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Archive for September, 2014

Does Your HR Department Need A Bootcamp to Get in Recruiting Shape Again?

September 24, 2014 Leave a comment

From PRWEB: 

“Newton launches online Bootcamps for corporate recruiters and HR Professionals. The Newton Bootcamp Program is an online educational series designed to help corporate recruiters achieve maximum results with Newton’s corporate applicant tracking system and to share innovative ways to improve recruiting processes in general with experts from the industry.”

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Do you Test Drive New Job Candidates?

September 22, 2014 Leave a comment

Technology changes so many aspects of human existence, especially how we interact. We are relying more and more on automated systems to handle initial processing before an actual human being becomes involved. The economy dictates the balance of a company’s budget, and payroll is usually a corner that is cut. Automated systems are a logical solution to replace a human resource, but businesses must apply them properly or they may defeat the purpose of the system. They are beneficial for a number of reasons:

  • Job postings circulate to numerous and diverse sites, which broadens your prospect pool.
  • Just like automated telephone systems answer and direct calls to the proper departments, and human interaction if necessary; applicant tracking systems answer applications and direct them where they need to go, according to a given company’s needs.
  • Once applications have been sorted, the system handles processes like background checks, reference checks, and resume perusal, all of the leg work that eventually leads to an interview.
  • Such systems eliminate manpower, paper processing, and facilitate global networking.
  • They provide comprehensive data for analysis in whatever context the company wishes, like costs per employee based on qualifications or compliance with company policy or government statutes.
  • Post-hire processes can also be addressed by these systems.

Automated systems, no matter how advanced or precise, are still limited and bound to programming. They may save time and money initially, but should never be relied on to completely replace or automatically improve upon human ability. Depending upon the format chosen by a candidate, the system may ignore work experience, education, and other qualifications; this could approve an unsuitable prospect or discount an appropriate one based on something as basic as keyword usage or the order in which credentials are listed.

Even though these systems prove useful, they can only process applicants from a two dimensional perspective; human interaction is the third. Automated systems coupled with temp-to-perm policies effectively improve your employee roster. What looks good in data (theory) does not necessarily work in the office (practice).

Temporary employment allows both the company and the prospect time to knock out the kinks of growing pains and personality clashes. Both parties may explore options and make decisions in a mutually beneficial situation.

More and more companies are implementing applicant tracking systems in one form or another. It saves time and money in the short run (processing applicants in a timely fashion), but if improperly implemented, can cost your company in the long term (misinterpreting crucial data). All technology should be combined with some sort of human direction or interpretation to maximize results. It is always a good idea to remember that technology should be used as a tool by humanity and not a replacement for it.

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Should You Be Getting Hiring Advice From Yoda?

September 19, 2014 Leave a comment

From HiringSciences:

“If you grew up watching the Star Wars film franchise, you’re undoubtedly familiar with the diminutive master Yoda telling his trainee Luke Skywalker to “Do. Or do not. There is no try,” when learning the ways of the Jedi and how to control the Force.

The idea behind Yoda’s characteristic clipped expression is to trust yourself and to listen to your instincts when encountering obstacles and difficult situations. However, in the world of human resources, relying on your gut instincts alone is not always going to be sufficient when evaluating possible job candidates.”

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Set a New Record for Your Time to Hire

September 5, 2014 Leave a comment

The old saying of “Time is Money” stands true in today’s modern business. The longer an opening stays vacant, the less productive the business becomes, resulting in a substantial loss of profit. In fact, according to Laruen Weber of the Wall Street Journal, it now takes 25 working days (or well over a month total) to fill an opening. This is a 13-year high, and larger businesses with 5,000 or more workers, the hire time skyrockets north to 58.1 working days. When over two full months pass between one employee leaving and bringing the right employee into the fold, the company is going to lose a substantial amount off of its bottom line. Due to this, if you are running your own company and want to avoid these kinds of substantial time openings, you need to take advantage of an applicant tracking system (ATS). This software is designed to improve your hiring procedure and drastically cut the amount of time you have to wait for a new employee to walk through the door.

An applicant tracking system is designed to maintain and monitor all of your recruiting and hiring needs. With the software, it is going to monitor the openings you have and cross reference it with applications you receive. Having an individual look over all of the different applications is going to take time, removing them from their current job and reducing their productivity on top of the loss of productivity your business is experiencing due to the current opening in your company. Instead, the software is able to to look over the software and tag people who might fit the opening. Essentially, an ATS finds keywords that match what you are looking for and sets their resumes aside for you to look at. So, instead of fishing through a few dozen (or hundred) applications, you just need to look through a few.

Outside of simply monitoring incoming resumes, applicant tracking software also holds onto previous resumes you received. This way, it is able to bring up old resumes that fit brand new openings in your business. So, you might already have received a resume a few months prior for someone who fits a position that just became available.

The software notifies you of this potential opening, allowing you to call the person and extend an interview. While the former applicant might already have a new job, there is the potential of them still looking for a new job, or perhaps they might be willing to leave their job for yours. Regardless, the applicant tracking software is designed to reduce the amount of time it takes to fill a vacant position in your business, which will improve your business efficiency drastically.

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