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Archive for December, 2013

What Employers Really Want From Their Applicant Tracking System

December 24, 2013 Leave a comment

What Employers Really Want From Their Applicant Tracking System

Employers are looking for an easy-to-use applicant tracking system with recruiting dashboards that improves process. 

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What Will Hiring Technology Look Like in Ten Years?

December 13, 2013 Leave a comment

There is a lot of new technology emerging in the HR world. With all of this new technology is a new way of looking at the hiring landscape – and this has resulted in a shift in the way that companies hire new employees. The future of hiring holds even more promise of being different. There are several things that companies can look forward to seeing within the next 10 years.

Job descriptions are no longer going to be laden with skills. More companies are learning that skills and experiences don’t always predict how a person is going to perform. It’s more important to prove that a candidate is motivated and competent. This will add diversity to the job pool and take out some of the issues in regards to age, race and gender.

Performance-based matching is also going to be seen more. Artificial intelligence will play a role in order to match people not only on keywords but on their ability to perform within a specific environment. Applicant Tracking Tools are already available on the market. This allows you to search through an available pool of employees using specific terms to be able to pull the ones you think will do the best for a specific open position.

It will also be possible to auto-engage people with career opportunities. Instead of waiting for someone to come to you, you will be able to come to them by using various tools to show you when someone is looking for a new job. You will find that their LinkedIn profile is being updated, they have bought books on job hunting, and they are attending more events within the industry. You can get to these people before other companies do in order to get the best talent.

The future also holds the probability where people will become investments instead of costs. Many companies are concerned with turnover and training right now. There will be larger public and private knowledge databases available in the future – and this can ensure that people have the information they need at their fingertips.

There will also be changes in the way candidates make decisions. With more technology and more information available to candidates, they will be able to look at short-term and long-term factors in order to create a better balance. They will look at factors beyond compensation to determine whether they will be happy and be given the opportunity to grow.

Things like the applicant tracking system are available to you now. In the near future, you can look forward to more tools and technology to help you with hiring the best possible people.

Finding the Right Candidate for the Job

December 2, 2013 Leave a comment

Does the applicant really deserve the job? This is a question that many employers find themselves asking each time they are faced with a tough decision to make. Many would use skills and experiences as their main criterion in choosing the appropriate candidate. But this principle isn’t applicable in most scenarios. If anything, there are lots of witty ways that you can use in landing the right person. Explore the tips below and see how they can be helpful in your case.

Relying on technical expertise doesn’t always yield the expected results. In such a case, the person turns out to be less productive contrary to the indications on the papers. When you come across a person whose vision and ideas are in agreement with your own, then you know that you have finally found the right fit. So how should you get there?

The kind of questions you ask. An interview can be compared to a person’s first date. There is always that feeling of strangeness amongst the two parties. The kind of questions that you ask should be witty so as to help you have an idea about the applicant. Open ended questions are the best way to achieve this. An undeserving applicant will always strive to demonstrate that they are the best in the field. They are not just the sort that teamwork is made off.

What do others say about the candidate? Possibly, you might have rushed into conclusions. Let those with whom the applicant will be working have a one-on-one session with them. They might just spot out something in him/her that you had not opened your eyes to. Listen to their views and if they concur, just nod in secret knowledge of agreement.

How well can they get along with others? That is the power of soft skills. The best people to provide you with this information are former employers and those that have interacted with them. Therefore, don’t fail to include this in your recommendation inquiries.

Engage them in an argument. What is ones sense of reasoning? Can they defend their approaches to a particular issue when faced with opposition while composed? It is conceivable for one to have a brilliant project idea but fail to sell it to the team mates. A good employee should be able to bring out ones point of view without getting frustrated or worked up easily. This doesn’t mean that they should be overbearing and unreasonably defensive.

At the end of the day, it is all about getting the best person for your company. With the modernity of our lives, engaging the applicant face-to-face isn’t just enough. Get the most out of technologies like Applicant Tracking Systems to help you identify and cultivate real talent the real way.