In recruitment news this week:
UK Government Announcement to Affect Running of All Large Recruitment Firms
From 2018, recruitment firms with over 250 people will have to reveal their gender pay gap. Bonuses, which are suspected to be a big factor of gender pay inequality, will also be included in the listings.
PwC is a company that already voluntarily reports its gender pay gap publicly. Gaenor Bagley, Head of People and Executive Board Member at PwC, explains the benefits of this: “Publishing our gender pay gap has been a really positive move. It has increased awareness across our firm of the underlying issues and allowed us to take action as part of our wider diversity and inclusion initiatives.”
However, she says that making this information public knowledge is about bringing the issue into the spotlight, not “naming and shaming.” She says: “This is about companies learning from each other on best practice on how to create equal opportunities for all across the workplace. Irrespective of whether businesses like this approach, the Women on Boards review shows that reporting drives change. Importantly, any gender pay or bonus numbers need to be supported by commentary. The size of the gap itself isn’t the most important factor – it is whether organisations understand the drivers of the gap and say what they are doing to close it. A key driver will be female representation at senior versus junior levels.”
Not only will recruitment consultancies be affected internally, their approach externally will have to be adapted. Jo Wiggins, a Careers Trends Analyst at Glassdoor, says: “[This] will the change the recruitment landscape beyond recognition in coming year.”
With all pay for large organisations public knowledge by 2018, an important factor in placing talent will be the size, or lack, of a gender pay gap. One sector that may be affected is the already much-publicised STEM sector. Dianah Worman OBE, Diversity Adviser at the CIPD, explains why: “We are, however, concerned about the use of league tables across economic sectors to highlight problems. This will likely draw the attention of women to the lower earnings potential they will have to face in forging a career in the STEM areas, where they are already seriously under-represented. It could [discourage] women from exploring opportunities in the very areas Government wants to see more women working, in order to remove the gender pay gap.”
Indeed Hits Record 200 Million Unique Visitors
Indeed has revealed that it started 2016 with record numbers of unique visitors – more than 200 million over the past 31 days. Indeed also announced it added 8 additional markets where job seekers will have access to the most jobs on the web. The announcement builds upon a strong 2015, which solidified Indeed’s position as the number one job site in the world.
“Indeed continues to expand its global community of job seekers,” said Indeed SVP Paul D’Arcy. “In response to further labour market tightening in 2016, people looking for jobs have more control of their destinies, and many are actively looking for their next position. With over 16 million postings and over 10 million global company reviews, Indeed is uniquely positioned to help job seekers find the job that’s right for them.”
Indeed has also launched 8 new country sites to continue its rapid global growth: Costa Rica, Ecuador, Egypt, Morocco, Nigeria, Panama, Ukraine and Uruguay, meaning Indeed now operates in over 60 countries.
“These are impressive numbers but the most important measure of success for Indeed is the number of job seekers who have used Indeed to find the right opportunity,” says D’Arcy. “We’ll continue to build on Indeed’s mission bringing employers and qualified candidates together.”
Over 5,000 Recruitment Agencies Started in 2015
The UK recruitment sector had one of its best years ever in 2015, which may be the reason as to why a grand total of 5,110 new recruitment agencies were launched last year.
The number of recruitment startups was revealed in a study conducted by the recruitment contract finance provider Sonovate, with data taken from the Companies House, whose research also revealed that the number of recruitment agencies per annum has increased by 144% compared to the 2,092 agencies launched in 2010.
Richard Prime, CEO of Sonovate, commented: “The UK recruitment sector is growing faster than ever before and these figures are just the latest indication of the robust health of our industry. The way people work is changing. With the well-documented skills shortage more and more skilled workers now view contract work as both an attractive and lucrative form of employment. This presents a huge opportunity for recruitment companies but crucially they need the right finance to help them succeed.”
The news comes after the Recruitment and Employment Confederation (REC) released figures revealing that the recruitment industry had its best year ever in 2015. The total recruitment industry turnover increased by 9.7% in to reach £31.5 billion last year.
Woo Wants To Take The Hassle And Fear Out Of Job Hunting
LinkedIn is the place where business professionals are seemingly obligated to have an account. While it is undoubtedly useful for growing your “professional network” and heavily used by recruiters like us across multiple industries worldwide, it isn’t necessary the first place that springs to mind for exploring new roles.
Along those lines, a new startup believes that’s their scope for a more passive and anonymous experience that puts candidates in complete control of the process. Woo, an Israeli-U.S. company, has eschewed the LinkedIn model of scale and instead taken the approach of luring highly-sought talent who can explore potential new job opportunities without commitment and, perhaps most importantly, maintaining anonymity.
“We are offering a tool to people who are not necessarily looking to switch their jobs but still want to know what their possibilities and market worth/demand are,” Woo CEO Liran Kotzer told TechCrunch. “We are putting the candidate in the driver’s seat, enabling them full control over the process while keeping the talent’s profile totally anonymised and passive.”
“Our matching system is the strongest in the market since it combines what people really want coupled with their skillset. Woo has essentially created for the first-time a new layer of what people want in a new job/position and that is unique to our service and for our matching technology,” Kotzer added.
Woo launched publicly last week and announced a $2.35 million seed funding round, but the service is limited. Right now, the company said it has over 4,500 candidates on board, all of whom were invited to sign-up, and it is adding to that number by selectively reaching out to more. On the employer front, Kotzer said there are more than 100 companies from the Bay Area and Israel, including big names like WeWork, Houzz, AOL (which owns TechCrunch) and Yahoo. He added that 200 more are waiting to come on board, and should do soon.
Kotzer argued that a combination of fear of being found to be looking and a reluctance to invest in the process (rewriting a CV, being available for interviews) puts people off job hunting until they really need a new role. That explains the different approach that Woo is taking.
Users are asked to rank their criteria for new opportunities when they sign up to Woo — such as location, new challenges, higher compensation, etc — after which they can import information from sources like LinkedIn and GitHub to complete their profile. To maintain confidentially, Woo then uses its “proprietary anonymizing technology” to strip out information identifying a user, meaning prospective new employers can judge based on skills, experience and demands.
If things progress and a user receives inbound interest from a company that they wish to pursue, they then have the option to provide their full identity connect to explore the opportunity.
“We let tech talent simply post their dream job, become anonymous and let companies approach them. But companies can only approach someone if they agree to meet and offer them something that meets their key terms/expectations ,” Kotzer explained. “Woo is basically a gatekeeper for the talent. Woo makes sure talent can be approachable only to those companies that can offer them the key terms that they want.”
Twitter Plans Changes To @Replies
In the company’s letter to shareholders, Twitter said that changes were coming to rules like the @reply and the .@name syntax. We don’t know what that looks like just yet, but that the company plans to address that seems significant and in-line with what the company has tried to do lately — make the service less confusing and more palatable to more casual and new users.
“We have some really weird rules around conversations, around replies and .@name format that no one understands. We need to fix that,” CEO Jack Dorsey said on the earnings call. “We are focusing a lot of our energy on refining the core product and looking at what is confusing about the service.”
Here’s what it says in the shareholder letter:
This, in theory, will at least address the “Twitter Canoe” problem — as more and more people pile into a conversation, their @reply handles take up characters so each person’s reply has be shorter and shorter until it’s basically impossible to convey complex thought:
Many think that @names shouldn’t take up character counts in replies. If Twitter made this change, people would always have 140 characters to use in their discussion no matter how many people are part of the thread.
Similarly, it’s common to see less-savvy Twitter users accidentally start tweets with someone’s @name. This makes the tweet a reply that only shows up to their mutual followers with the people they mentioned. Users have to know to put a . or different character other than @ at the beginning of their tweet to make sure it goes out to all their followers. Twitter could give some obvious visual indication to people about whether they’re about to publish a tweet or a reply.
Twitter Will Now Put Recommended (Not Newest) Tweets At the Top Of Your Timeline
In some not-so-great Twitter news, Twitter is unveiled last week that they are changing users timeline algorithm so that it shows tweets at the top that the service recommends, instead of the most recent tweets.
Twitter say this new change is designed to present users with the best tweets that they may have missed based on what Twitter thinks you care about. Some of the signals that feed that are the tweets you interact with, the topics you’re interested in, and the activity of people who are similar to you. The tweets (there are around a dozen or so on average) show up in reverse chronological order in the recommended section.
For example, if a user is more interested in following sports-related accounts, they’re more likely to see tweets that are centered around those sports, like football. Although Twitter are yet to share any visual assets for what the update will look like. However, Twitter product manager Michelle Haq did say that Twitter’s While You Were Away feature, which surfaced a few tweets that users may have missed in a small section near the top of the feed, laid much of the groundwork for the big update rolling out.
“We think this is gonna make life easier across the spectrum for users,” Haq said. “We noticed across the board this caused users to create and interact more. We do prioritize transparency and control, so our customers have a choice. They can turn the experience off in settings, they can get curious and turn it back on, this is an option.”
But regular users (including us) are not happy with the latest change to the platform and there has been a massive backlash against the move, which was first reported by BuzzFeed, in the trending topic aptly named #RIPTwitter. Following the BuzzFeed report, a swath of Twitter collectively lost it, jokingly (we think?) dubbing the service dead if the move would happen. In fact, the trend was so large that CEO Jack Dorsey had to address it:
Hello Twitter! Regarding #RIPTwitter: I want you all to know we’re always listening. We never planned to reorder timelines next week.
— Jack (@jack) February 6, 2016
The new, best-tweets-first Twitter timeline is currently opt-in, meaning it’s off by default, and you have to turn it on yourself to try it out. That said, it’s not yet live for all users. Here’s where to find the feature if it’s been enabled for your account.
On desktop – Log into your account on twitter.com and go to “Settings” > “Account” > “Content.” The new feature will be under “Timeline;” to turn it off, tick the box next to “Show me the best Tweets first.”
On iOS – In the Twitter app, tap the gear icon and select “Settings,” then choose the account whose settings you’d like to adjust. Then go to “Timeline,” tap “Timeline personalization,” and tick the box next to “Show me the best Tweets first.”
On Android – Tap the overflow icon, tap “Settings,” then “Timeline” and tick the box next to “Show me the best Tweets first.”
What’s you opinion on the new algorithm change? Let us know in the comments below.
HiringSolved Launches 3 New Sourcing Products
1. One Search
At the last SourceCon event, members of a keynote panel agreed that sourcers and recruiters should be searching their own CRMs and ATS’s before venturing out to do more obscure sourcing activities. This recommendation was met with eye rolls and sarcastic remarks from the audience, like, “Have you ever tried to search your ATS?!” One Search, the first of the three new products announced today, was created to address this problem.
In an email, HiringSolved Founder and CEO, Shon Burton, explained, “One Search can query data from multiple systems, combining information from multiple instances or even multiple vendor solutions, enabling users to have one place to search across all of their data.” Another important feature included in the release of OneSearch is Candidate Cloning, which enables users to upload a resume which will be used by the program to surface similar candidates.
The second new product, Scan, works directly with One Search. Scan will leverage HiringSolved’s crawling technology to update candidate profiles with new information gathered from around the web giving talent acquisition professionals fresh, actionable data.
The third new addition to the HiringSolved portfolio, Diversity Search, uses machine learning technology to create a diversity score for candidates.
Tech Jobs Marketplace Hired has secured Millions in Funding
Hired (formerly known as DeveloperAuction) has secured fresh funding of $40 million (£27.68million) from investors. Mehul Patel, CEO at Hired, convinced investors to back the company by demonstrating how the start-up would triple its annual revenue in 2016, Bloomberg reports.
Founded in 2012, Hired allows companies to apply to hire candidates instead of having jobseekers apply for different roles. In effect, this means that companies get access to a select talent pool and to see offers made by competitors, which allows them to raise their counter-offers.
According to VentureBeat, Hired first expanded into the UK in March 2015, followed by one into Canada and a selection of acquisitions across the globe. VentureBeat argues that “Hired’s latest cash influx helps illustrate the growing impact of online marketplaces” such as Uber, eBay and Airbnb. Patel told VentureBeat: “I could draw plenty of analogies between our business and other well-known marketplace companies re-imagining massive – and massively broken – industries that have not seen changes in decades, but instead I’ll just say that I feel confident we’ll soon take our place among them. All of the pieces are in place for us to scale business exponentially and make Hired a household name. What’s more, I hope that we become known as a company that’s doing something really important.”
Patel was promoted to CEO in September 2015. Hired faces competition from larger and more established competitors, Bloomberg reports including CareerBuilder, Monster Worldwide, Indeed and LinkedIn.
Monster Stock Plummets On Prediction Of Slow Quarter
Monster reported its year-end financial results last Thursday morning, and the results were a mixed bag: Revenue was lower than expected, but earnings of 12 cents a share were right on target. While not the kind of results any CEO wants to report, it wasn’t the $8 million gap in revenue that sent the already anemic stock crashing down 36% to close at $2.72 (Monster reported $159.2 million for Q4 2015. Analysts were looking for $166.9 million), it was Monster’s forecast of Q1 2016 earnings per share of between 6 and 10 cents, well below the 13 cents analysts were looking for.
In predicting a lower quarter, Monster joined LinkedIn, which last week saw its stock drop by almost half (43%) after forecasting earnings and revenue would be less than Wall Street was expecting.
Instagram FINALLY Makes It Easy To Use Multiple Accounts
Starting this last week, Instagram has enabled a feature to allow users of the photo sharing app to switch between multiple accounts. To the delight of marketers and recruiters managing personal and career accounts everywhere, up to 5 accounts can be added and switching between them will not require logout, however you will need to be using version 7.15 of the app (iOS and Android).
Instructions from the help page are as follows:
23 CV Sins that Drive Recruiters Bonkers
With the help of recruiters such as Mary Lorenz, Corporate Communications Manager at CareerBuilder, and Career Coach Eli Amdur, Business Insider has compiled their definitive list of the Top 23 phrases that candidates use on their CV which drive hiring managers, and recruiters, insane.
Paul McDonald, Senior Executive Director at Robert Half, told Business Insider: “Nearly everyone is guilty of using buzzwords from time to time, but professionals are evaluated increasingly on their ability to communicate”. Alyssa Gelbard, Founder and President of Résumé Strategists, told the publication that superfluous words like “responsible for” and “Oversight of” are redundant nowadays, and should be struck off all CVs. She said: “Be direct, concise, and use active verbs to describe your accomplishments.”
Amdur suggests that candidates remove the word “phone” from their CVs, saying that there is no reason to have it in front of their telephone number: “It’s pretty silly. They know it’s your phone number. The same rule applies to email.” Rita Friedman, a Philadelphia-based Career Coach, noted that her most hated word had to be “seasoned”. She claimed that it had undue connotations: “Not only does this word conjure up images of curly fries, but it is well-recognised as a code word for ‘much, much older.”
The full list of ultimate CV sins can be found below:
1. Best of breed
4. Responsible for
5. Highly qualified
7. References available by request
8. Team player
10. Microsoft Word
11. Hard worker
16. People person
17. Hit the ground running
19. My objective
22. Extracurricular activities
Innovative Recruitment Poem Blurs Line Between Hiring & Art
Well, if the medium is being used to create an online recruitment film about the power of difference, it’s important that prospective candidates can at least decipher why a potential employer appeals to them.
Advertising company Bartle Bogle Hegarty’s (BBH) film is narrated by a poem that urges listeners to embrace their differences and strive to utilise these variances to keep going one step further than their comfort zone. It ends saying “black sheep wanted.”
The film shows the value of innovation when recruiting, and could serve as a lesson to recruiters that breaking the mould when advertising a positon is worth the time and effort.
Speaking to Campaign, Ben Fennell, BBH CEO, said the film was initially intended for a staff meeting: “We have a big company meeting at the end of each year where we review our performance and set the agenda. It’s the one time a year that all 450 of us are together and we try to make them inspirational. We wanted a big finish that reconnected to our philosophy and the meaning of difference but in the briefing we felt that if it had a real purpose it would be even more powerful.”
Harry Baker, the UK poetry slam champion who narrates the film, said to Campaign: “Creativity is at its core difference, and I think this has touched the creative community around the world. We’re only a month in and, measuring the increase of people that have approached us [about jobs] against what is normal for this time of year, we’ve definitely seen an uplift from all disciplines.
“But even though it didn’t start its life as a piece of brand content that is what it’s become. It’s got a short-term purpose to attract talent but it’s longer purpose is as a piece of brand communication for BBH.”
Candidate’s Hilarious Rap CV Makes Him Overnight YouTube Sensation
A candidate looking to land his dream job came up with a rather unique way of standing out from the crowds of other applicants. Étienne Duval, a 30-year old architect from France, created a rap complete with accompanying video, in the hopes of catching the attention of renowned Danish architect Bjarke Ingels.
Ingels is the Founder of Bjarke Ingels Group (BIG), a Copenhagen and New York based group of architects, designers and builders who are known for their creativity and ‘outside of the box’ style thinking.
The video itself has racked up over 120,000 views on YouTube, and is entitled “Yo Is More”. It depicts Duval in many guises, showing off his language skills, his design abilities and making an outstanding case as to why Ingels should hire him.
In an interview with ArchDaily, Duval explains his inspiration behind the application, saying: “To catch a big fish you need a big hook! I began this application like an architectural project, by finding the key criteria and playing with it. A cover letter is an ego trip, so I thought about these hip hop video clips and told myself ‘why wouldn’t I do the same?’ I wrote the lyrics and did the storyboard during a 2 two week trip. I spent two days on the music which includes composing the beat, recording the different vocal tracks and mixing everything. Add to that at least a week for the video.”
And it seems that the CV has done the job, as Ingels told local media that he was taken aback by the video. He said: “I am honestly impressed with the ingenuity, skill, talent, self-irony and balls that Etienne Duval has demonstrated with Yo Is More, which has become an overnight YouTube sensation.”
Whether or not the candidate has secured the job is still being discussed by recruiters at BIG.