Join recruiting and HR leaders, Newton Software Co-Founder Joel Passen and SharedHR CEO Paul Finkle, for this informative webinar.
When: Tuesday, February 14th, from 10am- 11am Pacific Time.
Register Now! Space will be limited to 100 participants.
Why you should attend.
Competing for talent has shifted again. Are you ready? As the employment market continues to thaw, employers must be ready to be compete for talent again. Learn about the latest tools to help organize and manage efficient and effective recruiting programs, to asking legally permitted interview questions, to making lawful and compelling offers to employment, to getting workers started off on the right foot.
46 percent of new hires leave their jobs by the end of the first year. Learn how to improve your odds. Learn how to involve your managers in the hiring process in this fast paced webinar as our expert speakers review clear, process- driven systems and offer candid tips for interviewing job candidates, hiring correctly, and orienting new hires and managing documentation.
Areas that will be covered include:
Why your company should always be in hiring mode
How to make every employee an effective hiring ambassador
How to appropriate involve and support managers in the hiring process to build the “right” team
How to use technology to effectively collaborate to make the best hiring decisions
How to promote your organization while institutionalizing hiring knowledge
How to continually improve your hiring process and the quality of your new hires
Based to time and question volume, there will be an opportunity to have your specific questions answered during the webinar.
About Our Speakers:
Paul Finkle, CEO of SharedHR, brings more than 30 years of startup and business experience, with a bias towards connecting people to strategy. Mr Finkle’s deep HR knowledge spans industries from technology, manufacturing, transportation, professional services, and non-profits. SharedHR helps clients design and implement a business process orientation to HR processes and to find the optimal mix of technology and professional support in areas such as training, staffing, and compensation. Mr Finkle has lectured at major universities, serves frequently as an expert witness in employment litigation, and serves on the Advisory Boards of non-profits and several client companies.
Joel Passen, Co-Founder of Newton Software, is a recognized leader in the talent acquisition field. Newton Software is a technology company developing popular, easy-to-use corporate applicant tracking software. Joel has been interviewed by the New York Times, the Wall Street Journal, the San Francisco Business Times, NPR, Fist Full of Talent, etc. on matters relating to corporate recruiting. He is also a frequent blogger interested in emerging issues, trends, and technologies related to corporate recruiting and HR Technology. Aside from his numerous duties with Newton Software, Mr. Passen finds time to sit on the Advisory Boards for two growing companies in the talent acquisition industry.
Tune into to DriveThurHR on Thursday, Feb 9th, 2012 at 12:00pm CST for a lunch conversation with Newton Software’s Head of Marketing, Joel Passen.
Joel will join Wempen and Tincup for clever bantor, real insights and interesting thoughts on HR, HR Tech and other issues that are front of mind with all Human Resources pros.
One of the qualities that we’re most proud of is Newton’s ability to clear the ‘fog of war’ that often envelopes corporate recruiting programs. At the end of the day, the most important benefit that applicant tracking software can provide is visibility. Recruiting is a ‘busy’ business process that creates a massive amount of information. Organizing and managing this information into easy to access, easy to read dashboards is paramount.
We’ve designed Newton’s home page to be ‘air traffic control’ for corporate hiring. See all of the jobs that are important to you at a glance and all of your applicants in the pipelines for those jobs organized by what stage of the process they are in. Newton’s home page creates an automatic staffing report just by logging in and doesn’t require any clicking around. Now, turn on Newton’s enhanced interview tracking feature and get detailed, real-time visibility into each candidates’ interview stage like 1st phone screens, 2nd interviews and even rescheduled interviews automatically. You’ll track the number of phone screens, the number interviews and even reschedules for each candidate right from your home page.
Using Newton’s enhanced interview tracking feature will allow your recruiting team to gather more meaningful and powerful recruiting metrics with very little impact on your hiring managers. Coupled with Newton’s state of the art custom reporting engine, Newton’s interview tracking capabilities empower organizations to continuously improve recruiting efficiency and overall effectiveness.
RPO Talk: Real RPO tips, advice and troubleshooting (Panel Discussion)
Newton Software’s Joel Passen has been tapped to be a panelist at an upcoming virtual conference hosted by HR.com. HR.com’s new webcast series is available live online, as a downloadable podcast or as a printable article. As part of HR.com’s commitment to continual HR learning, they’re educating, inspiring and motivating more HR professionals than ever through through this creative new medium.
About the Discussion:
Join HR.com’s, David Whitmarsh, live on February 15th at 12:15pm EST as he moderates a fast-paced 45 minute session featuring expert RPO industry panelists that answer questions, provide advice and help listeners troubleshoot important topics related to recruitment outsourcing. This is a unique chance to receive unbiased answers to your questions about recruitment process outsourcing.
Expert panelists:
Joel Passen: Joel is the Head of Marketing and a Co-Founder of Newton Software, a technology company developing easy-to-use applicant tracking software. Prior to starting Newton Software, Joel co-founded Gravity Technologies Inc., a company that owns and operates several autonomous businesses (including an RPO focusing on high-complexity jobs) in the human capital management industry. As the Vice President for Gravity’s RPO division, Joel led Gravity Technologies to be named to the San Francisco Business Times “Top 100 Fastest Growing Private Companies” list in 2005, 2006, 2007, and 2008.
Harry Griendling: As a recognized thought leader and visionary in recruiting, talent management, and workforce analytics, Harry Griendling has been at the forefront of modernizing his clients’ approaches to attracting, engaging, and optimizing talent since founding DoubleStar in 1993. Under Harry’s leadership, DoubleStar has designed and delivered over 750 high-volume recruiting projects for over 250 clients in technology-driven industries, including Pharmaceuticals, Biotechnology, Information Technology, Healthcare, Financial Services, Telecommunications, Consumer Packaged Goods, Engineering, Energy and Power Generation, and Broadcast and Cable Media. 94% of DoubleStar clients have been repeat customers. DoubleStar has appeared twice on the Inc. 500 list of America’s fastest-growing privately held companies and a record six times on the Philadelphia 100 list of fastest-growing employers in the Delaware Valley.
Interested in learning more about recruitment process outsourcing? Sign up at HR.com for free and attend any session. Click on the link below.
More than ever before, human resources professionals are scrambling to collect and provide quantitative metrics to substantiate all sorts of initiatives. Many HR professionals spend time preparing analytics for the sake of being prepared with ‘data’ – metrics for the sake of metrics.
Dr. Steve McElfresh, our guest on NED this month, presents a compelling case that the real value of metrics is only achieved when combined with analytic, business oriented thinking. The development of HR Metrics can enable and support that approach to HR. But Metrics also can be, and too often is, delivered bereft of such thinking, in which case it is an empty suit, a façade that detracts from rather than enhancing HR’s credibility. What’s more, solid analytic, business-oriented thinking can be applied to great effect without formal metrics.
Join us on NED for an HR Metrics sanity check with Steve McElfresh
Dr. McElfresh is the Principal and Founder of HR Futures. He was also the President and CEO of Saratoga Institute, the leading organization providing HR-related benchmarking and performance analyses. Before Saratoga, Steve was the chief HR officer for SRI International (formerly known as Stanford Research Institute), Failure Analysis Associates, and Friden Alcatel.
He is a member of the Society for Psychologists in Management, the Academy of Management, the Forensic Expert Witness Association and the American Psychological Association. In addition, he is a moderator/facilitator for two HR YahooGroups (ROI Net and VPHR Forum) and has written editorials for the Business Journal. He is certified by SHRM as a Senior Human Resource Professional and was a charter member of SHRM’s National Panel for Human Capital Measurement and HR Metrics. He is in his eight year as Conference Chair for the Conference on Strategic HR Analytics and Metrics.
Steve has taught at the School of Management at Boston College and the Department of Psychology at the University of Massachusetts. He has served on the Boards of Directors or Advisory Boards of the Bay Area Executive Council, Pacific Graduate School of Psychology, the Forensic Expert Witness Association, and the Bay Area Organizational Development Network. He earned a Ph.D in organizational psychology from Boston College and a JD from the Santa Clara University School of Law.
A couple of weeks ago, I was asked to write a series of blog posts on choosing applicant tracking software. When Carol Schultz, the CEO of Vertical Elevation, approached me, I thought it would be pretty simple. After all, I live in applicant tracking software every day. As it turned out, it was harder than I thought.
I’m so used to promoting Newton that it was hard to separate real advice from shameless self-promotion. In the end, I decided to share some advice that I figured most vendors wouldn’t. So far the feedback has been really positive.
William Tincup, of the human capital marketing powerhouse, Starr Tincup, will join NED on April 16th. This is show is not to be missed. William is a brilliant marketer that brings a fresh approach to both employment branding and marketing businesses in the human capital space.
William and the rest of the team at Starr Tincup have helped more than 150 clients in the human capital space innovate marketing. Whether you’re selling a new talent management solution, a whiz-bang HCM-oriented social media gizmo or good ol’ human resources consulting, these guys know your buyer – likely better than you do. Starr Tincup wrote the book on human capital marketing – get yours here.
We’ll start this show with William providing a “state of the union” of recruiting over the past year and we’ll dive into what to expect in the future.
About William Tincup: William is a Principal at Starr Tincup, strategic marketing consultancy for human capital firms. His tombstone will read “harsh but fair”. He’s a seasoned entrepreneur and a sophisticated marketer. He’s made thousands of mistakes in being both an entrepreneur and a marketer. Like most people, William tries to learn from all his experiences – good, bad and ugly.
About NED: NED is a series of interactive, web-based discussions sponsored by Newton Software, makers of Newton, popular, easy-to-use applicant tracking software. NED showcases recruiting industry influencers and innovators who share their tips, tools, techniques and knowledge with our diverse audience. Whether you’re a recruiter, HR professional, business leader or someone generally interested in talent acquisition, we provide valuable information relevant to the business of recruiting. Tune in live or catch up when it’s convenient.
NED, a podcast series that showcases recruiting industry influencers and innovators, is kicking off an exciting month starting with an interview with Carol Schultz, the CEO of Vertical Elevation.
Carol and her team are pioneering a new trend in the recruiting industry, a fundamental shift from the one-size-fits-all mentality that permeates current, traditional recruitment practices. During this podcast we’ll learn more about Carol’s brainchild, RPOptimization, and how it works. Undoubtedly, Carol will also provide us with some tips and techniques on how to better implement recruiting best practices.
About Carol Schultz: Carol Schultz is a pioneer in the Recruitment Process Optimization and Career Strategy Industry. She has built a client base of countless individuals and myriad companies from early stage pre-IPOs to publicly traded companies. Over the past 25 years, she’s honed her industry expertise and formed an intrinsic understanding of successful recruiting processes. Carol’s company,Vertical Elevation, combines best-in-class process auditing, executable strategy, and expertise to provide integrated and customized talent-acquisition solutions.
About NED: NED is a series of interactive, web-based discussions sponsored by Newton Software, makers of Newton, popular, easy-to-use applicant tracking software. NED showcases recruiting industry influencers and innovators who share their tips, tools, techniques and knowledge with our diverse audience. Whether you’re a recruiter, HR professional, business leader or someone generally interested in talent acquisition, we provide valuable information relevant to the business of recruiting. Tune in live or catch up when it’s convenient.
The Recruiting Guru (@recruiting_guru) is passionate about all things recruiting: tricks, tools, tips, technology and beyond. As an avid blogger and recruiter at heart (day job), the Recruiting Guru is a sleuth, a social media junky and an all around curious guy seeking out the next big things in recruiting. He asks the tough questions and isn’t afraid to speak his mind. Interview taken from The Recruiting Guru – ‘Interview with Joel Passen of Newton Software’ 3/10/2010
[Guru] Joel, thanks for agreeing to the interview.
[Joel] The honor is mine. I read your tweets.
[Guru] You guys claim to have the easiest to use applicant tracking software. Easy-to-use – I hear this all the time. What makes Newton any different?
[Joel] Frankly, most vendors can’t really explain what makes their software easy-to-use. We can. Newton is easy-to-use because it has recruiting DNA built in. This is particularly evident when you look at Newton’s workflow. It’s flexible and is designed to work the way that recruiting works. So, from day one, our customers get an application that is smart and understands what they are trying to do. This smart, flexible workflow also allows us to enable critical features like automatically tracking EEO and OFCCP data, sending thank you letters to every candidate and providing real-time analytics.
With Newton, on day one, you get a login, get your job listings online, do a short walk-through with one of our product specialists and that’s it- you’re ready to go. Giving Newton to hiring manages is simple too. And, it takes just minutes to get them entirely set up. Tell them to hit the green button if they like someone and the red button if they don’t. They love it and they use it which makes life easier for recruiters.
[Guru] So, you can activate Newton in a day?
[Joel] To us, easy-to-use translates to easy to activate – easy to get started. We don’t require customers to wade through paperwork or sign their first born away to get started. And, even better, it doesn’t take much training at all to get started with Newton. Recruiters are up and running in an hour and training a hiring manager takes a matter of minutes. We activate 95% of our customers, soup to nuts in less than 24 hours. And, activating Newton is 100% free – no activation or implementation fees. Oh, and we don’t charge for support either.
[Guru] Ok, so what do you charge for?
[Joel] (laugh) We have tiered pricing plans at Newton and charge for only staffing users. Hiring managers, interviewers, executives and HR stakeholders are all considered general users and we encourage companies to create as many general users as they want for free. And, we never require long-term contracts. Newton is a month to month service, pay as you go. This forces us to earn our customers’ business every month and holds us accountable. We’re forced to provide a stable platform and to continually strive to make Newton better, to be innovative, to listen. We have a saying here: “We design software that we’d want to use and we sell it the way we’d want to buy it”
[Guru] With this type of model, how do you make money? How do you compete?
[Joel] Well, my simple answer is that we charge people to use our software Guru. And, we have quite a few customers so we’re doing really well. But, I know what you’re really asking – how can we survive? Listen, we’re pioneering a trend that’s taking place not just in the applicant tracking space but in the software industry as a whole. With the availability of common platforms and open source tools combined with pure internet distribution models, delivering software is getting more efficient every day. Simply put, it’s gotten cheaper to offer better technology and we’ve built our company and business model reflect the times. Plus, we don’t have the baggage that our competitors have, the debt, the huge teams to support, the fancy offices, the tradeshow booths. We don’t need to charge exorbitant prices or charge for training implementation or any of that peripheral stuff that makes buyers weary.
[Guru] What do these new models mean for the recruiting software space?
[Joel] Well, for the buyers of applicant tracking software, these new trends are great. There’s finally some innovation in the market. It means that software is getting better and less expensive at the same time. Buyers like that. It’s a buyer’s market and it will remain this way.
As for the vendors, this means that they are going to have to find ways to adapt. The competition is going to continue to increase as new vendors come on line offering innovative technology delivered in more economical ways. It’s going to get harder before it gets easier for vendors that aren’t prepared to adapt to the new software economy.
[Guru] So what’s next for Newton Software? Are you guys heading into Talent Management or the HRIS space?
[Joel] Well, as you know, we just released Newton RPO, a version of Newton designed for recruitment outsourcers. We’ve actually had customers using this edition since 2008 but just recently started to market it. We’re comfortable in the recruiting software space. We know recruiting and there are other opportunities in this space. Otherwise, we have a full product roadmap for scheduled for Newton for the rest of the year consisting of some really killer new features that continue to focus on improving and simplifying recruiting. Beyond that, we have some plans for a new product that we’re not talking about at the moment. You’ll have to stay tuned.
Paul Finkle, CEO of SharedHR, brings more than 30 years of startup and business experience, with a bias towards connecting people to strategy. Mr Finkle’s deep HR knowledge spans industries from technology, manufacturing, transportation, professional services, and non-profits. SharedHR helps clients design and implement a business process orientation to HR processes and to find the optimal mix of technology and professional support in areas such as training, staffing, and compensation. Mr Finkle has lectured at major universities, serves frequently as an expert witness in employment litigation, and serves on the Advisory Boards of non-profits and several client companies.
Joel Passen, Co-Founder of Newton Software, is a recognized leader in the talent acquisition field. Newton Software is a technology company developing popular, easy-to-use corporate applicant tracking software. Joel has been interviewed by the New York Times, the Wall Street Journal, the San Francisco Business Times, NPR, Fist Full of Talent, etc. on matters relating to corporate recruiting. He is also a frequent blogger interested in emerging issues, trends, and technologies related to corporate recruiting and HR Technology. Aside from his numerous duties with Newton Software, Mr. Passen finds time to sit on the Advisory Boards for two growing companies in the talent acquisition industry.
A couple of weeks ago, I was asked to write a series of blog posts on choosing applicant tracking software. When 
Check out our the recent Proactive Employer Podcast featuring Joel Passen discussing Newtons’s new EEO / OFCCP Functionality
William Tincup, of the human capital marketing powerhouse, 
NED, a podcast series that showcases recruiting industry influencers and innovators, is kicking off an exciting month starting with an interview with Carol Schultz, the CEO of Vertical Elevation.
About Carol Schultz: Carol Schultz is a pioneer in the Recruitment Process Optimization and Career Strategy Industry. She has built a client base of countless individuals and myriad companies from early stage pre-IPOs to publicly traded companies. Over the past 25 years, she’s honed her industry expertise and formed an intrinsic understanding of successful recruiting processes. Carol’s company,
The Recruiting Guru (@recruiting_guru) is passionate about all things recruiting: tricks, tools, tips, technology and beyond. As an avid blogger and recruiter at heart (day job), the Recruiting Guru is a sleuth, a social media junky and an all around curious guy seeking out the next big things in recruiting. He asks the tough questions and isn’t afraid to speak his mind. Interview taken from