Chad – Welcome to the last installment of this three-part Chad & Cheese iCIMS iNFLUENCE 2018 Series. In mid-Oct when Joel and I flew to NJ and landed at iCIMS HQ we really didn’t know what to expect. What we got was an event where Colin Day, iCIMS CEO and Chairman of the Board along with other iCIMS leaders shared their common vision for more than just iCIMS. It was an vision for the industry and how iCIMS was going to take the lead in reinventing it.
We’re starting out this final episode with the sweetest sound to Colin Day’s ears.
Colin – Well guess what, GDPR comes along it’s the sweetest thing we’ve ever heard. I know it’s annoyance for some or whatvere, but it needed to happen. So all of the sudden GDPR gets launched, candidates actually have rights, they should know what you’re storing on them. They should be able to edit it, archive it, delete it, update their preferences. And that quieted these boards down a little bit.
Colin – Even better, this thing called Cambridge Analytica happens, and that really begins to quiet down the boards. Now they aren’t going to remain quiet forver because their whole business model is in jeopardy if they don’t get the (hiring) signal data. Our viewpoint is, we have the opportunity to not ony go to GDPR but to take it even further. We want to be the moral compass for data security and privacy in our industry. We really really do.
Colin – So we’re creating something call PASSPORT, and Passport some of it you’ve heard before. This is kind of the create a single passport, single click apply. Make it dead easy. So for the customer the benefit will be candidate experience. The candidate will come in – if they haven’t created an iCIMS Passport – they can create one. If they’ve already created one we’re talking single click apply in to other companies. While they’re in their passport they have their data rights. We can show them everyone (organizations) they’ve applied to, what’s going on. They can say I’m okay sharing some of that (data) with LinkedIn or I’m fine if you send that over to background check. They can get a history and because we have a modern communications platform they can say how they want to be communicated with “Stop texting me”, “Stop emailing me” full their rights.
Chad – (Laughing) Remember JobFox, AllianceQ and even Taleo tried a Universal resume, but none of these efforts had the hammer of compliance and regulation not to mention the nasty stench of Cambridge Analytica to drive their efforts. iCIMS has found the perfect time to focus on creating a universal system predicated on protecting THE CANDIDATE.
But how will the candidate PASSPORT play bring it all together?
Colin – This is true end-to-end recruiting. This is why I’m so excited about the future. We’ve never been there. You know we’ve been the ATS but we’ve been reliant on “What is Google doing?”, “What are the boards doing?” or “What are the third-party sites doing?”. This is the first time we can say we’re gonna go in, full bore end-to-end. So we talk about, we will be right there when you post your jobs. We don’t want third-parties. We want to be right in there posting the jobs. We want to be right there when Google hands-off the traffic to your career site or you get it with programmatic advertising with a next generation of career portal. We want to be right there when the candidate applies. Hopefully they’ve built their passport already. If not, very easy to build a passport and we’ll show them everything they’ve ever applied to, all their data. When they update that data now you’re going to see the power of the marketplace. We can be that, not only through all of our products, but through the entire industry.
Chad – But the Enterprise Talent Management System buy is tdieous and time consuming at best. You’ll have to wait years until some companies are even ready to talk about this new integrated end-to-end system. In the meantime, how will iCIMS get their foot in the door and penetrate the market? aka drive new revenues?
Colin – How important is it to have these foot-in-the-door products? That when you walk into any unique customer you can say we can get you on our entire tech stack, starting with the ATS. Wonderful. If we can’t, let’s get you with the CRM, if we can’t let’s get you with our new Offer module, which we are going to building as portable as well. Let’s get you with TextRecruit and you’ll see some other things that we’re coming out with…
Chad – There it is… Most Enterprise systems aren’t complete at all, so iCIMS new modular product design will allow them to target competitors weaknesses and attack with a smile. Knowing this you can imagine iCIMS sinking further into client relationships where their probability of winning the full Enterprise buy down the road increases dramatically.
Chad – So that’s it kids… In this series we’ve heard how iCIMS is Working with Google Talent Solutions, creating a slow lane for job boards as iCIMS speeds by, getting rid of the user experience middlemen, embracing GDPR and attacking the market holistically and in chunks.
If you missed any of these episodes, or just want a quick review — You can find the entire iCIMS iNFLUENCE 2018 3 part series at chadcheese.com…
It’s The Shred for November 6, 2018, brought to you by Judge.com. Guys, blockchain is all the rage right now. And if you’re like most of us, the whole thing is confusing, right? Don’t worry. Chad and I have been working with Judge to give you the foremost insight into what blockchain is and what […]
We were totally unprepared for this chatbot startup. Mostly, because of the mere fact that they’re so far off the radar. They sound more like a Marvel villain. Boy, we did not see the Firing Squad that unfolded coming. How’d it go? Gotta listen to this Talroo exclusive.
Straight off Halloween’s sugar high, the boys are in rare form this week, talkin’ Handshake’s latest round of investment, protests at Google, the sale of eHarmony, Facebook’s rumored Workplace.com … and we absolutely kill Ladders latest offering. Enjoy, and throw money at sponsors Sovren, Canvas and JobAdX.
Happy Halloween, it’s The Shred for October 31, 2018, brought to you by Judge.com. Guys, blockchain is all the rage right now. And if you’re like most of us, the whole thing is confusing, right? Don’t worry. Chad and I have been working with Judge to give you the foremost insight into what blockchain is […]
When you want to talk recruitment tech you need to call upon one of the very few BAD ASS RPO tech overloads around the globe. So that’s exactly what Chad & Cheese did… Adam Godson is High Commander of Tech Solutions at Cielo – that’s what I call him – where they have 150,000 hires per year […]
Chad – Welcome to another installment of Chad & Cheese iCIMS iNFLUENCE 2018 Series. In mid-Oct Joel and I flew to NJ and landed at iCIMS HQ for the iCIMS iNFLUENCE event. During the event Colin Day, iCIMS CEO and Chairman of the Board along with other iCIMS leaders shared their common vision for more than just iCIMS. For the industry and how iCIMS will lead in reinventing it.
This episode is all about getting rid of the middlemen starting with job distribution….
Chad – Talent Acquisition professionals are busy, which is why TA can’t even spell programmatic at this point let alone tell you why they would use it. But what if Programmatic was built inside the ATS and became a natural part of the recruiting flow? What if the ATS partnered with Google to facilitate this process? The future is now because it’s already happening with some of the smaller ATS providers, but what about Enterprise platforms like iCIMS?
Colin – We’ve got a third initiative going which is obviously they (Google) have announced the dynamic search ads, this is where the money is made. Um, so if you’re not happy with the organic traffic coming through Google you can basically buy inorganic traffic. And so we’re doing a little bit of this ourselves, we’re looking at the industry, we’re taking a look at everything going on in programmatic. I see Matt shaking the head, this is the way the industry is going. We very well may buy our way into this market, umm, rather than build there’s alot going on. But at the end of the day we do believe that customers should be able to do all their job advertising right out of our platform.
Chad – Programmatic straight from the ATS sounds natural right? But what about when the candidate hits the ATS? I mean seroiusly, what is the average ejection rate of a job seeker who starts the application process? Horror stories about Candidate Experience are frequent between many Employer Brand and Talent Acquisition teams…. But wait…
Colin – Another initiative we have going on because it’s not just about how quickly you get the jobs to Google and how rich is the job data you get to Google, but Google looks at the landing zone. They look at “Where am I going to send this candidate? and what is that?” and we have decided and we’re invested and we’re building it out as we speak, and we’ll probably talk about it alot while you’re here. That we’re going to meeting Google half way and we are building the next generation of candidate portal, candidate engagement management site. So just like they (Google) want to get rid of the middlemen of the job boards, there’s middlemen on the career site in our equation. So the Jibe’s, the Phenom’s, ecetera, The Muse’s. I think our viewpoint is we need to make sure we can do everything they can do.
Chad – Is it time to get rid of the middle men and focus on a fluid candidate experience? Candidate engagement platforms were born out of the need to delight – GOD I hate that word – to impress, educate and grab candidate data before they ejected out of the application process in the clunky ATS. So isn’t it just natural the ATS would take over this process? Maybe, make it more fluid and not require a candidate apply twice? Sounds good right? But is it really just that easy? Well Colin and the iCIMS crew says we’re gonna find out…
Chad – You can find more episode in the iCIMS iNFLUENCE 2018 Series at chadcheese.com… or better yet, never miss an episode of HR’s Most Dangerous Podcast by subscribing with iTunes, Google Podcasts, Spotifiy or where ever you get your podcasts.
It’s the Halloween edition of The Chad & Cheese Podcast, which means the boys are counting down everything in recruitment that scared the hell out of them. Hint: The bots are coming! Also, Indeed is crushing it, ZipRecruiter is mobilizing it, and Uber is staffing it. Some call an exorcist, because heads will spin! And visit our sponsors, nuthin’ but treats, baby: Sovren, Canvas and JobAdX.
Hey ghouls and goblins, it’s The Shred for October 24, 2018, brought to you by Judge.com. Guys, blockchain is all the rage right now. And if you’re like most of us, the whole thing is confusing, right? Don’t worry. Chad and I have been working with Judge to give you the foremost insight into what blockchain is and what it means to recruiting. And we’ve made it easy for you. Just go to bitly.com/judgeblockchain to download this free resource. That’s bitly.com/judgeblockchain. Or you can hit up chadcheese.com today. Let’s go to the news: ZipRecruiter launched what they’re calling Job Seeker Profiles this week. In a nutshell, Profiles aims to help millions of mobile app users find a job by simplifying the resume-building process and making it easier for them to stand out to employers. Profiles allows them to fill out a summary including their skills, certifications, desired salary and career objectives. The data can be entered manually or generated automatically from an uploaded resume. Profiles also leverages Zip’s artificial intelligent to alert job seekers of missing information and suggests ways to improve content. AI looks like the name of the game at Zip. On the heels of raising $156 million at a billion dollar valuation, the company now counts 200 engineers developing their AI, including 50 working from a new Tel Aviv-based development and research center. In case you were wondering, the 8-year-old company has nearly 1,000 employees in two states and three countries. Be sure to tune into the weekly show for deeper opinion on news you hear on The Shred. Once again, thanks to our sponsor Judge.com. Wondering how blockchain impacts recruitment, head on over to bitly.com/judgeblockchain (no upper case letters, one word) or visit ChadCheese.com and click the Judge logo. Cheesman out.
Being an industry leader isn’t easy… Constantly fighting the good fight, providing for clients and job seekers while protecting your flanks and reinventing the entire recruitment industry… That’s exactly what iCIMS leadership is doing. .
In mid-Oct Joel and I flew to NJ and landed at iCIMS HQ for the iCIMS iNFLUENCE event. During the event Colin Day, iCIMS CEO and Chairman of the Board along with other iCIMS leaders shared their common vision for more than just iCIMS. For the industry and how iCIMS will lead in reinventing it.
This is just one episode in the iCIMS iNFLUENCE 2018 Series.
PODCAST TRANSCRIPTION sponsored by:
Disability Solutions is your sourcing and recruiting partner for people with disabilities.
This episode starts with Colin talking about what Google wants.. and what he believes is of utmost importance…
Chad – So Colin what does Google want?
Colin – They (Google) want no middlemen and they want single click apply. And for me that’s music to my ears, that’s absolute music to my ears. Now people will say Colin you’re stupid they came out with an ATS too, they’re a competitor of yours.
Colin – Their ATS is for the G-Suite, for the SMB. We would be really nervous if we were an SMB vendor. I don’t see Google building an enterprise quality Talent Acquisition platform over the next 5-10 years. It’s too complicated, they haven’t proven they can do it so I say let them have small companies out of the G-Suite I will take that any day for them to get Google for Jobs out.
Colin – Because that’s the most important thing here.
Chad – Then Colin answers my question about slowing down job boards scraping and pounding iCIMS career sites, most importantly becoming the fast lane of job content for Google… Listen up..
Chad – You’re talking about slowing down other lanes. Right. So you want a fast lane to Google but you want to slow down the other lanes. What do you mean buy “slowing down the other lanes”? Are you going to hold jobs?
Colin – I don’t think we’re going to hold them unfairly , we’re just not going to let them do unnatural… I mean right now they… When we look at our portal traffic and what slows down portals or whatever, well if Indeed is scraping you every 5 minutes, it slows you down. So I think we’re just going to look at SLAs and say “Guys weren’t not going to try and be unfair.”
Chad – Why does Colin believe this to be important? Well, Google over the years (before Google for Jobs) had crowned Indeed the winner of the job site wars and one of the reasons Indeed was crowned revoled around getting job content to Google faster than any other platform, including the ATS. Well, that is going to stop when it comes to iCIMS and their client’s jobs. iCIMS will become the fastest lane in delivering jobs, while all others will be taken down a notch… or two…
You can find more episode in the iCIMS iNFLUENCE 2018 Series at chadcheese.com… or better yet, never miss an episode of HR’s Most Dangerous Podcast by subscribing using iTunes, Google Podcasts, Spotifiy or where ever you get your podcasts.
In the raw: The full audio from LinkedIn’s recent announcement of Talent Hub, their applicant tracking solution (ATS).
Holy Hell! Halloween must be close, because companies are losing their minds and scaring the shit out of us. On this week’s show, LinkedIn might have a blacklist, Indeed is 86’ing staffing firms, companies are putting blinders on their desk jockeys and scare clowns are invading offices in the heartland. The boys also give their takeaways from spending a full day with iCIMS. Enjoy, and checkout sponsors JobAdX, Sovren and Canvas … they’ve only got treats for ya’!
It’s The Shred – a mini-Chad and Cheese bite of Breaking News — This is Chad Sowash
The Shred is brought to you by The Judge Group… The Judge Group A leader in technology and healthcare staffing providing top talent to organizations ranging from the Fortune 100 to the tech startups, across all industries. Check ’em out at Judge.com – that’s J-U-D-G-E – DOT COM or email them at firstname.lastname@example.org
On to the NEWS..
It’s been years in the making but NOW it’s official
–That’s right — Indeed is now holding ALL Staffing Companies hostage
Remember all of that traffic you enjoyed Staffing Companies? Well Indeed says, that’s officially over unless you PAY!
Today Indeed released their Policy for Recruitment-Based Companies and it goes a little somethin’ like this..
“>>> As of January 7th, 2019, all recruitment-based companies and accounts in the United States and Canada will be required to sponsor their jobs wheelbarrow receive visibility on Indeed.
Scope: Companies and accounts affected by this policy may include, but are not limited to:
> Recruiting Firms, Placement Firms, or Headhunters who search for, recruit, and place job seekers into roles at other companies, or
> Staffing Agencies or Outsourcing Solutions (or business models like this), who employ job seekers directly to perform tasks, duties, and/or work that the company has been contracted to fulfill by its clients.
Please note that companies or accounts may be categorized as a recruitment-based company at the sole discretion of Indeed and may be subject to this policy if so. Indeed further reserves the right to require sponsorship of jobs for any reason.
Purpose: Indeed continually strives to provide the best possible job search experience for our job seekers. Indeed gives preference to content posted directly by employers, and works to provide unique, good quality job advertisements that connects job seekers directly to employers.”
— This Indeed Policy was finally made official during American Staffing Association’s Staffing World 2018 event – how apropos…
Pissing off staffing companies is probably NOT a good strategy especially in today’s market when staffing companies are flush with business and cash… If you’re a vendor NOT named Indeed you should be leaving that conference with a wheel barrow full of leads, contracts or just plain cash.
BUT remember… Indeed has slowly rolled this out for years, kicking off staffing companies here and there… So they must be pretty confident that STAFFING just cannot live without little ole Indeed.
One staffing insider shared with me “When Indeed cut us off it took us 2 weeks to replace the traffic. Indeed is more arrogant than important.”
It seems like Indeed is gambling that companies replacing their traffic will NOT be the norm rather STAFFING Companies will readily open up their wallet and shell out more cash. Well here’s a word to all of the VENDORS / INDEED COMPETITORS out there… This is your time to PROVE you can be a big part of the REPLACE INDEED SOLUTION – The question is… does your product have what it takes?
— For everyone who wants to check out this policy just perform the Google search “indeed Policy Recruitment-Based Companies” and then share with your friends…
Big thanks to Judge for supporting The Shred – Go to ChadCheese.com scroll down to the Judge logo and download their newest paper “Blockchain the Future of Trust”