Dee DiPietro于1997年以独立女性创始人的身份加入了AHR的顾问团队。最终，她接管了来自Benchmark的Venture Capital Executive Compensation Survey。这一调查的赞助商，包括Accel、Andreessen Horowitz、Sequoia和Y Combinator等重量级玩家，每年都会支付4000万美元来提交他们自己的数据，并获得其他人的数据。这一服务已经从Excel模型发展到了被120家顶级风险投资公司所使用的自动化薪酬计划软件。
Glassdoor新加入几位高管团队 Glassdoor Welcomes New Members to Executive Team由于利用Glassdoor帮助他们找到工作并招聘顶尖人选的求职者和招聘人员数量不断增长，因此我们的公司也必须如此。过去几年中，Glassdoor团队在美国和海外都取得了长足的发展。为了支持这一增长，我们很高兴地宣布我们的三名执行领导团队的任命：首席财务官Jim Cox，首席运营官Christian Sutherland-Wong以及全球企业传播副总裁Samantha Zupan。
Cox加入我们，拥有超过20年的经验，负责监管快速发展的私营和上市公司的财务状况，最近担任社交媒体软件公司Lithium Technologies的首席财务官。此前，他曾担任上市财务软件公司Advent Software的首席财务官。考克斯为他带来了成功的成功记录，帮助Advent公司将其收入翻了一番，营业收入增加了两倍，并通过SS＆C Technologies--成功帮助他获得2015年度中小企业CFO荣誉旧金山商业时报上市公司。在Glassdoor，Cox将负责Glassdoor的财务运营和财务战略，以支持公司不断发展的全球业务。
Zupan在Glassdoor工作了几年后加入了高管领导团队 - 实际上，作为Glassdoor首批雇员之一（也是首位致力于通信）的雇员之一，Zupan于2008年帮助成立了该公司。作为全球企业沟通副总裁，她将监督公司的沟通职能，包括公关，企业通讯，经济局，活动，社论，内容和社交媒体。
Vettery于2014年推出。不久之后，联合创始人Brett Adcock和Adam Goldstein 告诉我，他们希望重塑传统的招聘流程。他们创造了一个市场，在这个市场中，求职者浏览优惠信息，安排与感兴趣的雇主面谈，并在他们找工作时获得Vettery的签名奖金 - 所有这些都由在职员工的“人才高管”提供。
Josh Bersin 对此发表评价：Adecco acquisition of vettery for $100M shows tremendous opportunity for "private job marketplaces," a very different model from traditional job boards and advertising.
Adecco Group acquires recruiting startup Vettery for $100M
The Adecco Group, a global HR services firm headquartered in Switzerland, announced today that it has acquired Vettery.
The financial terms were not disclosed, but a source with knowledge of the deal told us that the price was a little over $100 million. (It’s not clear how much of that is cash versus stock.)
We’ve reached out to the Adecco Group for confirmation and will update if we hear back. (Update: A spokesperson responded that the company isn’t sharing financial details.) A Vettery spokesperson declined to comment.
Vettery was launched in 2014. Shortly after that, co-founders Brett Adcock and Adam Goldstein told me they were hoping to reinvent the traditional recruiting process. They created a marketplace where job candidates browse offers, schedule interviews with the employers that interest them and receive a signing bonus from Vettery when they take a job — all assisted by an on-staff “talent executive.”
The company says it now works with more than 4,000 employers to fill positions in IT, sales and finance. It’s raised a total of $11.9 million from investors, including Greycroft and Raine Ventures.
According to Adecco, Adcock and Goldstein will continue to lead the Vettery team.
“The acquisition of Vettery accelerates the development of the Adecco Group’s digital strategy, broadening our offering into the fast-growing digital permanent recruitment market and complementing our professional recruitment businesses,” said Adecco Group CEO Alain Dehaze in the acquisition release. “Digital innovations have the potential to transform the recruitment industry and the Adecco Group is taking the lead.”
Recent Adecco acquisitions include life sciences staffing company BioBridges and career transition firm Mullin.
英文赏析：Will a Chat Bot Be Your Next Learning Coach?
By Margie Meacham
Eighty percent of major companies expect to be using artificial intelligence by 2020, but their training departments are likely to be the last places you’ll find it. We need to fix that.
A recent survey of Millennials revealed that 40 percent of them interact with a chat bot, a program that simulates a human conversation, on a daily basis; another survey indicates that many people prefer chat bots over humans for certain types of customer support transactions.
While other industries are already developing AI, the learning industry seems to be lagging behind. It’s pretty hard to implement something you don’t understand, so let’s start there.
Artificial intelligence, or AI, is a branch of computer science that aims to create intelligent machines, capable of performing problem-solving, pattern recognition, and learning without explicit programming.
AI requires vast amounts of data to create intelligent machines, and Big Data requires intelligent machines to perform the massive calculations necessary to find meaningful patterns and connections. For this reason, you will often find Big Data and AI are employed together and support each other.
“Big Data” refers to data sets that are so voluminous and complex that traditional data processing application software packages are inadequate to deal with them. Big Data challenges include capturing data, data storage, data analysis, search, sharing, transfer, visualization, querying, updating, and information privacy.
Big Data analytics examines these massive, varied data sets to uncover hidden patterns, unknown correlations, market trends, customer preferences, and other useful information that drives artificial intelligence.
3 Dimensions of Big Data
There are three dimensions to Big Data: velocity, variety, and volume.
Data is coming at us from all directions, and it is coming faster every day. To benefit from Big Data insights, companies must be able to capture, analyze, and use this massive amount of information as quickly as it is coming in. Human beings alone could never keep up with this firehose of information, so Big Data solutions must include strategies to control and keep up with the speed of incoming data. Bring in the smart machines!
Consider your own experience as a digital consumer. In a single hour, you may read an email on your PC, send a text on your phone, download a podcast, watch a video, and post a tweet. Each requires different strategies for capture and analysis—and these are only a few examples of the diversity of data available online today.
VolumeHere is just a snapshot of the sheer volume of data that came at us every day of 2017:
456,000 tweets on Twitter
50,926 videos viewed on Buzzfeed
3,607,080 Google searches.
The amount of data coming from your learning management system (LMS) and performance management software is puny compared to the onslaught coming from social media; but it is part of the Big Data mosaic, and most of us are simply not taking advantage of the information we have readily available.
Machine learning is an application of AI that provides systems the ability to automatically learn and improve from experience without being explicitly programmed.
In other words, machine learning focuses on the development of computer programs that can access large amounts of data and change their behavior or programming based on that information, without human intervention. Uses for machine learning in talent development include:
Assess and predict job performance.
Predict the competencies that will be needed in 10 years so learners can develop relevant skills today.
Provide personalized conversation about new information, performance coaching, or motivation on a 24-hour basis, without the need for a human coach.
Identify learner competencies and gaps to make better training and education suggestions that are truly personalized to the individual.
Examples of AI in Talent Development
Here are just a few examples of education-focused AIs that are already in use. Many early adopters are in the higher education arena, but the ideas work equally well in corporate training or K-12 education.
Jill Watson, the virtual teaching assistant at the University of Georgia, communicates with students via email.
Virtual tutors can help each learner move at a pace that is right for them.
Penn State is using chat bots to help teachers gain confidence handling difficult conversations, like bullying or hate language in class.
Think grading essays requires the human touch? Think again! At Stanford, an AI grading system achieved an 81 percent accuracy rate when compared to essays graded by humans.
Beware These Beginner Mistakes
Because some AI applications are still in the early days on the hype cycle, I interviewed an AI expert at one of my client organizations to find out what common mistakes she sees in chat bot projects led by early adopters.
Here’s a summary of her list.
Garbage In/Garbage Out (GIGO)
Many projects fail because project managers forget to check data quality, or do not have the right approach to identify and resolve these issues. When we analyze incomplete or “dirty” data sets, our AI ends up making decisions and recommendations based on a poor foundation.
Apples and Oranges
Comparing unrelated data sets or data points will result in inferring relationships or similarities that do not exist.
Overly Narrow Focus
Some projects are designed to consider one data set without considering other data points that might be crucial for the analysis. For example, a project set up to analyze learner pass/fail rates while ignoring the course completion rate may inflate performance results.
Cool but Useless
Some AI projects are quick to deliver but fail to make a significant impact on the learner’s everyday experience. Ensure that you have the right strategy to deliver the most value to your learners, and avoid giving them something cool that doesn’t really help them learn.
My advice is to just get on with it. Make a point of learning something about AI and machine learning every day, always with an eye to how you might be able to use it in your own organization. Here are a few suggestions:
Check out datascience.com for a huge list of data science resources.
Take this course from Google on Udacity—it’s free, and quite well done.
Brainstorm some ideas with colleagues. There are some great ideas here, and even more ideas here.
Build a Bot
There are dozens of platforms that let you create free chat bots for specific messaging apps without any special skills or coding knowledge. Snatchbot, for example, can be used on Facebook Messenger, Slack, WeChat, Skype, and more. It’s easy to use, and the interface is probably already familiar to many of your users. And Botsify has a variety of bot templates to get you started, including a whole list of education bots. Looking for more do-it-yourself tools? Here’s a nice list from business2community. com.
Engage With Colleagues
You might be surprised how many of your colleagues are eager to test the waters with a chat bot or other educational AI application. You won’t find them unless you join the conversation. One place to start is by attending the ATD 2018 International Conference & Exposition (for example, Elliott Masie will talk about some innovations changing workplace learning during the session, Learning Trends, Disrupters, and Hype in 2018) or any of our other conferences designed to educate, engage, and inspire you.
Will You Be Replaced by a Chat Bot?
While there is a vast difference of opinion on how AI is shaping the very near future of work and learning, one thing I know for sure: Those of us who are not part of the disruption will become lost in the dust that the disruptors kick up. I plan on being in front of it
Margie Meacham is an adult learning expert with a master of science in learning technologies and more than 15 years of experience in the field. A self-described “scholar-practitioner,” Margie collaborates with like-minded instructional designers to find practical applications of neuroscience to instructional design.
在争夺最佳人才方面，员工的体验越来越重要Josh Bersin教你五大策略来最大化员工体验在争夺最佳人才方面，员工的体验越来越重要，人力资源需要关注授权，发展和吸引人才进入热门就业市场的核心优势，Josh Bersin写道。
让我们都在这里享受美好时光。是的，这个热门的就业市场造成了很大的压力，但如果你专注于赋权，发展和引人入胜的核心优势 - 你就会蓬勃发展。现在云层在地平线上，让我们享受阳光吧。
保持当前的工资和福利。现在我认为公司必须每六个月刷新一次奖励计划。每年都不够快。我曾经和那些给员工半年一次审查和加薪的公司谈过，即使这在某些情况下可能还不够。现在公布大量的薪酬信息 - 员工可以找到它，所以您应该领先于此。
重新设计您的L＆D战略。今年是2018年，采用微型学习策略的一年，更新您的LMS和工具，并深入了解“工作流程中的学习”的概念。我很快就会写更多内容 - 但让我提醒你，当人们觉得自己“没有学习”时，他们会离开公司。你可以解决这个问题。
Josh Bersin’s top 5 strategies to maximise the employee experience
The employee experience is increasingly important in the battle for the best talent, and HR needs to focus on core strengths of empowering, developing and engaging people in a hot jobs market, writes Josh Bersin
We are living in interesting times. For the first time in decades the entire global economy is growing. Unemployment rates are almost at a 30 year low, salaries are finally starting to rise, and employers are competing vigorously for a new set of skills (“machine learning skills” are now the hottest according to LinkedIn, a job that has increased in demand by almost 10 times in the last five years.)
But there is a small grey cloud over this horizon. As I remember quite well during the 2000 stock market crash, during very high growth economic times the job market becomes very difficult and employers have to shift their strategies.
Suddenly everyone is competing for the same talent (Conference Board CEO research indicates that “finding and retaining talent” is now the #1 issue on the mind of CEOs), companies start to worry about HR strategies and their leadership pipeline, and job candidates start hopping around quickly. In fact people with in-demand skills suddenly start to behave like movie stars, lobbying for high salaries, comparing employers, and further pushing companies to improve their employment brand.
For HR leaders the whole topic of the “employee experience” suddenly becomes a make or break issue. If your company is not well respected, highly rated on social media websites, and considered a “growing place to work,” you find it harder and harder to attract talent. Sure most people don’t change jobs that often, but people with very unique skills start to move around. Salespeople, engineers, products specialists, and even entry-level employees start to move to the fastest growing companies, leaving the slow growth companies in waves.
“For HR leaders the whole topic of the ’employee experience’ suddenly becomes a make or break issue”
New challenges for HR
The problem with this situation is that it creates a whole new stress on HR. Suddenly companies are focused on the employee experience, productivity, engagement, retention, benefits, rewards, and things like well-being, fringe benefits, the work environment, and all sorts of strange things like free lunch, free dinner, free laundry, and free gym and exercise programs. Here in Silicon Valley, where I live, if you don’t give people a gourmet breakfast, lunch, (and often dinner) you simply cannot attract engineers. This escalating war of benefits keeps going up.
I’ve been through many of these cycles in my career, and my personal experiences shows that many people just plow along and stay where they are, benefiting from the improved economy. But high potentials and leaders can find new jobs easily, so we have to watch them closely. And most companies are re-engineering their programs for succession management, facilitated talent mobility, onboarding, on-demand learning, and career development, so there is a lot to do.
And worst of all, as I remember in the year 2001 and 2008, this all will eventually come to a crashing end. Sometime in the future this global growth will stop, and we will all wonder if these expensive, employee-centric programs are affordable. I remember the theme of our 2008 IMPACT conference was “doing less with less.” We aren’t there now, but it will come eventually.
Refocusing strategies on the employee experience
Is HR ready for this? Absolutely. I have been traveling around meeting with some of the most iconic and important companies in the world, and their HR teams are refocusing on career management, the employee experience, new rewards programs, and all sorts of interesting digital productivity and wellbeing strategies.
Let’s all enjoy the good times while they’re here. Yes, this hot job market creates a lot of stress, but if you focus on your core strengths of empowering, developing, and engaging people – you will thrive. The clouds are out on the horizon for now, let’s enjoy the sun.
“If you don’t give people a gourmet breakfast, lunch, (and often dinner) you simply cannot attract engineers”
5 strategies for maximising the employee experience in the new global economy
Focus on employment brand. Understand and study how candidates view your company, and bring this information back to your CEO and top business leaders so you can push your management to improve culture, engagement, and the work environment.
Keep salaries and benefits current. Right now I believe companies have to refresh their rewards programs every six months. Annually is just no fast enough. I’ve talked with companies that give employees reviews and raises semi-annually and even this may not be enough in some cases. A tremendous amount of compensation information is now public – employees can find it so you should get ahead of this.
Focus on understanding the employee journey, and focus on the end-to-end employee experience. This means everything from candidate to new hire to first day, first month, first quarter, first year, first promotion, and on. The concepts of design thinking are well understood now, so you need to use them to build a digital-enabled experience that helps people thrive throughout their career.
Re-engineer your L&D strategy. This year, 2018, is the year to adopt a micro-learning strategy, refresh your LMS and tools, and get behind the concepts of “learning in the flow of work.” I’ll be writing a lot more on this soon – but let me remind you, people leave companies when they feel they are “not learning.” You can fix this.
Keep the CEO and senior leadership informed. Let him or her know your retention rate, how hard it is to hire, and what areas of the business are suffering from talent shortages or skills gaps. You will need their help to mobilise quickly if you need to hire more recruiters, invest in a new development program, or radically change job models to adapt. In times of competitive growth CEOs want to do everything they can to help, so take advantage of the opportunity.
Image source: iStock
如何成为招聘营销人员?How to Become a Recruitment Marketer
由 Kaitlyn Holbein 撰写
Lane Sutton是RallyRM导师和招聘营销超级巨星。Lane 于2015年在Sprinklr发现了招聘营销。今天，Lane 在完成学位的同时支持迪士尼的招聘营销计划。Lane负责内容策划，战略以及人才市场调查。Lane也是一位备受追捧并备受推崇的演讲者，他在众多的营销和人才招聘会议上分享了他的见解。
提示＃1 - 营销人员，马上进入！
提示＃2 - 开始联网
提示＃3 - 将招聘营销工作融入您当前的角色
莱恩说，能够显示领导力，从你的工作中获得的收获可能会导致创建你的梦想职位 - 或者至少它会帮助你建立可转移的经验，在申请招聘营销职位时可以给你一个优势另一个组织。
提示＃1 - 您可能隐藏了招聘营销经验
提示＃2 - 与团队见面并挑选他们的大脑
提示＃3 - 发展你的技能，让你的脚在你身上
Ted Nehrbas是汤森路透的人才品牌营销专家。在他目前的职位上，特德执行了一系列战略，以吸引汤森路透品牌的人才，包括管理公司所有关注职业的社交媒体账户。在Thomson Reuters工作之前，Ted曾是SmashFly的招聘营销专家。他第一次真正进入招聘营销是在2015 年，一家名为Happie的创业公司成为招聘营销实习生。
提示＃1 - 招聘人员也可以成为招聘营销人员
提示＃2 - 继续发展自己的品牌和社交媒体
“我也建议你逐渐熟悉，如免费工具Canva [图形设计]，Crowdfire [社会战略]，和股票照片网站，如Picjumbo和Stockvault。这些工具将帮助您制作内容营销资产，如博客和社交帖子，这些对于招聘营销策略来说越来越有价值。内容营销吸引候选人并传达他们为什么应考虑加入贵公司。“
提示＃3 - 在申请工作时记住自己的候选人经历
Interested in Recruitment Marketing and Employer Branding, but not sure how to drive your career in that direction? Look no further! We interviewed three professionals who have successfully created bright Recruitment Marketing careers to find out how they landed their first gig and how you can too.
Here are our interviewees and each of their top three tips to become a Recruitment Marketer:
Lane Sutton is a RallyRM Mentor and a Recruitment Marketing superstar. Lane discovered Recruitment Marketing at Sprinklr in 2015. Today, Lane supports Recruitment Marketing initiatives for Disney while finishing his degree. Lane works on content planning, strategy, as well as talent market research. Lane’s also a sought-after and highly regarded speaker, who has shared his insights at numerous Marketing and Talent Acquisition conferences.
Tip #1 – Marketers, jump right in!
Lane’s career initially started out in Marketing. His first internship was with HubSpot, where Lane boosted his social savvy. At Sprinklr, the team was keen to have Lane apply his social media marketing skills to their recruitment needs.
“I was hesitant about this at first,” admits Lane. “I didn’t know a thing about HR. However, I decided to jump in and caught on really quickly. Recruitment Marketing is basically all about applying the marketing tactics and strategies you already know to candidates instead of customers. If you come from a Marketing background, the transition isn’t hard.”
Tip #2 – Start networking
“Reach out to people already working in the space,” advises Lane. “Many will be willing to speak with you about their role, their career journey and the company they work for. You’ll get valuable info and build your network so people can start to think about you for future opportunities on their teams.”
One way to make a Recruitment Marketing connection and gain some insider intel is to apply to the RallyRM Mentor Program. The free program matches people who want to develop their Recruitment Marketing skills with mentors like Lane, who help others to grow their careers and confidently lead new strategies.
Tip #3 – Weave Recruitment Marketing work into your current role
“There are more and more entry level Recruitment Marketing jobs becoming available,” Lane says. “If your company doesn’t have someone doing Recruitment Marketing yet, this is your opportunity! Start taking on projects to build a case for developing a role like this at your organization.
“For instance, if you’re a Recruiter or Recruitment Coordinator, you could ask your manager if you could try addressing and improving a particular candidate experience issue. If you’re in Marketing, you could connect with Talent Acquisition to see if you can help them improve their Careers content strategy.”
Lane says being able to show leadership the takeaways from your work could lead to the creation of your dream role – or at the very least it will help you to build up transferable experience that can give you an advantage when applying for a Recruitment Marketing role at another organization.
Delaney Rader is a Recruitment Marketing Specialist at Vanguard, where she manages the Careers blog by defining strategy, and sourcing and creating great content. Delaney attended the University of Arizona before joining Vanguard. During her time at the University of Arizona, Delaney worked as a Marketing Assistant for the Campus Recreation Department, while also interning with Vanguard’s Employer Brand & Recruitment Marketing team.
Delaney’s top tips:
Tip #1 – You might have hidden Recruitment Marketing experience
Reflecting back on her pre-Vanguard days, Delaney realizes that she had Recruitment Marketing experience before becoming a Recruitment Marketer.
“During college, I was part of a business fraternity,” explains Delaney. “I helped create and distribute flyers to recruit new members every year. I would encourage anyone who’s looking to start a career in Recruitment Marketing to think if they might have experience they could leverage to open a door for themselves.”
Tip #2 – Meet the team and pick their brains
“If you work for an organization that has a full Recruitment Marketing team or even one person who manages Recruitment Marketing, see if you can meet with them to ask questions and start learning. Put yourself on their radar so they know you’re interested in what they’re doing. Passion goes a long way, and they may think of you for their next opening!”
Tip #3 – Develop your skills and get your feet wet where you are
“Some of the key skills Recruitment Marketers need can be developed in a ton of ways,” points out Delaney. “Consider how you can improve your communication skills, as well as how you can gain any marketing experience. If you belong to a club or team, could you manage a social feed for them? Could you help with the website or volunteer to organize an event? These are all great skills and solid experience that can add up to help you evolve into an ideal Recruitment Marketing candidate over time.”
Ted Nehrbas is a Talent Brand Marketing Specialist with Thomson Reuters. In his current role, Ted executes on a range of strategies to attract talent to the Thomson Reuters brand, including managing all of the company’s careers-focused social media accounts. Prior to working at Thomson Reuters, Ted was a Recruitment Marketing Specialist with SmashFly. His first real foray into Recruitment Marketing was with a startup called Happie as a Recruitment Marketing Intern in 2015.
Ted’s top tips:
Tip #1 – Recruiters can also become Recruitment Marketers
There are many career paths that can lead to Recruitment Marketing. Hands-on recruiting experience is also excellent to have.
“During my internship at Happie, I spent time actively recruiting,” explains Ted. “That recruitment experience provided some of the most valuable insights for my later Recruitment Marketing roles. I learned how candidates think, what their pain points are, and how to sell them on my organization. These are all areas that inform my work today too.”
Tip #2 – Grow your own brand and social media following
“Get on Twitter, LinkedIn and Instagram, and start being active,” suggests Ted. “The skills you learn that take you from 0 to 300 followers are the same types of skills you’ll use in social media marketing for recruitment purposes.
“I’d also recommend getting familiar with free tools like Canva [for graphic design], Crowdfire [for social strategy], and stock photo sites like Picjumbo and Stockvault. These tools will help you produce content marketing assets, like blogs and social posts, which are becoming increasingly valuable for Recruitment Marketing strategy. Content marketing attracts candidates and communicates why they should consider joining your company.”
Tip #3 – Remember your own candidate experience when applying for jobs
“Consider the first thing that piqued your interest about a company. Note the things that irritated you about the application. If you start to consciously consider your own candidate experience, you’ll come up with tons of great ideas that you can use to get ahead when interviewing or positioning yourself for Recruitment Marketing roles.”
The bottom line is that there are many ways to gain experience and become a Recruitment Marketer! People from just about any professional or academic background can be great in Recruitment Marketing if they dedicate time to developing relevant skills in social media and content marketing, networking with people in the industry and finding a mentor, and developing their personal brand.
Lastly, thanks to all of our interviewees for their time and tips! We hope the insight is helpful and we’re excited that you’re considering becoming a Recruitment Marketer. This is an exciting new profession and the more amazing talent we have, the more we can Rally forward and positively impact the Talent Acquisition industry!