Todd Raphael

About the Author

todd
Todd Raphael is Editor-in-Chief of ERE.net , and he works on ERE's conferences, the ERE website, the ERE daily email newsletter, the ERE awards, and more. Contact him at todd@ere.net.

Amazon’s March Travels Lead to New Set of Career Videos

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Amazon’s operations and customer-service recruiting team is launching a set of career videos aimed at portraying the challenges and opportunities of its operations technology and operation management jobs. The videos are a results of travels this March across the U.S. to meet with teams, conduct interviews, and film Amazon’s fulfillment centers. The recruiters collaborated with…

Stryker’s New Careers Site is First in a Decade

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Its careers site not having changed dramatically in about 10 years, Fortune 500 medical technology firm Stryker is live with a mobile-friendly, more candidate-friendly relaunch. It took about six months to put the site together, talent acquisition leader Jeff Batuhan tells me. It could’ve gone a little more quickly, but Stryker wanted to test…

Slovenian Startup Wants to Keep Things Simple

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Originating from Slovenia and also launching in Spain is a new system for managing applicants, emailing candidates, creating forms for applications, making notes about interviews, and building a careers page in English, Spanish, or Slovenian. Ply.jobs is funded by Agiledrop. Since it started selling during the summer, most of its customers are those with a…

Lilly’s New Careers Site Has an Intriguing Way of Searching for a Job That Matches

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Eli Lilly, the multibillion dollar, Fortune 500 drug company, is out with a new corporate career site that includes an intriguing new “jobs for you.” The Lilly redesign, like so many other new sites, leads off with large, colorful photos. It sums up its value proposition nicely: 1) we work for a purpose; 2)…

Push Hiring Managers Beyond Their Comfort Zone

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It’s a perennial recruiting challenge: telling managers their expectations aren’t realistic; that they’re asking for a candidate who doesn’t exist; and convincing them that there’s not really a “skills shortage” for the talent they want if they’re open to fantastic non-traditional candidates, work-from-home candidates, active candidates, and so on. The thing is, technology…