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Blend Technology and Recruiting using Applicant Tracking Systems

March 14, 2014 Leave a comment

Recruiters are faced with the challenge of bringing new talent in for their company. But the definition of talent is a moving target. This is particularly true in the technology field. Where backgrounds and skill sets may be similar, proficiencies and interests will differ. Resumes don’t reflect how well a person knows a particular protocol and interviews can only provide a surface level understanding of qualifications.

Even the most rigorous of interview processes fall short of the mark. The proof is almost always in the pudding, especially when discerning between general aptitude versus practical application. Hiring employees with only a very minimal understanding of their skills puts employers at risk. How is one to know if the candidates that have applied for the position truly are well suited for the role?

That’s where hiring platforms come in.

There is a new way to screen applicants more efficiently called hiring platforms. These platforms bridge the gap that exists between technical proficiencies and proper role matching within organizations. They allow recruiters to match applicants to job specifications more closely than ever before. This provides the recruiter with enough information to make a decision about moving a candidate to the next step of the hiring process. It also allows for the preparation of a more role specific interview.

Also called Applicant Tracking Systems, these platforms were developed to assess technical skills of interested candidates and provide a repository of information that can be accessed by recruiters. Platforms such as these allow companies to provide challenges to the technical community that they can later filter for responses that meet their needs. Once a list of matching candidates is compiled, companies can contact them for an interview. This process allows companies to ask questions and form scenarios that are directly related to what a candidate might experience were they to become an employee. They can dive as deeply as creating a code challenge that applicants must solve. Code assessment tools are available though the platform, removing the need for the recruiter to provide technical assessment. This parsing of candidates in a virtual environment will yield preliminary matches early, saving time and money.

Applicants treat the websites much like they do professional social media sites like LinkedIn. They build a portfolio that can be browsed by potential employers and link projects to show their skills. This kind of showcase for technical abilities is currently not available in the marketplace. Platforms like this allows recruiters to connect with the people possessing the technical skills they require without having to sort through the erroneous details that do not apply to their needs.

Technology has to become a part of technical recruiting. To stay on the cutting edge and acquire fresh, competent talent, the market demands it. Companies will find that they have access to a wider pool of talent that is well matched for their products and services by incorporating these groundbreaking tools in their hiring process.

Common Hiring Mistakes to Avoid

February 7, 2014 Leave a comment

Hiring a new employee can be one of the most exciting and one of the most stressful times for you as an employer. After all, it’s an opportunity to make an improvement in regards to your company’s productivity, yet is also poses a slight risk in regards to hiring the right person. The list below will reveal five common hiring mistakes you should avoid and thus give yourself a great chance of hiring success:

Don’t hire friends and family:

It is often tempting to hire friends and families, either your own or those of your current employees. However, hiring from this pool of individuals can become quite problematic. First of all, the familiarity with you can lead to a new employee taking liberties they should not or even not doing the job for which they are hired. Secondly, if a confrontation is needed, it will be uncomfortable when it involves someone with whom you have a relationship outside of work. Just thinking of how uncomfortable the next family get together will be if you have to fire your favorite cousin should encourage you to avoid making this common hiring mistake.

Look beyond first impressions:

Although it is common to make a snap judgment on a potential employee based on your first impression, it is important that you look beyond this initial impression. For example, a potential employee can have a great handshake and an overall pleasant personality but may not be the best person for the actual job. Therefore, it is best to look beyond your “feelings” about a person and examine their real-world abilities thus ensuring they can accomplish the job in question.

Ask the right questions:

According to Matthew Kaufman, who is the head attorney at Rocket Lawyer, there are many questions that should be avoided due to the potential for legal issues. For example, according to Mr. Kaufman, the federal government prohibits employers from making hiring decisions based on a person’s genetic information, political affiliation, age, national origin, veteran status, disability, sex, religion, ethnicity or race. Therefore, questions pertaining to these issues should be avoided.

Check references:

A potential candidate can seem perfect for the job on paper but can actually be a poor fit for the job in question. To ensure a potential employee can do the job correctly, take the time to check their references from past employers. This one step can save you a lot of hassle down the road.

Create a clear hiring policy:

The final mistake some companies make when hiring employees is not defining a company hiring policy. An unclear hiring policy will lead to confusion at best and could end in legal problems at worst. If you are unsure how to create such a policy, hiring a professional management consultant is wise.

Avoid the five elements listed above to give yourself a great shot of hiring success.

Also be sure to employ one of the best Applicant Tracking Systems possible to find and reach out to potential candidates, as this is the first step to good hiring – making sure you get the right applicants in the door.