Web/Tech

Beyond.com Launches SmartMatch Technology to Improve Job Search Experience

The Career Network introduces an algorithm that learns from the user and offers more relevant job openings based on engagement 

Beyond, The Career Network, today announced the launch of a new technology designed to match job seekers to available positions using an algorithm that learns from user habits. Appropriately called “SmartMatch,” this behavioral technology evolves as a person engages with Beyond, learning from their activity and scanning millions of job openings to find other similar positions.

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Devices Candidates Prefer When Searching For Jobs

When online recruiting came on the scene it was a revolutionary way to recruit candidates and now we’re evolving even further. From smartphones to tablets to smart watches to Google Glass—what devices are the most popular when job candidates search for jobs online? Check out the latest Infographic from Beyond.com

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6 Fairy Tale Candidates

CastleJob Finalists:

  • Recluse in major need of a haircut.
  • Aggressive gambler.
  • Panics when it comes to deadlines.
  • Will go to any length to succeed.
  • Living a lie, but reaping the benefits.
  • Game player and a cheat.

These don’t sound like the ideal employees, right?

That’s because you might not be looking at the whole picture. By looking past these qualities you’ll see that the first candidate actually has the ability to work autonomously. The second is a risk taker (which might be good). The third is a hard worker that strives to meet their goals. The fourth, always needs to be the best. The fifth climbed the corporate ladder without even trying. And the sixth is creative.

When you're looking for job candidates, it is sometimes hard to see everything that each candidate brings to the table. However Beyond.com’s Career Portfolio makes it a little easier. Check out the career portfolios for six fairy tale characters (and guess who matches witch which description above) that could have possibly had flourishing careers in the real world—if they actually existed.

Read the article published on Business Insider.


Beyond.com Awarded Patent for Social Recruiting Technology

Software provides an easy way for companies to create their own talent community and build a lasting relationship with professionals

Beyond.com, The Career Network focused on helping people grow and succeed professionally, today announced that the United States Patent and Trademark Office has issued US Patent 8,543,515 recognizing the invention of a technology that allows for social recruiting, the process of sourcing or recruiting job candidates through the use of social platforms.

As the economy continues to recover and more employment options present themselves, recruiters and HR professionals are seeking methods of retaining promising candidates in hopes of staying connected with them over the long term. The patented social recruiting technology from Beyond.com provides an intuitive solution by enabling companies to build their own database of qualified people seeking employment opportunities, thereby creating a unique talent community that allows for increased engagement and the option of future hiring.

“This technology allows for a holistic account of all candidate interactions, thereby streamlining the recruitment process and the enhancement of corporate brands,” said Rich Milgram, CEO of Beyond.com. “While the practice of social recruiting is still fairly nascent in the industry, we see value in taking a leadership position to help companies navigate the social media landscape to connect with the right talent, and allow professionals to follow companies of interest—it’s mutually beneficial for both parties.”

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Beyond.com Launches New ‘Career Portfolio’ for Professionals to Create a Visual Resume in Minutes

Leading career network provides a new way for professionals to supplement their traditional resume with a dynamic infographic of their career history

Beyond.com, The Career Network focused on helping people grow and succeed professionally, today announced that they have launched an all-new Career Portfolio, a compelling, engaging and visually-informative snapshot of a person’s career that can supplement a traditional resume. This new tool, available for free to the over 30 million members of the Beyond.com community, maps career accomplishments into a timeline, allowing re cruiters and HR professionals to quickly scan for the most relevant information on the candidate.

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Facebook Graph Search: don't get caught with your pants down

OK, so it has finally happened.  We’ve talked about it for years, we’ve argued about it in the bar and in the board room:

“Facebook will always be for my personal stuff and Linkedin is always for my professional stuff.”

Not so fast. 

With Facebook's new Graph Search, your personal life and your professional life have just collided.  In a VERY big way.
 
Released in Beta in January, 2013, Graph Search is Facebook’s new people search tool.  The name isn't very sexy, but what it can do for recruiters, marketers, and those of you looking to troll Facebook to find a date is actually pretty powerful.  Almost scary.

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Easy Way To Increase Your Job Posting Views & Applies

With so many short snippets of information thrown at us from every direction online with Facebook statuses, Tweets, and YouTube clips most people are becoming intolerant of reading text (which is why I’ll keep this short).  As we change the way in which we choose to digest information online, the recruitment industry is also changing as the recruitment video is taking off (and helping to increase the number of online job views and applies). 

 We at Beyond.com also offer this dynamic feature to hiring managers, and Jennifer King, HR Analyst at Software Advice, recently wrote a blog post that does a great job explaining how to create and promote an effective recruitment video. Read Jennifer's blog post here.

Read the blog now!


Yay or Nay: Employers Asking for Candidates' Facebook Passwords

I can’t let this topic slip by and not mention it. 

Employers are asking candidates for access to their Facebook accounts.  Today, when a job seeker applies to a job they should not be surprised that an employer will scour the Internet for info on the candidate—and their first stop will most likely be Facebook.  However, if they land on the candidate’s page and find the page to be privatized, they may now start asking the candidate for their password.

When I read this last week I was shocked! Sites out there train us to know that this kind of behavior is not okay.  Usually in their terms and conditions there’s even some kind of language that says “No one from our site will ever ask you for your password, if someone ever does do not give it to them.” So how do employers expect candidates to respond if they’re pressed for their Facebook password? 

With so many job seekers out there competing for jobs and the attention of employers, I would hate for candidates to think that by handing over the password to their Facebook account that they now have a leg up on the competition.

I expect that this practice will fizzle fast because employers that engage in this behavior will have a hard time recruiting candidates because no one wants to work for an organization that doesn’t trust its employees.  What kind of message does that send?

Facebook has taken a stance on the issue as well, saying that this is an invasion of privacy, even threatening to take legal action against organizations that ask for candidate passwords.

Everyone has a right to their privacy—if a candidate’s Facebook page is private, their references check out and they’re not a serial killer—there is no need to ask for their password—after all there’s a password for a reason.


Beyond.com Selected by AlwaysOn as a Venture Summit Mid-Atlantic 100 Winner

Beyond.com, a Career Network focused on helping people grow and succeed, today announced that it has been chosen by AlwaysOn as one of the Venture Summit Mid-Atlantic 100 winners.  Inclusion in the Venture Summit Mid-Atlantic 100 signifies leadership amongst its peers and game-changing approaches and technologies that are likely to disrupt existing markets and entrenched players. Beyond.com was specially selected by the AlwaysOn editorial team and industry experts spanning the globe based on a set of five criteria: innovation, market potential, commercialization, stakeholder value, and media buzz.

Beyond.com and the Venture Summit Mid-Atlantic 100 companies will be honored at the IMPACT Venture Summit Mid-Atlantic event, November 29th and 30th, 2011, at the Ritz Carlton in Philadelphia, PA. 

This two-day executive event features CEO presentations and high-level debates on the most promising emerging technologies and new entrepreneurial opportunities on the East Coast. PACT’s annual venture conference, IMPACT 2011, is the most established venture conference in the northeast. For over 20 years, IMPACT has been showcasing the best and most promising investment opportunities in the technology, life sciences, and clean technology sectors.

“The Venture Summit Mid-Atlantic 100 winners are transforming the mid-Atlantic region’s technology community through innovation and creativity,” said Tony Perkins, founder and editor at AlwaysOn. “The companies represent some of the highest-growth opportunities in the mid-Atlantic private company marketplace across all industry sectors, including digital media and entertainment, on-demand computing as well as greentech and the life sciences.”

The Venture Summit Mid-Atlantic 100 winners were selected from among thousands of mid-Atlantic technology companies nominated by investors, bankers, journalists, and greentech industry insiders.  The AlwaysOn editorial team conducted a rigorous three-month selection process to finalize the 2011 list.


Tips to Avoid Crossing The Line in Social Recruiting

This week we have a guest blogger, Kyle Lagunas, the HR Analyst at Software Advice–a company that conducts human resources and applicant tracking software comparisons.

When it comes to using social media websites for recruiting - what we call social recruiting - how far is too far? Beyond learning the hard way what works and what doesn’t, there are some best practices emerging to help recruiters know when they’ve pushed the proverbial envelope too far. And hiring professionals are discovering a new line of recruiting applications and tools built into applicant tracking software to help them rise above the same old hashtag to better identify, connect with and place viable candidates.

For all their good intentions, many folks using social media in their recruiting efforts are running into the same issues. Here are the top three:

  • Spamming job posts. Want to render your social recruiting efforts ineffective? Spamming people with your job opportunities is a surefire way to do just that. The key to social recruiting is to be social and engaging. Share industry news and articles of interest, exchange personal messages, etc.

  • Prying rather than researching. Some positions require a flawless social media presence. For the rest, you shouldn’t be digging too deeply into their profiles. Screening should be focused on general impressions of candidates to see if they would fit within your company culture.

  • Penalizing candidates for level of access. It’s not unusual for candidates to deny recruiters access to their Facebook profile, inviting them to connect via LinkedIn instead. Many people use Facebook for personal, rather than professional networking - especially in Generation Y. Don’t write off candidates for showing a bit of backbone and managing their public image - it’s hardly something to penalize.

Lessons Learned from the Trenches

Some people are experiencing more success in social recruiting than others, and have picked up a few tricks worth sharing. Carolyn Betts, CEO of Betts Recruiting, is one such person, and was recently featured in a New York Times article, for leveraging social media to grow her recruiting success. She and I chatted last week, and she shared some lessons she’s learned from the trenches.

  • Focus on strategy. You won’t be able to make the most of social media if you’re going into it blindly. You need to have a plan for how you want to accomplish your goals. Betts suggests starting with one social media site, familiarizing yourself with it, then growing your presence gradually.

  • Have realistic expectations. When you consider the industry you’re in and the position you’re hiring for, are your deal-breakers realistic? You need to determine upfront how much weight you are giving a candidate’s social media presence.

  • Leverage the right apps and tools. Many successful social recruiters know that in order to make the most of your social recruiting efforts, you need to leverage the right tools. Why go it alone when there are applications with built-in best practices for recruiting more effectively?

Software Expanding Recruiters’ Reach

Human resources software is growing to help recruiters make use of social media in their hiring strategy. But before recruiters can fully harness these helpful tools, they must determine whether or not they are in the right social media playground.

According to a recent study, approximately 85 percent of U.S. companies used LinkedIn for recruiting last year, though only 30 percent of active job seekers are on LinkedIn. As such, many recruiters are finding LinkedIn a bit overcrowded. Where are the candidates? The large majority of them are on Facebook.

Because the data recruiters are looking for is a little harder to find on Facebook, however, many miss the sourcing opportunity this vast network provides. Fortunately, there are third-party software developers devising methods to put actionable candidate information into the hands of recruiters quickly and efficiently. Some of these recruiting solutions are standalone applications that leverage recruiters’ networks. Others - like Bullhorn Reach - are applications designed specifically for automating social recruiting.

For further reading, check out Kyle's HR blog at: http://blog.softwareadvice.com/articles/hr/social-recruiting-how-far-is-too-far-010271/