Human Resource Executive(R) Announces Top HR Products for 2014

HORSHAM, PA--(Marketwired - Oct 1, 2014) - Human Resource Executive^® magazine, the premier publication focused on strategic issues in HR, today announced the winners of its Top HR Products of 2014 Awards. The winners will be recognized at a special luncheon to be held on Wednesday, October 8, 2014, during the 17th Annual HR Technology® Conference & Exposition taking place at the Mandalay Bay Hotel & Casino in Las Vegas.

The Top HR Products of 2014 competition is judged by the editors of Human Resource Executive^® magazine, who make their selections based on each product's level of innovation, user-friendliness and value added to the HR profession. These top choices of HR products will also be detailed in the Oct. 2, 2014 issue of Human Resource Executive^® magazine.

The winners of the Top HR Products of 2014 are:

Appcast.io
Appcast.io, Lebanon, N.H.

Appcast.io is a new ad-exchange platform that allows employers to promote their open, hard-to-fill positions on a "pay-per-applicant" basis, across a network of approximately 6,000 career and consumer sites through the use of programmatic, rules-based ad buying. Rather than paying per word (as one would when placing a classified ad), per posting (via job boards) or per click (via job aggregators), Appcast.io allows employers to set their own price on a "cost-per-applicant" basis within the Appcast Publisher Network. Meanwhile, the process works with all applicant-tracking systems and is invisible to both recruiters and candidates.
www.appcast.io

Entelo Diversity
Entelo, San Francisco

Entelo's proprietary algorithm is designed to help organizations find candidates whose social profiles indicate a high probability of meeting specific gender, race or military experience requirements (without relying on specific keywords such as "black," "female," "veteran," etc.). Using data about a person's alma mater, professional and social affiliations, and job titles, the algorithm determines the person's likely gender, ethnicity or race, and whether he or she has military experience. Because such information is layered on top of a candidate's qualifications and skills, the algorithm can provide a level of objectivity intended to prevent discriminatory hiring practices.