What does Broadbean do? #SRTECH13

I’m live blogging from #SRTech in Birmingham. Richard Essex is talking about how Broadbean has changed over the years. Many of us kind of know what we think they do, but it is quite cloudy. Today it takes one ad to be posted to five job boards and one social media site to make a hire. The average recruiter takes eleven minutes to post a job to a job board without a multi-poster. For some recruiters, they are spending up to 55% of their working day posting job ads. that is kind of scary.
The Broadbean product is quite different for corporate recruiters rather than agency recruiters. The big difference is the type of ads placed, and what happens when applicants apply. Users can create template job ads and add dynamic content like video or podcast for social media posting. Candidates can be redirected according to where you want them to go, Typically the career site. The beauty of this is that any redirect is to the job landing page, rather than requiring a log in to the career site for searching again. This also makes source tracking automated for the whole candidate journey, providing real analytics.
80% of corporate clients use an apply on-line form direct in to the ATS. The recruiter dashboard tracks all the current activity like jobs posted, responses, progress for multiple posting in one place, measuring the effectiveness of each post in the same way. Each applicant has a simple review form, presenting their data in the same way regardless of source. The historical tracking of real job board performance, which can include both volume and quality) helps select the best media for future posting. You can drill down in to the data by position, date range, results, location, job or skill type etc. This is essential data for organisations with on-going hiring requirements, and those organisations without an ATS can handle all of their candidate management, progress and tracking through the platform. Data helps companies to make the best decisions over job posting. another interesting fact is that the use of their integrated search tool is increasing month on month. which searches internally and externally, by taking data from multiple places and organising it in a consistent way, indexing every candidate. This is about data retrieval rather than data storage. the growth in use of the sourcing product over the multi-poster by corporate recruiters indicates the changing work practices of corporate recruiters.
Social referral is the other part of the Broadbean offering, that distributes jobs to internal employees and their social networks. they are now much more than a posting tool. An interesting look at a product we all know, that is continually finding new ways to deliver data.As always, I like the product.
Disclaimer: Broadbean are occasional sponsor of #tru events, as are the Evenbase group.

Making academics virtual recruiters at the University of Oxford #SRTech

I’m watching Richard Bunkham deliver a keynote about how the university of Oxford are turning line managers in to virtual recruiters. The university recruitment environment has 163 different depts who each have a responsibility for recruiting. They are adopting a candidate centered pproach that helps the candidate to find only the jobs and places that are right.
Richard talks more about jobs, and job distribution rather than content, and this concerns me a bit, but I like the way they are making line managers responsible for their own hiring.
As a University, they make evidence based decisions, and track everything. they are also not afraid of experimentation and research, and that some candidates will want to work in a specific dept, whilst others are interested in the university as a whole. They track where their candidates and employees spend most time on-line and what they are doing. The Zoology dept for example spend most of their time on Facebook, and this was something of a surprise.
The most successful source of hired applicants is the university website, followed by referrals. Word of mouth and social media is responsible for 14% of hires, where as their biggest spend has been on press advertising, this has been one of the least effective sources, and is changing. They are now using the social channels, particularly linkedin, as well as specialist forums like Researchgate and other niche forums.
The Universities approach now is promoting recruitment marketing, rather than press advertising, which is what they have always done. write a dated ad, sit back and wait. Richard uses evidence to prove where the best hires came from, and is slowly changing a machine. They are opening things up and encouraging peer to peer recruiting, plugging in to the competitive nature of academics. All staff had mandatory training in the change in recruiting culture, and their was a big pushback from academics who felt they already knew the best way to do things, the way they had done it for 400 years. come to the end of the year then push publish at the end of term. The budget is zero, which means a bit of creative funding, and pushing hardest for using free channels. The learning points are:

> Hiring managers have the best understanding of what they want. They should be hiring.
> Employees have the most relevant connections. for hire.
> to prove an argument you need data and evidence.
> A supertanker can turn around.

It’s an interesting approach. if the University of Oxford is thinking this way, shouldn’t we all?