Jobvite Source: Social Recruiting for All

Late last week Jobvite, who 3 weeks ago secured another $8.25 million in series B funding, launched their latest product Jobvite Source. A product that allows any company to source candidates through a combination of social networks without the need of their larger ATS. Jobvite Source also allows employees to refer jobs on to their contacts across tools such as Facebook, Twitter and LinkedIn.

Effectively Jobvite Source is taking the social recruiting portion their ATS, Jobvite Hire, and making it available for any organisation to use, regardless of the ATS vendor.

Jobvite Source includes the following key features:

  • Social Networking Sourcing
  • Employee Referrals – across Facebook, Twitter, LinkedIn, Email etc.
  • Candidate Relationship Management
  • Facebook Application

The images provided to me show a comparison searching for a “product manager” in Jobvite Source vs Google. Where as Google provides a mixture of results, Jobvite Source delivers only potential candidates. A full image was a bit large to place in the post but I uploaded it so you can view.

Other features include a metrics dashboard to show recruiters the progress of their jobs across the different networks.

PR_source_dashboards

I have requested a full demo of the product and will try and post once I have seen it.

Overall an interesting move, the full press release of the launch is available on their website. With an additional $8.25 million I will expecting some big things from Jobvite in the next 12 months.

While Jobvite Source offers lots of features, Australian vendor JobGenie can provide organisations very similar features for a small monthly fee. JobGenie also offers an open API so developers can build right on top of the JobGenie platform, a very unique offering.

Disclosures:

  • JobGenie has been a client of mine.
  • Jobvite were very accommodating of me when I was in San Francisco in June.

ATC: Kevin Wheeler

Kevin closed out the final day of ATC with a great look at the future, getting the audience to really think about what is next. His theme retrain, redeploy and refresh. We are currently experiencing significant change across many areas:

  • Economic sea change
  • The end or beginning of the end of traditional media, schools, large organisations
  • Rise of cultural & economic salads
  • Terrorism/oil/energy/flu/pandemics
  • Shift to virtual worlds
This period of extreme change where extremophiles, things that survive by bring polar opposites together, will be the only organisations that survive. Organisations need to change as we are moving into the era of the free agent, “the future belongs to small organisations that build on creativeness and adaptability”.

Kevin sees five key themes in the future:

  1. Talent strategy is becoming the CEO concern
  2. Creative class employees will dominate
  3. Sustainability will be the focus
  4. Gen Y values will be mainstream values
  5. Virtual will increasing replace F2F interactions

I am going to skip the first item as to me and many of you this is not new, instead let’s look at the last 4 items.

Creative Class

Composed of scientists, engineers, architects, designers, educators, artists, musicians and entertainers whose economic function is to create new ideas, new technology, or new content. Approximately 38 million people in the US today. Kevin feels knowledge workers are old school and the world will be driven once again by the creative class.

Sustainability

  • Reuse/Recycle/Retain/Refresh
  • Use only what is needed
  • Hire & retain for broad based competences not specialisation
  • Retrain and develop through cross-functional & rotational experience and through informal networks
  • Redeploy and retrain constantly
  • Remove barriers to learning

Gen Y Values

  • Transparency is everything
  • Authenticity is expected
  • Teams define themselves
  • Tasks are chosen, not assigned
  • Contributions count more than credentials
  • Rewards are intrinsic as well as tangible

During 20th Century is was about transactions, routines and efficiency, 21st is about relationships, personalisation, and communications

Virtual

  • Social media is now core to the internet
  • Search is being automated
  • Profiles are starting to replace resumes (finally!)

Kevin intorduced a few emerging applications: JobVite, Entice Labs, YuMe and Adchemy. Finishing up with seven tips on surviving with extremophiles:

  1. Recognizing how polarities create strong networks
  2. Ongoing context sensing (beyond episode)
  3. Capacity to innovate or hibernate
  4. Support workers with empathy (not sympathy)
  5. Bring in and neutralise your treats
  6. Creating symbiotic relationships
  7. Develop self-replicating memes

Social networking and recruitment

There are some major changes taking place within the recruitment software market at the moment. Changes that have the ability to remove vendors such as Taleo from being “top of the pops”.

What is it? Intelligent matching of jobs to social networks.

Both Australian job referral vendors 2Vouch and Hoojano do this but not to the level that we are seeing from players such as JobVite and Appirio. Appirio has a US$25,000 annual fee and connects with SalesForce and Facebook. Once employees opt-in the system reviews their friends list in Facebook and match potential jobs to friends. JobVite works in a similar way but uses both Facebook and LinkedIn, then the person who had the job referred to them can also opt-in to receive future job notices from the company. ERE had a review of both Appirio and JobVite’s new features.

These features validate the use of social networks for recruiting and move them from being a passive part of the process to a key component.

If you are in the market for a recruitment solution the decision making process just got a little harder.

(Disclosure: 2Vouch is a client of mine.)