You know those short summaries at the top of LinkedIn, where the person describes themselves and what they do? Like this:
Connecting Talent With Opportunity At Massive Scale
or this:
The “Mad Scientist of Online Recruiting” – Specializing in Talent Acquisition, Employer Branding & Social Recruiting
or just a simple:
Public Relations Director, Human Resource Services, PricewaterhouseCoopers
Well, a new tool will help companies and employees put those summaries together. It’s just one of many new technologies in the talent acquisition field.
Brand Amper is a creation of Jason Seiden, whose previous company was called Ajax Workforce Marketing. This new company, and new tool, he says, “takes employees through the process of reconciling their profiles.”
What he means by that is by having employees put together a summary of themselves and perhaps their company or their role in it on LinkedIn, and in shortened form on Twitter, it gives employees a bit of a blueprint for who they are and how they’ll be posting and tweeting and updating and sharing. “This is the key to the kingdom,” Seiden says. It’s not just a summary for LinkedIn, but a proverbial “elevator pitch” summarizing their work/life.
This Brand Amper tool is one of many that’ll be unveiled at an event this month in Las Vegas called the HR Technology Conference & Expo. Some of the tools have been written up on ERE, but some of the new hiring tools you may not have heard of include:
- Wonolo,”to fill hourly/daily jobs on-demand.”
- 10Rule, to figure out what’s driving your top 10 percent of performers, and help you hire people like them. I just talked to a healthcare company who’s been piloting 10Rule, and is quite pleased with the results its getting.
- Xperiocity, for “high-performance onboarding.”
- MosaicTrack, to look through resumes and predict who’s going to fit your jobs and culture. Something uncommon: Its pricing ($177/month) is clearly listed on the home page.
- DaXtra, also making resume-search software.
- Great Hires, to keep track of who’s interviewing who, and when, and how it went. Among its customers: Intuit. A recruiting leader at Intuit tells me its Great Hires pilot is working well; people can jot notes into the app after an interview, and can even quickly “pivot” if a candidate would not be good for the job they were interviewing for, but would be good for another job. Whether Intuit adopts the tool more permanently may depend on how well it integrates into other parts of Intuit’s hiring process (for example, whether it would work smoothly with employee assessments) throughout the company.
Meanwhile, I’m hearing that at least one and maybe two major applicant tracking systems are working on creating a tool like Great Hires.
This post originally appeared on ERE.net.