Tuesday Nov 18, 2014

Recruiting via Social Sourcing and Viral Job Sharing

What’s the First Thing You’d Do If You Were Looking for a Job?

A conversation about modern talent sourcing with Richard Atkins, EVP of Certus Solutions

by Jim Lein, Oracle 

Not that I’m looking for a new job…but if I were, I’d do two things. First, I’d tell everyone I know. Second, I’d make sure all my social profiles are putting my best foot forward. I came to those conclusions after my recent conversation with Richard Atkins, EVP of Oracle Cloud Applications at Certus Solutions. Certus Solutions is the UK Oracle User Group (UKOUG) Fusion Applications and Training Partner of the Year for 2014.

I’d take those two steps because I’d want it to be easy for the right company to find me. That “right” company would be one that has adopted Modern Best Practice across their operations, exploiting social, cloud, mobile, analytics, big data, and the Internet of Things to achieve more, faster and with fewer resources.

“Today, progressive companies are winning the battle for best talent by proactively searching their employees’ extended social networks for best fit candidates,” says Atkins. “Gone are the days when recruiting departments spent most of their time writing up job descriptions, posting them on job boards and with agencies, and then sitting around waiting for candidates to apply.”

Beyond LinkedIn to Social Powered Referrals

Social networks have been the sandbox for recruiters for quite some time but modern talent sourcing solutions like Oracle Talent Acquisition Cloud are taking what once was an art to what is now more of a science.

“Recruiting the best talent is getting more and more challenging so the most successful companies are recruiting all the time,” says Atkins. “Manually searching LinkedIn profiles is certainly better than the old way of doing things but it’s definitely not modern best practice. Referrals are a far more powerful way and that’s where the automation capabilities of social sourcing solutions really come into their own.”

A successful referral strategy starts with encouraging all existing employees to build out their social networks. Once a job profile is created, an automated sourcing solution can be used to first look for employees who fit that profile and send them a link in case they might be interested. Concurrently, that solution will troll through employees’ social networks and find other people that fit the ideal profile. When matches are found, emails are sent to employees who are connected to the candidates, asking them to refer the job to those qualified candidates. And, as Atkins points out, “The automated solution identifies candidates that may be good matches even if they’re not looking for a new job.”

Scary? No…Scary Good

Trolling your employees’ social networks might sound a little scary. But automated sourcing tools are not tyrannical cyber monsters with minds of their own. They can only use information you give them access to.

“You control they automation,” says Atkins. “You determine the keywords and set the parameters. You tell the system how many candidates to return to you. Maybe you start off with sharing one job profile with just a couple of employees and politely nudging them. ‘Hey… we notice that you are linked to these people. They look like they would be great candidates.’”

With Taleo Social Sourcing, once candidates are identified and apply, they are moved more quickly and efficiently through the selection process. First, referrals are assigned to different categories than people who randomly apply. And, since candidates have already been screened via their social profiles and relationships, you can ask applicants to answer just a few rules-based questions that generate talent pools within the system. That helps identify who you would consider to be star candidates.

“It’s viral job sharing that you control,” says Atkins. “It’s developing a recruiting network that builds up within the system on itself. Candidates that apply become part of the network, automatically spreading your recruiting net wider. Everything is tracked automatically, providing analytics about people who are being referred and who your top referrers are. There’s no real limit how far that can go.”


Learn more

Register for the EMEA Building Better Businesses Webcast Series 

Modern Best Practice for HR and Talent Management


Jim Lein

Modern Best Practice exploits new capabilities made possible by cloud, mobile, social, analytics, big data, and the internet of things, making it possible for your organization to achieve more, faster and with fewer resources.  It is flexible, supports growth and innovation, and enables new ways to achieve consistently superior performance.

The views expressed here are my own, and not necessarily those of Oracle.

Thursday Apr 17, 2014

People First! The Priority for Midsize Companies


by Jim Lein, Oracle Midsize Programs

Early in my technology career, I conducted an ROI assessment to help a very large customer update their HCM business processes across seven operating entities and tens of thousands of employees.

Their HR department was a room full of desks, each covered with stacks of blue paper cards. A legion of clerks each spent forty hours a week transferring hand written data from the cards into a main frame system. The scary part? The decision was to be based entirely on anticipated cost savings, not benefits. That was only a dozen years ago!

HR used to be at the bottom of the totem pole when it came to IT spending. Today, Human Capital Management and Talent Management solutions are surging to the top of the priority list at both midsize and enterprise companies. Finally, everyone seems to agree that people are a company's most important asset.

I asked Richard Atkins, EVP of Oracle Cloud applications for UK based Certus Solutions, what is driving investments in Oracle's Human Capital Management.

 "Cloud has changed everything," says Atkins. "We used to work almost exclusively with large enterprises. Now, most of our new clients are growing midsize companies with global operations. Our Cloud solutions enable them to deploy best practices fast and affordably. It's that simple."

Certus works with clients in the UK, Europe, the Middle East, and India. Most are either replacing a Tier 2 solution or have never had an HCM solution in place. In some regions, best practices for recruitment are a priority while, in others, the focus is on internal talent management.

"Our clients with global operations often need to cover both these scenarios,” says Atkins. “On the recruitment side, with social media and other options, it's almost becoming harder to find the right talent because there is just so much information out there. In areas where there still isn’t budget for hiring, internal talent management—like learning—is the priority. Oracle’s HCM cloud solutions covers all these needs for recruitment, social sourcing, learning, and core talent management. Clients have so much more information to make hiring decisions and to more easily spot the right people internally and retain the skills they need."

Growing Midsize Companies Want HCM Best Practices and Mobile

Certus clients are also eager to adopt best practices. "We rarely do requirements gathering anymore," says Atkins. "To our customers, the word 'standardization' is music to their ears. They want an out of the box system that delivers best practices quickly. They are encouraged by the ability of cloud solutions to deliver on that."

And mobile applications have massive appeal. “The kind of company looking at cloud solutions usually has a very mobile workforce,” says Atkins. “Senior management and, often, the entire workforce are working off smartphones and tablets. Oracle’s solutions work beautifully across those devices.”


Find out more about Oracle’s HCM Cloud And Taleo Cloud Service solutions if you’re ready to go mobile, enhance your learning programs, source talent socially, recruit more efficiently, or just replace your version of the blue card. See what Oracle CEO Larry Ellison has to say about managing your most precious assets.


Jim Lein evangelizes Oracle Accelerate, Oracle's Applications Strategy for growing midsize companies. He recently celebrated 15 years with Oracle, having joined JD Edwards in 1999. He is based in Evergreen, Colorado and loves relating stories about creativity and innovation whether they be about software, live music, or the mountains. 

Friday Jul 19, 2013

Mastering the New Recruiting "Game" with Taleo Social Sourcing

Attend the July 23rd webcast with Qualcomm to find out how Oracle's Taleo Recruiting with Social Sourcing Cloud Service can help you unlock hidden connections to top talent, improving recruiting and hiring efficiency by as much as 50%.

Register today.

Friday Apr 12, 2013

The Growing IT Labor Shortage: Are You Feeling It?

By Jim Lein, Programs Management Senior Principal, Oracle Accelerate for Midsize Companies

I interviewed a number of Oracle employee and partner experts last fall for my “7 Enterprise Applications Trends for High Growth Companies in 2013.” Even though I speak with partners, customers, and Oracle experts on a daily basis, I went into these interviews with an open mind and no pre-conceived notions of what those trends might be.

With unemployment rates relatively high worldwide, I was a bit surprised to learn from many of these experts that the gap between IT skills needed and IT skills available is widening. Simply put, more and more open IT positions are going unfilled due to a lack of available candidates with the appropriate experience and skills.

People are often the scarcest resource for growing companies. Accordingly, in the coming weeks, we will be presenting a series of posts on how Oracle Accelerate Solutions, Oracle Business Accelerators, Oracle Accelerate partners, and Oracle products (such as Oracle TBE Cloud Service) are helping our growing customers utilize their existing IT resources more effectively.

Oracle’s solutions help ease the strain on resources in two ways. First, they help reduce the need to divert internal IT resources to implementation duties during the deployment. This is mission critical as your IT and business analyst staff likely doesn’t have a lot of extra time on their hands, right? Secondly, these solutions can help simplify IT functions so that you don’t need to add staff at the same rate that your business is growing. That’s a good thing since qualified people are getting harder to find and more expensive to hire.

I hope you’ll find this series interesting.

Meanwhile, here’s some food for thought:

Redesigning Knowledge Work,” The Harvard Business Review

Predictions for 2013—Corporate Talent, Leadership and HR—Nexus of Global Forces Drives New Models for Talent,” Bersin by Deloitte

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