After a first one dedicated mainly to business approaches, for this second day at Unleash18 Amsterdam I looked more at vendors and startups. Before coming back to some of these points in more detail, here are my current findings.
Depending on the profiles, there are certain technical skills that are important to test in candidates. Unfortunately, this is much easier said than done.
– Some companies do not have the resources to and cannot mobilize a manager.
– Others have resources but such a large volume of recruitment that they are overwhelmed or, if they put the necessary resources in, the cost of recruitment explodes.
– How to ensure consistency in the difficulty of the test. Depending on the person with whom they have had an interview, two candidates may, for example, have an interview in English of radically different difficulty.
So two startups drew my attention :
First Codility which allows to test the level of a developer on a certain number of technologies. But the solution does not stop there: strengthening the employer brand by carrying out challenges between developers, interview support….
Then The English Quiz which is a very complete English test solution in which I found a number of qualities. First of all, we can go very far when the test settings: written, oral, MCQ, duration, mix. And then the recruiter can specifically target what one needs to master in a given job or sector of activity.
HR marketing and employer branding
As I have been saying for some time, in terms of targeting and diffusing offers and content, HR practices must be inspired by those of marketing and, moreover, we are seeing the arrival of concepts and products that are nothing more than the adaptation to HR of tools already seen for years on the customer relations side.
To come, therefore, the presentation of three startups.
Candidate.ID with a real CRM approach.
Pathmotion on employer brand logic, content generation and SEO.
Does the empire strike back ?
I had noticed that on the corporate side, despite the disruptive wave we have known, the “old” ones are still there and are recovering, whereas not all the disruptors are necessarily in good shape.
On the HR Tech side, the same wave has affected the vendors world for the past 10 years with new entrants who had the opportunity to change the rules of the game because they were not under the weight of an installed base and the inertia of their clients.
But can the “old” ones come back into the game? That’s what I tried to find out by looking at the Oracle case. Make Oracle Cool again? To be discovered in a future post.
So I have still a lot to share on #unleash18 so… and in 2019 let’s meet in London in March, Las Vegas in May and Paris in October!