Jobscience- Powering the Talent Cloud on Force.com

Jobscience Announces Spring '12 Release & Corporate Edition

The latest innovations in social recruiting by Jobscience are here! Our product team has been working diligently the past 6 months to develop new features that help our customers expand their social brands, handle more resumes with greater efficiency, and manage processes with enterprise class metrics.

Some of the highlights include:

-Social recruiting features for the job board on your corporate website

-A cool NEW Facebook Job Board App to install on your Company's Facebook Page, integrated directly to Jobscience Recruiting. Expand your reach to great candidates when Friends and Fans share job postings.

-Improved Applicant Management System (AMS) with flexibility to customize stages and sub-stages in your process, and perform actions on multiple candidates at once, including email!

-Resume Power Companion Widget imports dozens or hundreds of electronic resumes from your computer desktop, the app does all the work- parses directly to Jobscience AND applies them directly to Jobs, designates a Source, or assigns to a Stage

-Our Advanced Dashboard & Analytics Package for Corporate Edition helps you shine by tracking and managing Human Captial KPI's from a strategic perspective.

-Our Mobile Onboarding for iPhone App allows new hires to capture I-9 Docs and Images for quick set up of Empoyee Records, saving time and integrating online forms.

General Availability of these features is planned for April 25th.

To request information on how your organization can benefit from Jobscience Corporate Edition our end to end talent management application for employers. Click here.

For current customers looking to take advantage of these new features, visit our help and training site or contact support for assistance.

Reviews worth sharing...on the Jobscience of Human Capital

Mark Smith, CEO & Chief Research Officer at Ventana Research recently posted a blog that included a review of Jobscience and some of the features from our Winter 12 Release of our Recruiting App. Mark recognizes the same benefits as Jobscience customers when it comes to treating talent acquisition like customer acquisition. Hiring is an inherently collaborative process and all employees need access to the best tools to create a sense of urgency in establishing relationships with candidates in order to bring the best talent into an organization.

Mark's comments on our success include: "Salesforce customers have voted for Jobscience as the best recruiting and HR application in Appexchange for more than three years. When you consider the number of organizations whose sales and customer service teams use Salesforce, it’s obvious the benefit of a connection to recruiting and hiring talent and providing employees with tools to improve their skills."

Read all of Mark Smith's blog on the Ventana Research Site now.

Jobscience Executive Team Gains Sought-After Talent Management Experts

CRM Sourcing Expert Sean Rehder and Workforce Management Veteran Jay Hargis Join Jobscience

 Jobscience is excited to announce the appointment of two new members to its executive management team this morning. Sean Rehder has been named Solution Strategist and Evangelist for the company, and Jay Hargis will serve as Vice President of Services. These two additions to the executive team will continue to fuel our company's efforts to evangelize and increase adoption of our Cloud-based Talent Relationship Management (TRM) solutions.

The recent M&A activity in the HR application market has caused many customers to rethink their TRM strategy and put Jobscience in a unique position to offer our customers a true Cloud-based solution with social recruiting DNA. Sean Rehder's expertise in CRM sourcing gives us additional expertise to educate our customer organizations about the tremendous value of 'relationship recruiting,' which is the future. Jay Hargis' experience working with Fortune 500 companies will prove invaluable as we transition large organizations to an integrated Cloud TRM platform.

Sean has evangelized and driven leading brands to take a talent-centric CRM approach to recruiting. In 2007 he won the Beagle Research Group CRM Whiz Kid Award as well as the Salesforce.com Best Native Application Award for Sourcing & Recruiting. Rehder has worked with corporate recruiting teams to build CRM applications to find, engage and pipeline the most desirable talent in their industry, including: CBS, Dolby, Electronic Arts, Genentech, MGM Mirage, Research In Motion (RIM BlackBerry) and SNC Lavalin. In addition, Rehder has provided HR compliance expertise to Adobe, Cisco, Oracle, Seagate, among others. Rehder's primary areas of expertise include: staffing, recruiting, talent acquisition, independent contractor compliance, business development and web development.

When asked why he joined Jobscience, Sean said, "strategic sourcing using a CRM system to build and cultivate relationships is how companies are going to continue to find top talent in their industry, Jobscience takes a relationship approach to recruiting, which enables companies to build pipelines of potential candidates -- even before they have an open position. This is the technology that I've been evangelizing for leadership in TRM."

Hargis has 15+ years experience in Workforce Management, which he leveraged as a contributing author to Elements of Successful Organizations, recently published by The Workforce Institute™ at Kronos Incorporated. Hargis' previous roles include: Director of Organizational Development at Tufts Medical Center, Director of Learning and Development at Digitas, and Director of Client Services and Training at BrassRing. Hargis was also a Senior Consultant at Talent Insight Group, where he partnered with Wyndham Vacation Ownership organization to create a front-line supervisor's coaching and leadership development program. This program earned Gold designation from Talent Management Magazine.

Since 2003, Jay has served as the Adjunct Professor of Organizational Development at Suffolk University in Boston, Massachusetts. Jay believes large companies are starting to experience the effects of the 'Baby Boomer Skill Gap and despite the fact that unemployment continues to be high -- finding, training and retaining top talent in many industries is becoming much more difficult. Companies need to take both a broad and long-tail view of recruiting and employee referral programs. He joined the company because Jobscience has the only TRM system on the market that approaches talent acquisition like customer acquisition and has the flexibility to easily tap into public and private social networks.

We are thrilled to have you on board and the insight you both bring to the Jobscience Customer Community. Welcome!

Jobscience Wins AppExchange Best of 2011 Award for the 4th Consecutive Year

Jobscience was honored by salesforce.com customers with one of the salesforce.com’s AppExchange Best of ‘11 Awards. In receiving this customer choice award for Best of 2011 Human Resources & Recruiting, Jobscience joined all the winners in receiving recognition for their ability to take customer success to new levels in satisfaction and application excellence. Built using the Force.com platform, Jobscience Recruiting is immediately available for test drive and deployment on the AppExchange, the world’s most-popular marketplace for business apps.

In a social organization, people are the core asset. Jobscience helps organizations tap into the leading social networks and leverage their internal social network - to acquire the top people. Jobscience has combined the power of Force.com, social networking technology and best practice CRM business processes to change the role of HR within businesses. Central to this change is approaching talent acquisition similar to customer acquisition – a game-changer in Human Capital Management.

The Jobscience Recruiting app leverages Force.com workflows and best practices, which enable companies to gain, retain and grow employees through the full TRM lifecycle for talent optimization. Whether a company is sourcing talent for future growth plans, actively filling open positions, or managing rehires, the CRM approach of creating and managing a pipeline of talent in a searchable and active database is the key to a closed loop talent strategy that creates a 360 degree view of the employee lifecycle.

 

Here is what Jobscience customer MDSearch has to say about the news:

Jobscience has been an invaluable technology provider for us and deserves this prestigious recognition. We’ve used Jobscience Recruiting for more than four years and the Jobscience team continues to show us innovative ways that a CRM approach to talent acquisition saves time and money - while sourcing top candidates. Through Jobscience we’re also able to use Chatter, which has been a fantastic real-time internal communications tool that keeps the broader organization in tune with new developments.-Brett Slade, partner at MDSearch.

Here is what our partners at salesforce.com have say about the news:

Jobscience Recruiting can help our customers realize success by putting their HR app within an integrated cloud infrastructure that truly enables the social enterprise. We congratulate Jobscience for its customer success and achievement as the Best of 2011 Human Resources & Recruiting on AppExchange.-Mike Rosenbaum, senior vice president of AppExchange at salesforce.com

The Best of 2011 Human Resources & Recruiting category, one of 12 separate categories, recognizes  The “Best of” customer choice awards recognize AppExchange partners who have had excellent user reviews in a specific calendar year. They are awarded based on user-contributed reviews.

Jobscience Takes Gold in Talent Acquisition for 2011 Brandon Hall Excellence Awards

 

It's award season, and not just for Hollywood. Jobscience is taking home the gold. This morning we announced we won the coveted Brandon Hall Gold Award for Excellence in the Talent Acquisition Technology category.

Social networking is a game-changer for recruiting and will continue to impact the way entire organizations are built. Companies that leverage the social connections of their employees will be the market leaders of the future because of their ability to attract skilled talent while they are passively searching for jobs and engage them before the competition. At Jobscience we approach talent acquisition like customer acquisition and turn recruiting into a marketing exercises. We're helping our customers create ‘employment brands’ and tap into the leading social networks as well as their internal connections – to create talent pools. These talent pools empower you to quickly access and acquire the top talent in the market.

The Jobscience Recruiting application, built on Force.com, leverages customer relationship management (CRM) concepts, workflows, and best practices, which enable companies to gain, retain and grow employees through the full TRM lifecycle for talent optimization. Whether a company is sourcing talent for future growth plans, actively filling open positions, or managing rehires, the CRM approach of creating and managing a pipeline of talent in a searchable and active database is the key to a closed-loop talent strategy that creates a 360 degree view of the employee lifecycle.

"2011 provided us with a unique viewpoint of how organizations are driving business results and performance improvement through technology,” said Mike Cooke, CEO of Brandon Hall Group. “This was the year in which technology providers and their clients have been able to transform the power of mobile, social, talent, learning, sales and marketing technologies, with proven, validated results. Most impressive to our judges was an underlying theme around collaborative relationships, a deep understanding of client needs and how technology can be leveraged to create opportunities and operating efficiencies for organizations of all sizes. I am proud to announce these first-rate solution providers as award winners in the most competitive year yet."

A panel of veteran, independent senior judges evaluated the entries along with Brandon Hall Group’s industry expert analysts and leadership. We are honored to receive this award.

Great work Jobscientists!

 

Jobscience & Jitterbit Offer Taleo Customers a Ride to the Social Cloud

Today we announced the Jobscience Social Recruiting FastPass for Taleo Business Edition customers impacted by  Oracle.  This program provides Taleo customers a transformative way to find social talent.

It’s nice to see Oracle has conceded that Cloud Computing is the new way to operate, but Taleo customers have to be concerned about future product direction and support from a server company that builds massive databases, that doesn’t have social DNA. Recruitment has transformed beyond the Cloud and now must embrace Social relationships where HR applications are not in proprietary Cloud silos, but part of a Social organization supported by a social ecosystem. We help our customers build relationships with talent by leveraging Social verses traditional application mills pumping out transactions that don’t lead to the right hires.  If you are a Taleo customers looking for a new way to transform the way your company interacts with talent and you want to avoid becoming another Oracle transaction yourself, then there has never been a better time or way.

The Jobscience social ecosystem includes leading cloud integration vendor Jitterbit, which provides rapid and seamless data migration from Taleo to Jobscience.  Jitterbit allows you to take advantage of connecting Jobscience, salesforce.com and hundreds of other on-premise and cloud applications that are on the Appexchange.  As a proven integration platform, Jitterbit is our trusted technology partner to provide Taleo users, making the swtich to Jobscience, a proven and risk free exit from Oracle.

The program includes:

• Free basic account set up
• Free Taleo Migration Package, powered by Jitterbit until July 31, 2012
• Live and recorded web-based training sessions specific for Taleo migration customers
• Switch before April 1, 2012 and gain access to Premier Phone Support for first 90 days

Data migration, especially for larger companies, can often be a roadblock to embracing new paradigms like Cloud and Social. But since Jitterbit is already a part of the Jobscience Force.com social ecosystem – they are primed for these migrations and can provide a seamless integration for Taleo customers.

To take advantage of this program and to learn more about Jobscience customers who have successfully made the switch, current Taleo customers can request info here.

What Recruiters Can Learn From the Movie Moneyball?

by Erin Jacobs, VP of Marketing at Jobscience

I watched the movie Moneyball again this week and it got me thinking about recruiting and the use of disruptive technology in building a winning team. Here in Silicon Valley we see technology disrupting the way people strategize, interact and win every day-- but how does this relate to recruiting?

Recruiting in business was a lot like the old game of baseball- where bigger was better. The largest companies, or those with the deepest pockets, paid enormous fees to recruiters and head hunters to find their top talent. The most successful companies were like the Yankees, they leveraged big bank accounts, employed the most expensive hitters and offered high-ticket perks to attract the best. It was hard for the bootstrapped companies to compete.

But just like in Moneyball, necessity can drive innovation and start a new era...

"Your goal shouldn't be to buy players. Your goal should be to buy wins. In order to buy wins, you need to buys runs."- Peter Brand, Moneyball

Recruiter Version: Your goal shouldn't be to buy employees. Your goal should be to acquire highly sought after skills. In order to acquire highly sought after skills, you need to build relationships- inside and outside your company.

Today there is new standard of success in business, the concept of sustainable growth and profitability. Today’s fastest growing companies are not just competing for revenue they are competing for talent; facing the reality that although unemployment numbers are at their highest, there is a shortage for highly skilled workers in specific areas that they need to hire fast. Like the Oakland A's scouting team, they too must rely on a combination of the latest technology and smart recruiting practices to compete on the field.

Here are 6 practice drills for a winning recruitment campaign:

1. Identify the skill sets needed in the organization, preferably before you have a need
2. Define the key attributes of a qualified quandidate- including culture fit and work style- and don't settle for less
3. Develop a long term pipeline of potential talent, through strategic sourcing, social networking both inside and outside the organization and employment marketing tactics enabled by industry leading talent acquisition applications
4. Qualify skilled candidates and maintain a sense of momentum in your hiring process through automated workflows and event nurturing.
5. Effectively onboard new hires with the same momentum and diligence they experienced during the hiring process in order to guarantee they become successful team members that are likely to then attract the next generation.
6. Keep in contact with employees post employment- they can continue to add to your talent pipeline and/or return to the company
   

The All Star team that dominates in the social enterprise era isn’t formed by an antiquated network of “head hunters” or alumni associations. Today's All Star team is made up of diverse players with developed key skills that collaborate well and win as a team. Like in the movie Moneyball, the magic is in the mix of players that consistently get on base, can chat up someone on first, and bring in runs again and again. They started with the stats and skills they needed, they identified potential players and they nurtured them to a new level of success previously thought out-of-reach.

The bottom line: When you understand the combination of targeted skill sets your organization needs, to put the right people in the game, you go a lot farther in reaching the fence. When you have the right recruiting technology that enables highly targeted searches by skill sets, and is open and social at it's core, you have the ability to attract more of the candidates that will consistently round the bases. With the right strategies, for people and technology, you can assemble your 2012 All Star Team.

If you were going to create a baseball card for your top employees, comment below on what you would track?  Do Recruiters and Hiring Managers at your company agree on what equals homeruns and base hits at your company?

 

Jobscience Expands Team to Fuel Accelerated Growth

More People, More Space, Supporting 75% Growth

Jobscience fans may have noticed we added a few new faces to engage with customers and prospects. We appointed Erin Jacobs as Vice President of Marketing and Jason Gasper as Vice President of Sales to our Executive Team in order to accommodate the demands of a 75% revenue increase in the past year.  We also doubled our office space in New Hampshire, to accommodate more great people in research and development, professional services and customer support. It's never been more exciting around Jobscience and we are thrilled to have so many customers share in our success!

“With Erin Jacobs and Jason Gasper on board, we now have two more leaders to drive demand in the burgeoning Human Capital Management market,” said Ted Elliott, CEO of Jobscience. “Our rapid growth this past year underscores the benefits of our unique Talent Relationship Management solution that leverages a social platform and makes marketing, sales and service the foundation for attracting talent in any industry.”

Jobscience’s client and revenue growth accelerated during 2011 with a 75% revenue increase compared to 2010, and Force.com-based license annual contract value more than tripled. Interest from new markets also increased, with international revenues accounting for 20% of total revenue. The company’s international success has prompted professional IT service providers across the globe to ink strategic partnerships with Jobscience. Partners such as: 2cloudnine, Cloud Consulting, ForceBrain.com, GlobalOne, ITBconsult, Nuage Group, WebResults and westbrook International now sell, deploy and support Jobscience TalentCloud applications.

“Surprisingly, the unemployment numbers are not an accurate reflection of the difficulty of finding great talent in the marketplace,” added Elliott. “Many companies are struggling more than ever to find qualified candidates within an overwhelming pool of unqualified applicants. Jobscience TalentCloud enables corporations and staffing and recruitment agencies to lower recruiting costs and secure more top talent by creating a pipeline of highly skilled candidates.”

As Vice President of Marketing, Erin Jacobs drives all marketing activities – including branding and lead generation for the company. Jacobs brings 15 years experience as a vital marketing leader for Cloud companies such as Mindjet, SlideRocket and Demandbase. She guided the marketing teams at VerticalResponse and launched successful demand generation campaigns for Informatica, InQuira and Nortel Networks.

“Jobscience has a unique opportunity to change Human Capital Management – by empowering businesses to treat talent acquisition like customer acquisition and by helping companies build relationships with great people who define the future of their enterprise,” said Jacobs. “Applying a CRM approach to hiring puts relationships with people at the center of the process rather than treating hiring as a transaction.”

As Vice President of Sales, Jason Gasper oversees sales strategy, management and operations for Jobscience’s growing sales team, which more than doubled in 2011. Gasper is a proven sales leader with 15 years managing sales and training functions at Merck, Procter & Gamble and Datascope. Most recently, Gasper served as Director of Sales, Western U.S. and Canada for Solta Medical

“HR is the next significant business application that CIOs and CFOs want serviced from the Cloud – but they want it on a proven, highly scalable and reliable platform they can trust,” said Gasper. “Jobscience TalentCloud is built on one of the most trusted platforms enterprises use today. It’s one thing to put HR in the Cloud – but Jobscience has put HR within an Integrated Cloud Infrastructure that is truly enabling the social enterprise.”

Click to read the full announcement.

 

InternEdge Shares Key Drivers for Recruiting in the Cloud

Jobscience recently caught up with Adam Singh, President of an innovative company called InternEdge that delivers the best local internships to students. InternEdge is using Jobscience TalentCloud Recruiting and we asked Adam to share the 3 key business drivers in their move to managing recruiting in the cloud.

Here's what Adam had to say:

We’ve been using Jobscience TalentCloud since the beginning of 2011. We had been using a similar application -- well actually it wasn’t similar at all, it’s like night and day.

There were 3 key drivers that motivated our management team to make the decisio n to implement Jobscience - Flexiblity, Intuitiveness and Mobile.

Flexibility
The biggest factor driving our business decision was flexibility. Our current application was a desktop application with the look and feel of a traditional MS product. It was robust; however, it took a rocket scientist to customize it, which we only found that out after the implementation.  InternEdge is an innovative tech firm and we bring disruptive business models to market.  Because of this reason, we need a solution that was as agile as we were. We found that in Jobscience.  The application is customized for the industry we are in but flexible enough meet our unique customer needs.  To get this type of product elsewhere would have taken considerable upfront cash investment. 

Intuitiveness
Technology is only as good as the “buy in” from your team. From experience, I know if there’s a long learning curve, the probability of effective usage drops significantly. During the 30-day trial, we were able to test the user experience and the results were favorable. Everyone loved the application. There weren’t any complex processes and really, someone could jump right in and use Jobscience without any formal training. The team felt that this technology would make their jobs easier and increase their productivity. 

Mobile
Our business model requires our team to be mobile. We can’t be limited to access our applications only from our desktop. We lose productivity and business when doing so.  Jobscience TalentCloud is in the cloud and allows access from multiple mobile devices. This is critical for enabling us to get the information that we need - when we need it - whether we’re on the road or after hours.  In this fast-paced small world, business happens at any time. We know that to be successful and deliver value to your customers, your resources have to be in the cloud. 

Impact on our Business
After implementing Jobscience TalentCloud, we reduced our manual data input time 75% by using the email and calendar sync tools. We were easily able to create workflows to automate processes. This allowed our team to focus more of their time on delivering value to our customers – positive impact on our bottom line!

Jobscience TalentCloud Recruiting Winter '12 Release is Here!

TalentCloud Recruiting adds Dynamic Job Boards, Apply with LinkedIn, EEO Compliance Engine and Global Recruiting Capabilities

Today’s high unemployment doesn’t necessarily mean that today’s fastest growing companies are quickly and easily filling open positions. In fact, while talking with customers we’ve heard many of you say it’s quite the opposite. Many are buried in resumes from unqualified applicants and struggling to meet the increasing requirements to remain EEO compliant. The reality is that the Tech Talent Wars and the Baby Boomer Skill Gap are pushing more companies to tap into the global marketplace to attract highly skilled workers.

In order to help our customers address today’s changing hiring demands, we announced the availability of the Winter 12 Release of our award-winning TalentCloud Recruiting application. This new version now includes functionality that helps customers expand their talent pool globally as well as locally, improve job board experience for candidates, and strengthen critical EEO compliance.

There is a lot going on in the release so let’s break it down:

Dynamic Job Application - Candidates can apply for multiple positions at a single company without having to answer the same tedious questions repeatedly. Now the EEO data follows the candidate, not the specific application, ultimately limiting the risk for employers having inconsistent answers from applicants across multiple job submissions. Applying a CRM-style approach to hiring, we’re putting the candidate at the center of the process rather than focusing on transactions and single applications. Now employers need only verify the information candidates have provided, and you have the option to omit questions from being asked again. In addition, we’ve improved the candidate experience by removing barriers and time to complete additional applications for which a candidate may want to apply.

Expanded Candidate Record Search – The challenges of the recent job market have more candidates and employers relying on part-time, temporary and contract jobs. But in order to get an accurate view of an applicant, all past work history, job titles and education should be considered. The Expanded Candidate Record Search ensures that recruiters have a complete picture of each applicant, which improves the accuracy of candidate searches and increases the total pool of suitable candidates.  Each employment, education, and skill is parsed into a separate searchable object collected under the Candidate record

EEO Compliance Engine – As the number of requirements and applicants rise, EEO compliance has become an increasing challenge and legal liability for large companies. In order to remain EEO-compliant, companies need to track potential candidates across race, gender, age and veteran status in addition to their reason for rejection. The EEO Compliance Engine allows companies to record, audit, report and display their hiring decisions based on your unique EEO compliance needs. The engine allows ‘rollover’ of candidates from opening to opening, which keeps track of candidates in cloned jobs or across multiple closed job applications.

Globalization – As more companies expand into new markets and/or tap into emerging markets for top talent, they need a worldwide recruiting solution. The new Globalization features allow hiring managers to duplicate or clone job orders and have addresses automatically update.  Global address validation ensures that companies are looking at a real candidate who resides within a reasonable and legal proximity to the position.

Apply with LinkedIn - Jobscience TalentCloud was one of the first Applicant Tracking Systems (ATM) integrated into ‘Apply with LinkedIn,’ which is now standard functionality with the Winter 12 Release.  For the first time, companies can offer job seekers the speed and simplicity of applying for a job using their LinkedIn profile and simultaneously uncovering relationships within an organization to help make introductions with hiring managers.

 Additional New Features Include:

• Multiple attachments on application, e.g., writing samples, portfolios, cover letters
• Search multiple jobs across regions and departments
• Email to Parse Resume - email resumes to a specific job order
• Extended Candidate Records
• Real-time collaboration via Chatter™

Download the Product Release Sheet for more for info.