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Posts Tagged ‘applicant tracking’

Be Creative When Seeking Your Next Job Applicant

June 2, 2014 Leave a comment

Today’s market is more competitive than ever before and the way that you stay on top of the competition is by hiring the top technology talent. This is easier said than done. You know what you need, but it may be harder to recruit the talent than you thought. The difference between you becoming the next Apple and the next washed up app company is the right talent.

Being creative can help you to hire the right talent and there are various ways for you to go about this.

Consider sponsoring a hackathon for the coders in your area. This has become a popular way to look for tech talent because it shows you what people are capable of doing. It also positions your company well within the community so that people know where to go when they need a job.

Think about creating an un-career fair, which is the opposite of what a standard career fair is, complete with long lines and resume gathering. With an un-career fair, you can keep things more intimate and focus on learning about who the candidates are and what they have to offer. You can build better relationships and even have food and drink to help promote some socialization.

Use social media in a unique way. Create a hashtag on Twitter for people to wow you in 140 characters or less so that they can be considered for a job position that you have open. Run a contest on Facebook where you generate ideas. Ask for resumes to be sent to you in a unique format so that you can see graphic design talent right off the bat.

When you get more creative, it can help you stand out as a company that people want to work for. It’s not always about how much money you can offer. At the end of the day, the top tech talent wants to be where the fun is at – which may explain why Google installed a slide at their headquarters. You need to prove to the job market that you have a fun place to work and that can be done starting with the recruiting process that you use.

Once you figure out a way to get the resumes coming through the door, you can use Applicant Tracking Technology to stay up on who is capable of doing what so that you can sort through the resumes faster and get a job offer out to the ones that you don’t want to slip through the cracks.

When you can stay organized and creative, you have the best chance of capturing the best that the tech world has to offer when it comes to qualified candidates. Only then can you grow your company and be more successful against the competition.

Responsive Design is the New Mobile for Applicant Tracking

April 14, 2014 Leave a comment

Responsive Design is the New Mobile for Applicant Tracking

Mobile is arguably the future of everything. Responsive design is the future of mobility.

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.

Hiring Tips: Finding Your Needle in the Haystack

November 1, 2013 Leave a comment

It turns out that job seekers don’t always know what you are looking for in an applicant. While you as a hiring manager may be seeking various people to fill a position, you’re likely finding that only about 1 percent of the applicants are capable of performing the job at the level you require them to.

You can set the bar high by using an applicant tracking system. This means you can enter applicant data into a system and then sift based upon the criteria you are looking for. This can be a lot easier than sorting through hundreds of resumes, only to find that a handful are worth setting up an interview with.

According to a recent article on StaffingIndustry.com, approximately 72 percent of job seekers are confident they know how to present their skills on a resume and in an interview. However, based upon what you are seeing, it is considerably less than this in reality. This means that you need to focus on making sure that job seekers actually know what you are looking for.

Instead of posting a position that says you are looking for a technician or consultant, or administrator, be specific on the skillset that you need. When job seekers and hiring managers close the gap in terms of establishing the skills required for the job, the U.S. job market has the potential of turning around.

Research from the Career Advisory Board at DeVry University shows that the unemployment rate may not be entirely the fault of the economy. It is because of the widening gap between hiring managers and job seekers.

You can close the gap in a variety of ways. When you post a job, take the time to detail what you are looking for. This will ensure applicants can tailor their resume to ensure they are highlighting their skills. You will be able to find the qualified individuals faster because their details will show up in the applicant tracking system. Instead of only finding 15 percent of applicants qualify for a position, you may find closer to 60 percent or higher – and this gives you more of a variety to choose from.

Ultimately, your goal is to reduce turnover. Some turnover is going to be part of the business. When you can find more qualified individuals, they are likely going to stay on the job and they will be more productive during the workweek. You won’t be able to find these individuals until you can accurately define the job requirements for them – and let them know about how high the bar is set for them prior to them applying for any open position that you have within your company.

Search for Employees Like Your Would Find an NFL Coach

October 21, 2013 Leave a comment

hiring star employeesIt’s critical and cost-effective to have processes in place to attract, hire, train and retain employees – your organization’s most valuable resource. Applicant tracking systems (ATS) streamline the recruiting and hiring process by replacing the do-it-yourself spreadsheets and logbooks with a comprehensive and easy to use platform. Want to hire a superstar employee? Believe it or not, if you follow the same rules laid out by NFL draft lead writer Matt Miller in his article “Rules to Follow When Hiring an NFL Head Coach” and an applicant tracking system, you can’t go wrong. Rule #1: “Never hire a college coach who didn’t dominate at that level.” A potential employee who has not excelled in their current position cannot be expected to perform well in a different or more advanced position if their skill set does not match the skill set required. ATS assists you in determining if a potential employee can do the job required using metrics you specify. Rule #2: “Never hire a Bill Belichick coordinator.” Effective hiring processes provides a clearer picture of an employee’s potential based on their skills and their performance. This prevents hiring someone for a position beyond their abilities, skill set or training. Rule #3: “Do hire former Pac-12 coaches.” You know what has proven to work in the past. Using this knowledge, you can identify and specifically focus on the best venues to find talent that has proven to effectively serve the needs of your company. Rule #4: “Always hire a defensive coordinator over an offensive coordinator.” Rather than attacking the hiring process with spreadsheets and logbooks, create a professional career site targeted to your specific recruiting needs giving you the competitive edge in every hiring situation. Rule #5: “Never hire a former NFL player.” Applicant tracking systems makes it easy to see which applicant has taken the time to educate and train themselves to comprehend the full extent of the job because all the information about them is immediately available to you. You can easily track their successes and their skills to determine if they are capable of performing at the level your company requires. Rule #6: “Do hire former NFL quarterbacks.” When looking for star employees, technologies such as applicant tracking systems will enable you to identify team players who have successfully served in leadership roles where much was accomplished both by the team and the individual. Rule #7: “Never hire an SEC head coach.” ATS systems allow you to define your specific criteria enabling you to rely on your experience of what has not worked in the past preventing you from repeating the same mistake twice. Rule #8: “Always be open to new ideas.” An applicant tracking system and other technolgies can benefit your company by enabling you to focus your time and resources on strategic and effective recruiting solutions to attract superstar employees. It’s a win for everyone!

In House Recruiting Tips: Use an ATS

September 6, 2013 Leave a comment

When it comes to recruiting, you have a big decision to make. Do you use an outside recruiter or an in-house recruiter? Many companies around the globe use external recruiters, but it’s not necessarily the best idea. According to Douglas Merrill of Google, the biggest mistake that a company can make is hiring based upon technical skills alone.

Culture is a big part of every company. Those with strong cultures are those that do better in the marketplace. The way that the employees interact with each other inside of the business is a big deal. Knowing how a person interacts, what their work style is and what their overall ethos is like must be part of the hiring process.

By using an external recruiter, it’s hard to find out what makes a person tick. The recruiter is going to go based solely on technical skills and some basic personality traits that you have deemed necessary. As a result, the person that is hired may not be a good mix for the culture you have cultivated inside of your business.

If you have an in-house recruiter, they are going to be within the four walls of your business. They will understand the culture because they are part of it. This allows them to sit down with candidates and determine whether they are going to be a good fit or not. No one has to tell you that turnover is expensive, so you want to try and minimize it as much as possible.

The idea of taking your recruiting in-house may sound less than thrilling. This is because you have to manage the entire process on your own. Internal recruiters are not expensive, but they are going to pay for themselves – especially when they are hiring multiple people. Just consider how the average recruiting agency takes 20 percent (or more) of the new hire’s salary. You won’t have to pay that when you have your own recruiter – you just pay a flat salary and let them do their job.

There are tools available in the marketplace to help with the recruiting. An applicant tracking system will help you to manage the resumes coming in. You will be able to obtain all resumes, search through them, and even mark the ones you like. You can then follow the hiring process with them from start to finish.

In-house recruiting is going to result in better employees with a lower turnover rate. Plus, with an applicant tracking system in place, you can be sure to dig through the resumes faster and more effectively.

Interview with Joel Passen of Newton Software

March 11, 2010 Leave a comment
Joel Passen is the co-founder and VP of marketing at Newton Software, an innovative recruiting software and applicant tracking company that is changing the way we recruit.  He shed some light on his product, how it’s different from everything else in the recruiting software space, and how applicant tracking is constantly an evolving field.

[Guru] Joel, thanks for agreeing to the interview.

[Joel] The honor is mine. I read your tweets.

[Guru] You guys claim to have the easiest to use applicant tracking software. Easy-to-use – I hear this all the time. What makes Newton any different?

[Joel] Frankly, most vendors can’t really explain what makes their software easy-to-use. We can. Newton is easy-to-use because it has recruiting DNA built in. This is particularly evident when you look at Newton’s workflow. It’s flexible and is designed to work the way that recruiting works.  So, from day one, our customers get an application that is smart and understands what they are trying to do. This smart, flexible workflow also allows us to enable critical features like automatically tracking EEO and OFCCP data, sending thank you letters to every candidate and providing real-time analytics.

With Newton, on day one, you get a login, get your job listings online, do a short walk-through with one of our product specialists and that’s it- you’re ready to go. Giving Newton to hiring manages is simple too. And, it takes just minutes to get them entirely set up. Tell them to hit the green button if they like someone and the red button if they don’t. They love it and they use it which makes life easier for recruiters.

[Guru] So, you can activate Newton in a day?

To us, easy-to-use translates to easy to activate – easy to get started. We don’t require customers to wade through paperwork or sign their first born away to get started. And, even better, it doesn’t take much training at all to get started with Newton. Recruiters are up and running in an hour and training a hiring manager takes a matter of minutes. We activate 95% of our customers, soup to nuts in less than 24 hours. And, activating Newton is 100% free – no activation or implementation fees. Oh, and we don’t charge for support either.

[Guru] Ok, so what do you charge for?

(laugh) We have tiered pricing plans at Newton and charge for only staffing users. Hiring managers, interviewers, executives and HR stakeholders are all considered general users and we encourage companies to create as many general users as they want for free. And, we never require long-term contracts. Newton is a month to month service, pay as you go. This forces us to earn our customers’ business every month and holds us accountable. We’re forced to provide a stable platform and to continually strive to make Newton better, to be innovative, to listen. We have a saying here: “We design software that we’d want to use and we sell it the way we’d want to buy it.”

[Guru] With this type of model, how do you make money? How do you compete?

Well, my simple answer is that we charge people to use our software Guru. And, we have quite a few customers so we’re doing really well. But, I know what you’re really asking – how can we survive? Listen, we’re pioneering a trend that’s taking place not just in the applicant tracking space but in the software industry as a whole. With the availability of common platforms and open source tools combined with pure internet distribution models, delivering software is getting more efficient every day. Simply put, it’s gotten cheaper to offer better technology and we’ve built our company and business model reflect the times. Plus, we don’t have the baggage that our competitors have, the debt, the huge teams to support, the fancy offices, the tradeshow booths. We don’t need to charge exorbitant prices or charge for training implementation or any of that peripheral stuff that makes buyers weary.

[Guru] What do these new models mean for the recruiting software space?

Well, for the buyers of applicant tracking software, these new trends are great. There’s finally some innovation in the market. It means that software is getting better and less expensive at the same time. Buyers like that. It’s a buyer’s market and it will remain this way.

As for the vendors, this means that they are going to have to find ways to adapt. The competition is going to continue to increase as new vendors come on line offering innovative technology delivered in more economical ways. It’s going to get harder before it gets easier for vendors that aren’t prepared to adapt to the new software economy.

[Guru] So what’s next for Newton Software? Are you guys heading into Talent Management or the HRIS space?

Well, as you know, we just released Newton RPO, a version of Newton designed for recruitment outsourcers. We’ve actually had customers using this edition since 2008 but just recently started to market it. We’re comfortable in the recruiting software space. We know recruiting and there are other opportunities in this space.  Otherwise, we have a full product roadmap for scheduled for Newton for the rest of the year consisting of some really killer new features that continue to focus on improving and simplifying recruiting. Beyond that, we have some plans for a new product that we’re not talking about at the moment. You’ll have to stay tuned.