It is virtually impossible with our legal structure to hire talented workers to work here (if they need a Visa). And current law makes it difficult for entrepreneurs who want to move to the U.S. to start a business.” Both are issues Mata stated is currently working on influencing.

Social recruiting is increasingly the solution of small to medium size businesses to address the talent crunch. But how do you effectively harness the second and third degree connections to your employees to find those specialized skilled employees your team doesn’t know first hand?

“If you want to get a San Francisco start-up job,” says Ming, “You’re more likely to get a job if you’re born here, than in St. Louis. Because this is where your network is.”

Of course relying too heavily on personal networks can run into issues of bias, or ending up with an overly homogeneous corporate culture. Mata sees that as a key place where HR technology can augment in-house hiring expertise.

“Long-term, we aren’t making the most of our workforce,” says Ming. “We ideally want to say this is the right employee for your job right now, regardless of prior employer, what school they went to.”

The start-ups exhibiting at the event covered a wide range of hiring solutions aimed at harnessing data to make the recruiting process significantly quicker and more efficient. The headline sponsors of the event were Gild, SmartRecruiters, New Context, RiseSmart, Roccam, and The disruptive startups demo-ing at the Future of HR included: Venturocket, JobFig, Zenefits, WePow, Distill, HackerRank,, ConnectCubed, WorkZeit, SoFi, RecruitLoop,, Entelo, TalentBin,IKM, Chequed, BlueBoard, HiringSolved and Clash (more photos). See the excitement of the room yourself from reporter, ahem, product director Danny Lee:

It will be interesting to watch these and the other #sfbeta Future of HR participants, to see how they help solve the current employment challenges and continue to change the future of work. How do you see the future of HR?

HR Tech News – July 2014

  • Labor unions saw a setback today with the just-announced ruling from the Wisconsin Supreme Court upholding that state’s law that effectively bans collective bargaining by state government employees. Unions nationwide have poured resources into contesting the law, which ignited a firestorm in Wisconsin when it was signed by Gov. Scott Walker three years ago.
  • What a surprise—another article on why HR is the root of all that’s evil and wrong with our organizations. It’s beginning to feel like if it’s a slow cycle or there’s nothing hot to write about, people just trot out a post on why HR sucks.
  • At the (continuing) risk of alienating blog readers who are not the least interested in the connections between sports and HR and the workplace (come on, get with it people), I felt compelled to go back to the NBA well one more time to share a sliver of a fantastic piece in Grantland about the Atlanta Hawks’ Kyle Korver.
  • Censuswide and LinkedIn recently partnered up to explore how friendships at work impact employees’ experiences and perspectives of their workplaces. Their study, titled “Relationships @Work,” surveyed more than 11,500 full-time professionals between the ages of 18-65 in 14 countries, including the U.S, Sweden, India, Canada, Australia, Hong Kong, Singapore, Spain, the Netherlands, Malaysia, Italy, Indonesia, Brazil and the U.K. What did they find?
  • The next generation of software is emerging for college recruiting. This domain has already had one major acquisition and many start-ups are now laser-focused on connecting college grads with corporate jobs. Yes, even though, as you’ve heard, there aren’t enough!
  • From my Dad I also inherited his love of reading and the sheer joy of opening a new book. Later I discovered that for me, being rich meant being able to buy any book I wanted to read and never having to browse in second-hand bookshops unless I was looking for treasure. Jewish families like ours, in the early 50′s, bought their children a copy of the World Book Encyclopedia, one volume at a time on a payment plan that they could scarcely afford, so that their children would be better educated than they were. I remember my Dad reading that encyclopedia cover to cover, Aardvark to Zebra, even the boring bits (and there were many such), and perhaps that’s where I also learned that reading some books was about more than having the pleasure of meeting their words.