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Tag Archives: hiring

Mainstream Technologies Hires Anupa Koti

Mainstream Technologies is pleased to announce the hiring of Anupa Koti as Software Developer. Her responsibilities will include the design, development, and deployment of web solutions using .NET... (PRWeb February 03, 2019) Read the full story at https://www.prweb.com/releases/mainstream_technologies_hires_anupa_koti/prweb16074933.htm

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Mainstream Technologies Hires Seth Tetteh-Quaye

Mainstream Technologies is pleased to announce the hiring of Seth Tetteh-Quaye as Software Developer. His responsibilities will include the design, development, and deployment of web solutions using... (PRWeb February 03, 2019) Read the full story at https://www.prweb.com/releases/mainstream_technologies_hires_seth_tetteh_quaye/prweb16074942.htm

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OPENonline announces that they have successfully completed multiple…

The company's clients will have immediate access to the improved user interface and new features, allowing employers to continue to streamline the hiring process. (PRWeb January 28, 2019) Read the full story at https://www.prweb.com/releases/openonline_announces_that_they_have_successfully_completed_multiple_enhancements_to_its_core_background_screening_platform_selecthire/prweb16060377.htm

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PreemploymentDirectory.com, Launches a Consulting Practice to Help HR…

PreemploymentDirectory.com, the background screening news and information portal for Human Resources professionals and Hiring Managers, launches a consulting practice to help HR and hiring managers to... (PRWeb January 28, 2019) Read the full story at https://www.prweb.com/releases/preemploymentdirectory_com_launches_a_consulting_practice_to_help_hr_and_hiring_managers_to_find_the_right_background_screening_provider_to_meet_their_needs/prweb16061042.htm

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Distributed teams are rewriting the rules of office(less) politics

When we think about designing our dream home, we don’t think of having a thousand roommates in the same room with no doors or walls. Yet in today’s workplace where we spend most of our day, the purveyors of corporate office design insist that tearing down walls and bringing more people closer together in the same physical space will help foster better collaboration while dissolving the friction of traditional hierarchy and office politics. But what happens when there is no office at all? This is the reality for Jason Fried, Founder and CEO of Basecamp , and Matt Mullenweg, Founder and CEO of Automattic (makers of WordPress), who both run teams that are 100% distributed across six continents and many time zones. Fried and Mullenweg are the founding fathers of a movement that has inspired at least a dozen other companies to follow suit, including Zapier, Github, and Buffer. Both have either written a book, or have had a book written about them on the topic. For all of the discussions about how to hire, fire, coordinate, motivate, and retain remote teams though, what is strangely missing is a discussion about how office politics changes when there is no office at all. To that end, I wanted to seek out the experience of these companies and ask: does remote work propagate, mitigate, or change the experience of office politics? What tactics are startups using to combat office politics, and are any of them effective? “Can we take a step back here?” Office politics is best described by a simple example. There is a project, with its goals, metrics, and timeline, and then there’s who gets to decide how it’s run, who gets to work on it, and who gets credit for it. The process for deciding this is a messy human one. While we all want to believe that these decisions are merit-based, data-driven, and objective, we all know the reality is very different.

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Altru raises $1.3M to improve recruiting with employee videos

Marketers are increasingly looking for social media celebrities and influencers who can promote their products with more authenticity (or at least, the appearance of authenticity) than a traditional ad. So Altru CEO Alykhan Rehmatullah wondered: Why can’t businesses do something similar with recruiting? And that’s what Altru is trying to accomplish, powering a page on a company’s website that highlights videos from real employees answering questions that potential hires might be asking. The videos are searchable (thanks to Altru’s transcriptions), and they also can be shared on social media. The startup was part of the recent winter batch at Techstars NYC , and it’s already working with companies like L’Oréal, Dell and Unilever. Today, Altru is announcing that it’s raised $1.3 million in new funding led by Birchmere Ventures. Rehmatullah contrasted Altru’s approach with Glassdoor, which he said features “more polarized” content (since it’s usually employees with really good or really bad experiences who want to write reviews) and where companies are often forced to “play defense.” On Altru, on the other hand, employers can take the informal conversations that often take place when someone’s deciding whether to accept a job and turn them into an online recruiting tool. Over time, Rehmatullah said the platform could expand beyond recruiting to areas like on-boarding new employees. Since these videos are posted to the company website, with the employees’ name and face attached, they may not always feel comfortable being completely honest, particularly about a company’s flaws. But at least it’s a message coming from a regular person, not the corporate-speak of a recruiter or manager. Rehmatullah acknowledged that there’s usually “an educational process” involved in making employers more comfortable with this kind of content. “These conversations are already happening outside your organization,” he said. “In the long-term, candidates expect more authenticity, more transparency, more true experiences.”

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