Bullhorn Makes a Deeper Canadian Connection

Better late than never, Bullhorn recently announced an integration feature with Workopolis, Canada's largest on-line career portal.  Just two weeks later, forward thinking Bullhorn CEO Art Papas announced his company's acquisitions of Canadian competitor MaxHire and St. Louis-based Sendouts.

Bullhorn, MaxHire and Sendouts offer recruiting (SaaS) software-as-a-service to front offices of the staffing and recruitment industry.  The combined customer base of the three companies represent over 5,000 staffing and recruiting agencies. Prior to the acquisition, Bullhorn boasted more than 100,000 users.  The new combined number of users will be considerably larger.

The Workopolis Bullhorn  Integration 

Until now, smaller Canadian job posters would enter their jobs into Bullhorn then probably log into Workopolis and manually re-type their postings.  It's a time consuming process that systemically allows for all kinds of quality problems including breakdowns in standardized content, spelling errors and outdated job posts. Advertisers using the Workopolis Screening Room feature are then required to log into Workopolis to view the profiles of candidate responses.  Then what?

Larger advertisers on Workopolis typically develop an auto-integration such as an RSS feed or website HTML wrap that synchronizes Workopolis postings with the agency's website postings once per day.   This "wrap" or "scrape" solution offered by the job board requires a small degree of customized technical integration.   It is a synchronization between an intermediary job list and Workopolis but not a direct integration between Workopolis and Bullhorn.
  
     The new partner integration between Workopolis and Bullhorn will allow customers to post jobs directly from Bullhorn to Workopolis without an intermediary wrap.

It will also allow agencies to:

• Capture applications directly into the agency's candidate database
• Avoid the Workopolis Screening Room step
• Capture response data directly to the respective job order in Bullhorn
• Search the Workopolis resume database directly from within the Bullhorn ATS (Applicant Tracking System) 
• Easily import resumes into the agency's Bullhorn ATS 

If you are a Bullhorn user then you are probably familiar with the "Web Enabled" direct posting feature within the Job Order module and the integration with Bullhorn Reach.  I have not yet test driven the new integration with Workopolis but imagine it will be quite similar to the Reach integration.  Not bad. 

If you are a Workopolis client with an existing daily wrap then this new integration announcement is rather ho-hum.  You already have something that works for posting.

Agencies that are currently entering job posts manually into Workopolis will see this new direct posting feature as a bonus.  But more important is the auto import and parsing of Workopolis candidates directly into the Bullhorn database.  But don't get too excited about what might come to pass.  If Bullhorn or Workopolis live up to their reputations, it will probably be clunky and cost you something more than you expect.
 

Bullhorn Acquires MaxHire Solutions and Sendouts

http://www.bullhorn.com

There are mixed opinions amongst existing staffing industry customers about the double acquisition.  Some Bullhorn customers see this a bold step necessary for them to carve a path to the next generation of recruitment technology.

Satisfied or dissatisfied, Bullhorn is thought to be near the end of it's current platform's potential. As a past user of Bullhorn it seemed like even the smallest feature enhancements were difficult for the company to implement.  They appeared limited in their flexibility and opportunity because of the trappings of their legacy decisions. 

In an article posted on Staffingindustry.com, Andrew Hally, vice president of product and marketing at Bullhorn. addressed the innovation trap by saying "the company is working on a next-generation system that will incorporate innovations from Bullhorn, MaxHire and Sendouts. The new platform could be out in a year or two and customers will have the choice of moving to it or staying with what they have. Customers also have the option of moving to the Bullhorn platform prior to the next generation."

The appointment of MaxHire’s Vancouver based CEO Peter Blitz as Bullhorn’s product innovation officer is a sure sign that Bullhorn and their private equity owners Vista Equity Partners are committed to a new round of technology innovation.

In the Blogshere, existing clients at MaxHire and Sendouts are reacting with a little less enthusiasm.  The general sense is that if they wanted to use Bullhorn, they would have made that decision on their own.  The word is already out that there will be no further product enhancements to Maxhire and Sendouts.  All hands are committed to consolidating the best of all three products under the Bullhorn banner.

If size matters then the new combo company is strengthening its position for the battle with IBM who recently paid $1.3 billion for recruitment software giant Kenexa known for their Brassring recruitment technology.  Brassring boasts:

• 120 Million Candidate Records
• System Users in More Than 120 Countries
• Candidates Processed in Over 190 Countries
• One Million Recruiters and Hiring Managers Per Day
• 80,000 Candidates Per Day

In my opinion, Sendouts is the easiest product to use, MaxHire has the best innovation and technology under the hood and Bullhorn has the leadership, market penetration and innovation discipline to make this a win-win-win-win situation for all three companies and their staffing industry clients. Only time will tell.

Steve Jones - Business Leadership Corp.

Workplace "Harassment" vs. Performance Management

Blunt and unflattering does not constitute “harassment” 

As of June 2010, the Ontario Occupational Health and Safety Act requires employers to have written policies and programs that assess the risks and prevent workplace violence and harassment.  Amongst other provisions, the policies must allow workers to remove themselves from harmful situations if they have reason to believe that they are at risk of danger or fall prey to harassment.

Who could argue with legislation designed to serve such a noble purpose?  Right?  

Anecdotal experience suggests that  sometimes the occasional employee calls foul and unjustifiably accuses their supervisor of harassment when confronted with a poor performance review or progressive discipline.  Imagine!

Here is a reprint from "Workplace Wire" published on-line by Heenan Blaikie LLP and posted by Julie-Anne Cardinal describing a recent Ontario Labour Board case where the Board held that  “…sometimes the exercise of management functions results in unpleasant consequences for workers. That does not necessarily translate into workplace harassment.” 

__________________________

Posted by Julie-Anne Cardinal on November 06, 2012

http://www.workplacewire.ca/olrb-helps-to-distinguish-workplace-harassment-from-performance-management/#page=1

OLRB helps to distinguish workplace "harassment" from performance management

• Heenan Blaikie LLP   Julie-Anne C.L Cardinal  November 6 2012

Author page »

The Ontario Labour Relations Board (“OLRB”) recently provided some much-needed guidance to employers on what managerial conduct will constitute workplace harassment under the province’s Occupational Health and Safety Act (“OHSA”).

In Amodeo v. Craiglee Nursing Home Limited, 2012 CanLII 53919, a social worker at a nursing home claimed to have been harassed and reprised against by the home’s new Administrator. The conduct complained of included shouting at meetings in front of co-workers, the issuance of writing warnings for sub-standard performance, and the imposition of “unrealistic workloads”, including attempts by the Administrator to impose stricter note-keeping requirements following interactions with patients. The Administrator was also alleged to have ordered the applicant to work harder and longer to get the job done. Ultimately, the social worker’s employment was terminated.

The OLRB dismissed the social worker’s reprisal complaint under s.50 of the OHSA, distinguishing between conduct that constitutes workplace harassment and that which can be characterized as performance management.  The Board noted that workplace harassment is defined under the OHSA as the act of “engaging in a course of vexatious comment or conduct against a worker that is known or ought reasonable to be known to be unwelcome.”  Therefore, conduct that could constitute workplace harassment includes comments that demean, ridicule, intimidate or offend, bullying, or advances of a sexual nature.   That kind of behavior must be distinguished from managerial conduct that otherwise falls within a manager’s normal work functions, even if the worker suffers unpleasant consequences. 

The Board held: “…the reality is that sometimes the exercise of management functions results in unpleasant consequences for workers. That does not necessarily translate into workplace harassment.” In this case, while some of the Administrator’s conduct could be characterized as blunt and unflattering, it did not constitute “harassment”. 

The worker’s reprisal allegation that she had been dismissed because she complained of harassment by the Administrator, contrary to s.50 of the OHSA, was dismissed.

This decision should assist workplace parties to differentiate between conduct that could give rise to harassment allegations under the Occupational Health and Safety Act or Ontario’s Human Rights Code, and that which forms a normal part of management of the workplace.

• Heenan Blaikie LLP 

_______________________________ 

Weird is Normal in Canadian Employment Data

Statistics Canada continues to prove its lack of credibility by reporting another set of bizarre employment numbers for October 2012.  Amidst all the doom and gloom employment reports that pour out of US media, Canadian job creation seems to continue on its consistent but lackluster path to prosperity. In typically Canadian understated fashion, things look pretty good on the north side of the 49^th.

Statistics Canada Employment 1000's

The employment graph shows that Canadian jobs have grown constantly since the low in June of 2008 to our current record high.  While little changed in October 2012, jobs grew over the previous 12 months by 157,000 (+1.4%) in the private sector and 74,000 (+2.1%) in the public sector.  All job growth has been primarily full-time.

In a similar report today from the US Bureau of Labor Statistics, America created 171,000 new jobs in October but not enough to budge their persistent unemployment rate off of 7.9%.  The Canadian unemployment rate also remains unchanged at 7.4%.   Canadian net growth of 1,800 jobs in October evoked the same insignificant response as 171,000 new jobs in the US.  It seems that size really does matter. 

The Bizarre

It’s difficult to understand how Statistics Canada can report (with a straight face) that Quebec gained 23,300 part-time jobs during the month of October while Ontario lost 39,800 part-time jobs in the same one month period.  Was there a barista boom in Quebec and a corresponding coffee crash in Ontario? Certainly Quebec students did not all rush out and find part-time jobs in October to start paying for their education. Education in Quebec is practically free!  Notwithstanding the low tuition, they think they shouldn’t have to pay regardless.

It is also difficult to believe the StatsCan monthly report claiming self-employed Canadians decreased in October by 14,900 while employee status workers increased by 16,600.  There aren’t any reasonable explanations for this.  I’m newly self-employed and loving it. I assure you that their estimate is off by at least 1 person if not by 100%.  They reported it, but it probably did not happen.

Do you think it’s true that the Canadian Goods Producing Sectors lost 19,300 jobs while the Services Producing Sector gained 21,000 new jobs? They reported it, but it probably did not happen.

It seems odd (unbelievable) to me that that the bean counters could stand behind a report that points to a huge shift from goods manufacturing jobs to lower level service sector jobs while they also report a counter intuitive shift from part-time to full-time employment?  They reported it but it probably did not happen.

The transportation, logistics and warehousing industry and staffing industry recruiters across the country are struggling to find drivers, warehouse workers, sales representatives, customs brokers, dispatchers and management yet Statistics Canada says the sector lost 7,700 jobs.  They reported it but it probably did not happen.

Statistics Canada can be given some benefit of the doubt.  These numbers are pretty small and small numbers lack statistical significance and therefore lack credibility.  That’s not their fault.  But, if the stock markets and governments are going react, as they typically do, to a jobs report that says we only created 1800 jobs, they should first look a little deeper into the crazy components that make up the overall statistics.   

The reality is that employment opportunities abound.  There are good jobs for good workers.  Employment matters and it’s a great time to be a Canadian.

               Steve Jones

PS: Check out my new company facebook page and LinkedIn Company page for Steve Jones Business Leadership Corp..  Become a follower, like my facebook page and share your views. 

 

http://www.facebook.com/SteveJonesBusinessLeadershipCorp

http://www.linkedin.com/company/steve-jones-business-leadership-corp

Are your Linkedin profile and resume SEO friendly?

Resume and Profile Search Engine Optimization
Job boards and social media have totally changed the game for job seekers and recruiters.   Understanding search engine optimization (SEO) can give you the upper hand when developing your on-line profile and resume.

There are over 175 million users on Linkedin. More than 5 million are Canadian.  Hundreds of job candidates may apply for the job that you want and so you need to get out of the clutter.  Here are a few tips that will help you to stand out from the crowd and increase your chances of being found.

Tip #1 - Key Words

Most employers use search engines and indexed database technology to find matching words and phrases contained within a resume or online profile.  It is very important that your resume and Linkedin profile contain the words and phrases that employers will most likely use in their search and filtering process.  Try using several different ways to describe your skills, knowledge, experience and job titles. For example, when using acronyms, you should also use the full words. When writing your job title, try to use descriptive words in your job description that might match similar titles used within other companies. When describing your industry, use a variety of common terms that have similar meanings.

For example, a human resources professional in the placement industry may use all these terms and phrases. (HR, H.R. Human Resources, Staffing, Recruit, Recruitment, Recruiter, Placement, Executive Search, Employment, Temporary Help, Temp Help, etc.)

You never know what terms, phrases, acronyms or words that a recruiter will enter when conducting a search.  If you can not use the words with a meaningful and properly structured sentence then just create a section at the bottom of your profile called "Key Words" and list your words separated by a comma. This is a very acceptable and understood on-line protocol.

Tip #2 - .doc File Format

Employers use Applicant Tracking Systems (ATS) to store and sort the resumes and the applications they receive. Most ATS are capable of handling Microsoft word .doc or .docx file formats but many have difficulty handling resumes in other formats such as PDF, wpd, html and other standards. These other  formats may have their advantages but not when attaching your resume to an on-line application form. If the words and phrases within your resume cannot be extracted by the ATS then you run the risk that your application will never be seen by a real person. Always submit your resume in the world's most common format.

Tip #3 - People Contact Trumps All

The unspoken problem with on-line systems and social media is that they make it easy to avoid real human interaction. In the end, people hire people.  The entire purpose of on-line applications, digital resumes or social networks is to efficiently figure out who you need to talk to.  Your resume or profile is just a means to an end.  Stay focused on the end goal by figuring out who the HR or hiring manager is and send them a personal note pointing out that you have applied on-line. Include a professional letter that contains information that will motivate them to bypass the computer sorting process and go directly to your application. Try to make contact in person, over the phone or by email. Go for the close or "Call to Action".  Your email or voice message should always propose dates and times for a telephone conversation or meeting.  Always repeat and provide easily accessible contact information. If a decision maker has to go back to open your profile, read your resume or take any extra step to call you then you may have squandered an opportunity to connect in person.

We frequently hear people talk about how lucky or unlucky they are in their job search. Luck has nothing to do with it. "The smarter you work, the luckier you'll get" and  "It's not what you know, its who you know. "

Health & Safety at Work - Mandatory Posters

Effective October 1, 2012, Ontario Ministry of Labour OHSA health and safety inspectors require Ontario employers to post the new workplace poster called “Health & Safety at Work - Prevention Starts Here”.

The poster has been available from the Ministry of Labour since June. You can download the poster in PDF format from: www.labour.gov.on.ca/english/hs/pubs/posterinfo.php  or you can acquire hard copies for free through ServiceOntario Publications.  Available in 17 languages in pdf format, it can be printed on 8.5” x 11” or 11’ x 17” paper.

 Under the OHSA, employers are required to post the OHSA Act and any explanatory material prepared by the Ministry, which includes this poster.  The new poster summarizes workers’ health and safety rights and responsibilities and the responsibilities of employers and supervisors.  It also reminds employers that they must not take action against workers for following the Act or for raising workplace health and safety concerns. The poster encourages workers to get involved in health and safety and explains when and why to contact the Ministry of Labour.

Steve Jones – Business Leadership Corp.

“When it comes to safety, everyone has the chance to lead”

Canadian Jobs Data August 2012

After a disappointing decline in July of 30,000 jobs, Statistics Canada reports that Canadian employment rose by 34,000 in August.  While most job gains on a year-to-date basis have been full-time, the mild bounce back in August was primarily in part-time work.

The Canadian unemployment rate remained unchanged at 7.3% compared to the United States at 8.1% as the gap between Canada and United States narrows.

Furthermore, Statistics Canada is well known for its unreliable and inexplicable anomalies in their employment reports meaning that, by their standards, 30,000 one way or the other is statistically insignificant.  In other words…. “Yawn”.

In a similar report, the US Bureau of Labor Statistics announced that Americans gained 96,000 jobs in August. Given that the US population is 10 times that of Canada, it is safe to classify the American performance as equally blasé.  Admittedly, 100 thousand here and 100 thousand there will eventually accumulate into millions of jobs for needy families. 12.5 million American remain unemployed in the face of a long a slow recovery.  In comparison and for perspective, it is interesting to note that the entire Canadian workforce is only 18.8 million people and 1.37 million remain unemployed.

For the temporary staffing services industry, August is typically the beginning of the busiest season of the year with hours reaching a crescendo somewhere in late November.  The Association of Canadian Search Employment and Staffing Services (ASCESS) produces Canada’s most reliable employment data in their monthly Canadian Staffing Index which collects and reports over 10 million real hours worked in Canadian staffing firms.  ACSESS reports a 29% increase in year over year hours through to the end of July.  It is thought that the Staffing index is a 30 to 90 day leading indicator of other employment and economic measures.  An increase in temporary help hours typically means that assignments are growing in duration and frequency which eventually translates into more regular employment.  Conversely, a decrease in the staffing index (after seasonal and holiday adjustments) is an ominous foreboding of a turn for the worse.  

In StatCan’s typical unreliable form, they report that the construction sector had the largest one month decline in jobs of 44,000 representing a 3.4% crash.  I don’t need to rely upon my economics degree to suspect that real decline was because construction companies were too busy to answer the silly survey questions.   

Transportation and Warehousing posted the largest employment gains per sector and business, building and other support services posted the second largest monthly gains.  Transportation and Logistics expert Scott Cull from FLS Transport says that "business is hopping with the busiest lanes running from US manufacturers into Canadian markets and new markets emerging due to the droughts which are driving significant changes in where produce comes from and goes to".  

Provincial Summary

In light of the insignificant monthly change, the following is a year over year comparison from August 2011 to August 2012.

	- Aug 2011 to Aug 2012 -
	Jobs Created/Lost	% change
Newfoundland and Labrador
Jobs Created	6,900.0	3.1
Full-time	10,000.0	5.4
Part-time	(3,100.0)	-8.4
Prince Edward Island
Jobs Created	0.0	0
Full-time	(200.0)	-0.3
Part-time	300.0	2.5
UnJobs Created	300.0	3.2
Nova Scotia
Jobs Created	1,300.0	0.3
Full-time	(4,500.0)	-1.2
Part-time	5,700.0	6.6
Jobs Created rate		...
New Brunswick
Jobs Created	800.0	0.2
Full-time	1,400.0	0.5
Part-time	(500.0)	-0.9
Quebec
Jobs Created	24,500.0	0.6
Full-time	6,500.0	0.2
Part-time	18,000.0	2.4
Ontario
Jobs Created	24,300.0	0.4
Full-time	11,400.0	0.2
Part-time	12,700.0	1
Manitoba
Jobs Created	5,300.0	0.9
Full-time	8,500.0	1.7
Part-time	(3,200.0)	-2.6
Saskatchewan
Jobs Created	18,600.0	3.6
Full-time	12,200.0	2.8
Part-time	6,400.0	7.4
Alberta
Jobs Created	43,300.0	2.1
Full-time	56,400.0	3.2
Part-time	(13,200.0)	-3.6
British Columbia
Jobs Created	51,700.0	2.3
Full-time	70,300.0	4
Part-time	(18,600.0)	-3.5

Hint:  When they say “Social Media Recruitment gets access to the passive candidate”, it does not mean that a recruiter or candidate can passively wait for something to happen.  Social networking requires active participation, engagement and communication.  The phone still works.  If you want to develop a relationship of trust and confidence with a recruiter or candidate, you might try talking.

Steve Jones
Staffing Leadership