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Recruit Holdings Purchase of Glassdoor - Should Google be worried?

By Melody Storms May 18, 2018

Looking to possibly reclaim Indeed’s recent loss of presence on Google, Recruit Holdings, a Japanese HR technology company and owner of Indeed, Workopolis and Simply Hired, announced May 8th the purchase of Glassdoor.


  1. What exactly does the purchase mean?
  2. What do we know about the purchase?
  3. What don't we know?
  4. What should we look out for?
  5. What do we need to do in Talent Acquisition as a result of the purchase?

1. What does the purchase mean?

First, what does the purchase mean? Recruit Holdings has added Glassdoor to its list of recent acquisitions in a possible attempt to reclaim its status as a legitimate competitor of Google for Jobs. Last year, Google publicly stopped indexing sponsored jobs on Indeed with a report to stop indexing Indeed altogether. In that position, it seemed clear that they would look to a company for a strategic partnership that could also rebuild Indeed’s stature where Google is concerned. Enter Glassdoor.

2. What do we know about the purchase?

So, what does this mean for the recruiting industry? What do we really know about the purchase? We know that due to the acquisition the pricing structure of the paid services on both sites is rumored to go up in the next few months. However, Recruit Holdings says there are no plans in the near future to integrate the two sites and they will remain separate for now. This means that Glassdoor currently will stand as its own brand, with possible integration between Indeed, Workopolis, Simply Hired, and Glassdoor to come in the future. So all TA/HR professionals definitely need to be on the lookout for crossovers between these sites.

3. What don’t we know about the purchase?

With the little that we know about the recent transaction, there is still a lot that we don’t know. With the unknown comes uncertainty, and that can be very dangerous in our industry. It’s up to us to determine if the unknown will affect us, and how. A rumor has surfaced that Recruit Holdings is going to stop the pay-per-post, -per-click, and -per-applicant models and go to a monthly flat fee. This is yet to be confirmed or announced but continues to bounce around the recruiting rumor mill. So, it’s up to us to be on the lookout for it.

4. What do we need to look out for?

Beyond the rumors, we need to watch for subtle changes—and even more for big changes—that threaten the current recruiting landscape. One thing we need to watch for right now: Will Google also stop indexing Glassdoor now that they could be seen as competitors? If Indeed and Glassdoor put packages together that leverage both sites now, they could come up with something very different than we’ve seen in the past.

5. What do we need to do in Talent Acquisition as a result of the purchase?

It will be interesting to see how it all comes together since both sites are really the same. They are job aggregators as well as a place to put company reviews. Maybe, just maybe, Google will start to integrate company reviews as a part of their own platform. At this point, we can only guess what will happen.

Because Indeed and Glassdoor account for more than 80% of employer reviews on the Internet, we can’t bury our heads in the sand. We must figure out how to play in the sandbox without sacrificing quality candidates. The recent acquisition of Glassdoor could affect very little in our industry. It could just be a strategic move on behalf of Recruit Holdings to secure their place in the industry. More likely, the purchase of Glassdoor is a methodical approach to secure a key piece of the online recruiting space. The final consideration is that with all of these changes, and more on the horizon, it's becoming increasingly difficult to keep track of it all. It's more important than ever to have an authority in the space who is able to keep up with the changes and understand how to help you navigate them.

Here, at RCI, we have a team of experts working daily to ensure we are informed on all of the latest and greatest (and the not so great) changes that are happening in our space. In addition, we’re willing, ready, and able to put together a killer strategy for your company to address them all.



Everything you need to know NOW about AI Recruiting

By Aaron Greider May 3, 2018

It’s 2018, we’ve got cars that drive themselves. We can print in 3D from the comfort of our living rooms, and augment reality straight from our iPhones. Artificial Intelligence (AI) is everywhere, and it’s growing. Now, even companies are beginning to use AI and Machine Learning to source/hire employees.

The future is exciting! But, as with all advances in technology, there’s a learning curve. There are things that will change at the drop of a hat, and most importantly, there are warnings that we must watch out for. So, as AI breaks into the Talent Acquisition/Human Resources industry what can you, as a professional, be looking forward to? What should you be concerned about?

Here are: 5 Things You Need to Know NOW About AI Recruiting.

1. DO NOT be intimidated. Artificial Intelligence is such a broad term that at its base level in recruiting, one could argue a Boolean search string with a smidge of machine learning could be classified as a form of AI. It can also be introduced into any phase of the recruitment/hiring/onboarding lifecycle. So, if you are too intimidated to ask which stage of the process AI will be integrated and exactly how, you have no idea what is going on. Then you are, officially, an easily swayed industry dinosaur. No one wants to be that guy.

2. Make sure the type of AI being utilized makes sense and is specifically geared towards your open positions. Sounds simple, right? But you would be surprised how fancy technology and industry buzzwords can fool people into believing they need all of it for every open position. If you’re hiring Call Center Sales Reps or Customer Service Reps, then sure, a voice analyzing interview would be a great tool. Not so much if you are hiring for nurses. Your recruiting partner needs to be able to explain what stage of the process they will be using AI, what type of AI tools they will use, and most importantly which specific positions will benefit from which specific methods. AI is here to make our lives and jobs simpler, not more difficult.

3. You need a strong gatekeeper. This is incredibly important because we are talking and dealing with people and their livelihoods. I can’t tell you how many clients I have worked with who have given me concrete must-haves, and after sending 5-10 dead-on candidates that they reject, I slip one curveball in that deviates from their must-haves. Guess who they hire? You’ve got it, they hire the curveball. Why? Maybe because they have the same alma mater and they just hit it off in the interview. Maybe because the hiring manager realized that at the end of the day, you have to work with the people you hire. Your company, your company culture, your brand, your morale, and company’s success is dependent on the team you hire. AI can’t put that into an algorithm. But a strong gatekeeper who really knows the client they have partnered with will prove vital in keeping an eye on the progress of the project. They will be able to gauge where the AI tools are excelling, growing, and developing. They will also be able to identify where it is coming up short and how to adjust appropriately and promptly.

4. A solid foundation is key for AI to work properly and efficiently. Whatever part of the recruitment lifecycle you utilize AI, you will need to set the parameters and objectives. If you are using a chatbot, it needs to have a pool of candidates to start with, know who to target, what to say, and exactly when the candidate needs to be handed off to a live recruiter. Your foundation needs unbiased data and a solid, proven history in the recruitment industry. Any technical guru can create an Artificial Intelligence tool, but only recruitment experts with a solid foundation can make it a home run.

5. Maintain control. My company, RCI, is about to unveil new and carefully vetted AI tools that we feel confident will help make our clients’ lives easier. But there are two stages of the recruitment lifecycle we will not be using AI. First, we will always have contact with our clients. We could have a chatbot take over our intake process. But then we would have no feel for the people we have partnered with, and it would be impossible to be the type of gatekeeper we need to be without that human contact. Secondly, the hire. I realize there are those that disagree with this and believe that AI can be taught to ignore the human biases in hiring and can create a perfect unbiased hire. But how murky does that become with diversity? How do you create an algorithm that weighs and calculates race, gender, experience and then gives you the hire? What percentage goes to each category? There is no perfect answer, and there is no perfect algorithm when it comes to the actual hire. That is why the hiring manager gets paid, after all.

I hope you enjoyed my take on AI in recruiting! RCI will be rolling out our newly crafted projects with AI integration soon. I look forward to speaking with you and explaining in detail, in less than a minute, what it does, why it does it, and why it will work for you!



Reflection On 32 Years of Marriage and Business

By Samantha Moore August 1, 2017

My husband and I celebrated our 32nd Wedding Anniversary this weekend. Not only have we been married for this many years, we have also shared our professional work life during this entire time. As I sit and ponder where the years have gone, I think about all of the events, the memories and the lessons learned. In reflection, it becomes clear to me how the lessons I have learned in marriage have the same application in business.

A continuous process is necessary. Success doesn’t just happen without an actionable process. One cannot just go through the motions or just “hope” that it works out. We must always be learning, watching, and assessing. We must be prepared to make adjustments when the results are not what was expected. Starting first with ourselves, since that is the one thing we have the most control over.

Stay true to the commitment. During the daily grind, we can become overwhelmed, and at times underwhelmed, with what is happening around us. It is during times like these when we must stay firmly fixed on the long-term goal and not distracted by short-term gains.

Never lose your way. With all the twists and turns that happen along the journey, it is most important to stay firmly fixed on your goal. The way is not always visible through all the clutter, but have confidence that it is there. Just slow down, regroup and stay focused. Always striving towards the end goal.

Safety in numbers. Every day brings new challenges we must address. When we are faced with struggles, it is always easier to correct as a team. When more than one perspective is available, the solution is better and the team becomes stronger.

Celebrate together. Success is always more rewarding when shared as a team. Life is challenging and continues to throw curve balls. So no matter how small or how large the success, never forget to stop for a moment and enjoy them together.

Say what you do and always do what you say. Don’t ever make a promise that you are not confident that you can keep. Your word is all you have, so you must keep your promises and stand on your word. If you say it, then apply all necessary efforts to ensure it happens.

Faith and Trust are key. No one is perfect. When you are in a partnership, know that missteps and stumbles will and do eventually happen. This is why you must stay close to your partner and never be afraid to bring “the elephant into the room.” Trust doesn't just happen. You must have faith in your partner and know you both want the best outcome. So when there's a fumble, don't panic. Apply the above lessons and celebrate another year.

Happy Anniversary to my partner in life and in business!



How the New England Patriots Manage Talent

By Mike Moore May 1, 2015

The New England Patriots have produced some of the most astonishing statistics in sports history. Outside of 12 AFC East Championships, six AFC championships, six Super Bowl appearances and four victories in the last 15 years, their winning record is staggering. Learning the secret to the Patriots’ success and practicing their winning talent formula will help you reach the incredible achievements they have experienced.

This type of consistent success doesn’t just happen. It’s made and achieved from a championship formula. The competitive closeness among the teams of the NFL — or in any professional sports league — is razor thin. The difference between coaches, owners, money, facilities, fans, and players is almost indistinguishable.

It’s the less obvious things that a team does that separate it from the others.

The same can be said for a business. It would almost take a microscope to find the difference between Walmart and Target, Office Depot and Staples, Ford and Chevy. The products are virtually the same. The playing fields are the same. The raw materials are the same. The costs are the same.

But success comes from what is done day by day, how it’s done, and how consistently it’s done. It’s the people resources of a business that ultimately make or break an organization. How you manage your talent determines whether you win or lose. It decides if you make the playoffs, win a division championship, get into the Super Bowl, or better yet, win.

Let’s break down how to get to that top-notch level, step-by-step:

Step No. 1: Workforce Planning

If we know where, when, and how many people we need well in advance of needing them, our ability to recruit the best talent improves dramatically. The New England Patriots have a fabulous strategy for scouting out the talent they know they need. That starts with the replacement of veterans or players who don’t seem to fit the team’s culture or system. They have a short-term strategy of scouting out the right “fits” in the college drafts, and a long-term strategy with their eyes and ears to the ground on high school fields a few years out.

If quarterback Tom Brady got hurt, the Patriots don’t have to rely on LinkedIn, Monster, or even Indeed to find his replacement. They already have a pool of qualified players to choose from. Understanding this benefit, you would think workforce planning seems like an obvious strategy that all companies would follow. But in my 31 years in this industry, I’ve seen that about 99 percent of American businesses don’t do it at all. And those that do, don’t do it right.

Step No. 2: Talent Profiling

As professionals in any industry, we must know exactly who we need and for what purpose. In doing so, we will almost always make the right hiring decisions. The Patriots’ management, coaching, and scouting staff are locked solid on the “raw material” — those people they need to join the organization.

Using this step we can evaluate that talent on two levels. First: the competency, which is the experience. For the Patriots that would be the raw physical talent of a player. Second, we need to look at the mindset and cultural fit. This science allows the team — or any business owner or HR professional — to almost always fill the gaps at the right time, with the right mix of exactly the right people. For the Pats, that includes people like ]Tom Brady – a sixth-round draft pick, and Junior Seau — at the end of his career.

Step Three: Branding

We must be able to accurately and consistently promote who we are, what we stand for, and what makes us different from our competitors. The Patriots are at the top in this category. There is a certain demeanor that exudes from this team. From Coach Belichick to the love and respect that owner Bob Kraft outwardly shows his players, all the way to the professionalism and community spirit that most Patriots’ players demonstrate.

The brand and culture this team has developed and consistently managed stands out. It draws those players who want that experience and deflects those that don’t. Most businesses try to be all things to all people or employers of choice. We are not all employers of choice. You need to be who you are and attract those who want that experience, those who share that vision, and ultimately, those who will reflect your brand. And if that brand can help you win Super Bowls, you’re a winner.

On to No. 4: Sourcing

We must be able to find, reach, and communicate with those people meet our “profile” only. The Patriots are able to recruit from among the best talent in the world because the sports industry has created an environment where teams have easy access to talent everywhere. Society breeds talent on the ball fields in neighborhoods and schools all over the world.

In that vein, it’s shocking that school systems and local governments have not been able to supply the training, education, and people resources that businesses need. And because of this, we rely on job boards, social media, and search firms to steal resources from others … and we end up constantly chasing our tail. You’ll notice that there’s no lack of top-level talent in any professional sport. Yet, we are lacking in, for example, CDL drivers.

Step No. 5: Screening & Assessment

We must focus on who we want and who we need. We must not hire subjectively, but objectively, allowing science to help us predict future behavior. Even a sports dynasty, like the one the Patriots have been able to build, isn’t without its hiccups. Now-convicted Aaron Hernandez was just one such “casualty.” But despite that misstep, they were able to rebound without skipping a beat.

Unfortunately, in business, we screen for hard skills and experience without doing all the necessary due diligence on profiling and rarely use science – psychology, tests, or serious background investigations, for example — to screen out the wrong hires. Almost every veteran the Patriots have hired in the last 10 years has brilliantly filled a very critical role for the team.

Step No. 6: Selection

After all, we go through to hire someone, we have to make sure that we are indeed hiring them for the right reasons. The Patriots have been able to build their dynasty by consistently making the right — maybe sometimes seemingly unconventional — personnel moves.

Step No. 7: Technology

The Patriots are tireless in their practice and preparation for each and every game, but the upper hand could be by inches and seconds and any advantage through technology can mean a Super Bowl win at the goal line.

Businesses do not take the same approach, as they consistently force organizations to use sub-par ATS systems because they are part of a more “complete” human resources solution. After all, it’s just recruiting, right?

Step No. 8: Retention 

The ability to keep, develop, and grow your team will keep you in business and make you consistently successful and competitive. The Patriots do a masterful job with what in the business industry would be called onboarding and orientation. They immerse new players into the Patriots culture. They promote and foster a spirit and attitude of responsibility and ownership. They are committed to being the best — and know it will happen — which is why they are able to cut ties when it’s time to cut ties.

American businesses can learn a ton from the Super Bowl champs — who spend as much time, effort, and money on getting the job done as they do building the team that does it. The sheer amount we as business professionals we can learn from professional sports is undeniable. 

This industry has grown dramatically in just the last 20 years. That’s because teams understand what it takes to get talent, build it, develop it, manage it, and grow it.

And at the top of the leaderboard of that understanding is one of the most successful sports franchises in history … the Super Bowl Champion New England Patriots. Now take a minute and imagine what our economy would be like if we had access to and followed a blueprint that the New England Patriots have thrived with.

You can have access to that blueprint too. The 8 Steps to Performance Staffing. It's strategic, it's proven, it's the key to successful recruiting.