November 15th, 2018

The gig economy

Instead of waking up every morning to a full-time job tying you up until the required hours are complete, a growing percentage of workers are turning to gigs that fit their expertise and life needs.  Companies hand over temporary projects to contractors who deliver the product for payment. People have found numerous freelance opportunities with the internet and apps where they offer their skills and talents to earn income allowing them extreme flexibility to take care of personal matters or to simply live this more freedom based work-life. Freelancers use such ubiquitous verticals as Uber, where you just need a suitable car or Airbnb if you have a place to rent.  Others include Fiverr and even for Recruiters,!  This very article was written and contributed by virtue of the gig economy!uber_taxi

Now, the sweet side of working gigs is as follows.


No need to wait for someone to wake you up for work. If you are a student, you can commit two hours of freelancing before or after classes. For a single parent, you can work on a project while you wait for your kids to get home for school or do house chores. Gigs are not limited to specific people, if you have time to spare, no one will ask you questions. All you need is to deliver quality work. Similarly, you can make it your full-time job and work wherever you are without concern. That’s how flexible it is; both with the working hours and where you want to be while working.  The beach?  The mountains?  Sure thing.

Style of work

Freelancing jobs can be less demanding than full-time work, but that doesn’t mean you can bypass requirements needed to build a comprehensive freelance portfolio. Once you are assigned, you can earn from the comfort of your home, on your way to town, at the park, etc. Many travel the world and still manage to fill their bank accounts back at home. The deal is attractive especially when you are committed.  By committed, I mean working diligently and effectively to complete the project entrusted to you by those offering the gig which can range from large companies to sole proprietors.


Well, everything sweet has a bitter side and the new gig economy almost never comes with benefits typically offered by an employer. It’s totally up to you to manage that money in every aspect of your life and take precautions to avoid being conned or short on cash for the healthcare or things you need.  If you’re responsible, conservative, and well organized, the new gig economy can offer lifestyles only previously enjoyed by the wealthy.

Disruptive recruitment technologies behind every successful business

September 2nd, 2018


How many times have you heard the term “disruptive” used when announcing tech innovations, new hiring tactics and the likes? How many times out of that total has the product actually changed the game? In general, disruptive innovations are expected to remove and replace the market for the existing products. If you’re getting enough of  “new” disruptive tech, especially in the HR field, read on to discover the four technologies that are not necessarily new, but will truly transform the current recruitment practice.

1—Data privacy enhancements

There are things we must keep secret. This includes your employee and candidate data. Are you still storing this sensitive info in your file drawer rather than the cloud? It’s time to pick out hiring software.

One of the best ways to ensure data safety is to seek out recruitment tech that is based outside the jurisdiction of the Patriot Act. The Patriot Act, simply put, is a controversial Act of Congress in the U.S. that allows data breaches performed by the government in an attempt to surveil against acts of terrorism. However, the act is more commonly known for the fear it instills in the public that this permission is being taken advantage of. Choosing a recruitment tech solution that is based outside of the U.S. can give you that extra assurance you need.

Another tip when choosing software is to be on the lookout for clear definitions of the data privacy requirements that are being followed by the company. In particular, keep an eye out for the ISO 27001:2005 certification and its revision, ISO 27001:2013.

2—Artificial intelligence (AI)

Now that you have put all of your important information in a “cloud”, let’s talk about the robots that are going to assist you in your future HR efforts. Sound crazy? It probably is, but it’s not too far off from the truth. While AI doesn’t run the risk of completely drowning out the human input in human resources processes, it certainly has the capability to add a whole different dimension to them.

Automation is being recognised for its ability to help save time and resources while not skimping on personalisation. HR tech is feeling the pressure to create intelligent systems, bringing out everything from email automation to chatbots that can ask and answer employee questions. With the help of artificial intelligence, there can be more engagements with candidates in less time. It also allows for a decrease in biases. No matter how objective you think you are, there are always unconscious biases affecting your hiring decisions. But HR tech can help.  AI is more of an aid than a replacement. You, as HR pros, will still have a hand in every aspect of the process; it will just be an smoother, more efficient ride.

3—Collaborative tools

Even though the industry is leaning towards AI, it doesn’t mean that it’s straying from the most centric aspect: people. In fact, collaborative hiring is only improving now with the threat of depersonalisation due to robot HR teams. Tech happens to have a hand in this, as well. Teams are brought together to work more efficiently, and the right tools accelerate this process. Here are some example of the types of tools replacing traditional means of collaboration:

  • ATS (Applicant Tracking Systems) that allow unlimited seats
  • Sourcing tools for easy input of referral data
  • Careers site that allow for creative media involving employee testimonials, photos, videos etc.

4—Modern means of communication

Similarly, HR teams aren’t conversing in the same ways. Gone are the days of sticky notes and emailing back and forth. There are tools that streamline communication, making it a lot easier to keep track of. Some, like Slack, are even entertaining and can boost company morale.
In essence, these disruptions are simply additions to a foundation of HR that involves ample collaboration. They are disruptive, however, in that folders will be disappearing, CRMs will be replaced by leaner, more modern ATS platforms, AI chatbots will ask you about your workday, etc. While employees are reluctant to change, these tech advancements are helpful and user-friendly. Embrace the disruption!

Author bio:

Perry Oostdam is the co-founder and CEO of Recruitee, a collaborative hiring platform for teams of all sizes. Recruitee helps optimize the entire hiring process, from candidate relationship management, employer branding, and job posting to candidate sourcing and applicant tracking. The company has offices and Amsterdam, The Netherlands, and Poznań, Poland and works with companies around the world.

Top 4 Innovative Recruiting Strategies

July 4th, 2018


Video interviewing, ramification and social recruiting are some of the newest technologies used by employers and recruiting agencies in the war for top talents. They change the way people communicate and free employers from paper processes by cutting through the traditional recruiting strategies. Some employers and recruiters ignore engaging in recruiting strategies that are highly effective at their own risk. Everyone today can use innovative recruiting strategies that are cost-saving in the economy and job market. What are some of the different recruiting strategies that can help you get top talents?

Undercover recruitment

Observing potential employees first hand outside the recruiting process helps recruiters to get a valuable insight into the candidate skills, talent, and abilities that are difficult to notice during an interview. Watch the candidates you aim in action before their start date. Put recruiters or interviewers in different innovative locations, such as events, association conferences, or customer service situations. This will give you firsthand experience with a potential employee.

Innovative referrals

There is a massive opportunity to capture top talents through referral programs, social media and marketing and incentives. Companies that already use innovative referrals as their recruiting strategy are benefitting and get to employ top talents. They turn their employees into talent scouts and train them to identify top talent. They teach them about the employee referral process and show them examples of other employees who joined them through referral programs and what they are doing for the company. This helps them scout for top candidates before referring them to the company.

Social Media Recruitment

When you need special candidates who are qualified, why don’t you think about doing a campaign? Some companies have succeeded in this strategy. They have fueled interest starting campaigns and using Twitter, Facebook and Instagram to promote their campaign. Don’t search in the same place or use the same search tool over and over, instead approach recruitment differently from other companies. You can combine excellent recruitment strategies such as a great recruitment branding and extending your campaign message far and wide.



Finding top talents is still a challenge for many companies. Reviewing applications and interviewing potential candidates take time from your existing obligations. Nowadays, many employees are partnering with staffing agencies which help them search for top talents. Staffing agencies are valuable tools that you can use to quickly find potential candidates, they offer the best services, especially if you’re looking to fill in workforce gaps, part-time workers or sick leaves. They offer you talent fast and flexibly and reduce the risk of you employing non-competent employees. The greatest cost of all by a long shot is having the wrong people representing your company.  They also offer financial risk if you have to fire someone unexpectedly.

If you are looking to fill a current vacant position in your company with the top candidates, you need to elevate your current recruitment strategies. If you are doing that okay, filling your openings with qualified candidates will be easier and you won’t need to add any stretch to your recruiting process.  Use the above innovative recruiting strategies to get the best employees in your company.

Writing Job Descriptions that Get the Best Candidates

April 20th, 2018


Job descriptions play a very important role in hiring and managing employees. They are summaries of job duties that ensure interested parties such as job applicants, agencies, advertisement platforms and employees understand their roles and what roles they need to play and be held accountable for in the hiring institution. For one to write a job description that will attract top professional candidates, you have to be clear and accurate in defining the roles that job will play and what is required for applicants to apply.

Important factors to research:

An effective job description must be carefully scrutinized and analyzed by the help of the following factors in order to reach the expected candidates

  • Individual role involved
  • Methods and system used to complete the task (such as SAP)
  • The importance and responsibilities of a job
  • The relationship of the job to other jobs
  • Qualifications of the job at hand

You also have to be aware that the job description should not be inflexible. One of the roles played by a job description is to encourage growth of the employees with their position and overall contribution over time to the business.


Effective job description

The best job description must have the position details, job duties performance standards and job factors that are well described.

Job title

The title should sell the position on its own. Example: a Program Director position is less attractive by title than if you use Director of the WXY program at the HGD Company. You can use a title like Assistant to the Director instead of Administrative Assistant.  Get candidates to read further by selling the title!

General summary

In this you can list the nature of the job, the level of the job, departments, location, date of posting and end date of application for the job. Example: clerical position, job level-f-h, department-finance, location-WGB posted 25/02/2017 application ends on 25/03/2017. At this level you can also list the term of employment. It could be full-time, part-time, contract or permanent. In case of any travel requirements or physical requirements this would be the best position to list it. Some companies list the salary range too e.g. $140000-$149000 annually.  However, be careful not to pigeonhole your recruiting with the salary because the salary seldom tells the whole compensation picture.  Be sure to clarify highlights of the comp if you’re going to include salary.

Description of the broad function and scope of the position

Usually contains about 1-3 paragraphs with summaries of the main job description. This includes the key responsibilities, functions and duties. Some give a description of the company and department too so as to familiarize the applicant with the working environment. List the key functional and relational responsibilities in order of significance to make it more attractive and easy to read quickly.  You can add in subtopics that describe your next point or highlight the main points. This is effective especially when advertising for executive level positions.

List of skills required for success

All jobs have different skill sets required to help the person perform.

Qualifications and requirements

Make a list of the important qualifications such as education requirements, years of experience, knowledge of additional courses and certification at this level. In case a position is not very specific on the requirement of the job, you can list it as a general point such as: degree from a known institution. If it’s specific, you can require a degree in business, bachelor of commerce, supply chain management. Relevant courses will be considered too.


FeeTrader, TechScreen aim at recruiting accuracy. New partnership will help FeeTrader recruiters improve candidate vetting

September 20th, 2017

FeeTrader and TechScreen have formed a partnership meant to confront one of the biggest pain points in the IT recruiting industry: Managers snubbing star candidates with modest resumes without even giving them a phone screen.

A rejected candidate burns all the time a recruiter spent to make that submittal, so getting managers to interview more candidates is the key to achieving more success. FeeTrader and TechScreen’s alliance will move the needle in that direction.

FeeTrader hosts over 9,000 agency and corporate recruiters with the primary objective of optimizing recruiting efficiencies and to get “jobs filled fast”. TechScreen has the world’s only SaaS product that lets a recruiter conduct, score and document a detailed interview of an IT candidate. “FeeTrader has become a prominent player in the recruiting and job posting space and with this alliance with TechScreen, users can immediately increase their success in vetting candidates, saving considerable time of their own as well as their internal or external customers,” FeeTrader co-founder and Managing Director Scott Croasdale said. “TechScreen’s innovative and proven platform and cost-effective solution has rendered them the highest quality fit for FeeTrader’s user base.”

“We saw great synergy in partnering with FeeTrader. Their users are committed professionals who value SaaS technology in helping deliver their services,” TechScreen CEO Mark Knowlton said. “Working with TechScreen will help FeeTrader users deliver a higher level of service to their clients and make more placements. ATS vendor Jobvite did a study in 2015 that showed the average Interview-to-Offer ratio is 17%. TechScreen had a client experience a 70% Interview to Offer ratio, so we want FeeTrader users to see similar results.”

For a free 30-day trial of TechScreen (no credit card required), click here.

Boulder, CO-based FeeTrader provides a revolutionary platform designed to expedite job placements and create efficiencies within the staffing and recruiting industry. Their one-stop recruiting services range from headhunter job-order bidding, split-fee network, resume database, and job posting (automatically appearing on over 30 major job boards and social media). For more information, call 303-867-0162 and visit FeeTrader

About TechScreen
Hopkinton, MA-based TechScreen helps recruiters effectively screen IT candidates by guiding them through a detailed phone interview. Their patent-pending algorithm helps score the accuracy of the candidate’s answers along with the efficacy of the delivery. Recruiters can send the result to the manager in a PDF, ending their reliance solely on the resume. For more information, visit TechScreen

See article here

Key Changes to the Recruitment Process

May 22nd, 2017

Talent recruitment is one of the key issues that companies and businesses must solve. Attracting the right talent is not as easy as it might sound, especially in this current recruitment landscape. Companies are exposed to changes in the recruitment industry. Hiring and developing great talents is the most important thing any company can do. What’s changed though is the way they hire. Job boards might work for some positions, but to consistently and reliably get top tier talent to your company, you need to use a new approach: focus on the candidate’s engagement.

Convert passive candidates

Passive candidates have to be pursued to want to have a working relationship with you. They are really not interested in job alerts, so you have to think of the best reason to lure them to hand over their contacts to you. This could include:

  • Events: this could be sponsoring one or hosting one yourself. What does this offer to your company? Access to a pool of highly talented and qualified candidates and the chance to make a positive statement about your company in the ongoing event.
  • Talent community: talent communities offer mixed-up results, but if done right, they have huge benefits. Your talent community search should be based on specific persona or skill sets, for better success than a generalized one.

The importance of engagement

When you are thinking about hiring new talents, you can take a lot of guidance from marketers and the way they approach and handle their customer acquisition. Why does this make sense? Companies are prepared to build a relationship with customers before asking them to purchase. The customer life cycle is changing and this is far more effective than just assuming they will purchase.

How can recruiters learn from this change of events? 

Recruiters should understand the importance of continuously building a pipeline of prospects. Building and nurturing these relationships results in their having a receptive base lead that is interested in learning more. It may seem simple, but it’s under generally utilized.  Doing so helps many companies make major quality hires and cut the time they spend on recruiting process.

Fatal errors to avoid

One fatal error that companies make when recruiting is they forget about the people who applied previously. Over time, companies have a huge database with thousands of candidates. Many of these candidates may identify strongly with your company, that’s why they applied. Reaching out to them is fast and cost-effective and they could be a perfect fit.

Many companies are leveraging these strategies today by analyzing their recruitment model, the impacting digitalization on the recruitment sector and focusing on major problems they must solve when recruiting. Companies that get engagement will continue to flourish.


How Unintended Gender-Bias In Job Posts Slow Your Hiring Process

April 24th, 2017

One of the most common reasons why companies lack diversity is the lack of having employees from underrepresented groups. This does not only limit diversity in employing and attracting talents, it also slows the entire hiring process. One way of attracting and finally getting to hire qualified candidates is by boosting your pipeline and removing the gender-based language from your application forms.

The concept of gendered job listings is gaining recognition, it refers to the use of female or male terms within the job description. This has been a huge problem for companies that focus on bringing underrepresented groups or more women in technology. Looking for perfect candidates (unicorns) is not easy and putting certain requirement will make it even harder.

Flood your pipeline

Flooding your pipeline is a better way of reaching a wider pool of applicants including candidates from underrepresented groups.  When you flood your pipeline you’re more likely to attract and have more applicants, which will improve diversity and speed up your hiring process.  However, when you exclude certain genders from applying for a post in your company, you are excluding half of potential employees.

When companies use gender language in the application process, potential employees with the right skills and experience will read your job description, but won’t apply because of the gender language. When the gender language in removed from your application process, your company will be open to all applicants and have the highest chance of getting the best candidate for the job.

Not as hard as it seems

Removing gender language doesn’t have to be time-consuming or as difficult as it may seem. Just use neutral words in your job listing. Gender listings will be understood differently by different candidates out there. Some words like aggressive, assertive, strong or competitive, skew male, while words like community-nurture or concerned skew female. Avoid these biased words and use your best bet, gender-neutral terms. For example, instead of listing, you are looking for ‘a strong programmer who can thrive in competitive working place’, why don’t you list something like ‘an exceptional programmer motivated by goals’?

The simple act of using gender-neutral language offer tremendous diversity for employers. Ignore gender language, take a few extra minutes and review your job description and be sure your doors will be wide open for a unicorn candidate for your job.

Do Overtime Rules Apply to Seasonal Employees?

April 13th, 2017

With the summer just around the corner, many business owners are already looking to hire seasonal employees. If you’re one of them, you might be wondering…

Does the Fair Labor Standards Act apply to seasonal workers?

The answer is, well, yes and no.

Section 13(a)(3) of the FLSA provides an exemption from the minimum wage and overtime provisions of the FLSA for “any employee employed by an establishment which is an amusement or recreational establishment, if (A) it does not operate for more than seven months in any calendar year…”

In layman’s terms, if your business is open less than seven months a year, you might not have to pay your employees minimum wage or overtime.

But, in a recent interview with TSheets, Parsons Behle and Latimer attorney Maria O. Hart warned, “Don’t let the fact that this exemption exists mislead you into believing you’ve a get-out-of-jail-free card when it comes to complying with the FLSA. It’s a tricky and complex statute filled with strict requirements and complicated loopholes.”

Loopholes like this one: “Some state wage laws may not recognize or permit the application of this exemption, and since an employer must comply with the most stringent of the state or federal provisions, it is strongly recommended that state laws be reviewed prior to applying this exemption.”

In other words, not so fast! While the Department of Labor (DOL) might consider your seasonal employees exempt from the minimum wage and overtime rules of the FLSA, your state laws probably don’t.

“State law usually mandates payment of minimum wage, with very few exceptions,” explained Hart.

So, yes, seasonal employees can be exempt from minimum wage and overtime rules — but also, no, they can’t.

Confused yet? Hart has some advice.

  1. Check with your employment counsel first.

“If your business qualifies as a seasonal employer and you want to take advantage of this exemption, you’re certainly entitled to,” Hart said. “You just need to make sure you meet every single one of the requirements first.”

The best way to do this?

“Involve your employment counsel from the onset,” she said, “and continue to keep them involved in the critical decisions you make regarding your employees.” Not only can your counsel advise you on the best course of action, but they can also make sure that you and your business are meeting all your obligations and complying with the FLSA — this year and beyond.

  1. Familiarize yourself with the FLSA and exemption rules.

No one expects you to do this entirely on your own. After all, not even the DOL, the very department charged with enforcing the FLSA, gets it right 100 percent of the time. And, “if the DOL can’t get this right,” Jackson Lewis attorney Paul DeCamp said, “what chance do other employers have?”

However, that’s not to say you shouldn’t try. As a business owner, you should have a basic understanding of what’s required from you and your employees when it comes to this complex statute. Ignorance of the law is not an alibi if you get hit with a wage and hour lawsuit.

“The DOL’s website is the best place to start,” Hart said. The DOL publishes many fact sheets and other general guidance documents meant to assist business owners. Daniel Abrahams, an attorney with Brown Rudnick LLP, told TSheets that business owners should “enlist legal counsel to help you stay abreast of changes that may impact you.”

  1. Always abide by state laws.

In a recent quiz conducted by TSheets, it was found that more than 58 percent of quiz takers believe the FLSA (a.k.a. Federal law) trumps state law — but it’s simply not true. “The federal law is merely one legal framework,” Hart said, “but it’s structured to set a minimum standard. Each state is well within their authority to create a more robust or stronger law.” As a rule, employers are required to follow whichever law is more stringent.

On top of that, “In general, state laws apply to whatever state the employee is working in,” said Hart — even if your business is headquartered across state lines or you have employees working in multiple states.

“Again,” she cautioned, “it’s always a good idea to check in with your legal counsel, someone who is familiar with the different state laws and can help you comply with them.”

  1. Track employee time — even if they’re paid by the season.

In some cases, seasonal employees live and work on site. These employees are often expected to be “on” nearly 24/7, but does that mean they’re always on the clock?

“In many states, minimum wage rules still apply to these employees … even if overtime rules do not,” said Hart. “So it’s always a good idea to track employee time.” In these cases, even if your employees are paid by the season, their total compensation divided by the total number of hours worked must still equal the state’s minimum wage. If not, you’ve got a problem.

“Find a way to divide tracked time into categories like ‘on the clock’ and ‘on call,’” Hart said — things like “on-call” time, meals, and employee housing should be built into your compensation structure. When in doubt, “Your legal counsel can help you figure it out,” she added. “Don’t make the mistake of thinking you’re on your own when it comes to FLSA compliance.”

Automated time tracking makes it fast and easy for employees to clock in and out anytime, anywhere. And because time data is stored securely in the cloud, it’s there whenever you need it. “In the event you are hit with a wage and hour lawsuit,” said Hart, “accurate and organized time records can serve as your No. 1 defense!”

by Myranda Mondry

Myranda is a writer and researcher at the employee time tracking app TSheets where she runs a daily blog dedicated to helping small business owners succeed. Topics she likes to write about include recruitment, company cultures, how to take the pain out of payroll, and, of course, how to track and schedule your time.  First published on the TSheets Time Tracking Blog

Top Reasons Why You Should Hire a Headhunter

February 22nd, 2017


A headhunter is hired by a company to pair it with the best person skilled for the job. Job agencies are headhunters. They specialize in finding the right careers for jobseekers while giving quality and skilled employees to their client. Some of the top reasons for hiring headhunters include

  1. Result oriented

An agency is focused on giving the best person for the position. They work hard not only to give you the best but to also make you hire them again. They do a background check on the employees to ensure that the person is who they say they are before forwarding the qualified person to the company.

  1. Outsourcing skill

The recruiters are fast, patient and flexible when it comes to finding you the best employee for a client. The headhunter is highly trained and experienced. They are patient. If a recruiter can’t find people they feel are fit they are able to repeat the whole process again.

  1. Confidential

The hired recruiters cannot give out their client’s personal information. Contact and location details and any other information shared with them by the company cannot be shared outside the line of work. This is an assurance for users of security especially with executive hires.

  1. Executive hire

It is easy for recruiters to connect high-level workers because they have vast and active networks. Some recruiters have specialized in finding executive positions for qualified jobseekers. This means that they do hire headhunters to connect them with companies that require their skill set.

  1. Competent hire

Hiring a head-hunter will ensure that you receive top qualified personnel. They are aware of what skills one should have before finding the person that has them. They have the time and resources to go through all applications. They are also transparent in what they do.


  1. Experienced in human psychology and body language

The interview conducting personnel of recruiters have special skills in reading body language and psychological test. They can detect lies, crammed lines, and compare it with the application sent. During the interview, they are able to tell if a client has the skill set stated on their resume or it.


A company should hire a headhunter that fits the criteria best in terms of budget and qualification for them to receive the best hires. The recruiters will save you time and the cost both short-term and long-term.

Career Start




What to Consider When Hiring in the Digital Age

December 20th, 2016

As technology advances, it increases its impact in our world. It’s clear that your company needs  people with a clue clued  now more than ever. It makes sense that recent graduates will fit the bill, but just how prepared are you? Technology continues to evolve, it is playing an increasingly important role in the way many companies approach the hiring process. Smart companies know what they want and what suitable digital candidates look for when seeking employment. Here is a list of what to expect.

Easy and fast application process

Today’s digital age job seekers are aware of the competitive job market and they know their worth. They see opportunities everywhere and if an employee makes the application process difficult or even takes too long to respond, they just pass their resumes out for another job opening. For employers to attract the digital era candidates, address this issue by using recruitment marketing technologies. These integrated platforms are effective and enable the collaborative hiring of top talents.

It’s all about digital

Traditional paper resumes and in-person interviews have been supplemented with online job applications. Companies are using innovative tools like social media to get tremendous insight about potential candidates. They are using digital platforms to their advantage by adding resumes and other important information. More employers are levering video interviews and webcam the streamline the hiring process. To get the digital age top seed, you have to embrace the digital hiring model.

Your brand is the key selling point

Digital candidates will evaluate your brand before applying or accepting a job. They’ll research you as much as you research them. They need to get all the information about your company and brand, so make sure your website is a strong marketing tool for your brand and engaging too. Companies’ websites are top job hunting sources for potential candidates. A well-designed career site will reflect the brand image, the company’s vision, mission, and values. The company detailed job description in combination with experience and online application helps job seekers to determine if they are culturally fit for your organization.

Focus on passive candidates

The number of Gen Y and Gen Z workers is increasing, and their employment expectations differ from older generations. They are passive candidates. They don’t necessarily seek a job, but they are open to new opportunities. To find this candidate, look for them anywhere else they have the web or try social media. Today’s professional expects employers to search for them.

It’s clear that you cannot hire candidates depending on their degree acquired.  You need to also consider experience, academic virtues, personality and personal goals.