Meet the company out to prove there aren’t “bad employers” or “bad candidates”, there’s just “bad fit.”   

Using a proprietary psychometric algorithm, Good&Co helps companies increase employee engagement, reduce turnover and make better hiring decisions, all the while empowering millions of employees to make smarter, more informed career decisions. Good&Co was founded in 2012, is headquartered in San Francisco, CA, and is part of the SmartRecruiters Marketplace family. We sat down with the senior product manager, Jay Jernigan to dig a bit deeper about what makes this quirky new startup tick.

What is the inspiration behind the company?

Good&Co was built around the idea that there are no bad employees or bad companies – just bad fit. Our free apps have helped companies, managers, and employees from every industry discover their strengths and learn how to build stronger, more productive workplace relationships.

What makes team Identity so important?

Hiring mistakes due to poor culture fit have huge financial and social implications. It’s demoralizing for employees, and incredibly expensive for employers. We designed our tools to help companies seamlessly add the right talent to high-performing teams without sacrificing productivity or sabotaging chemistry. That’s why we’re on a mission to create happier, more productive workplaces – a solution that not only helps people, but eventually impacts companies’ bottom lines. Our approach aims to fundamentally fix the human capital crisis by empowering both job seekers and companies with the information they need to make smarter, more informed job-matching decisions.

On a cocktail napkin – how does Good&Co work?

Our tools leverage psychometrics research, big data, and AI to enable companies and managers to make better-informed hiring and infrastructure decisions by identifying organizational strengths, based on company culture, to boost employee engagement and reduce turnover. Good&Co’s Proprietary Psychometric Algorithm (PPA) leverages over 30 years of research in career psychometrics and psychological analysis to provide quantified, science-backed culture insights for more than 10,000 companies worldwide. In short, we’ve discovered what elevates a candidate and a team from good to great.

Ok that’s at least both sides of a cocktail napkin. What do you see as the future of Talent Acquisition and Onboarding?

The quantification and understanding of human capital is currently one of the least efficient in our economy. As software and social connectedness transform the old world, the inevitable outcome will be global, efficient markets for human capital. That’s because creating value, now more than ever, depends on people’s talents and a deeper understanding of each other.

At Good&Co, we’re taking big steps in that direction: using influences of big data, quantified self, psychology, and social networks, we are creating inherently valuable data assets through authentic engagement. We’re creating a people-driven system to define, diagnose and evolve environments with purpose.

How can workplace integration of new hires make or break recruitment?

We know the process of hiring can be time-consuming, and hiring the wrong candidate can be costly and hinder success in today’s fast-paced work environment. Good&Co’s Teamwork Pro gives a better understanding of a candidate’s fit within your teams, with your hiring managers, and provides valuable engagement tools to ensure that your employees are happy in the workplace.

Why is Good&Co a necessary tool for a SmartRecruiters customer?

Candidate reports provide insights around eight distinct factors of personality, showing how a candidate might interact with others, their leadership style, and their approach to work. These insights compliment a standard resume, and help you choose the best candidates to shortlist, interview, and hire in today’s candidate-driven market.

How does Good&Co compliment the SmartRecruiters TAS?

Our reports offer key candidate insights to sift, sort, and match candidates quickly for your roles, saving you time compared to other assessment providers.  

What have been some benefits of partnering with SR?

The flexibility of the SmartRecruiters TAS provides recruiters and hiring managers the ability to introduce our Candidate Reports automatically at any stage of the recruitment process. Our reports offer sample interview questions tailored to the candidate’s individual insights, so you may want to request a candidate quiz prior to a phone screen, the first interview, or when a candidate is placed in your shortlist.  The flexibility of SmartRecruiters means you can tailor the timing to best suit your needs.

How long would it take for the average existing SR user to implement?

The process to add our reports to a candidate’s profile is quite simple – just select our complimentary assessment from the assessment menu. The quiz takes less than 20 minutes to complete, and most candidates are done within 48 hours. Your results are delivered immediately after the quiz is completed.

What would you say to a recent SmartRecruiters customer unsure about further integration into the SR Marketplace?

SmartRecruiters has a strong partner support team in place that can help answer any questions you might have, the API documentation is clear, well documented, and flexible to suit your needs.  

You’ve already heard the buzz around Berlin’s venture capital swarm. Now meet one of the fastest movers in the hive.

MoBerries is a Berlin-based HR AI technology company, founded in 2015. CEO Terence Hielscher developed the idea while working for one of both Europe and Southeast Asia’s predominant Venture Funds, having observed the value in establishing a shared talent pool for their portfolio network. After only six months, over 50 portfolio companies were actively sharing and referring candidates within the network. Together with his best friend from University, Mo Moubarak, and a trusted colleague from within the Venture Capital Fund that built StudiVZ, Andre Zayarni, MoBerries introduced itself to the German market.

Why is your product a necessary tool for any SmartRecruiters customer?

The fact that you are using SmartRecruiters means that your company is in a state of growth. MoBerries is today’s largest shared-talent platform and a new candidate sourcing channel for SR customers with over 10,000 weekly candidate referrals. The partner network consists of leading DAX and digital companies, as well as venture capital funds.

Briefly, on the back of a cocktail napkin, how does your product work?

MoBerries sources actively searching candidates to be placed in open positions in real time.

What does your product do that can’t be replicated?

The network effect. Every partner company contributes to an exclusive candidate pool, enabling partners to access quality applicants when they need them most. Over 10,000 referred and active candidates join the platform each week. Profiling candidates and companies alike helps drive matches based on a reinforced learning approach, derived from live interactions on the platform. The AI further uses neural network methodologies to source faster, by taking into account your feedback in order to identify the perfect company/candidate match.  This is especially helpful for non-traditional roles where not all candidates have the prerequisite skills clearly represented in their CV.

How does your product help make the hiring process as easy as possible?

Traditional recruitment consists of three steps: Posting a position to job boards, screening candidates, and hiring the most suitable one. MoBerries eliminates the first two steps for its partners, and our platform identifies where talent can best unlock their potential based on predictive models centered around their interactions within the job market. Essentially, we are a scalable sports agent leveraging a technology to get people where they need to go, as fast as possible.

At what stage of growth are you, and where is that relative to how big you want to be?

MoBerries is rapidly expanding, already working with leading DAX companies, VC funds, and the majority of digital companies in Germany, as well as other European countries. Next step for us: Expansion to the US. We are driven by the mission to be the world’s leading shared talent platform.

How does your product compliment the SmartRecruiters TAS – philosophically and technologically?

SmartRecruiters and MoBerries share the same values, which are reflected in our talent acquisition (TA) strategies. Both of us see the market as an ecosystem within which we need to adapt. We are in the business of people, and people, as well as the greater marketplace, are in a constant state of change. To be able to keep up, sourcing tools & applicant tracking systems (ATS) alike need to be flexible and able to evolve to meet new market norms.  

Offering a smart and effective solution is not merely about finding candidates a dream job, but how technology can help them build their dream career. To ensure integrity, both solutions work in parallel towards a transparent, honest and feedback driven marketplace.

What led you to partner with SmartRecruiters?

HR is becoming more and more consolidated, and the best providers find ways to come together to form a recruiting stack. A company should be about how to integrate these various services seamlessly and provide the most robust HR experience. As a sourcing channel, we integrated because SmartRecruiters is all about the managing of talent and efforts of a company partner whereas we are about the analysis and optimization of talent sourcing. Not to sound cliche, but it really is all about people.

How long did it take to become integrated into the SR marketplace, and what were the obstacles or adjustments in that process?

From all the integrations we’ve run, this was one of the easiest. It took approximately 60 days.

What were some benefits of partnering with SR?

The main benefit is the consolidation of two tools for the end customers. By integrating our systems we provide a more seamless experience to hiring managers.

How long would it take for the average existing SR user to implement and take full advantage of your product?

The integration only takes seconds. You will have to be a member of MoBerries in order to take advantage of this integration and connect both accounts. For anyone interested in trying MoBerries we encourage you to reach out to us and your SR account manager. Once contacted you simply click a button under your MoBerries integration tab within your dashboard and you are ready to get started.

What do you see as the future of Talent Acquisition and how do you fit into it?

As the recruitment market starts to move at a more rapid pace, the onset of AI-based technologies are intended to work alongside humans in order to enable HR managers to focus their attention on the element of better marketing their firm and lasering in on the best fitting talent.

HR managers are becoming more like sports agents, understanding the importance of constantly reinventing the way they market their team, culture & vision. A technology stack allows them to focus on what they do best, and that is selling the brand to perspectives.

We want our B2B partners to hire faster by focusing their efforts on selling to the most suitable talent. We continue to build our technology stack around creating value for all parties, which in the end allows us to offer a smart and efficient online platform.

In the first-ever SmartRecruiters Hackathon, customers tested the limits of the platform API and their own creativity in just 24 hours.

When the right tools for the job don’t exist you need to invent them. This sentiment captures the spirit behind SmartRecruiters’ first-ever Hackathon challenge, issued at the Hiring Success conference last March.

The feature-rich SmartRecruiters open Marketplace API offers development teams a platform to build applications for direct integration into the SmartRecruiters Talent Acquisition Suite. To test the flexibility of the SmartRecruiters API, the Hiring Success Hackathon gave four customer teams a SmartRecruiters advisor and 24 hours to design, build, and implement new platform features that would offer value to users, and demonstrate innovation and creativity. With a $5,000 grand prize on the line the four teams quickly set upon their task.

At the end of the competition, the four teams presented their finished products in front of judges Bill Boorman, Steve Fogarty, and Ethan Medeiros, all of whom were beyond impressed with the final results.

“The one thing we were unanimous about was that we genuinely could have made any one of these products a winner,” said Bill Boorman. “That made it difficult to judge because they were all on the money.” Steve Fogarty continued, commenting that “every one of those products we found useful.”

“I was impressed with all of the teams,” said Ethan Medeiros. “Every one of them came up with an idea and a build-out in just 24 hours.” Boorman went on to praise the teams for their efforts, claiming, “I think the standard of product after 24 hours was better than I’ve seen at a Hackathon before. What you usually see is more buggy, and you have to imagine what the products will eventually look like.”

After a brief deliberation, the judges declared team Visa the winner for its internal candidate mobility add-on. With more companies focusing on promoting candidates from within their organization, the Hackathon judges recognized Visa’s solution to the rising demand for in-house talent. “The product that I’m being asked about most often is something for internal candidates,” said Steven Fogarty. “Right now they can search for a job and apply and that’s it. This next generation of talent coming through the door cares about transparency, their data, and what feedback people are giving them.”

*****

Team Avery Dennison
Avery Dennison, the global manufacturer and distributor of self-adhesive labels, apparel branding tags, and label materials, focused on creating a tool to optimize their recruiter tasks, as high-volume hiring is a key function of their business. The average time for a job posting is about 1.5 hours and can cost $37.50–$457.50 depending on the method. For companies like Avery Dennison that need to fill thousands of positions, recruiters and hiring managers spend too much valuable time manually publishing and updating their open job postings.

Rather than navigate a littered desktop of notifications and hastily scrawled Post-it notes, Avery Dennison built a Google Chrome plugin that allows recruiters to specify a date range for open positions as they input the job description and details. “As recruiters publish jobs, they don’t need to set a reminder,” says Mike Penny, TA Manager at Avery Dennison. “It eliminates some of that potential for error in forgetting to unpublish or pull the req down.”

To further automate the process, when a job posting expires, the feature deploys an email to recruiters and hiring managers with the total number of applicants and the top-match candidates according to the SmartRecruiters AI Recruiting Assistant.

Team Square

Square, the financial services company producing software and hardware payment products for mobile and tablet, looked to also reduce the number of non-value-added recruiter tasks by optimizing their interview scheduling protocols.

Square processes multiple candidate interviews every week, and manually coordinating six different schedules for the members of their hiring committees is inefficient. “That time cost from the recruiting coordinating side is extremely intensive,” says Stephanie Snyder, Recruiting Manager at Square, who estimates the company spends an estimated 240 hours per week on scheduling tasks.

Aiming to cut that time in half, the Square team built an application that assembles an interview panel of your choosing and schedules an interview time slot. Currently, panel organizers at Square toggled Google Calendar and SmartRecruiters to view team availability and schedule interviews, but the Square team predicts that a future version of their application would include a visual calendar UI that integrates these two functions in one dashboard to improve scheduling efficiency.

Once a panel is created, members can also access and revise notes about a candidate throughout the hiring process, a feature that eliminates the need to manually pull candidate data after the interview.

Team VISA

Visa, the financial juggernaut with over 12,400 employees in five major hubs worldwide, sought to answer the question: How can we retain our best talent after hiring? Visa’s answer was to build internal mobility add-on that makes it easier for employees to apply for new opportunities within the company.

Visa’s team of developers structured its strategy around three essential criteria that internal candidates seek:

1. More details, transparency, and information on the front end of the recruiting process.
2. Updates about the status of applications already submitted.
3. Where they are in the application process.

To encourage more internal candidate applications, the Visa team of developers designed their tool to be a seamless and transparent process, beginning with the login page, which quickly ushers internal candidates to the dashboard with a single-click sign in. To smooth the transition from Visa’s internal portal to the SmartRecruiters ATS, the team branded their dashboard, which automatically prioritizes newer internal postings on top of the feed.

When a new position is available, candidates can view the names of the recruiters and hiring managers for that position, and apply with just one click, as their user profile automatically fills in all relevant user data on the application. Candidates can view all jobs to which they have applied from the main dashboard.

Team SmartRecruiters

Riding the wave of excitement following SmartRecruiters’ spring release announcement, SmartRecruiters’ own team of developers couldn’t resist building their own new feature for the Hackathon. The SR team built an integration between Facebook Jobs and SmartRecruiters that allows companies to advertise their open positions in the Facebook Jobs page and give candidates the ability to view, share, and apply for jobs through their social profiles.

“This is all live, people can apply for these positions right now,” said Jem Sweeney, Product Manager at SmartRecruiters, demonstrating how the integration encourages candidates to share open positions among their network and answer screening questions all within Facebook’s platform. “You get a massive boost in your ability to get jobs in front of people and get referrals, as people can recommend jobs and apply immediately.” To attract applicants within certain industries or demographics, companies can also leverage Facebook’s native advertising and targeting algorithms to reach candidates without any additional effort or resources.

Today, SmartRecruiters announced the launch of the new Store on our hiring platform. You can now browse through our recruiting services in a single marketplace, to help you source, engage and ultimately hire the best talent for your team and company. All of our partners and their products are on display in the Store – including Job Boards, Recruiters, Assessments and Databases. If you haven’t checked it out already, click here and have a look!

Feature Walkthrough

You can access this feature by clicking on the new ‘Store’ link in the top header bar (next to ‘Jobs’ and ‘People’). You’ll find a healthy cross-section of all the different partners in our marketplace. At the top is our ‘Featured’ section, where you’ll see images of the most recognizable and in-demand partners in our Store. Below is our ‘New and Popular’ section, where you’ll find a mix of the newest partners we’ve teamed up with and those that are rising in popularity. The rest of the page is organized by product category (Job Boards, Recruiters, etc.) and highlights some of top partners in each.

At the very top of this storefront page, you’ll also notice there is a ‘Store’ header bar with links to each of our product categories. You can use these shortcuts to go straight to a particular page to browse specific partners. Some of the product category pages, like Job Boards for example, also have additional ‘sort by’ and ‘search’ fields to find the partner services that best match your needs.

If you click on any of our partners in the Store, you can view more details about their company, the services they offer, and the pricing of their services. In a few weeks, we will also support the ability to view media files showcasing our partner services (videos, documents, images) AND let you read and write reviews about them, both of which will help you make more informed decisions along the way.

What’s Coming Next?

The new Store brings all of our amazing partners to the forefront and puts a spotlight on all the recruiting services that we offer on the SmartRecruiters platform. This is just the first step and we plan to keep investing in the marketplace to deliver the best experience and value for our users.

What if there were useful recruiting applications and plugins that you could download? What if you could see what other users hiring in the same industry recently purchased? These are questions we keep asking ourselves, and we believe the answers will make the recruiting process easier for everyone. We continue on our mission to deliver these features into your hands. Stay tuned!

The post The New SmartRecruiters Store is Here! first appeared on SmartRecruiters Blog.]]> https://www.smartrecruiters.com/blog/the-smarter-marketplace/ Mon, 01 Apr 2013 20:27:57 +0000 https://www.smartrecruiters.com/blog/?p=18090

This past month SmartRecruiters rolled out one of our most exciting features yet, our new Recruiter Marketplace. Henceforth SmartRecruiters customers will be able to engage the best 3rd party recruiters directly from inside their SmartRecruiters accounts- and recruiters will have access to targeted reqs from our customers. It’s the latest step in our quest to […]