Archive for August, 2014

Does Your ATS have Smart Tagging? It should.

August 26, 2014 Leave a comment

The latest and greatest feature from Newton Software: ” a new “tagging” system to help you easily manage and organize important information about candidates. Tags are fully integrated with Newton’s search engine. Adding the right keywords to your applicants will save you time and make rediscovering applicants a breeze.”

Learn more at the Newton Software Blog.

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What We’ve Learned From Hiring in 2014

August 25, 2014 Leave a comment

Today, finding the new talent means a company must utilize a wide range of technologies and venues. The most knowledgeable and savvy young workers use these avenues on a regular basis and can’t provide the innovative techniques and climate for your business. Old methods of recruiting and posting jobs won’t attract these stellar techno-geeks. You must find new ways of searching out and speaking to these potential recruits by speaking their language.  Here are a few tips that have proven succesfull in 2014 thus far.

The Video Interview

The video interview became popular in some circles in the past few years, and in 2014, it will expand significantly. This method of interviewing candidates allows for a number of advantages. You can get an immediate indication of the candidate’s visual presence for high-visibility positions, as well as mannerisms, speech patterns and level of corporate compatibility. These issues provide comprehensive information on whether a candidate is appropriate for the position. Video interviewing also is a good indicator of their comfort level with technology, an important consideration for many positions today.

Mobile Recruiting

Putting recruitment efforts on a mobile communication platform allows them contact with some of the most aggressive, tech-savvy workers who are looking for new opportunities to apply their current skills and learn new ones. Hiring managers can often get the first chance at contact with these actively engaged young people by being highly visible on mobile platforms.

Use Career-Based Social Media

Many young professionals are active on career-based social media sites and even post samples of their work, information about credentials and other data. These sites can be a goldmine for recruiters who are always looking for the brightest, most ambitious talent to fill high-profile positions in their company. Hiring managers would do well to pay attention to these sites in 2014 to find the best and brightest for their future recruits.

Undercover Recruiting

Many companies are going undercover to see potential recruits in action at industry conferences and on the job. They can easily view sales technique, customer service ability and other skills in action before contacting the potential recruit. This method can give hiring managers the most direct information on the recruit and help to prevent serious mistakes in placing people in sensitive positions.

Applicant Tracking Systems

The use of applicant tracking systems to help facilitate the process of recruitment of new employees for all sizes of companies. These systems are types of software applications that help to manage resumes and applicant information from both internal sources and wider sources such as job boards. New systems may use artificial intelligence and natural language processing to provide the best search capabilities for evaluation. They may include resume screening, pre-screening questions, source tracking and processing tools.

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Have You Considered Hiring Internal Candidates?

August 7, 2014 Leave a comment

Many companies put far too much effort into their external recruiting processes and not enough into promoting and retaining the top talent that is already contained in their workforce. Neglecting to mine this talented field of individuals is a mistake, as it will often produce the best candidates. The benefits of hiring internal candidates are numerous and the it results in lower recruitment costs as well.

They Know Your Business

An outside candidate will never know your business as well as someone who already works at the company. Internal candidates already have the inside scoop on critical software and project related processes. Thus, they won’t require as much training or time to get their feet wet. Additionally, internal candidates have the soft-skills needed to get along with the team. They already know the key players and how to best interact with them to get the job done.

They Have Passed the First Test

Candidates who are inside your walls have already proven that they have what it takes. If they are succeeding at their current position, odds are very good that will succeed at the new one as well. Additionally, they have a proven track record of attendance and likely won’t leverage the job offer against another company in a salary bidding war.

The Talent Pool Increases

It’s amazing how many companies with highly skilled talent pools fail to fully comprehend it until the talent leaves. By promoting a policy of hiring within, managers and key leaders can better identify the truly talented workers and keep them at the company. Failure to adapt a strong internal hiring policy causes these skilled workers to move on to your competitor. On the flip side, by rewarding current employees by facilitating their growth, companies also raise their reputation in the work force. Therefore, top workers from other companies are more likely to view you at the place that they now want to work too.

How to Promote Internal Hiring

Once an employer makes the conscious decision to promote internal hiring, they must have the proper technology in place to assist with the process. Properly utilizing an applicant tracking system can help to identify the talent that your company already possesses. If data is retained for all employees, managers and human resource departments can easily identity current employees who fit the criteria for open positions. In addition, company leaders must communicate this internal hiring culture to all senior staff and management team members. It is ultimately those individuals who can make internal recruitment a success by helping to cultivate the careers of their direct reports.

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