Detailed reporting is being phased out by dashboards, bringing new focus on key recruiting metrics and how to leverage them in the C-suite.

Modern organizations realize that data should lie at the heart of an organization’s decision making. As such, today’s talent acquisition leaders are expected to measure their hiring teams’ recruiting performance, compare against benchmarks, and make quantitative improvements. This means CHROs not only need strategies and tools for capturing and analyzing data, but they also need to understand what recruiting metrics and key performance indicators actually mean.

Building benchmarks can be a daunting task without prior experience working with data sets. The data doctors at Namely are experts at building benchmarks that generate useful, company-specific insights into company talent health. Find out the details of how they build benchmarking packages that give TA the ammunition they need in the boardroom.

Traditionally, human resource (HR) and talent acquisition (TA) leaders relied on admin-generated reporting for insights into metrics like time to hire, time to fill, and cost per hire. According to a recent webinar presented by The Association of Talent Acquisition Professionals (ATAP), practitioners are now moving away from text-heavy reporting in favor of visual KPI dashboards, with a renewed focus on summarizing important data and effectively communicating it to the right people so they can make better decisions. ATAP polled webinar attendees and discovered that 50 percent of TA practitioners already have a dedicated dashboard at their organization. For organizations that currently do not have a dashboard, 38 percent are actively planning and/or building one.

When using KPI dashboards, ATAP argues that TA leaders should shift their attention towards metrics that truly matter to their businesses. For most organizations, important metrics to consider fit within the framework of cost (Hiring Budget), speed (Hiring Velocity) and quality (Net Hiring Score)—what we at SmartRecruiters call Hiring Success.

Identifying these metrics is an important first step, but how can TA leaders create Hiring Success at their organizations? ATAP stresses the importance of reinforcing cultural practices surrounding data interpretation and integrity to maximize the impact of KPI dashboards. In turn, these efforts will strengthen TA’s presence in C-suite conversations and critical business decisions.

Data Interpretation

Traditional reporting offers a high degree of detail but also requires substantial analysis for interpretation. As a result, even though everyone may have access to the same report, their understanding of the data can differ greatly. Providing context to help stakeholders understand the data is necessary, and KPI dashboards offer a more digestible summary of important metrics in a way that our brains can easily understand (50 percent of the human brain is devoted directly or indirectly to vision).

More important than the numbers, however, is education and communication. Every TA team needs to establish benchmark performance metrics and educate stakeholders on normal variations in the data. TA leaders are responsible for helping recruiters and HRBP understand the dashboard mechanics, how it works and why it matters in order to foster a data-driven culture at work. Put another way: TA leaders should focus on behavioral training rather than the dashboard itself.

Data Integrity

“If it’s not in the ATS, it didn’t happen,” says webinar host Kristy Nittskoff, Founder of Talent-Savvy, a recruitment strategy optimization consultancy. Implementing a single system of record is useless if employees work outside of it. Encouraging employees to log all hiring actions in the ATS in order to track and measure accurate data is critical. Moreover, KPI dashboards use data from the ATS to build out metrics, and incomplete data can skew the results, leading to inaccurate interpretations, poor business decisions— or, worse, violate compliance laws, which currently cost US companies an average of $222 million annually.

Recruiters, admins, and other ATS users are ultimately responsible for logging complete and correct information, thus mitigating problems associated with dirty data. How important is clean data? According to one study, a strong organization that uses clean data can generate up to 70 percent more revenue than its average counterparts. Otherwise, it’s garbage in and garbage out.

Impact of Data

The primary purpose of collecting data is to inform business decisions. More high-quality data translates into insights around whether or not a current talent acquisition strategy is working. TA leaders can then iterate, update, or revise processes according to what the data suggests.

SmartRecruiters sent customers a recruiting ROI survey last year and gained key insights into critical metrics surrounding candidate experience, hiring manager engagement, recruiter productivity, budget, hiring velocity, and quality of hire. These metrics demonstrate the measurable impact TA has on an organization and reiterate the importance of data as a powerful negotiation tool.

Given the right leverage, data can support requests for more resources or headcount for talent acquisition. Alternatively, data can protect TA teams, pinpointing problems with the hiring process that exist outside of TA’s control. For example, if data shows hiring managers are unresponsive, thus hurting the organization’s hiring velocity, it’s likely not TA’s fault.

Data Culture is Key

LinkedIn’s Global Recruiting Trends 2018 found that 50 percent of hiring professionals rank big data as a major part of their strategy, but TA leaders have long struggled with finding simple and effective methods of communicating performance metrics to executive leadership. Recruiting KPI dashboards signal a change in how TA can prioritize the data that truly matters to their organization, and how to present the information to important stakeholders in an impactful way. These tools, combined with a strong data culture in the workplace, best prepare TA leaders to enter the C-suite with data-driven confidence.

70% of job searches begin with Google. Now that the search giant has put their job search algorithm into the hands of candidates, will they end there, too?

Following last summer’s release of the employer-focused Google for jobs (GJ), as part of the Cloud Jobs API, Google has now made GJ, complete with AI matching technology to surface job postings on every board they’re advertised, available to American job seekers.

With GJ, candidates can enter a search query like “jobs near me”, or “retail jobs”, and filter the results by location, specialty, company rating, or working hours – with more filters to come for ultra-personalized results. Think Google Flights, but for jobs.

It’s a big deal for both job boards and employers, for very different reasons. Job boards will have to rethink their value proposition to businesses and candidates, and while employers don’t really care whether job boards live or die, but missing out on GJ would mean missing out on candidates…

For candidates, GJ’s appeal is obvious: job boards are usually little different than their newspaper classified predecessors, as in broad, hard to search, and riddled with expired ads. Now, Google’s powerful creepy crawlies aggregate job data from around the internet to make sure posts are both relevant and up to date.

GJ does this by evolving matching technology. The idea being that enormous banks of data surface smarter matches through algorithms powered by AI and machine learning, thus eliminating the hassle of inconsistent job titling from company to company that has plagued candidates in the past.

“If I were Indeed, I would be scared; if I were an ATS that focuses on small- to medium-sized businesses, I would be scared,” says Jonathan Kestenbaum, recruiting tech expert and managing director for Talent Tech Labs. “If I were a Talent Acquisition enthusiast, I would be excited that such a large organization is taking interest in helping innovate within the space.”

Indeed has chosen not to make their jobs crawlable by Google. Rather, they are relying on the strength of their own brand, and the fact that, unlike most job boards, they are already using AI in their matching algorithms. Plus, for now, GJ with the added AI is only up and running in one country, the US, and in one language, English.

Photo Credit: Google Blog

Google may have the advantage of controlling the search engine where 70 percent of job hunts begin, But there’s still the matter of trust to consider. Facebook ran into trouble recently with their job advertising algorithm, when it was found to favor men. (Read why here) The candidate needs to know the AI underlying the search results is not so much a Harry Potter sorting hat, but more a summoning charm.

An accounting recruiter with over a decade of experience, Adam Karpiak says it may be a while before GJ really changes anything. “To the average candidate, job postings are job postings are job postings. These platforms actually make the recruiters look better because we specialize in people, NOT job postings. I’m sure GJ will be [a leg up], for the one percent of companies that understand what’s going on. It’ll take so long to trickle down to most companies, the ones that jump on it will definitely have an advantage.”

Google staunchly insists their new tech isn’t a replacement for job boards. The data giant is, in fact, partnering with LinkedIn, Monster, WayUp, DirectEmployers, CareerBuilder, Glassdoor and Facebook, to surface the best opportunities tailored to candidate specifications, hoping their foray into recruiting will push the industry forward in terms of tech innovation.

With more opportunities coming their way, job seekers are going to expect a quick and seamless process. So, recruiters, how can you make sure Google sees, and likes you? First off, make sure your job ad is compatible with Google search – you can check that by clicking here! – and be sure to follow this easy checklist, making sure your ad is:

1. Mobile friendly: Make sure your career site and job posting are easy to navigate on mobile devices, so you don’t miss the casual scrollers!
2. Informative: Adding details like office location, work hours, and flexible work options will make it easy for candidates to surface your job posting.
3. Well Branded: Reviews and content about your company will be more visible than ever, so it’s a great time to make sure everything is up to date. You may even consider branching into new media, like making that career video you’ve been dreaming of.
4. One-click–Apply Ready: Lowers candidate drop out rates, and strengthens your brand in the digital age.
5. Efficient: The influx of candidates means that process becomes extremely important. Make sure your ATS is supporting quick and organized communication for your team, so candidates have a great experience.

Read more about SmartRecruiters Google Job Search functionalities here!

Just when GDPR was starting to feel manageable, California piles on by passing sweeping new online privacy law. Don’t worry, HR. SmartRecruiters got your back.

So, you’re a hiring manager at an international company sitting in Silicon Valley. You’ve been studiously, judiciously, taking your anti-anxiety medication through the run-up to and implementation of the European Union’s General Data Protection Regulations, making sure all the personal data you’ve stored complies with the directives from Brussels, and so far, your company hasn’t been fined. Post-May 25th tensions have dialed down and everyone on your team knows what needs to be done to protect the data of candidates, as well as past and current employees. This is good.

And then the California state legislature goes and unanimously passes AB-375, set to go live in January 2020, quoted in Fortune as “almost European-grade privacy rules”.

And if Europeans felt that the GDPR framework came from too high up with too little consultation, Californian Robert Callahan, vice-president of state government affairs for the Internet Association, feels about the same. “Data regulation policy is complex and impacts every sector of the economy, including the internet industry,” he said. “That makes the lack of public discussion and process surrounding this far-reaching bill even more concerning.”

It’s still early days and future experts are just now boning up, but while we can expect the same kind of anxiety and speculation that occurred around GDPR, SmartRecruiters has made sure that no matter the size of your business, we provide global compliance features to keep you covered, as of, well, right now.  

That means even our smallest customers will be able to:

• Set a Privacy Policy (default or country-specific)
• Set a Data Retention Period (default or country-specific)
• Turn on GDPR Setting Automatic Deletion (default or country-specific)
• See what privacy advice is given based on country or countries of operation

More on this to follow as Big Tech hits back at the new law, and we investigate the ins and outs of what California companies will have to do to comply with yet another layer of data privacy protocol.

We are mere days away from the European Union’s game-changing data privacy legislation. If you’re in Talent Acquisition, your first question is whether your ATS is a strength or a liability.

For citizens of the European Union, the General Data Protection Legislation (GDPR) will protect and enforce how their private data is used and stored online, anywhere in the world. In the wake of the Cambridge Analytica/Facebook scandal and growing malaise about online organizations monetizing user profiles, new rules from Brussels are, for once, largely welcome by netizens.

For companies that do business with the EU, or employ even one EU citizen of 500 million, becoming GDPR-compliant before May 25th has been everything from a mild headache, a few extra legal bills, to a complete overhaul of how customer/employee data is stored.

Whether in Europe or elsewhere, you may have noticed several changes to your favorite sites and platforms’ Terms and Conditions recently. Not that you went and checked. Everyone from Facebook to Twitter to LinkedIn has been emailing, and with various shades of marketing-speak, asking you politely and humbly to update your service agreements. And GDPR is the reason.

Talent Acquisition leaders, has your Applicant Tracking System done the same? If not, you could be in trouble. And with maximum penalties for non-compliance set at 4% of last year’s annual gross, or €20 million, whichever is higher, those who’ve ostriched themselves from the hassle could potentially face bankruptcy.

A whopping 70% of those surveyed said they weren’t ready for GDPR, and a lacking, lagging ATS is as big a part of the problem as human indifference.

HR and Recruiting are the great crossroads of GDPR. Our business is based on collecting and analyzing personal data, so we have to be extra-vigilant. Now that GDPR is real, SmartRecruiters (in GDPR terms, the Data Processor) wanted to see if everyone, or anyone, in the field had put in the same amount of work we have into being GDPR compliant. We surveyed a group of 30 TA professionals who use various ATS vendors, to see how clear they were on GDPR compliance and where they may have missed some details. The results were, well, not great.

But don’t freak out just yet. Let’s start with the basics. GDPR requires TA departments (the Data Controller) to store information on candidates (Data Subjects) with their consent. This could be a fix as easy as adding a second T&C button that gives you permission to store their data, which, by them wanting to send you their CV in the first place should be fine. GDPR just means you have to have their clear and unambiguous consent, and if they ever ask you to delete their data, you have to be able to prove you have. Easy enough, but 32% of respondents didn’t know if their ATS was capable of that, over 50% didn’t if, when, or how a candidate’s consent was obtained or stored. Ten percent were certain their ATS did none of this. Yikes. This is compliance 101, people. And given the reams of often ambiguous clauses in the regulation, relatively easy to patch.

If you’ve got your candidate-facing front-end covered, it’s time to look at who exactly has access to the data you store. Our respondents scored a little better here, with 90% of them aware of access limits to the data stored on their ATS. However, 20% said they kept no log of who in their organization had access to the personal data at what time, and that’s a GDPR no-no.

While 72% of surveyed confirmed their ATS kept logs of interview feedback and recruiting notes throughout the hiring process – if not satisfying the GDPR demand for “transparency”, at least proof of operating on good faith, which the more overarching of regulations value highly. They know better than anyone how hard full compliance will be. The big problem here is that 61% said they didn’t know whether the same data sets were transferred to third party vendors, like payroll or onboarding applications. That’s a problem. It’s precisely this kind of hole that regulators will consider a data breach – and under GDPR, reporting a data breach is mandatory.

If you’re wondering about the compliance capability of your ATS, ask yourself whether your ATS allows you to

• Set access authorization policies to limit access to candidate data?
• Support limited access rights for Works councils?*
• Log changes in access rights?
• Limit cross-border data transfers, e. g. between the US and Germany?
• Provide a process to map data transfers?

In regards to candidate data processing, does your ATS

• Keep a record of processing activities in place?
• Destroy, erase or anonymize candidate data when no longer legally required?
• Comply with regional data retention limits or specific legislation, if there should be any? Let candidates exercise the right to update their data by themselves?
• Fulfill right to be forgotten (RTBF) requests?
• Analyze all of the personal data you store and process to improve data governance? Map all processing activities in order to identify all processors incl. third parties (in EU and in third-party countries)?

For data security, can your ATS provide

• A written Data Processing Agreement (DPA)? Incident management policies?
• A data recovery policy?
• Secure data backups?
• Notifications to inform you and your candidates of data breaches?
• A Data Protection Officer registered within the EU to oversee security-related issues?

If your palms are starting to sweat a bit, your ATS provider should, legally, have all the answers you seek, and if they don’t, well, don’t fall prey to the sunk-cost fallacy. Get out asap and sign on with an ATS vendor that knows what they’re doing.

We’re pretty sure we can recommend someone to help you with that.

Write to us at SmartRecruiters for your free GDPR-compliance assessment.

*A Works council is a body of employees elected to represent their fellow employees. Works councils exist in many European countries, including United Kingdom, Germany, Austria, the Netherlands, France and Spain.

Today, SmartRecruiters launched the new Sourcing Page, marking our first giant step towards allowing our customers to use data and analytics to measure their hiring performance. For each job you create and manage through our software, you can see a real-time report of where your candidates are being sourced from (e.g. job boards, recruiters, etc.). You’ll also see other key metrics about the job including how many days it’s been open and how much of your recruiting budget you’ve spent so far.

Fast forward to when you’ve filled a round of jobs, you can come back to this page to review your company’s hiring performance. This is where things get really interesting AND informative – you can see where you’ve historically had the most success finding quality candidates so you can make better ROI-based decisions in the future.

Walkthrough of the Sourcing Page

You can access the new feature by going to the Jobs page, clicking on a particular job, and then clicking on the Analytics tab. At the top of this page, you’ll find a dashboard view for the job, showing how many candidates were sourced, interviewed and hired, how long the job was open for, and how much you spent towards the job.

Below the dashboard, you’ll see a chart representing a timeline of your sourcing activity for that job. There are markers that indicate when you posted to a job board, as well as a graph showing how many candidates you sourced and how many views your job ad received on any given day.

Finally, towards the bottom of the page, you’ll find a detailed breakdown of where your candidates were sourced from and a rating scale to represent the quality of candidates from those sources. We’ve organized this section into the following four major categories – Organic, Paid, Recruiters and Databases – with further granularity shown within each of these sections.

Using Analytics in Recruiting

At SmartRecruiters, we’re firm believers that smarter hiring comes from analyzing and learning from what worked (and didn’t work) in the process. Given how important hiring is for any company, isn’t this an area you would want to see more transparency and improvement over time? Our mission is to provide the tools and insights to do just that, and Sourcing Analytics is just the beginning for us.

I call this hiring by algorithm, and apparently it works for them. Xerox has cut their turnover by more than one fifth, saving them millions of dollars in bad hires, and leaving the candidate with no person to relate to or learn about the hiring process. I can only suggest that we fully automate the entire human resource process next, or maybe we’ll just build our workforce of cyborgs and robots?
I liken this new trend in the human resources and business industry and their reliance on big data as the primary tool in which to base hiring as well as business trends to the automatic checkout. Hiring by algorithm is the new self-checkout of HR.

Thousands of companies will rush to hiring solely based on big data leaving the traditional interview process and putting human touch to bed. I agree the hiring process is broken, but hiring solely by computer is not the fix. These organizations will be influenced by a single article and make a million dollar or billion dollar recruiting strategy change just because Xerox said so. I am sad that business leaders are so naive and gullible to believe.

Super market chains rushed to add self-checkouts to their stores for many naming calling it the biggest payroll cost reduction in the history of retail. Ten years ago I remember training my first group of cashiers on the new system which I foolishly told them would reduce theft and improve the customer experience, saving us thousands of dollars in shrink and millions of dollars in payroll expense just because some company had success once. It never did any of those things.

What self-checkout did do was make customers angry and removing customer service from the transaction. Those self-checkouts never seemed to work ever either user operating error or some random one off problem that seemed to surface at the most inopportune times. As a customer in my own store or others I frequented, I avoided the self checkout all together.

I’m not alone as self-checkout only accounts for 16% of all shopping market transactions in 2011. Imagine what hiring by algorithm will do to the candidate experience. Hiring by algorithm is not a one size fits all solution for your corporate recruitment strategy. There are human elements that computers cannot understand or predict. If that was the case, I should have been a librarian according to that computer career simulation test I took in 1996 and again 2000.
Jessica Miller-Merrell, SPHR is a workplace and technology strategist specializing in social media. She’s an author who writes at Blogging4Jobs. When she talks, people listen. Also, connect with her on Pinterest @blogging4jobs. Photo Credit BatBase, Instagram.

Big Data could be that next big step in recruiting. “SmartUp: Big Data Recruiting” became a platform to facilitate the discussion between the panelists (Founder of TalentBin, CEO of Bright.com, Founder & CEO of Traackr, and CFO of GoodData), technology professionals, internet enthusiasts, and recruiters.

Check Out the Video!

SMARTUP: BIG DATA RECRUITING TRANSCRIPT

Akio Aida (TalentBin): It’s an interesting debate where you’re trying to understand what’s professionally relevant and how do you take all that information on the web and make in relevant to the recruiter.

Heath Allen (SimplyHired): It is going to be the engine which drives the entire recruitment process.

Evy Wilkins (Saygent): I think that its just quite simply making it easier to find people you didn’t know existed.

Pierre-Loic Assayag (Traackr): So much insights on the people that you have in front of you, that to me, is the real power of the data.

Matthew Kopjak (GlassDoor): I really think big data is going to change recruiting, basically the core of it is going to allow recruiters to make better and more informed decisions.

Peter Kazanjy (TalentBin): Historically it’s around explicit candidate information and the challenge around explicit candidate information is that often times it’s very sparse.

Marc Watley (Reppify): Its all about what we do with that data and how we make sense of that data that’s going to help recruiters truly find those passive candidates they’re looking for and also to intelligently evaluate the candidates they do have coming in.

Sabrina Urrutia (Renew Magazine): Well I definitely learned that there’s great work out there, tools out there, that can be used to find the most suitable candidate or at least bring down the number of candidates that you can work with.

Steve Goodman (Bright.com): That’s the way it goes both ways so we can train the algorithm to say you’re never allowed to look at the name, and a human evaluator always looks at the name first.

Pierre-Loic Assayag (Traackr): This is the conversation; when you’re able to show that Muhammad is actually a much greater programmer because the data is there to prove it.

Derek Skaletsky (Traackr): I imagine big data might drive some more quantitative decision-making around recruiting rather than qualitative.

Steve Goodman (Bright.com): Generally speaking, our job is to put the right people who have the best chance to move forward with us.

Akio Aida (TalentBin): You really have to interpret (that data) to make it relevant to the user.

Peter Kazanjy (TalentBin): Then you’re talking about thousand characters of content to make a judgment about somebody, its more like ten thousand or one hundred thousand characters of professionally relevant content that describe a human.

Heath Allen (SimplyHired): It is going to change everything about the recruitment industry and the recruitment process.

Pierre-Loic Assayag (Traackr): The idea of zooming into the information and finding the signal in this sea of noise is the way to go.

Keith Halperin (AMD): I think it is going to allow an opportunity to get a lot more people more much more effectively than previously I have been able to do before.

Evy Wilkins (Saygent): Yes and everybody should; if you’re listening to this you should come to the next SmartUp, and get smarter.

Check Out the Next SmartUp: Facebook Recruiting, featuring BranchOut Founder & CEO Rick Marini, GlassDoor Founder & CEO Bob Hohman, & SmartRecruiters Director of Product Marketing Amy Craig.  To stay up to date, join the SmartUp Meetup Group, and like us on Facebook.

Big Data! With more and more information attributed to individuals on the web, the recruiting industry must adapt. Gartner defines Big Data as:

“Big data is a popular term used to acknowledge the exponential growth, availability and use of information in the data-rich landscape of tomorrow. The term “big data” puts an inordinate focus on the issue of information volume (in every aspect from storage through transform/transport to analysis).”

To elevate innovation in hiring, SmartRecruiters started a monthly series called SmartUps. The first SmartUp was on June 6, 2012, Big Data Recruiting. The panel:

Each company presented an invaluable perspective.

Traackr measures reach, resonance and influence to create lists of the online influencers on any topic. “Traackr finds people who matter (e.g. IPA or cell phone hacker influencer). How can HR/Recruiting use this info effectively?” asked Bob Lehto.

Bright.com aggregates data from social networks to match candidates to jobs. “The goal is to get a shortcut to the shortlist of candidates,” explained Steve Goodman.

GoodData provides a way for the end user to easily interpret user behavior with operational dashboards, advanced reporting and data warehousing. “GoodData is a company that helps you make sense of Big Data,” said Jerome Ternynck.

TalentBin taps into candidate information from a plethora of social networks to create a searchable database. In the job search, Peter Kazanjy said, “don’t be a needle in a haystack.” He also explained that while a LinkedIn Profile is useful, it captures only a fraction of the information candidates share online. At TalentBin, Peter aspires to make “a LinkedIn Recruiter for the entire web.”

SmartRecruiters Founder Jerome Ternynck moderated Big Data Recruiting. The SmartUp asked: How is Dig Data Influencing Recruiting?

Big Data Recruiting is, as Pierre Loic put it, “Finding the signal inside this sea of noise.” He continued, “We need to be smart in how we get information. Doesn’t necessarily take indexing whole web.”

As more information is available online the challenge of choosing and presenting the relevant information for the employer / recruiter has never been greater. How do we consolidate the vastness of candidate information into a more accurate picture of each candidate?

TalentBin argued that, “Implicit web resumes are more important and relevant than the explicit resumes on the web.”

Bright.com has an upcoming product, called Bright Score (June 18th) that will give candidates a score, indicating how good of a match they are for a job. Attendee Walter Lee said, “Big data scoring needs to be “translucent.” Give a summary score but also provide details to instill confidence in your algorithm.”

After each panelist gave brief presentation, the SmartRecruiters office turned into a discussion, and attendees and panelists pulled no punches when Jerome Ternynck asked,  “Is more transparency going to lead to more or less discrimination?”

Pieree-Loic spoke of a distrubing French survey result: a person’s name alone can increase chances of getting interviewed by as much as 30%.

“An algorithm can disregard the bias that comes with a name,” added  Steve Goodman.

SimplyHired’s Heath Allen suggested that more information of candidates could lead to more discrimination – they can just come up with another reason to not hire someone else. This debate struck the core of Big Data, does this macro aggregation of information – down to the most minute details – lead to the right information influencing decision making on the micro level? Saygent’s Evy Wilkins – in tagging herself as an eternal optimist – said, “Transparency will for sure lead to less discrimination in recruiting.”

Attendee Kevin McFall concluded, “Great debate on transparency not reducing discrimination in hiring process. Interaction is one way transparent; recruiters hidden.” More transparency is coming. Jerome Ternynck pointed out that the new Facebook Careers Tab by SmartRecruiters displays the picture of whoever posts the job.

“I really enjoyed the SmartUp. I have never been to an event where people can feel comfortable speaking their mind. A good job of making the guest feel welcome and comfortable!” said attendee Chase Delano.

“New tech makes it easier to cast a wide net and reel in the short list of candidates faster,” said Evy Wilkins. At SmartRecruiters, we aggregate – based on job description and location – the quantity and quality of candidates from the 67,000+ jobs we have posted to tell you where to post your next job. SmartPosting. Post a job now!

SmartUp on Facebook. SmartUp on Twitter. SmartUp on Meetup. It’s time you #SmartUp. The next event – Facebook Recruiting – is on July 11.

Thank You to All of Our Attendees:

Aravind Rao, Bob Lehto, Chase Delano, David Hardtke, Dinna Davis, Eric Schnell, Gwen Armbruster, Gary Fountaine, Heath Allen, Jack Mazzeo, Jason Martorana, Jie Wu, Joseph Yeh, Joshua Barger, Keith Halperin, Khaled Hussein, LaToya Skinner, Laurel Ward, Leland Coontz, Linda Lopez, Marc Watley, Marielle Smith, Matt McGraw, Matthew Kopjak, Michele Fabrega, Nicholas Doucette, Ravi Mikkelsen, Rima Vogensen, Sabrina Urrutia Pinto, Stephane Kasriel, Tyo Guritno, Walter Lee, Will Hamlin