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Findly to Spotlight On-Demand Talent Technologies at Spring ERE Conference & Expo

SAN FRANCISCO, CA–(Marketwired – Apr 15, 2014)

WHO:
Findly, the on-demand talent market leader and a Symphony Technology Group (STG) company

WHAT:
Will serve as a platinum sponsor of the 14th Annual Spring ERE Recruiting Conference & Expo and exhibit its innovative talent acquisition products and solutions during the event.

WHEN:
Tuesday, April 22 through Thursday, April 24, 2014

WHERE:
San Diego Convention Center
111 West Harbor Drive
San Diego, Calif.

Findly will exhibit in Booth No. 210

DETAILS:
To engage and employ the next-generation workforce, today’s employers need next-generation recruiting strategies and solutions that enable them to transform the talent acquisition process and better connect with the ‘on-the-go’ mobile candidate. Recognizing that there are many different types of potential applicants as well as ways to recruit, Findly offers unrivaled solution bundles and stand-alone modules, encompassing employment branding, global job distributions, online assessments and mobile apply technology, designed to connect employers with the right talent in the right way, right now.

During the Spring ERE Recruiting Conference & Expo, the talent acquisition experts from Findly will showcase the company’s award-winning Talent Hive solution developed expressly for today’s “single click” generation in order to engage quality candidates across any platform, including social and mobile.

Through its talent technologies, Findly helps companies acquire, enrich, screen and filter candidates and improve time-to-hire. Conference attendees who wish to learn more about the company’s advanced talent acquisition solutions are encouraged to visit Findly in Booth No. 210 for additional information and product demonstrations.

About Findly
Findly leads the world in talent acquisition innovation. Findly’s award-winning solutions combine unrivaled mobile and social capabilities, employer brand strategy, creative, digital and media placement with applicant tracking and assessments to address the challenge of finding the right talent at the push of a button. Built for today’s digitally savvy and highly mobile workforce, Findly delivers a compelling unified platform of technology and services to acquire, manage, screen and engage only warm candidates. The result is a more strategic use of talent and enhanced competitive advantage. Learn more at http://www.findly.com.

About Symphony Technology Group
Symphony Technology Group (STG) is a strategic private equity firm with the mission of investing in and being a partner in building great software and services companies. In addition to capital, STG provides transformation expertise to enable its portfolio companies to deliver more value to clients to retain and attract the best talent and to achieve best-in-class business performance. All STG portfolio companies are expected to grow through innovation. STG’s current portfolio consists of 12 global companies with combined revenue of approximately $2.5 billion and thousands of employees spread across North America, Europe and Asia. For more information, please visit www.symphonytg.com.

Red flags to look for during the hiring screening process

Whether a recruiter is vetting viable candidates for the future or is in a rush to fill a position, taking time can be the best asset for a HR representative to use during the hiring screening process. Rushing this procedure may cause an HR rep to miss something during the interview process including red flags that could point to future problems if hired.

A red flag for a candidate may come in the form of embellishing work history to the type of answers they give during the interview. Some may be easier to identify than others, but a hiring manager should always keep their eyes peeled for warning signs during the applicant screening process. By spotting these red flags, a company can improve their hiring techniques and find better applicants.

Little research done
Every candidate should have a general understanding of the company before heading into the interview. They may not need to know the name of the CEO’s dog, but they should at least be familiar with what the company does and what the new job will entail. If a candidate comes in knowing little about the organization or position they are interviewing for, HR professionals should be wary. If an applicant hasn’t taken the time to do even the most basic background research, an interviewer should take note and consider whether they want to hire someone who couldn’t be bothered to conduct some simple research about their potential employer online.

Inaccurate information
Perusing through a mile-high stack of resumes can be a long process for a hiring manager, but finding that perfect candidate can make up for the seemingly endless searching. Once an HR rep has found their superstar candidate, the best practice would be to investigate their resume and make sure everything checks out. Matching a physical resume to a candidate’s online profile on professional and social media sites can be a great way to double check the personal information a candidate has submitted. If a recruiter finds any troubling discrepancies such as dates not adding up or inflated job titles, they may want to forego this candidate.

In order to find accurate information on candidates, a recruiter may want to invest in recruiting software. This is a great tool for HR professionals to use because it works around the clock to find candidates for a position. Recruiting software from Findly can scan through resumes and discover which ones are accurate and ones that a company can trust. Furthermore, the software can scan through social media profiles to find potential new hires with interests and skills that line up with those required by an open position.

It’s important to remember that things are not always as they seem. If a hiring manager finds an item of concern during their investigations into a candidate, it’s a good idea to give the applicant a chance to clarify the reasons behind anything unusual or troubling. It may be the result of a simple oversight or clerical error that led to the issue, or it could be something more serious. Either way, it’s smart to let an applicant  explain themselves.

Cagey answers
As the phone or one-on-one interview process begins, recruiters should be aware of how candidates answer questions. If a hiring manager asks a clear and concise question, a potential new hire should give them an answer that is also clear and concise. If job candidates ramble on and avoid directly answering the question, this may indicate they are hiding something or are dodging the question for a significant reason.

An HR rep should always factor in that a candidate may be nervous during the interview, but an interviewee who curtails every question may be trying evade the questions. Looking out for these types of people can help improve the hiring process and bring in those who are right for the job.

Personality doesn’t mix
Skills and expertise are two key qualities to look for in a viable candidate, but a winning personality should also be a factor for candidates, particularly if the open position calls for client communications or other professional or social interactions. Although a potential new hire may be able to excel in their day-to-day work, not having personality that will best suit the role should be seen as a red flag.

There are many ways a hiring manager can spot red flags during the applicant screening process. This can range from taking several days to reply back to an email or phone call to displaying an arrogant attitude during a face-to-face interview. A company does not want to waste their time on someone who is not right for the company - by looking for these tip-offs, a business can weed out subpar candidates and instead hire someone who is right for the job.

Findly is an on-demand solution for companies who need to hire the right talent at the push of a button.

Findly Transforms Patient Care With New Assessment Solution

Company’s Innovative Healthcare Service Profile® Assessments Help Hospitals Hire and Align Individuals Most Likely to Provide Excellent Service and Care

SAN FRANCISCO, CA–(Marketwired – Apr 16, 2014) - Findly, the on-demand talent market leader and a Symphony Technology Group (STG) company, announced today the release of the Findly Healthcare Service Profile®, an innovative assessment tool designed to help hospitals accurately identify job candidates and employees who are more likely to provide a higher level of service to patients.

The ability for healthcare providers to determine the competencies of their front-line workers, including clinical, administrative and facilities support, is a significant competitive advantage. This is increasingly important due to growing participation in the Hospital Consumer Assessment of Healthcare Providers and Systems (HCAHPS) survey, whereby hospitals receive scores based on consumer feedback of their patient experience. The use of comprehensive assessments that can measure a person’s desire and ability to deliver excellent patient service is key for hospitals to improve their HCAHPS score and, ultimately, enhance the care that they provide to patients.

Findly’s new Healthcare Service Profile was developed to measure a range of competencies across clinical and support roles in the healthcare industry. Developed in collaboration with major healthcare systems to identify the personal characteristics that drive desirable patient care behaviors, the Healthcare Service Profile measures job candidates on five unique assessment scales: Demonstrates Respect, Interpersonal Communication, Patient Centricity, Quality Orientation, and Service Orientation.

By selecting new employees and developing existing employees who demonstrate strength in these patient service competencies, hospitals can systematically improve the behaviors that affect their patients’ opinions of care. At the same time, the ease of the assessment tool can greatly improve the candidate experience and the hospital’s ability to attract additional qualified candidates.

“Now that the HCAHPS survey gives patients clear insight into healthcare provider service perceptions, it is more crucial than ever that hospitals leverage new tools to hire professionals who can deliver the utmost levels of patient service and care,” said Jeff Russakow, CEO of Findly. “Our Healthcare Service Profile gives healthcare providers a proven, validated method for identifying candidates and current employees who show substantial strength in the areas indicative of a strong focus on patient care. As a result, they can elevate their level of service and drive positive patient care behavior as well as be viewed as an employer of choice and premier healthcare provider.”

About Findly
Findly leads the world in talent acquisition innovation. Findly’s award-winning solutions combine unrivaled mobile and social capabilities, employer brand strategy, creative, digital and media placement with applicant tracking and assessments to address the challenge of finding the right talent at the push of a button. Built for today’s digitally savvy and highly mobile workforce, Findly delivers a compelling unified platform of technology and services to acquire, manage, screen and engage only warm candidates. The result is a more strategic use of talent and enhanced competitive advantage. Learn more at http://www.findly.com.

About Symphony Technology Group
Symphony Technology Group (STG) is a strategic private equity firm with the mission of investing in and being a partner in building great software and services companies. In addition to capital, STG provides transformation expertise to enable its portfolio companies to deliver more value to clients to retain and attract the best talent and to achieve best-in-class business performance. All STG portfolio companies are expected to grow through innovation. STG’s current portfolio consists of 12 global companies with combined revenue of approximately $2.5 billion and thousands of employees spread across North America, Europe and Asia. For more information, please visit www.symphonytg.com.

Simple mistakes hiring managers should avoid during an interview

There is innate amount of nervousness for a potential new hire during the hiring screening process. Candidates will be trying to impress a hiring manager as much as they can, which can sometimes result in a slip of the tongue or an imperfect answer on the part of the applicant. Hiring managers, however, should strive to both put applicants at ease and to conduct a great interview free of any major mistakes. HR professionals should avoid these mistakes during the applicant screening process:

Sticking too close to the script
Coming into an interview with a game plan and well crafted questions can help a interview run smoothly, but sticking too closely to the script can turn the interview into a mundane event. Asking a few question organically can help a recruiter figure out if a applicant will fit in with the company.

Hiring managers can improve the hiring process by improvising a little bit, and then asking asking more thorough questions after hearing an answer. This tactic can help the interviewee expand on a previous question or evolve the conversation into a new line of questioning.

Getting a candidate’s hopes up
As an interview progresses, a hiring manager may begin to explain the intricacies of the position and company. As the conversation continues, HR reps may be getting extremely detailed mentioning specific projects and the promises of the new job. Explaining more about the company is great, but building up the company for a candidate can leave them disappointed if they are not hired.

Instead, recruiters should aim to present a realistic and compelling view of the company, while making sure to reinforce the fact that the hiring process has not yet been finished.

Continuous explanation
When describing a company, a hiring manager may go on a never ending monologue about the job. They may continue talking about the responsibilities of the position or the history of the company and before they know it, they are 30 minutes into the interview.

Rather, the best bet for an HR professional to avoid this situation is to just be brief. Describing the job and explaining a little bit about the company quickly should be a quick way to get the interview going before recruiters dive into their questions. Inc. Magazine said that the conversation in interviews should be done 90 percent by the candidates and 10 percent by the hiring managers.

Recruiting and hiring Gen Y

Generation Y – or the aptly named Millennials - are a talent pool that will make up a good portion of the workforce in the next few years. Forbes reported that by 2025, Millennials will make up 75 percent of the world’s workforce. HR professionals can tap into this market by adjusting their hiring techniques during the applicant screening process. By using these hiring tactics, recruiters will be able to tap into this massive future workforce:

Recruiting sites
The first step in the quest to find stand-out Gen Y candidates is to recruit them based on how they think and act. Social media can be a great place to start when looking for potential new hires.

There are many sites that can help the search. Entrepreneur said that Twitter is becoming a new tool to use for finding capable new hires. Also, may want to invest in recruiting software from Findly. HR reps can use Findly software to go through resumes, store them for future use and go scan applicant’s Facebook profiles. This option can help improve the hiring screening process.

Hiring incentives
Once a hiring manager finds the right candidate and decides to hire them, a company may need to add an incentive to make them stick around. A poll by Inc. Magazine found that 40 percent of Millennials expect their first post-grad job to pay them between $50,000 and $75,000. This price may seem a bit steep, but there are other ways to help convince a new Gen Y hire to work for a company.

If a business cannot afford to increase salary for a position, they can offer candidates the incentive of career advancement, prime health care packages, the opportunity to work from home or a flexible number of vacation days. There are many ways a recruiter can be creative to help offer incentives during the applicant screening process.

Feedback
The U.S. Bureau of Labor Statistics found that the average tenure for a Gen Y at a given company is 18 months.  Inc. Magazine said Millennials leave companies because they expect to be able to move upward at an organization. A worker who stays stagnant over time may become bored and want to try something new. [link?]

In order for companies to help keep this generation around, the best bet for HR professionals would be to regularly check in with these employees to ask how they are feeling in the position. Offering feedback and presenting new assignments can invigorate an employee, which can help them stick around.

 

Tips for a first time hire

For HR professionals who are new to the game, hiring their first employee can be a intimidating task to undertake. The first employee a recruiter hires can set a precedent about the type of people a company looks for. This can be a stressful operation to tackle, but HR reps should cultivate a good hiring screening process before they begin their first search. It would be beneficial for a hiring manager to create a few rules for themselves in order to get the first hire right. By using a few of these guidelines, an HR rep’s first applicant screening process will go smoothly and keep these tactics in mind for future use:

A company’s needs
Before a recruiter begins the hiring screening process, they should lay out a set of goals the company is looking for in a potential new hire. Deciding what type of employee the company needs and how they will be utilized can help create an effortless applicant screening process and can result in a great new hire.

Well crafted job description
Once a hiring manager has decided what they are looking for in an ideal employee, the applicant screening process can fully begin. Creating a job description is the first step of this process, as it will outline the duties, responsibilities and all the key characteristics a business is looking for in a candidate. A good rule of thumb when it comes to job descriptions is to keep it short and sweet. Two aspects to have in a job description are lining out the duties the job requires and the experience a potential new hire should have.

Reviewing resumes carefully
After a hiring manager has crafted their job description and posted it to online job boards, the hopeful next step in this process is to have an inbox full of resumes. Combing through these materials as soon as possible may seem stressful, but this is the part in the process where a hiring manager should take their time.

Rushing this part of the hiring screening process can result in a hurried interview which can hinder  the hiring screening process. A hiring rep should look at these resumes and find the candidate that meets all the qualifications they established beforehand. An HR rep should also consider investing in recruiting software. Recruiting software from Findly can help sort through resumes and store them away for future use.

How Twitter can help improve the hiring screening process

Social media is an excellent way for companies and employees to increase their brand awareness and market to prospective customers. But many people may be surprised to know that social media can also help companies recruit potential new hires.

Entrepreneur reported one of the newest recruiting trends to help bring in new talent is using Twitter. The business magazine went on to say that companies that forgo using Twitter as a recruiting tool are limiting their hiring resources. When used correctly, social media can be a great asset in the applicant screening process.

Well-known audience
Posting a job application on an online job board is a very common tactic for a hiring manager to use. This plan can reach thousands of hungry applicants who are looking for employment. But when looking for a viable candidate, a hiring manager should hone their search to a specific group of people within their industry.

An active company Twitter account may have a number of followers who are already familiar with the organization and what they do. This prior knowledge can help recruiters find applicants on the social media site. By sending a tweet out with a job opportunity, a company will quickly reach an audience of followers who may be more eager than most to apply for an open role A recruiter will be able to cut down amount of  time to find a stand-out resumes with this process.

Understand who a candidate is
Along with using Twitter as a way to announce a new job opening , a recruiter can also use this social media platform to understand a applicant’s personality. Entrepreneur stated that while Facebook is used for personal reasons and Linkedin for business purposes, Twitter is an outlet for a healthy mixture of both. A hiring manager can figure out if a candidate will be right for the company by scanning their profile and looking through a an applicant’s tweets. HR reps can gain further insight into a candidate’s interests, personality, hobbies and more by checking out who they follow and the tone of their tweets. If someone tweets inappropriate content to the public at large, a company may want to pass on them and try someone else. Twitter can provide a gateway into who a candidate is which can help improve the hiring screening process.

How to speed up the resume screening process

When a hiring manager posts an application to a job board they can usually expect one of two things to happen: either they will be flooded with an abundant amount of resumes from applicants, or their inbox will remain bare. While HR professionals usually hope for the former, seeing an inbox full of resumes may cause a little stress for some people. Combing through a large pile of applications is a task that may take a good amount of time, but being meticulous can only help an HR rep’s search for a potential new hire.

Sifting through an overwhelming amount of job applications can be an arduous task to undertake, but there are easy and efficient ways to complete this assignment. Finishing this task with minimal stress can also help improve the applicant screening process and help a company find their perfect candidate. By using these techniques, a recruiter will be able to get through a stack of resumes in no time:

Streamline the submission process
There are many ways a possible new hire can get their resume to a hiring manager. They can send it online through a job post, send it via email or submit their information through a site’s internal application system. Whatever way they send it, an HR professional should be ready to inspect these applications however way they are delivered. Having to sort through resumes coming in from multiple platforms may cause some confusion which can lead to a clumsy applicant screening process.

The best bet for a hiring manager to deal with this situation is to ask candidates to submit their resumes using one uniform method. By simply stating on the job application that the company will only accept resumes via email, for example, a recruiter can cut down the amount of time they spend looking at applicant information from multiple sources, fostering a more organized atmosphere.

Schedule time for reviewing applications 
Whether someone has a heap of resumes sitting next to their desk or a packed email inbox, a hiring manager should not wait until the eleventh hour to start sifting through application materials. Waiting until the last minute in the hiring screening process to go over resumes can lead to missed opportunities to make great hires .

Instead, plan out a little time each day to go through job applications. Inc. Magazine recommends spending an hour a day or choosing two days of the week to go through everything. By spacing out time during the week for this task, a hiring manager will be able to complete other assignments and improve the quality of the talent screening process.

Concentrate on specific areas
Along with cutting back on the exhaustive physical aspect of searching through resumes, a hiring manager can use a few tactics in order to determine whether a resume is worth their time. Finding that superstar candidate is every recruiter’s main goal and they can do so by carefully going over credentials. It is great to be thorough, but a hiring manager should stick to a few areas to look at.

In order to speed up this step, Inc. Magazine recommends looking at three specific areas of criteria when considering an applicant’s resume: education, stability and organization. Seeing if they have a college degree, how long they have lasted at their previous positions and whether they have a resume that is well written and neatly composed are important areas to look for. By honing in on these three areas, a hiring manager can create a speedy and thorough applicant screening process.

Hiring managers may also want to consider investing in recruiting software, which can be a great asset during the applicant screening process. Recruiting software from Findly can help find stand-out candidates for a business.