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:
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: http://www.smartrecruiters.com/blog/top-10-job-boards-for-startups/
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 Boards to Post Tech Jobs
Dice.com 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.
GitHub 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.
iCrunchData 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.
Careers2.0 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.
TechCareers by Beyond.com 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.
ITJobPro 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.
RubyNow 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.
CrunchBoard 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…
Mashable 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: http://www.smartrecruiters.com/blog/10-best-tech-job-boards
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.
Sustainability in 2014: The Language of CSRChinaData Point TuesdaySept 16 sustainability definitions chartSustainability champions grapicGreenBiz 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.
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:
— Jonathan Duarte (@JonathanDuarte) January 9, 2014
— Bob Lehto (@safetybobsf) January 9, 2014
— Pam Davis, MA (@sfpmdvs) January 9, 2014
— 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, Forward.us 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.
“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 FWD.us 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 FWD.us. The disruptive startups demo-ing at the Future of HR included: Venturocket, JobFig, Zenefits, WePow, Distill, HackerRank,Find.ly, ConnectCubed, WorkZeit, SoFi, RecruitLoop, Discover.ly, 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?
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.
As some of you know, I took a little trip to Vegas to attend the 2014 NBA Summer league earlier this month. Full review post here, lots of lessons in Talent for those willing to look.
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.