By itself, Talx was an extraordinary data asset. Imagine that all of the information associated with the 11 services listed above were collected in a single database. If you could figure out how to sort and sift it, all sorts of things would be possible.
Often, the real work of a company is expressed in small projects that are coordinated by project managers rather than first level supervisors. The internal project economy tends to run on reputation and political vectors rather than the HR preferred meritocracy.
On a job by job basis, the Wanted Analytics data can be displayed to show where a particular job is being hired and who the day to day competitors are. With data in hand, in becomes particularly clear that the competition varies by job and location.
That’s the problem with the emerging crop of visual resumes: they take longer to digest, they drive costs up. Will job hunters love them? Undoubtedly.
Here’s a phrase you don’t hear me utter frequently. Refreshing Approach To HR. Jason Lauritsen and Cy Wakeman are building a company that is focused on business outcomes, not internal HR Metrics. They are killing sacred cows while reestablishing common sense.
Goldfish software turbo charges the way that resumes get processed in large databases. Goldfish is an attempt to bring next generation semantic processing to the resume search universe.
Glassdoor is the on-line Yelp for companies. Now they’re introducing a Facebook integration called Inside Connections. Glassdoor is the first to provide a comprehensive research environment where results are driven by the users’ social network.
It’s not a network at all. There is nothing about it that is a network. The fix is easy. Call it Job Alerts. Stop pretending that it’s something that it’s not.
When I headed to Dallas for the Kenexa Analysts’ Summit, my expectations were pretty low. Imagine my surprise when I walked away from last week’s analyst summit with a powerfully positive view of the firm. Here’s why.
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