苹果新园区要开门了，特别为员工准备了1000辆“Apple Grey”自行车代步
PingWest品玩1月23日报道，苹果的新总部 Apple Park 非常大，停车楼距离环形主楼很远，员工步行这段距离至少也要 10 分钟，所以苹果为员工准备了 1000 辆自行车，同时还在园区设立 2000 个停车位方便泊车使用。绝大多数硅谷的高科技公司都会为员工免费提供自行车代步，不过鉴于苹果的企业文化，自行车也一定会采用极简设计。
与谷歌的彩虹风格不同，苹果的自行车要更简单一些。这些自行车都来自于一家名叫 Public Bikes 的公司，该公司还为 Facebook、Mozilla 和 Square 公司提供自行车。
这些自行车都是定制的，车身上还印着「Apple Gray」的字样。据说谷歌的自行车每周都会丢失几百辆，相信苹果应该不会存在这个问题，因为该公司以保密文化著称，苹果是不会允许街上有人骑着「Apple Gray」闲逛的。对于那些不喜欢骑车的员工，苹果也想的很周到，准备了电动高尔夫球车，来往于主楼和停车楼之间接送员工。
更多精彩请关注我们的微信公众号：PingWest品玩
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Gusto(原Zenpayroll) 宣布迁移Payroll 总部到丹佛简单梳理下Gusto (点击查看Gusto信息)，原名是Zenpayroll 针对中小微企业，起家于旧金山，与Hired\Zenefits 都相隔不远。
2012年加入了Y Combinator，2015年改名Gusto ，宣布进入当年火热的保险福利领域，一年后也就是2016年宣布进入人力资源系统服务，至此Gusto成为了薪酬、保险福利、人力资源管理系统综合服务商。
这个是简单的背景。
2015年他们在丹佛成立了办公室，随后加大了投入的力度，官方宣布薪酬、保险福利与HR系统属于不同的产品属性，为更好的来服务企业和产品开发，决定迁移Payroll Home 到丹佛。如我们所知Payroll 是他们的核心，基本就意味着Gusto 在转移总部。
同时官方介绍说旧金山永远是Gusto 的EPD(工程，产品和设计（EPD）)的总部（Gusto EPD will always be headquartered in San Francisco. And the Payroll mission will always have teams in that city even though product and engineering direction will originate in Denver.）
6 Best Recruiting Tools Of 2018 [Infographic]In 2018, hiring volume is again predicted to increase with 61% of recruiters expecting to hire more people.
According to SourceCon’s State Of Sourcing Survey, increased hiring volume coupled with stagnant recruiter headcount means the most important trend to learn and understand for recruiters are tools and technology.
Here’s a list of the 6 best recruiting tools you should be using in 2018 summarized in an infographic.
Recruiting tool #1: AI for screening
2017 was the year of AI and automation tools and adoption will only pick up steam in 2018.
One of the best recruiting tools of 2018 will be AI to automate screening because it helps solve a major challenge for recruiters: too much volume.
Jobvite reports the typical high-volume job posting receives more than 250 resumes with 65% of these resumes ignored on average.
Designed to integrate with your existing ATS, automated screening software uses AI to learn what good candidates look like based on your past hiring decisions.
The software learns what your employees’ experience, skills, and other qualifications are and then applies that knowledge to automatically screen, grade, and shortlist new candidates (e.g., from A to D).
The benefits of using AI for screening are the potential to reduce your cost per hire by 70% and reduce time to hire from 34 to 9 days.
Recruiting tool #2: Rediscovering previous candidates
Virtually unknown as a concept in 2017, candidate rediscovery is the practice of mining the existing resumes in your ATS to source prior applicants for a current req.
Software that allows you to conduct this type of rediscovery is poised to become one of the best recruiting tools of 2018 because a typical ATS isn’t set up to be able to easily search and rank previous candidates for current job openings so
Rediscovery is different from keyword or boolean searches because it uses AI to learn the requirements of the role and then scans resumes to find candidates with matching qualifications.
In 2018, candidate rediscovery will gain interest as a tool that allows you to tap into the talent pool that you’ve already spent resources attracting, sourcing, and engaging.
Recruiting tool #3: Recruitment chatbot
Recruitment chatbots were introduced to the market in 2017 and are poised to gain serious attention in 2018.
As a recruiting tool, a chatbot uses natural language processing to understand text like a human would.
The main functions of a recruitment chatbot is to streamline the top of the funnel by providing real-time, on-demand communication to candidates. Its functions include answering FAQs about the job, providing feedback and updates, and scheduling a follow up or interview with a human recruiter.
One of the biggest trends in 2018 will be candidate experience.
A recruitment chatbot holds the potential to massively improve the candidate experience by enabling time-strapped recruiters to provide unlimited and instantaneous, albeit electronic, touch points.
Recruiting tool #4: De-biasing software
Unconscious bias was a huge topic in 2017 and an entire industry of de-biasing recruiting software has sprung up in reaction.
Specifically, recruiting tools that use AI to identify and remove bias from job descriptions, resume screening, and sourcing.
These recruiting tools use AI to fight unconscious bias during the sourcing and screening phases by ignoring candidates’ demographics (e.g., implied race, gender, and age) from their resumes and online profiles.
Related to bias, workplace diversity will continue to be a big focus in recruiting in 2018 and tools that work to diversify the candidate pool will be in hot demand.
Recruiting tool #5: Super-targeting job ads
2017 saw the introduction of targeted job descriptions and this trend will continue in the next year.
New methods of job ads include re-targeting candidates (e.g., advertising your role to people who’ve visited your company website before) and geo-targeting (e.g., advertising your role to people physically nearby).
With a tighter labour market and the spray and pray model of sourcing officially dead, recruiters will be eager for better tools to get their job postings in front of the right eyeballs.
Recruiting tool #6: Recruitment marketing software
2018 will be the year that candidate experience finally gets its due. A big part of that push will involve recruitment marketing.
Recruitment marketing is the application of marketing best practices, such as analytics, multi-channel use, targeted messaging, and tech-enabled automation, to attract, engage, and nurture candidates who haven’t yet applied to a job and converting them into applicants by communicating your employer brand and value.
In 2018, recruitment marketing software will be the best tool to create brand awareness of your company and interest in your open roles, attract candidates who self-select themselves into the application process, and keep candidates informed and engaged throughout the recruitment cycle.
Ji-A Min
Head Data Scientist at Ideal
Ji-A Min is the Head Data Scientist at Ideal. With a Master’s in Industrial-Organizational Psychology, Ji-A promotes best practices in data-based recruitment. She writes about research and trends in talent acquisition, recruitment tech, and people analytics.
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