WeirdlyNXS: Like NPS, but just for candidate experience

Building great candidate experience can feel like packing your kid an ornate lunchbox, hoping for good feedback but knowing you’re more likely to get a frustratingly ambiguous shrug. Did they love it? Did they hate it? WHO KNOWS!? Meanwhile, you’re stuck periodically sniffing for old sandwiches fermenting under a bed.

Not anymore! Well, not for your candidate experience at least. Our new WeirdlyNXS feature is here to help you put quantifiable certainty around your candidate experience. If you want to talk to someone today about how this might slot into your recruitment process, click here. Unfortunately, you’re still on your own with the lunchbox.

NXS – the X stands for eXperience, not lunchboX.

Weirdly’s new NXS feature borrows the best parts of the NPS (NetPromotorScore) tool, trusted by marketers all over the world, and tweaks it for the specific recruiting context. What does that mean exactly? Well, where NPS reports on customer loyalty based on answers to a simple question, NXS gives you tangible metrics around candidate experience using a similar question.

Why is NPS such a big deal?

Marketers love to talk about how difficult customer/brand relationships are to measure. Everyone agrees a customer’s loyalty to your brand is a pretty good indicator of great things like “buying more products” and “influencing contacts to buy more products”. These are 👍🌟signs a marketer is doing their job well, but loyalty is pretty hard to measure accurately. Enter, NPS.

NetPromoterScore is a simple question, worded and delivered in a specific way, that puts metrics to loyalty. The logic goes, the more loyal a customer feels toward your brand, they’re more likely to actively promote your products to their friends and networks.

Anyone who selects 9 or 10 is flagged as a “promoter” – they’re most likely be great brand ambassadors who spend a lot with you and/or recommend you to everyone they know. People who choose 7 or 8 are labelled “passives”. They’re pretty neutral – maybe not promoting you, but probably not bad-mouthing you either. Anyone scoring you between 0-6 are called “detractors”. These customers are the most likely to be unhappy with your product or service.

Subtracting the percentage of Detractors from the percentage of Promoters gives you your overall Net Promoter Score. This is the “one metric to rule them all” marketers use to answer the question “how good is our brand loyalty?”.

So why is NPS interesting to recruitment?

Just like with loyalty, putting hard numbers around your candidate experience is notoriously difficult.

Using the NPS model – very simple format, a single dip-stick metric – we believe it’s possible to create an accurate candidate experience measure. We’re calling it NXS – Net Experience Score.

So how is NXS different?

Measuring your candidate experience is often left as a retrospective exercise, done with successful candidates only. That’s frustrating because it relies on people’s recall and it doesn’t take into account all the other people who experienced the application process.

Recruiters and HR heads are starting to experiment with using the NPS question as a more immediate way to get feedback. At Weirdly, we liked this thinking, but kept getting stuck on the idea that measuring loyalty (like traditional NPS) doesn’t seem like the right metric for candidate experience. Think about it this way:

Imagine you’re an engineer, applying for your dream job at NASA. After completing your application, you’re asked the traditional NPS question. Most of your friends are designers so of course you wouldn’t recommend they apply for THIS job. Does that mean you had a bad candidate experience? Or does it just mean the question is measuring the wrong thing?

So we’ve come up with our own alternative – taking the best bits of NPS, but tweaking the question to better focus on how the candidate rates their experience. WeirdlyNXS cNPSSlotted into the end of Weirdly’s custom screening quizzes, our NXS question is delivered to every single candidate after they’ve hit the submit button. The results are calculated as each candidate responds, then included in the regular reports shared with you by your Weirdly customer Manager.

 

If you’d like to get real, reportable metrics around candidate experience, choose a time to talk to our team about WeirdlyNXS today!

 

 

 

What is this magic! 15sec video intros at the front of your recruitment process?!

One of the most common features we get requests for is video. Video integration, video interviewing, video screening – basically anything that includes a candidate looking deep into their camera and spilling their truth.

We get it, there’s nothing quite like looking someone in the eye. So we’re super excited to share our latest feature. A video solution we’re sure you’re all going to love. Hold on to your socks, things are about to get very, very cool.

Video screening that’s dead simple – for you and your candidate

Considering video in early stage screening is a no brainer – especially for customer-facing roles where someone’s ability to convey warmth and connect right from the word go is paramount. But noone has time to churn through hours of video.

Our solution is short, sharp and gives you just what you need – 15-30secs, answering one question you can customise yourself. Best of all, it’s seamless for the candidate – so you’re not adding lots of time and clicks at their end and your beautiful candidate experience is being enhanced, not destroyed.

Candidate application selfie video

This could be your candidate. Look at how happy she is about your new, frictionless video application!

How does it work?

For your candidate, the process couldn’t be simpler.

At the end of your super-awesome, custom Weirdly quiz – at the same place they normally drop in their details and upload their resume and/or picture (if you require it), they’ll see a button to upload a video.

Worried your candidates won’t know what they’re clicking on? Don’t be. Hovering on the button or clicking the question mark next to it reveals a helpful blurb to manage expectations.

Clicking the button will reveal your custom question. This could be anything you like, from “You’ve got 30seconds to tell us about your first pet” to “In 15seconds or fewer, explain the theory of relativity”. The clincher is it’s got to be fast. 15-45seconds fast.

The idea is you’re getting a chance to see another side of your candidate, and they’re getting a chance to showcase a bit more of what makes them special. So while these videos might give you a really awesome jumping off point in an interview with this candidate down the line (Hey Charlie, your first pet was a dragon?? Tell me how that came about!), they don’t replace the deep, probing questions you’d ask further through the process.

And if they realise they’ve made a huge mistake – their sound was turned off or they shot the whole thing with the camera pointed at the ceiling – they can re-record at the click of a button.

For the recruiter, it’s just as seamless.

When you’re reviewing a candidate’s quiz report, the video they’ve recorded will be there ready to click and watch right under their profile info.

 

If you’re using Weirdly integrated into your ATS (so you don’t actually ever log into Weirdly itself), your candidate’s video can be passed through to your ATS too. This differs slightly for each ATS so get in touch with your Weirdly customer manager if you’d like to see how this works in your specific ATS.

If you’re keen on adding short, simple video early on in your process while keeping that candidate experience smoooooth, get in touch. We’ll run you through a demo and talk specifics around your own process and pricing. 

#HRTechFest Day Two: Too much good stuff

As day two of HRTechFest came to close, it was clear Australia’s leading HR festival isn’t showing any signs of losing its top spot on the event circuit. It was two days (and an evening, if you count Sunday’s pre-event, event) packed to the brim with inspirational keynotes, on and offline banter, and real, tangible, practical ideas for people-people looking to learn.

The exhibit area was no different – the best HR Tech has to offer was on show (including yours truly 😉). Alongside the custom t-shirt printing and donut walls, delegates got to see live demos of products and talk to exhibitors in real detail about how new tech tools would fit into their own processes.

End of Day Two: Thumbs ups have reached extreme levels

Just like on day one, there were some clear themes that had people buzzing all day (that is, inbetween the bouts of FOMO-induced anxiety about which talks to attend). Here are the top things delegates couldn’t stop talking about:

Gamification. Not as complex as it seems

Gabe Zichermann (Onward) had the whole conference talking about technology addiction and gamification. Rather than the elaborate (read: expensive) experiences we often imagine, Gabe talked about the simple principals and ideas behind the concept of gamification. Most interestingly, he talked about how we can apply them in logical and practical ways to build positive cultures.

Knowledge obesity and being more human

Atlassian’s Dominic Price presented a really thought provoking session where he talked about the relationship between knowledge an application. His challenge was to balance our quest for an overload of knowledge, with strategic application of that knowledge. He echoed the cry of many of this week’s speakers: Great technology is only part of the solution. Defining our problems carefully and specifically and retaining a human-to-human perspective is also vital.

Design thinking, Agile and Team dynamics

Flexibility and strategic creativity were popular themes across all the speakers getting social media buzz. Whether they were talking about making huge, companywide change like Natalie Peters at Telstra, applying gamification to build culture or innovating better toys at Lego, finding ways to think beyond the traditional approach was the common thread. Building teams and tailoring learning initiatives to help employees thrive in changing environments isn’t a challenge that’s going to go away anytime soon, so it was awesome to hear so many speakers share their experiences in this area.

 

As well as all these topics, conversations still kept coming around to the cornerstone issues of culture, values and experience (employee and candidate). Because of this, our “what makes you Weirdly awesome” values wall was super-popular.

I got doooots, they’re multiplying

We had people flocking at breaks to select the value they believe makes them really great at their job. We’re pulling the data we captured into a simple report we’ll circulate over the next few days. If you’d like a copy but didn’t make it to our stand, you can get in touch by booking a demo below!

Weirdly screens every single applicant for values alignment without ever leaving your ATS. You see the best candidates instantly – saving up to 25% processing time. Best of all, Weirdly’s custom candidate experience creates 40% higher engagement, strong employer brand and reduces bias. You build more diverse teams, unified by your company’s core values.

 

#HRTechFest Day One: Useful buzzwords only

Well here we are already, day one of Australia’s biggest (and fastest growing) HR event is in the can. It was a huge day – awesome speakers, dancing with giant flowers over lunch-time and a buzzing exhibition zone.

Equal parts elegant and sassy

Here’s our breakdown of the key things that were getting the most chatter on the ground:

Our awesome stand and custom conference quiz

Ok, ok, maybe we’re tooting our own horn a bit here but honestly, our team’s doing an amazing job. If you’re visiting tomorrow, swing by, let us know the values you think make you awesome at your job and have a chat to our crew about how Weirdly can improve your candidate experience and screening. If you’re not at the conference, you can still join in with our cheeky custom quiz: Could YOU be Australia’s Next Prime Minister? (and get a sneak peek at the kind of magic we can work on your own application process).

Harnessing design thinking in HR

Chris Havrilla (Bersin Deloitte) spoke passionately about how HR teams can use design thinking frameworks to support growth. Getting clarity around the needs and problems to be solved, and using the insight and design thinking structure to support business cases for boundary-pushing innovation.

Learn to love data

HR is becoming increasingly strategic and ever more complex. Leaders in our industry are reskilling and getting more comfortable with using data to inform and support decision-making and a number of speakers today talked about the rest of us need to follow suit. More and more tools are entering the market flooding us with opportunities to collect, connect and analyse data (*cough* includingWeirdly *cough*), it’s time to start using them in our own processes.

Don’t forget to be human

HR needs to take themselves out of the world of automation and into the world of relationships. Ultimately, HR and recruiting is about humans, connecting with other humans. Automation, AI, Predictive data – and every other shiny new tool or system you come across can be brilliant for our teams and workflows. At the end of the day though, we should also be challenging them to make our process feel MORE human, not less.

We’re pumped for day 2 tomorrow so stay tuned for the final wrap up – you might even find out if you’ve got a shot at the top job in Canberra. And if you can’t catch the crew tomorrow but are keen to understand how Weirdly can improve your candidate experience, speed up screening and give you visibility over your diversity, book a demo with us now.

* If you’re interested in reading our day two wrapup, click here.

Weirdly + Bumble: A custom theme to get the beehive buzzing

The office is buzzing with our latest custom-theme launch.

Bumble approached us recently about including a customised Weirdly quiz on their (already pretty awesome) career site. While most of our customers use us integrated with their ATS and current recruitment process, Bumble was after a slightly different arrangement.

They wanted a really brilliant candidate experience, that would sit entirely outside their recruitment process. Something that would give candidates a cool way to engage with the brand, discover more about Bumble’s culture and values, and find out what particular values they share with the company.

Our design and front-end whizzes put their heads together and came up with a really beautiful, fun design that totally captured the Bumble spirit and worked well across any device. And our in-house Psych and question-writing team found ways to weave all sorts of Bumble-a-fied language through the custom question bank we built for the popular startup.

Jeanie, the Bumble-doggo is chuffed to be part of the Weirdly crew too.

All-in-all, we’re really proud of this latest theme and most importantly, Bumble are chuffed too. It adds a little more interactivity to their career site, help build their employer brand and gives the candidates a taste of life at Bumble, before they decide to invest time in an application process.

Curious? You can check out the Bumble theme here (and get inspired by their website afterward).

If your organisation could use a candidate experience like this, our team would love to chat – whether you’re looking for something integrated in your recruitment process, or sitting outside of it like Bumble.

What are organisational values, really? Examples from companies who walk their talk

“The best companies take their core values to heart, challenging themselves every day to ensure they are truly living their values. Likewise, the companies that have core values, but don’t focus on them, often find themselves struggling financially and culturally.”
– Rob Dube, Forbes

What are values, really? You spend months defining just the right words, get them printed up on jazzy posters, or painted on the cafeteria wall, and then… what?

Values should be the pillars on which you grow your culture and engage with your employees. By all means, get those decals designed up, but your values need to go way, way further. “Be bold” sounds cool and all, but what does that actually mean?

This is important – according to Harvard Business review, “empty values statements create cynical and dispirited employees, alienate customers, and undermine managerial credibility”.

Not exactly inspiring stuff.

So what are the real world initiatives you’re offering your people? What are the behaviours you expect from them that show you’re really living that value? Remember these aren’t about making everyone the same – it’s saying to your people, “Here is what we believe at our heart”.

 

A few examples of companies doing an awesome job of living their values

There are some pretty nifty companies out there already doing an awesome job at turning their values statements into real life, impactful policies. Here are some of our favourites.

Corporate Traveller

Corporate Traveller, are all about taking responsibility and celebrating and boy, do they live those values!

Love a good confetti cannon/light show/giant balloon mash-up

They support employees taking responsibility with a unique incentive model that gives travel managers a really tangible sense of ownership over their customers. Losing (or winning) a customer directly impacts everyone’s take home pay all the way up to the CEO. That makes the team feel more like a collection of small business owners who are empowered to make and own their decisions. In many cases, business development managers also have the chance to make that feeling real – they can buy into the business and share in an additional percentage of profit each month.

That expectation of ownership is also backed by heaps of training and support, so their teams are set up to succeed. Inhouse learning and development academies and wellbeing benefits all connect into another one of their values, Care For Our People. Then staff are encouraged to reflect that care back out to the customer – with budget allocated for “watermelon moments”, the extra surprise and delight teams can deliver to customers at their discretion.

Successes are also celebrated – a lot. Every month, every team has a small budget allocated to get together and recognise awesome things that have happened. Those successes level up to the office-wide awards nights, and then all the way up to national and global events for exceptional achievers. The global gathering is a huge deal – this year it was held in Berlin and last year’s keynote speaker was Bill Clinton.

 

Patagonia

As one of the great, truly values-led brands out there, Patagonia are passionate about outdoor activities and want their people to be as well.

Their HQ is near the beach in Ventura, California, and on days when there’s an offshore blowing and the waves are beckoning, employees are encouraged to leave the office and go for a surf – or participate in any other outdoor activity. The office even supplies a stash of Patagonia-branded towels to mop up after their sessions.

Possibly an actual Patagonia employee, commuting to a meeting

This helps Patagonia stay true to their founding mission, with the added bonus of providing their people an easy way to test out the new apparel. It’s totally in keeping with their CEO, Yvon Chouinard’s socially and environmentally responsible belief that “Patagonia and its thousand employees have the means and the will to prove to the rest of the business world that doing the right thing makes for good and profitable business.”

And when you’re one of the world’s most beloved outdoor and lifestyle brands, sometimes going for a surf is the best way to remind yourself just what that “right thing” should look like.

 

Whole Foods

Unsurprisingly, one of Whole Foods’ core values is about health – they’re all about promoting team member growth and happiness.

If you work at Whole Foods and eat this, you probably get a lot of high fives

All employees are entitled to pretty great store discounts as standard – 20% in the US. But Whole Foods goes a step further. Any employees working at least 20 hours a week get medical insurance (including vision and dental) and access to initiatives that support mental health. They also incentivise their people to stay healthy with opportunities for even bigger discounts based on hitting positive health stats. These are tracked based on blood pressure, cholesterol, smoking status and body-mass-index (BMI) screenings.

Employees also have access to a website that make it easy to track their own eating habits, helping create a culture of awareness, responsibility and allowing this value to live well beyond just the financial incentive.

 

Etsy

According to Etsy itself, the company’s values are all about being “committed to using the power of business to create a better world through our platform, our members, our employees and the communities we serve”.

Could these be woman-engineers sharing a joke with man-engineers?

How are they bringing that mission to life? Well, one impressive initiative is to increase opportunities for female STEM careers. They launched a series of grants to support their female employees to either upskill or retrain as software engineers. By choosing the best 12 from this “Hacker School”, Etsy increased the number of women in their (traditionally male-dominated) engineer pool, as well as improving their gender diversity stats across the board.

The coolest part is that overall, the initiative is making Etsy a more attractive place to apply for female engineers outside of the company. The stats for women applying to roles in Etsy’s engineering department increased from 7 to 651 which is a fairly big jump, by anyone’s standards.

According to Etsy CTO Kellan Elliott-McCrea, this has had the knock on effect of attracting high-quality male engineers who, critically, also share the company’s values:

“The men who come into our organization are excited about the fact that we have diversity as a goal. They are generally the people who are better at listening, they’re better at group learning, they’re better at collaboration, they’re better at communication,” she says.

 

Weirdly

And then there’s us. As a values-assessment tool, we’d be remiss if we weren’t living our values pretty hard out.

One of our biggies is about being fans of people. Everything we build is designed to positively impact lives and build people up – that goes for our customers and candidates, as well as for our own team. One of the best ways we bring this value to life internally is with the Chuffy-bot we created for our Slack team.

At Weirdly, “a chuffy” is the term we use for giving someone mad props – making them feel chuffed by noticing their hard work. It’s a double-whammy in our eyes, as it rewards people for doing awesome work, as well as encouraging people to notice and give positive feedback on an incidental, day-to-day basis.

When someone notices another team member doing something awesome, they throw a message in the Weirdly Slack team’s #chuffy channel. Our Chuffy-bot adds a funny compliment and the person gets notified that someone’s stoked with their work.

Chuffybot: guaranteed to awkwardly bring up your ex at work

To tie it in to the rest of our Weirdly values, each chuffy gets tagged with one of our custom “values” emojis. That way everyone in the team can see which value that person has been caught living up to. On a more general level, we can also see which values we’re performing at strongly as a team, and which ones are not being lived or recognised quite as often.

It’s an awesome policy that helped us evolve our early-days obsession with celebration and confetti cannons, into a more remote team friendly approach.

 

Time to climb down from out of the decals, guys.

So, where are your values? Sitting up on the wall in your boardroom for people to ignore? Or are have you turned them to living, breathing actions that fuel the very core of your company? We know, really truly, that values-driven companies are successful ones – customers love you, your team love you, and you’ll find it easier to make decisions about the future of your organisation. Those are some sweet wins all around. So, now’s the time. Take a lead from these awesome values-led companies, get your values down off the wall and into technicolour.

Weirdly’s all about helping you seamlessly build your values into the heart of your recruitment process. If you’re keen to find out how our simple software could help you do just that, grab a demo now.

5 prime ministers in 5 years. Bad culture will eat you from the inside.

Australia has just elected their 5th prime minister in as many years. Why? Not because of a freakishly short election cycle. Nope. These leaders are being torn down and turfed out by their own parties. Votes of no-confidence, insurgency – however you frame it, there’s something going down in the culture of these parties that promotes in-fighting and dissent over unity and finding ways to work productively together.

This culture is eating them alive. Vision, strategy, execution – the pillars our businesses are built on all hinge on one thing: Focus. And nothing disrupts focus like a culture that promotes upheaval, political game-playing and in-fighting.

Our organisational culture is a by-product of the values we choose to amplify and encourage in our teams. There’s no “good” culture vs “bad” culture – there’s only productive vs unproductive.

You can have a culture that’s fiercely competitive, promotes a high level of autonomy and still supports people to be productive and focussed. Conversely, you can build a culture that’s really supportive, all about close collaboration and also super productive and focussed. The key is unity. Everyone being aligned with each other and the organisation – sharing the same core values, while still bringing their diverse perspectives and strengths to the table.

When employees (or for that matter, party members) aren’t aligned on the core stuff, your culture’s framework starts to fall over. Trust breaks down, suspicion runs rampant and the environment becomes combative. Ultimately this leads to a dysfunctional culture that can really damage your business.

We see this happen in the corporate world periodically – most recently with the fall of Theranos.

So how to avoid this kind of culture-breakdown?

 

The three key elements in organisations with a productive, healthy culture:

1. Pre-vetting candidates for values alignment

Make sure the people you bring into the organisation hold the values that support the culture you’re building. If you want to grow a competitive, highly independent, energetic environment, look for people who say, value winning, but also care deeply about integrity. You’re looking for combinations of values that’ll protect people from descending into antisocial behaviour and pulling your culture with them. Integrating tools like Weirdly into your recruitment process can help with this step.

 

2. Uniting behind a strong leader

This is a tricky as it’s a balance between having a leader who inspires confidence and having a culture that supports the leader to lead. It’s a tricky equation that often includes weighing internal disagreements against the larger goals for the organisation. A great leader will at times make decisions in the name of the larger company goals and strategies that feel uncomfortable for members of the organisation. A great culture will allow this conflict to be managed in a productive, mature way.

 

3. A brutally honest assessment of cultural values

Anyone who has done any kind of honest self awareness work knows assessing your personal values can be a challenging process. It can be even harder as a business. But if you don’t genuinely, authentically recognise the values and culture you’re embracing in your organisation – especially the ones that you feel uncomfortable with, there’s no room to celebrate or change them. Think about what behaviours you reward or incentivise, and which ones you discourage. That’s the start point for honestly defining the values your culture is built on.

 

Is your culture in danger of eating you from the inside? Or is it looking pretty healthy and you’re keen to keep it that way?

 

We’d love to talk to you about how Weirdly can help make sure you’re building teams of people who will add positively to your culture, not create instability. Click below to talk to one of our team:

Integrations are the future: Here are the three ways Weirdly can integrate with your ATS

It’s an exciting day at Weirdly HQ! Dale’s off on another successful US sales trip, our Australian business is looking great and we’ve launched our brand new Weirdly JobPages ATS integration with one of the largest employers in the world. That’s one more integration flavour on offer from the Weirdly candy store.

Why get excited about another ATS integration you ask? Well, the simple answer is that life really sucks when you have to keep hopping between pieces of software. Endless logging in and out. We know, that you know, that your teams just won’t do it. So making sure your crew gets all that delicious Weirdly benefit without ever leaving their ATS dashboard is super-important to us.

For most of our customers, delivering a world-class candidate experience is high on the priority list. People come to us because we can help create a candidate experience that’ll leave applicants with an awesome, lasting impression of the company’s employer brand, as well as helping you manage volume and dramatically speed up screening. Building the kinds of integration with your Applicant Tracking System (ATS) that allow Weirdly to sit right at the front of your process is the key to really maximising these benefits. JobPages is our latest ATS integration type.

Wait. There are integration TYPES? What does that even mean? Well basically, there are different ways your ATS will let us share information with it. It all depends on how they’ve built their software and how you’ve designed your process.

 

Here are the three main ways Weirdly can connect with your ATS

 

Option 1: Apply Button

Weirdly ATS integration on apply button

This is where your Weirdly quiz link is automatically added to the Apply button on your job listings. For example, you create a new job in your ATS the exact same way you always do, but when you share it or list it on your career site, instead of the apply button automatically linking to the dry old ATS application form, it’ll take applicants to your customised Weirdly quiz. This means the first experience someone has with your employer brand is a really fun, positive one. This is the simplest way to get Weirdly at the front of your application process, but not every ATS allows it. For the ones that don’t we’ve got two other options…

 

Option 2: NEW JobPages

Weirdly JobPages ATS integration example

If you want your candidates to have that awesome Weirdly candidate experience as their first interaction with your application process, but your ATS won’t allow an “Apply Button” integration, JobPages is for you. Basically, we simply replace the current “open job” listings on your career site with a JobPage we automatically create from your ATS. Literally, nothing has to change in your workflow; you create a job in your ATS just like normal, you click the same button as always to share it to your career site and follow the same process to share it on your favourite job boards. Your Weirdly quiz is either automatically added to every job as a pre-apply assessment, or you can opt to have it be a feature you toggle on or off. Either way, recruiters stay in the comfortable familiarity of their ATS dashboard. It’s only in the background where things are a bit different. Instead of your ATS displaying all your open jobs on your career site, it instantly gives us all the same information and we take responsibility for displaying it on your site instead. That allows us to embed our quiz link in the apply button, then automatically add the candidate’s score to their ATS profile once they’ve completed the quiz. For you (and your candidates), nothing changes, except you might notice the “open jobs” page on your career site all of a sudden looks a little nicer. Oh, and of course you’ll begin to notice people raving about your great candidate experience 😉.

 

Option 3: Second stage

Weirdly second stage integration smartrecruiters exampleIf you’re still looking for Weirdly to help with values alignment, but don’t need us at the front of your process, this might be the option for you. After your candidates have completed the first step in your application process – usually by uploading some info/resume into your ATS application form – they get sent an invitation to complete your Weirdly quiz. This can either happen automatically (every candidate gets invited), or manually (you only invite the ones you like the look of). Either way, your candidates still get that custom Weirdly experience, we’ll calculate how well they align to your values and their results will be automatically attached to their candidate profile in your ATS.

 

Think a Weirdly integration with your ATS sounds pretty good? We’re currently working with most of the leading Applicant Tracking Systems in the market, including SmartRecruiters, Lever and SnapHire. If we don’t already have an integration running, you can bet we’re in the process of building it!

Have a lots-of-questions-asked, no-strings-attached demo with one of our team and learn how Weirdly can slot into your current process. 

5 simple security questions you should be asking any potential HR Tech provider

As your HR Tech stack gets deeper and you bring on more cool digital tools to enhance your recruitment processes, data security is becoming more “important stuff to know about” and less “boring stuff the CIO drones on about”.

Massive security breaches aren’t just embarrassing, they can cost millions of dollars in lost productivity, time-consuming fixes and open you up to legal issues with severe penalties.

When you’re looking for a new HR tech tool, the stakes are high – you’re trusting a third party with information about real people and real lives. A recent breach at one Australia’s major ATS’s shows what a big deal this is. It’s had ongoing ripple effects, as their clients work out how to manage recruitment in the aftermath.

So, yeah, this is serious stuff, and protecting your company and your candidates means we all need to start really thinking about it, rather than seeing it as just another box for your tech-team to tick. Before handing over to your CIO and their security questionnaire, here are five non-technical questions you can use to pre-vet your potential HR tech provider.

 

1.  What’s your personal data retention policy – aka, what are you doing about GDPR?

GDPR (General Data Protection Regulation) has got a lot to say about your  responsibilities for protecting your employees’ data – and yep, it’s relevant even if you’re in the United States.

Under GDPR, which came into effect in May 2018, a data breach is a very big, very expensive problem – even if that breach happened in a third-party system, like in HR technology. When you ask this question you’re looking for reassurance that the data held in the HR Tech provider’s system is automatically encrypted, which helps side step a lot of issues if there’s ever a breach.

2.  Do you use a third-party expert to assess your software security?

The answer you’re looking for?

Yes, and here’s the report to prove it!

 

Most HR tech providers will tell you they follow security best practise, take security seriously and other, similarly vague statements. The real proof is when an outside company is employed to dig into the provider’s security measures. The output will be a report that your provider should be happy to share with you.

3. What’s your plan if there’s a breach?

We’ve all seen Ocean’s 11. The reality is that even the most secure system in the world can still be breached – and mostly because humans are involved.

63% of confirmed breaches can be put down to “weak, default or stolen passwords.” Employees are also constantly working around your water tight security policies. Since you can’t get rid of your humans, it makes sense to plan for a breach – what will your potential HR tech provider do? They should have an effective disaster plan that will reduce your system down time, limit recovery costs and secure your data again fast. You want the HR Tech-equivalent of a survivalist bunker with a year of canned food and water.

4.   Can you help me check up on you?

As a professional people-person, you know about checking up on a candidate’s claims. You’d call references, and look into their records to confirm they are who they say they are. The same background checking applies to choosing your HR tech provider. A reliable vendor will be happy to connect you to past customers. Ask for any accredited awards they’ve been given and check if they hold or are working towards ISO certification.

 

If you’re interested in adding Weirdly to your HR Tech stack – creating a world-class candidate experience, reducing volumes and getting you to the best candidates, faster – we’d be happy to answer these questions (and more!) for you. 

Day 2 of #HRTechWorld and Wrap-Up

Today Dale was lucky enough to be running the #HRTECHWorld Livestream. She interviewed over 20 delegates, vendors and HRTECHWorld team members. The energy of HRTECHWorld is awesome. This conference has really nailed a strong sense of community.

Some of our highlights from day 2 were:

  • Most popular speakers were economist Dr Daniel Thorniley dropping hard-hitting facts on today’s job market and Euan Semple talking about blockchain.
Dr Daniel Thorniley kicks off Day 2 with some hard truth bombs

Dr Daniel Thorniley kicks off Day 2 with some hard truth bombs

  • Most Fun Session – The Debate on #bigdata where the three speakers presented their thoughts as if they were in a courtroom – wigs and robes included. What a a fun and engaging way to present this already fascinating topic.
Thanks to @angieverros for an awesome live action shot

Thanks to @angieverros for an awesome live action shot

  • Key themes: The tension between humans and robots (aka Artificial Intelligence, Machine Learning and Big Data). All we can think is that the world is on the precipice of enormous change in tech, and HR tech is right there at the forefront.
  • The area for startups, some 40 or so vendors all vying for the attention of the attendees and potential buyers, was never quiet, it seemed like there was always a good level of traffic and some were doing demos back to back for the whole 2 days. It was great to see so many vendors getting their products in front of real buyers from large corporates.
Cheers to @gdelestrange for this long view shot of the Startup Stage

Cheers to @gdelestrange for this long view shot of the Startup Stage

And on that note, all you vendors out there, IOHO (in our humble opinions), this event is the best out there. The quality of the delegates and conversations has been a head and shoulders above any other event we’ve been to recently. Not only was the quality of the content amazing, but the effort the various companies have put into making it interesting and diverse.

As we sign off, we want to give a massive Weirdly shoutout to the sense of belonging, inclusion, community, networking, support that we’ve felt over the last couple of days. It’s amazing; you truly feel like the team cares about building an event that caters to all parties and ensuring great outcomes for everyone, it’s not just about bums on seats for them.

And it can only get better with the new brand Unleash. We’re looking forward to continuing the journey with the team at future events.

 

If you met us at HRTechWorld, or have just been following our adventures from afar, why not try Weirdly for yourself? Book a Demo with Simon right now