Applicant tracking systems are a great thing, but for early stage companies under 20 employees all the bells and whistles of a typical ATS may be overkill. With a good blog platform, you can use the 'Apply with Linkedin' plugin and get a functional apply now process that emails the resume directly to the designated hiring manager.
Example:
PeopleOps is a fast growing company with great opportunities for really smart people who come from a variety of backgrounds. PeopleOps has recently taken to market what is hands down the best Talent Acquisition solution available on the market, globally.
We are looking for a Marketing Assistant Intern to work directly under our Founder/CEO. This position will provide assistance with customer out-reaches, organize company marketing products, and manage materials used by the Founder in the demand generation process. The Marketing Assistant Intern must quickly obtain in-depth knowledge of PeopleOps and it's culture in order to convey the feel of the PeopleOps way to prospects and customers. In an incredibly fast paced environment, he/she will have to have the very best optimistic attitude in every situation.
You Will:
- Assist in the development and maintenance of customer demand generation
- Serve as the liason for the CEO and the prospects / customers
- Act as an effective gate keeper with calls, emails, and meetings that intersect with the CEO
- Assist with due diligence work on prospective investment, new business, client, or partner calls.
You have:
- BA/BS degree or close to graduation (Senior year +)
- Marketing, Advertising, PR, Secretarial and Inbound Marketing type experience
- Proficiency with technology, social media, and office applications. Comfortable in a Mac OS environment strongly recommended.
- Interesting life experiences; great writing ability; great conversational skills; discretion; and maturity.
- Entrepreneurial self-starter attitude
Here is a quick Haiku deck on some things to consider (and avoid) when attempting to build 'Talent Communities.'
photo credit
The beginning of the year is always the time companies implement changes to policy, direction, or realignments to what is important. It can also be the time to embrace change and not just go along with it but lead through it.
By the end of the year, PeopleOps will be a 100% paperless environment. Here is how we will do it and (if you choose) how you can too:
Incoming mail: We will be selecting a mail box forwarding vendor that all of our incoming mail, excluding client invoicing, will be scanned and emailed to us. 100% of the mail will then be shredded and recycled.
Client invoicing: We have already been invoicing via email for a couple years but soon we will only accept electronic payment delivery. Credit card, bank wire, or a check delivered directly to our banks lockbox.
Internal documents: As a sourcing firm, the sheer number of resumes alone could be enough to represent thousands of dollars in ink and paper. We will use devices like iPad’s with applications like Dropbox or Box to instantly share resumes around the office.
Signing official documents: A lot of times a client may require an official government form to be signed and returned to them. However, there are great applications for iPad like Signmypad that allow you to add an original signature to a file. If we need something signed we use Docusign to get the document executed.
Paper products in the office: No more disposable cups, we will use a dishwasher and hard mugs for coffee and such. We have located a vendor to provide milk in recylable glass bottles and all of our other products in the office will either be fresh or in a recyclable non-paper container.
Although different types of companies may not be able to go completely paperless we think we can all do our part to reduce our paper usage, ink usage, and help the environment.
Recruiting Predictions for 2013 and Beyond
It’s already that time of year again to make some predictions about what’s in store for next year. With 2012 coming to a close, let’s look back at some of the things that changed the recruiting landscape. More social media sites have entered our recruiting peripheral vision, like Pinterest. We have started to take Facebook more seriously as a tool to tap into generation Y talent. We have also noticed a proliferation of next generation recruiting tools such as RemarkableHire, TalentBin, and The Resumator. Here are a hand full of my predictions for 2013:
Jonah Manning at Lunch with DriveThruHR @jonahmanning visits with Bryan Wempen and William Tincup about HR and whatever else keeps them up at night.
For almost a year, PeopleOps has been talking about the need for more authenticity and a 'high touch' within recruiting. We firmly believe that the candidates NOT HIRED by a leading brand, if not treated with a basic mutual respect, could become a PR nightmare for the entire company.
What happens when that trend starts is a continuum among everything else. The drive for authenticity that is seeing entire countries being turned upside down from within, is now effecting major corporations as well. Brands, Employers, Startups, pay attention! If you do not have an authentic culture, that is REAL, what is happening to Goldman Sachs will happen to you.
Brands in the next couple of years will have to be honest and do right for the customer, or they will be out of business; either from consumers shunning them or from their very own executives blowing the whistle. We are not implicating that this executive was on point with Goldman rather we are simply saying this should be the warning shot to all brands.
You have to do right for PEOPLE; employees, customers, vendors, etc, and if you don't...its going to be a really tough decade for you.
Exec's Scathing Letter: Why I Am Leaving Goldman Sachs
To put the problem in the simplest terms, the interests of the client continue to be sidelined in the way the firm operates and thinks about making money. Goldman Sachs is one of the world’s largest and most...
@jonahmanning ....Jonah Manning visits with Bryan Wempen and William Tincup about HR and whatever else keeps him up at night with Corporate organizations.
DriveThruHR more than not talks about Human Resources with HR professionals every day at lunch time for 30 minutes. Give us a listen at (347) 996-5600 and share your thoughts on twitter using #dthr or @drivethruhr. We talk HR along with lots of clever bantor and thoughts every day at 12 Noon Central time at "DTHR".