Applicant Tracking System Vendor Criteria Checklist
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Here's an easy to use spreadsheet for helping recruiting and staffing professionals as well as HR leaders with selecting which applicant tracking system (ATS) to use while considering new HR Technology. Use this sample vendor evaluation matrix during your own RFP processes for a side-by-side comparison of the recruiting software vendors currently under consideration.
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Next-Generation Native Apps
The document discusses new features for building native applications on the Salesforce platform in Winter '07. Key new capabilities include enhanced workflow and approval processes, improved application logic for data validation and formulas, increased flexibility for data model customization and user interface configuration, and the ability to automate complex business processes without coding. An example PTO request application is demonstrated.
Creating a successful continuous testing environment by Eran Kinsbruner
This document discusses continuous testing and provides an overview of key concepts. It defines continuous testing as executing automated tests as part of the software delivery pipeline to rapidly obtain feedback on release candidates. The benefits of continuous testing discussed include fast feedback, continuous visibility, and testing that matches different skill levels. It also covers topics like test authoring best practices, key performance indicators for continuous testing, and the potential future role of machine learning. Continuous testing is presented as a way to mature an organization's path toward DevOps practices.
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This document discusses planning considerations for SharePoint 2013 governance. It outlines roles and responsibilities for governance committee members, policies for disaster recovery and governance, and the importance of training end users. It also provides an overview of Microsoft certifications related to SharePoint administration and development.
Navigating HCM Compliance Through Managed Services Part 2
Form I-9/E-Verify and Compliance & Managed Services for HCM Cloud
Presented by the Department of Homeland Security, ERP Risk Advisors, and Smart ERP Solutions
Part 2: Compliance With Managed Services for Human Capital Management (HCM)
In this webinar, discover how Compliance and Managed Services for Human Capital Management (HCM) Cloud can optimize and streamline your HR processes, saving time and resources and staying compliant. ERP Risk Advisors and SmartERP will showcase the benefits of utilizing managed services, focusing on automation, security, scalability, and compliance. Learn how managed services can enhance your HCM Cloud experience and allow HR professionals to focus on strategic initiatives while ensuring data privacy and regulatory compliance. There will be an open Q&A.
Some of the topics that will be presented:
What do we mean by Compliance through Managed Services?
Flexible Models for Managed Services as an extension of your Internal Team
Ensuring Oracle License Compliance and Reducing risk through Role Management
Demonstrate significant risks with the use of Seeded and Hybrid roles
Automated processes and their impact on HR efficiency
Compliance assurance and risk management through enabling and evaluating audit logs
This webinar will focus on content for HCM professionals that are utilizing HCM Cloud or are currently investigating moving to HCM Cloud.
Note: Both webinars are tailored to HR professionals, compliance officers, and managers. The aim is to offer valuable insights and practical tips for handling DHS Form I-9 compliance and leveraging Managed Services to optimize HCM Cloud operations and compliance.
eFACiLiTY Helpdesk and Knowledge Base System
Web based Helpdesk Software with call recording, call processing with SLA management, work order generation along with a Knowledgebase system
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Adecco Xpert offers clients additional testing and skill assessments as part of our superb recruitment service which is 2nd to none. For more information please feel free to contact me.
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The Automation Firehose: Be Strategic & Tactical With Your Mobile & Web Testing
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Aug2008 Eds Presentation
EDS received an award for excellence in customer support. It operates 8 global service desk locations supporting over 200,000 users in 42 countries. Key aspects of its global service model include a single point of contact, ITIL compliance, cultural sensitivity, and common global components with personalized front ends for each region. Metrics such as speed to answer, abandon rate, and first contact resolution are used to measure performance.
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More from Matt Charney
The Hiring Hype Cycle: What Recruiters Should Really Care About
This presentation takes a look at some of the biggest trends and most important topics impacting recruiting and hiring today. Whether you're running a desk, or managing a division of recruiters, there are a few things every talent pro needs to know.
From NPOs to Fortune 500 employers, from mom and pop shops to multinational enterprises, this presentation looks across markets, industries and specialties to identify what talent leaders can do today to compete for - and win - the top talent of tomorrow.
Matt Charney discusses the real issues that really matter to real recruiters - and keeps it real when looking at what's new, what's next and what the data says about the future of work and hiring.
How to Improve Your Recruitment Marketing Through Technology
This session will provide an overview of marketing technology specifically for HR leaders, covering the trends, tools and tips every talent pro needs to build a tech stack that stacks up when it comes to recruitment marketing. We’ll look at some real-life examples of what cutting edge companies are doing to win the right talent with the right marketing technology, how to integrate marketing technology into your talent attraction strategy and give you some tips and tricks you can use right away to turn your recruitment marketing from cost center into competitive advantage.
We’ll discuss:
Gain insights on inbound marketing technologies, and how to build a sourcing pipeline through marketing automation and targeted content
Understanding the benefits of programmatic ad buying, retargeting, social media ads and other consumer marketing technologies that enable recruiters find the right candidates at the right price
How to create killer job descriptions and emails, and the tech it takes to scale personalized messaging and engagement
How to measure ROI for recruitment marketing spend, aligning employer and consumer brands and building a business case for internal buy-in.
HR’s Dual Role: Protecting a Company’s Best Interests
It’s long been known that HR isn’t there to make friends with employees, but in the current #MeToo climate, employers and their HR departments are in the spotlight. It’s important that HR protect the interests of both company and its employees. After all, a company won’t accomplish much without the work its many employees complete each day. But is doing even possible?
Matt Charney sits down with the California Chamber of Commerce for the California Employer Update.
What the Rest of the World Wants Silicon Valley To Know.
While the tech industry has traditionally coalesced in Silicon Valley, its position as a talent magnet is currently in jeopardy. The primary reason it’s become a metonym for the entire industry has been its ability to attract the world’s best and brightest minds, and proximity has not only bred familiarity, but some of the history’s most innovative and disruptive breakthroughs, from semiconductors to social media.
HiQ v Linkedin
The document is a complaint filed by hiQ Labs against LinkedIn for declaratory and injunctive relief. HiQ uses public profile data from LinkedIn's website to provide people analytics services to its clients. LinkedIn sent hiQ a cease-and-desist letter ordering hiQ to stop accessing public profile data, asserting that continued access would violate federal and state hacking and unauthorized access laws. HiQ argues that LinkedIn's claims are pretextual, as LinkedIn knows hiQ relies on this data and has no legitimate copyright claim over data its members choose to make public. HiQ seeks declarations that it has not violated the laws cited by LinkedIn and an injunction preventing LinkedIn from interfering with hiQ's business
Should You Break Up With Your Recruitment Marketing Agency?
This document discusses signs that it may be time to end a company's relationship with its recruitment marketing agency. It identifies five signs: 1) the agency is not engaged or interested in the company, 2) the agency is hiding important information, 3) the agency is only interested in making money from the company, 4) the agency makes money from proprietary technology rather than being vendor-agnostic, and 5) the relationship is no longer as effective as it once was. It also provides suggestions for what to look for in a new agency and recruitment marketing tools.
Elevated careers by e harmony opportunity
Elevated Careers uses predictive algorithms and personality assessments to match job candidates to employers based on factors beyond just skills, including values, culture and personality fit. It aims to improve hiring outcomes and reduce employee turnover by finding the best long-term matches. The company has proven technology and customers but its parent company, eHarmony, now wants to divest it to allow a new owner to fully exploit its potential in the recruitment market. Potential acquirers are offered the opportunity to acquire Elevated Careers' complete business and intellectual property.
Glassdoor Best Places to Work Awards Methodology
A full description of the criteria and methodology used by Glassdoor when analyzing data to determine their list of the 2016 Best Places to Work.
Top 25 Tools Every Recruiter Should Know.
The document discusses cool recruiting tools that talent professionals should know. It covers the vendor ecosystem, top 20 tools, and questions to consider when selecting tools. The top tool recommended is Textio, followed by Surf Easy and SproutSocial. The presentation aims to help recruiters select the right tools to make their jobs easier.
Data Visualization and Social Network Analysis for Recruiting.
This presentation focuses on how employers can leverage big data to analyze, visualize and utilize visualization to understand how their workforce is connected and who the real influencers are in any organization. Seeing networks at work can help increase retention, boost employee referrals and create higher impact outcomes by allowing HR to focus on who really matters in an organization.
Objectives of attending this session:
1. Attendees will understand what data visualization is, why it matters and how recruiting and HR leaders can apply some of its basic concepts to improving both day-to-day operations and long term strategic outcome within their own organizations.
2. Attendees will learn what data visualization tools, paid and unpaid, are available, how they compare and what they can do to select, implement and optimize these tools within their current HR Technology stack.
3. Attendees will see real life examples of how real recruiting and HR organizations over came real challenges in the real world by using data visualization and learn how these case studies can be applied to their current and future talent practices and processes.
Marketing Fundamentals for HR and Recruiting
This presentation explores the marketing fundamentals that HR pros need to know in order to build a communications strategy and effective brand both inside and outside of the organization. Attendees get a behind-the-scenes look at corporate marketing to see what it is really all about, what matters most for brand marketing, and how to effectively partner with marketing to achieve HR results. Topics include lead generation/nurturing, message creation and targeting, social media tools and tactics, content marketing, and engagement best practices.
Learning objectives include how to apply marketing fundamentals and best practices to the HR function and how to leverage your HR brand inside and outside of an organization through content, engagement, and campaign management.
SHRM February 2016 990 Submission
SHRM is screwing you over. Don't worry. They're losing money too. Here's their latest financial filings from last month - it was another good year for Hank Jackson, on the bright side.
The State of Social Recruiting.
My keynote presentation was supposed to be on "The State of Social Recruiting in 2015." Since stats without context and infographics don't really tell the whole story about just how ineffective and costly this "source of hire" (or lack thereof) actually is, I decided to add a few .gifs to the mix, too.
For more on social recruiting, check out http://www.recruitingdaily.com. Just please, whatever you do: please, don't "join the conversation." Ain't no one got time for that.
Write On: How To Create Killer Recruiting Content
My presentation from #RecFest2 on how to create killer recruiting content. It's got no stats or charts or research, but it does have a Justin Bieber mention.
Big Data Recruiting Checklist
How to build a better recruiting strategy with analytics from CareerBuilder. Check out http://corporate.careerbuilder.com/bdas for more information.
Fact Sheet #71: Internship Programs Under The Fair Labor Standards Act
This fact sheet provides general information to help determine whether interns must be paid the minimum wage
and overtime under the Fair Labor Standards Act for the services that they provide to “for-profit” private sector
employers.
SnapChat Resume
The document provides an overview of the candidate's experience including internships in finance and graphic design from 2011-2013, a marketing internship in 2010, and assistant manager role at a wave pool from 2006-2010. The candidate earned a B.S. in Business Administration from Ithaca College from 2009-2013 where they created digital and print graphics and worked with marketing departments. They are currently pursuing an M.B.A. at St. Thomas Aquinas College from 2013-2015 and held leadership roles on men's basketball teams. Relevant skills include the Adobe Creative Suite, Google SketchUp, Microsoft Office, and social media platforms.
990 irs shrm 2013 submission analysis february 2015
1. SHRM's CEO compensation increased 18.6% to $1,532,358 in 2013, and SHRM employed 409 people, up 7.6% from 2012. SHRM's total assets increased 24.9% to $143,089,642 in 2013.
2. Revenue increased 9.9% to $114,561,872 while expenses rose only 6.2% to $109,644,067, resulting in a 382% increase in revenue over expenses.
3. SHRM expanded activities outside the US, spending over $5 million total with largest expenditures in India ($3.1 million) and China ($85,556).
Szpyrka v Linkedin Complaint
A full copy of the e-filing in the United States District Court of Northern California which resulted in LinkedIn's class action settlement.
The Evolution Of Staffing Technology
In this white paper sponsored by TalentWise, I take a look at some of the key moments in staffing technology history and some of the key trends for the future that are going to make history. I also share a few staffing tips and tricks for staffing to help make sure agency recruiters and search firms aren't consigned to history.
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The Hiring Hype Cycle: What Recruiters Should Really Care About
The Hiring Hype Cycle: What Recruiters Should Really Care About
How to Improve Your Recruitment Marketing Through Technology
How to Improve Your Recruitment Marketing Through Technology
HR’s Dual Role: Protecting a Company’s Best Interests
HR’s Dual Role: Protecting a Company’s Best Interests
What the Rest of the World Wants Silicon Valley To Know.
What the Rest of the World Wants Silicon Valley To Know.
Should You Break Up With Your Recruitment Marketing Agency?
Should You Break Up With Your Recruitment Marketing Agency?
Data Visualization and Social Network Analysis for Recruiting.
Data Visualization and Social Network Analysis for Recruiting.
Fact Sheet #71: Internship Programs Under The Fair Labor Standards Act
Fact Sheet #71: Internship Programs Under The Fair Labor Standards Act
990 irs shrm 2013 submission analysis february 2015
990 irs shrm 2013 submission analysis february 2015
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This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
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留信网认证的作用:
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3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024
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Digital transformation has transformed the talent acquisition landscape over the past ten years. Now, with the introduction of artificial intelligence, HR professionals are faced with a new suite of tools to choose from. The question remains, where to start, what to be aware of, and what tools will complement the talent acquisition strategy of the organization? This session will give a summary of helpful AI tools in the industry, explain how they can fit into existing systems, and encourage attendees to explore if AI tools can improve their process.
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Applicant Tracking System Vendor Criteria Checklist
- 1. EI Toolkit Vendor Evaluation Criteria Whole Number 0-3 scale 1 2 3 4 5 6 1. Compliance EEO / OFCCP / VETS Safe harbor, and other Int'l Standards Information Security Average Score 0.00 0.00 0.00 0.00 0.00 0.00 2. Global Capability International Capacity Multiple workflow options Multiple language support Special character support Average Score 0.00 0.00 0.00 0.00 0.00 0.00 3. Integrations HRIS / ERP CRM / Email marketing Backrgound checks Job Board Distrbition Customizations Average Score 0.00 0.00 0.00 0.00 0.00 0.00 4. Recruiter Friendly Candidate Search Boolean Search Mail Merge Email Templates Integrates with Outlook Browser extension Resume / Profile upload Automated Duplicate Candidate Check Social Search / sharing Average Score 0.00 0.00 0.00 0.00 0.00 0.00 5. Reporting Cycle times by recruiting stage Candidate Pipelines Functional Sourcing metrics
- 2. EI Toolkit Vendor Evaluation Criteria Whole Number 0-3 scale 1 2 3 4 5 6 Ad-Hoc Average Score 0.00 0.00 0.00 0.00 0.00 0.00 Employee Referals Tracking Internal employee Job Board Landing page /Multiple Job Boards Vender/ 3rd party Agency Management Portal Candidate Ranking Resume Parsing Integrated Forms User Rights Management Opt-out email compliance Internal Mobility (succession plannning) Import current ATS Database Candidate UX Recruiter UX Delegate Access Rights Average Score 0.00 0.00 0.00 0.00 0.00 0.00 7.Customer Service Technical Support (Direct Phone) Personal Support Rep Live 24/7 support Average Score 0.00 0.00 0.00 0.00 0.00 0.00 8. Vendor Demo / Company Details Alignment with our objectives Ease of use System performance Mobile App / responsive / optimized web Flexibility, tailorability, and extensibility Robust features Average Score 0.00 0.00 0.00 0.00 0.00 0.00 6. Functionality
- 3. EI Toolkit Vendor Evaluation Criteria Whole Number 0-3 scale 1 2 3 4 5 6 9. Fee Summary / License / Maintenance Agreement, Terms & Conditions License fees Maintenance fees Commitment Requirement Set-up / Implementation fees Training Optimzation IT / Web support Average Score 0.00 0.00 0.00 0.00 0.00 0.00
- 4. EI Toolkit Vendor Evaluation Criteria 7 Basis For Score 0.00 0.00 0.00 0.00
- 5. EI Toolkit Vendor Evaluation Criteria 7 Basis For Score 0.00 0.00 0.00 0.00
- 6. EI Toolkit Vendor Evaluation Criteria 7 Basis For Score 0.00