Category Archives: News and developments

Why talent rediscovery software could revolutionise recruitment

Remember that great candidate you interviewed a couple of years ago but ultimately didn’t hire? Probably not. But talent rediscovery software does.

Using a talent rediscovery AI tool, you can match their application to the new role you need to fill, and reach out to them again, without relaunching a whole new campaign.

For the most competitive roles, recruiters can receive up to hundreds of applications of which only a short number are shortlisted and just one may be hired. There are valuable resources at your fingertips that most recruiters either don’t think to or can’t access. Enter talent rediscovery software.

What is talent rediscovery?

Talent rediscovery allows you to automatically screen candidates who previously applied for a role at your company. It can then match these candidates to a current open job post, using your CV database integrated with applicant tracking software.

A survey by CareerBuilder showed that one of the biggest complaints employers have about recruiters is the failure to look at candidates in their own database.

Root out the diamonds in your existing candidate pool

Root out the diamonds in your existing candidate pool

Find existing talent

Why not exploit the gold mine of candidates you are already sitting on? Although on average 250 applications are received for high-volume roles, these are almost all ignored and lost once the current vacancy is filled.

This is a fantastic way to tap into those passive candidates who are open to new possibilities, whilst not actively job hunting. You already know they are interested in your company, since they previously applied to work there, so they could well be a great culture fit.

You can then target these individuals specifically to see if they would be interested in joining a different team within your company.

Allowing recruiters to screen their existing talent pool of past applicants quickly, easily and accurately will be hugely beneficial and save a great deal of time and money.

You can even use this same software to reach out to qualified applicants and re-engage them into the job hunting.


Cut back on recruitment costs

You spend a huge amount of resources attracting top candidates to your company. On average, it costs $4,000 and 52 days for a company to fill an open position, according to a recent Glassdoor report.

Traditionally, it has been almost impossible to screen your existing candidate pool for a new role. There is now a way to automatically check whether there is a strong past candidate that would be a great fit for a new job requirement, using AI.

Talent rediscovery software provider Ideal uses complex CV scanning algorithms to find the best candidates you already have in your database. It claims to reduce hire time by 40%, and boost candidate response 14 times over, presumably as a result of candidates wanting to engage with a company they have already applied to previously.

Steve Goodman, CEO of Restless Bandit, who also offer a software for talent rediscovery, said “A company could use our algorithms to eliminate 80 to 90 percent of applicants, and surface the best people for an interview“. Restless Bandit technology also allows recruiters to target these people via directed adverts on social media and other platforms.

Last time's silver medallist could be this time's gold

Last time’s silver medallist could be this time’s gold

Why not try a talent rediscovery solution today? You’ll probably find fantastic and qualified candidates who will be perfect for your next roles, who have been hiding just under your nose all this time.


For both employers and job seekers, Jobboard Finder is the first decision-making tool for recruitment campaigns and job searches. By gathering tools and services that recruiters can use to search and compare employment websites from all over the world to find the best job search sites, it really is the best solution for recruitment needs. Today recruiters can also purchase job advertisements for the media they have selected and manage their postings directly from our unique platform. Then they can rate and review the job boards they have used in the past for our community of professionals to see.


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Artificial Intelligence and the future of the job market

Today we have something a little different for you: a guest post from Cameron at SelectJobs, in which he explores Artificial Intelligence and the repercussions this could have on the job market of today. Enjoy!

Although AI, Robotics and Automation have been around for a while in certain sectors, it seems as if only recently their true potential has been shown in the media. Whether it’s a new robot development to aid a manufacturing process, or an AI bot to speed up customer service enquiries, the question that just keeps coming up is: ‘What will happen to the jobs that they’re taking?’

In short, and although it’s hard to estimate a scale, not a lot. What we’re seeing is a future shift in demand for certain types of candidates. For each company that replaces a customer service team with an army of AI Bots, another company will be hiring developers and engineers to create, support and maintain said bots. For every manufacturing firm that replaces a team of staff with state-of-the-art assembly robots, another company will be sending out employees to install and maintain them.

“By 2030, 25% of travel through Dubai will be automated.”

“1.3 million industrial robots to enter service by 2018”

Changes and innovations within any sector will cause shifts in the markets in their supply chain. Adaptation within these markets will mean a shift in demand for certain types of candidates.

The questions being posted throughout social media shouldn’t read ‘Why are robots taking our jobs and leaving us unemployed?’, but instead ‘For each job lost through a new product innovation, how many other jobs are being created?

By calculating this answer (which, admittedly, will take a lot of time, guesstimation and extrapolation!), not only will there be a greater confidence in the current employment trends, but we may avoid a situation in which technology has advanced at a rate which is quicker than we can supply skills to maintain it, and we can understand and start to implement processes that’ll ensure we can provide the talent to feed the shift.

When understanding the effect that Robotics, AI and Automation will have, ironically, we will simply need to think (which will soon be done for us!), and reverse-engineer the process we’re expecting to see over the next 20-30 years. Cast your imagination to a manufacturing plant composed of autonomous robots and AI software. Now, overlook the operation, and understand what needs to be done to ensure things run smoothly.

First of all, we’d look at Quality Control (QC). Robots may run millions of products off in a year, but can they examine the detail and quality level of a finished product, and suggest improvements within a process, or adjust? Probably not without human intervention. “QC Manager”

Next, consider for example Operations Management? Chances are, these robots will all be working as part of a chain. They’ll be automated to keep churning out products. Now, let’s say that a malfunction occurs within one robot. The chain is now broken, meaning that any further process implemented by a robot thereafter is obsolete. Now, the operation has to stop, and for processes to improve something needs to hit the big red STOP button, and think of a new strategy. How? Human intervention. “Operations Manager”

Now that the Operations Manager has identified a fault within one of the robots, said robot will need to be fixed and tested. How? Human intervention. “Maintenance Engineer”

Should the robot be beyond repair or maintenance, a new robot will have to be built and installed in its place. This, in turn, enables the supply chain, and in turn, generates a requirement for candidates for such jobs. “Installation Engineer”, “Robot Design & Developer”, “Robot Production Line Engineer”.

There are so many layers when creating a service or a product that if one layer has had a robotic invasion of the workforce, another layer will prosper, be this within the organisation or supply chain. Why have they prospered? They’ve identified and anticipated the future requirements for certain automation, and have implemented processes in which they’re easily able to obtain the relevant talent in order to provide such a change.

Now, you may be asking, how do we prepare for the supposedly apocalyptic talent shift? The answer is surprisingly simple.

Step 1. Liaise with your R&D/Tech team to determine whether or not your organisation will be rolling out or engaging with any form of Machine Learning, Automation, Robotics or AI. This will give you an understanding of the talent shift required in the future within your company.

Step 2. Understand the guidelines required in order to support the AI, Robotics or Automation process, and gather information through numerous channels of what your future candidate will be tasked with, when engaging with the autonomous process your company has implemented. From this, create your candidate profile.

Step 3. Discover and partner with numerous local education bodies, universities and colleges to position your brand clearly in front of the people with the freshest, most recent knowledge: graduates. It’s no secret that technology moves at a rate of knots. You may risk talent becoming outdated or looking for candidates with obsolete skills. Graduates will have the most relevant knowledge of modern AI, Automation & Robotics technology.

Once the partnership is in place, and you’re the center of attention as an employer of choice for recent graduates, enjoy a steady flow of applications from candidates with direct knowledge in line with the most recent technologies you’ll be using as a company.

So, next time you hurt the feelings of a robot and claim it has ‘taken a load of our jobs’, thank it instead. The robot has, in turn, created a few more jobs for humans too. They’re not all that bad, are they?

Select Jobs is a UK Job Advertising platform currently listing over 350,000 live Jobs, across all sectors and locations in the UK. Charging only based on what each advert delivers, the platform offers a unique, modern look at advertising jobs.


For both employers and job seekers, Jobboard Finder is the first decision-making toolfor recruitment campaigns and job searches.

Keep up to date with our news articles and receive them directly in your mailbox by subscribing to our newsletter. If there is a particular topic that you would like to see featured on our blog please let us know.

The development of professional live chats

Live chats in companies are completely modifying our working habits. As they are currently in full development, we are witnessing their development and the changes they impose on human relationships, especially at work. These conversation tools are designed to make employees’ lives easier, and in the future, they could even reply for them. We will try to tell you more about this simple concept which is completely impacting work and how it is supposed to ease work, making it more instant and digital. We will also analyse how Whatsapp and Slack, a more professional instant chat, are more and more used in companies and in professional relationships.

collaborative platform

The boom of collaborative applications

For some years now, instant messaging has become something very common for all consumers. Having all types of applications to instantly chat with someone has become a standard. And as the boundary between professional and private life seems to be disappearing more than ever, it was obvious that instant messaging was going to be used in companies. And all free simple applications like Whatsapp allow employees and companies to discuss with people from all around the world, as these application are common to many people. However, some of them were not considered as “professional enough” and that’s why some Silicon Valley engineers decided to develop other applications with many features, to adapt to the companies’ needs.

The example of Slack, a collaborative platform

slack logo

Very popular in the Silicon Valley, Slack is a service of instant chat functioning in cloud allowing, first of all, employees of a same company to chat. Slack is an acronym which means “Searchable Log of All Conversation and Knowledge“. There are some subjects of conversation in which you can participate, and there is always a trace of what you said or shared in the group conversation. There are of course other features than the communications’ ones. To impose itself in the workplace, Slack offers the possibility to connect other applications to the platform. Indeed, as you can share files, you can connect a Dropbox or a Google Drive account for example. You can even connect services like Uber, or more specific ones like CRM software (for example Salesforce), or HR softwares.


It has the advantage to be available either online, on computers as well as on mobile devices, so this is pretty modern and adapted to the world we live in, that is to say a digital and mobile one. It can even help your employees to save time because there is even a system of chatbot, which allows the application to reply for you. These type of platform can be considered as expensive but it was proven that it improves productivity and responds to the challenge of immediacy required by this world. It is good for your company but also for your clients. You can be connected to them easier than ever. Slack is functioning so well that Facebook and Microsoft tried to compete with them by launching last year their beta version of a workplace information system. If you’re interested, check their page right here!

Women’s career progression: where do we stand?

In April 2017, gender equality at work is still a matter of current concern. It is true that the situation has positively evolved in the last ten years. However, there are still unsurprisingly inequalities. In fact, according to an article of Recruitment Buzz, it seems that one of the reasons why women leave their job is because they lack career progression opportunities. All women aspire to have a great and amazing career but some of them, not to say all of them, lack opportunities to build one. In this article, we will see why there is this lack of opportunities and from where it comes from. We will try to understand why sometimes women don’t dare to talk about their ambitions to men. Finally, we will see how women can break this unbreakable glass ceiling that prevents them to reach the heights.women progression at work

Lack of career progression opportunities is the number 1 reason why women leave jobs.

Around 66% of women want to leave their job because they don’t have any career opportunity. The era of women wanting only a job and nothing else is over. When a women decides to start studying, she definitely knows that she doesn’t be at the same position for ever, especially because nowadays, it is rare to stay in the same company until retirement. Before committing to a company, women now make sure that they will have the opportunity to flourish in their workplace, to be as considered as men and to especially have the same opportunity to evolve professionally, accompanied with a competitive salary and flexible working hours (in this order). This study, conducted by a professional recruiter of Robert Walters in the UK revealed that this lack of career progression opportunity is the main reason why women leave a company. This reason comes first and it is followed by the unbearable CEO, inflexible working hours and bad corporate culture (environment, lack of recognition, etc.).woman ceo

Some women all explain that companies are often “Women Unfriendly”, because they don’t have any leadership opportunities or career evolution opportunities. And this is what prevents companies to attract talented female employees. Women now make sure that they can all reconcile for their career. Companies have to offer opportunities to women when they recruit them, to make sure that they will stay in their companies, and this will guarantee productivity and equality. According to an article of the India Times, the possibility to evolve professionally is what attracts first the candidates all around the world (studies were conducted in Brazil, China, France, Hong Kong, India, Ireland, Luxembourg, Poland, New Zealand, Russia, South Africa and the UAE).

Women often have to hide their ambition to men

man and woman equalAccording to an article of Madame Figaro, some women explain that they are sometimes compelled to lie about their profession with respect to their social status and men’s inferiority complex. A study of Slate showed that women sometimes decide not to evolve professionally because of their relationships with men. They are a factor that influence their lack of ambition. “American researchers have found that women lower their salary range ambition when they know it will be known by everybody”. Too much female ambition would affect their personal relationships with men. This is what can explain why women are more and more single and decide not to found a family and choose a career. We live in world where some businessmen say that women don’t have the willingness to become a leader, but they often forget that they should give them more possibilities to do so, because we are sure that they could go higher. Women have to stop drop out by themselves, especially because they often study more and have more skills.

Break the glass ceiling.

woman evolving professionallyIn order to break the glass ceiling that prevents women to evolve professionally, women have to first stop feeling underrated. They are as capable as men. They have to keep believing and continue the work of their mothers and grand-mothers, which is unfortunately far from finished. Men have to realize that a female worker is more that useful for a company than they believe. They bring other skills, as well as other experiences and perspectives that can only make the companies grow. They can manage to do it on their own, but we have to keep on changing the habits of men executives by forgetting their clichés and believing in women. In 2017, I should not have to be writing on that subject. Let’s not despair and let’s say that one day, we will all be equal. We are on the right path.

HR Community Management

The sector of Human Resources is in constant changing and cannot avoid digitalisation. Companies can’t afford not to have a single presence on the Internet and on the different social networks. Sometimes made for professionals or open to everybody, social media are consulted every day, at any time of the day and can allow companies to develop a good internal and external brand image in order to be more attractive in its business activities as well as for its colleagues and future colleagues. In this article, we will see what exactly the HR Community Management is and we will explain to you why companies should have at their disposal an HR Community Manager.

What is HR Community Management and what is it for?

For a few years now, recruiters have been using almost systematically professional and non-professional social networks to find the best candidate. They constantly look on online Job boards and they have been looking on LinkedIn, CV databases, on Twitter or Facebook and even now on Snapchat or with the help of YouTube videos. To use these social networks properly, they have been hiring specialists in digital communication for Human Resources. It is an activity which is getting more and more in vogue. digital recruitment

Branding strategy is now adapting to the HR sector. The aim is to attract the candidate and let him or her come to you on his or her own, and therefore to avoid the long and laborious recruitment process. We often only talk about social networks but actually, this web global strategy adapted to the HR field gathers everything that can be offered in the form of online communication, just like this blog post, or interviews, article, shared experience, accomplishments. You must keep people informed and updated.

In a nutshell, community management, according to Wikipedia, is the “activity of maintaining communication, motivation and efficiency among a group of remote individuals, often only linked together by the Internet”. You need human skills, that is to say a “Community Manager” that will be able to use an adapted pool of tools such as social networks or other tools of instant messaging in order to share networks

The community manager’s missions, in any sector of activity, is to try to create a community without the human link, and therefore to gather, attract, seduce, involve and win the loyalty of people from your company or out of it thanks to your company’s reputation, public image or communication so as to keep your community members’ all together.

Why is it essential for you to have an HR Community Manager?

According to Follow Us, a web marketing and social media agency, 7 out of 10 web users are widely active on the different social networks. This is a considerable number. So having an HR Community Manager is a “strategic necessity”. New technologies have changed HR and communication, everything is now instantaneous. An article on even explains that “communication is the key to the success of all HR functions”. Also, do not forget now that younger generations are at work with the oldest one, and that companies need a combination between both generations that have different “communication style and preferences”.Community Manager

On your professional social networks, you must show your company at its most attractive and show how it is proud of its employees, or we should say collaborators. Keep in mind that in order to have a good external image, you must already have a good internal image and be on the same wave length with the whole company. This will definitely help you distance yourself from other companies and show that you are “the place to work in”. Showing the strong culture of your company will make candidates coming to you. Letting people aware of the culture of the company will let them know about it already before sending an application for example. Have you ever wondered why Google, EA or Starbucks receive so many applications while they only offer only a few positions? Thanks to their powerful and strategic communication plan, and their good brand image, of course.Human Resources

We will finish this article by quoting again: “Those in HR who are working in tandem with Communications and leaders of organizations will be the most successful”. So go ahead, and look for a good HR Community Manager!

Reality TV show ‘The Apprentice’ comes to France

On September 9, 2015, the first episode of ‘The Apprentice’ will be on French television for the first time. Born in the United States over 10 years ago, the concept of the successful reality show was sold to over 20 countries before the official launch in France. Fourteen candidates will compete for a sales manager position throughout the show.

The Apprentice

The Apprentice: Who is going to land the job?

Founder of Infogrames, Robopolis and CEO at Awabot, Bruno Bonnell is the boss who decides who gets to stay every week after a series of unexpected challenges for the candidates. At the end of the contest, the winner gets a permanent contract for an executive position with a high salary.

Talking about his reasons to participate in such a show, Bruno Bonnell said he wanted to promote leadership and entrepreneurship. “Too often, companies are showed on specific TV channels in a very general yet controversial way, with counterexamples of deceptive bosses. In the end, it doesn’t teach much or educate the audience. A company is mostly a place where people exchange and interact”, he explained. 

Awarded Manager of the year in 1995, Bruno Bonnell was eager to share his experience and knowledge and show that success can be based on merit rather than education or background. Such a recruiting method – apart from the fact that it’s reality TV – is very uncommon in France where recruiters still tend to hire the applicants who graduated from the right school or know the right people.

In The Apprentice, the goal is to put the candidates in context and evaluate them in real situations. With new challenges in every episode, the boss can see how the selected professionals manage teams or handle practical tasks such as logistics and invoicing. Bruno Bonnell admitted being impressed with some candidates he would not have bet on in the first place: “It’s really amazing what the candidates were able to do throughout the show. Seeing their energy and desire to succeed and collaborate made me optimistic about the future of our economy”. 

He now wants to encourage such a different recruiting process in the future: “We’ve got to think outside of the box when it comes to recruiting and move away from our traditional habits to hire graduates from prestigious business or engineer schools only. Focusing on such profiles is a weakness. Now I want to implement consistent variety and diversity when it comes to selecting candidates.”

Bruno Bonnell wanted to be different from Donald Trump who is the boss in the original show in the U.S.: “I was absolutely against yelling ‘You’re fired’ at the candidates like he does, because it’s not in our culture”. A reminder that cultural adaptation not only applies to reality TV but to recruitment as well. 

So if you’re currently in France, be sure to tune in to tomorrow’s first episode of the imported American reality show. You’ll probably be amazed at how far recruitment can take you…

Workopolis introduces The Workshop, a new employer brand marketing service

The Workshop by Workopolis

Founded in 2000, Workopolis is Canada’s leading career site with millions of monthly visitors. A couple of months ago they announced the official launch of The Workshop, their new employer brand marketing service.

Made up of recruitment marketing experts, The Workshop team offer employers services including advertising, web development and design, copywriting, video production and photography.

The Workshop solutions

According to President of Workopolis Kelly Dixon, adding The Workshop to their portfolio of services allows them to leverage their in-depth knowledge of the Canadian labor market along with their online branding and advertising expertise. These core strengths will help connect employers with the talent they need to grow their companies.

“Our clients have fantastic stories to tell, they’re great places to work, but many struggle with how to get that message out there to attract the talented candidates they need to hire. That’s where The Workshop comes in. We leverage our marketing expertise and job seeker knowledge to help companies craft their unique employer brand story and put it in front of the right audience”, explains Director of Creative Services Anne Valeri.

Clients who do not have in-house creative departments or access to their own internal marketing resources will be able to benefit from The Workshop services while avoiding expensive stand-along marketing agency fees.

By expanding their services with The Workshop, Workopolis hopes to retain their current clients and gain new ones. Most works they have done so far include copywriting, creative consultation and web design. For employers, one of the main advantages of using such an additional service is that they have everything regarding their recruitment in one place.

The Workshop has already partnered with over 15 clients. They are likely to get more partnerships in the future as they also benefit from the Workopolis’ popularity as a job site.