How to Hire The Best Tech Talent

When it comes to finding/hiring the best tech talent out there, many recruitment assumptions and strategies need to be abandoned. For one thing, techies are different in many ways from so-called “typical job seekers.” In spite of a bad economy, for example, experienced, talented technical professionals are still in high demand.

These people are not as desperate as others to find a job; additionally, they are “different” personality-wise and job-expectations-wise. Christine Lagorio, for example, in her article 7 Unconventional Ways to Hire the Best Tech Talent suggests that companies not overlook candidates with autism/Asperger’s Syndrome symptoms. The funnel-like, intense attention necessary for software development makes such persons ideally suited for the job.

Looking at Resumes Doesn’t Cut it Anymore

For one thing, many of the most talented technical professionals are already employed. Those that are not will fall into one of these categories: educated but inexperienced; recently graduated and young (and, therefore, easily overlooked); freelancing; or not able to survive the traditional job applicant pre-screening protocols.

As one recruiting expert pointed out, talented techies are more likely to be working on their craft than on coming up with a perfect resume. Recruiters/employers, knowing this, should employ unconventional methods and, in essence, disregard the resume. Paul Sawers, in fact, suggests that looking at a candidate’s “hobbies and interests” may be more useful than simply looking at listed skills/previous job responsibilities. He also suggests infiltrating online communities (e.g., GitHub, Dribbble, and StackOverflow) where you can informally assess potential job candidates .

If Not through Traditional Channels, Then How?

As Lary West (in the article “How Big Companies Recruit and Hire for IT Skills”) points out “There is no magic app for attracting top talent and ensuring employee satisfaction, yet a few leading technology companies have succeeded in creating a winning combination of salary, benefits, and work environment and company culture.” The idea is to study how some of these companies have done it and then, as closely as possible, imitate them.

Some of their recruitment best practices include:

  1. If possible, buy a smaller company (“acqui-hiring”), thereby acquiring an already trained staff (e.g. PayPal buying Critical Path, Inc.)
  2. Attract employees from competing firms.
  3. Implement hacker competitions; competitors are potential employees.
  4. Give rewards for useful referrals.
  5. Be willing/ready to train new personnel.
  6. Pair inexperienced developers with seasoned programmers.
  7. Use HireLite—in essence, a “speed-dating” applicant-interviewing service.
  8. Attend technology conferences/seminars; they are recruitment opportunities.
  9. View universities as on-going rich candidate resources.
  10. Utilize information code streamlining/analyses systems like HireVue to sift out best candidates from pools of applicants.
  11. Employ job applicant tracking software/services.

Without question, the companies that will come out on top in terms of finding the best technical talent are those that avail themselves of the newest technologies and best job applicant tracking services/systems.


An Applicant Tracking System Can Promote Great Hires

With the economy the way it is, you see a huge increase in the amount of resumes you get with job listings at any level. It’s all that the HR department can do to try to keep up if they’re handling these resumes by hand. This takes them away from other essential duties in the workplace, or it means they’re working twice as hard to keep on top of their duties. Instead of making them do things the inefficient way, it’s time to invest in an applicant tracking system.

Applicant tracking systems provide valuable features to your HR department or your employees handling hiring. And if you handle hiring directly, it’s going to be one less worry for you to deal with. You input the resumes and applicant information into the software so that everything is available in one standardized, searchable format. The searchable part that provides easy access to any of the applicant information is the important factor here.

You can search through the entire resume pool or a select group of resumes by keywords. If you’re looking for someone with a specific specialty, you can hunt that down without looking through all of the resumes individually. This also allows you to search through previous resume submissions if you think someone who has applied to a different job would fit perfectly with what you’re looking for now.

Applicant tracking systems don’t lose their usefulness after you begin the interviewing process either. You can track your applicants through the entire hiring process, and input information on how they’re doing through each round of interviews. When you’re looking at a big hiring investment that involves many interviews with different departments and individuals, this is quite useful.

An applicant tracking system pays for itself rather quickly. You spend less time going through the resumes you receive, you make your HR department more efficient at the hiring process, and instead of trying to go through a hundred resumes you can quickly pinpoint the applicant who’s right for you and your company. Since you have more time to focus on whether or not the potential employee would be a good fit, you’ll be able to find the highest quality hires available. Applicant tracking software is available from several vendors at various price points. When you purchase the software, determine which best fits your budget and needs. Whether you’re a small business or an international corporation, you’ll benefit.

How Important is Design for an ATS?

Many HR vendors don’t consider form and design in their product….just how important is design for an ATS?  Check out this interesting article on how design plays an important role in building efficient HR software.

Evolving HR Tech: The Applicant Tracking System

Computer and internet technologies of all sorts – hardware, software, and assorted systems and services- are continuously evolving. Evolving may not even be the best description, as it leaves theimpression of slow Darwinian sort of change, gradually taking place over a long period of time. The rise of social media platforms is the perfect example of how fast new technologies can come the forefront of society.

Just like in the social media realm, the tecnhologies that are in use in the business realm have also come quite a long way over the last decade. More specifically the hiring process has advanced quite a bit since the days of utilizing a filing cabinet to stoer information on potential hires. Today’s key evololving business & hiring technology is the applicant tracking system.

For a business, making sure that your applicant tracking processes are as up to date as they can be is something you’ll be able to do in a much more cost-effective manner by making smart choices during your initial investment in information management systems. The best applicant tracking systems are designed with the future in mind, because that is the way that you get the maximum value for your money and garner great reputations.

The technicians that engineer applicant tracking systems and other types of specialized business solution oriented systems acknowledge the fast pace of change, particularly in the realm of information management and security, and design them specifically to be able to be upgraded easily and affordably. In the interest of ensuring adaptability to changing business demands and needs, software and system compatibility is also factored into the design of a quality applicant tracking system.

Recruiting of applicants has moved far beyond the old-fashioned means of a help wanted ad in the local newspapers. The recruitment process has even gone past the recently standard online job search sites. Social media figures greatly in the applicant process these days, a trend that experts expect to continue. Applicant tracking systems are continuously adapting to these new trends and incorporating the technologies necessary to streamline the processes associated with this type of applicant recruiting.

Some applicant tracking system manufacturers invest themselves so strongly in staying up todate that they don’t expect their systems to stay static for the lifetime of the product. They offer free upgrades to their clients. Others make low-priced and convenient to install upgrades available to their clients. Quality technical support can help you to determine if your system just needs a few tweaks, perhaps a few changes in the operation options, to achieve optimum performance or if an upgrade is what you need to apply the latest in technology to your particular applicant tracking needs.

Researching before you make that initial applicant tracking system investment is the best way to make sure that you will affordably be able to continuously incorporate improved technology into your system. You may even want to consider a consultation with an expert to help you in the decision making process. Make sure to choose a system that is going to be easy to upgrade and that is compatible with a broad range of software and systems, making future system improvements far less of a technological hassle. If you’re seeking to improve an already existing system, make sure to compare the cost of upgrades with the cost of simply starting fresh with a system built with a fluid future in mind.

Recruiting Software – What it Could Mean to Bringing Talent To Your business

For personnel working in human resources one of the main goals of their job is to hire the very best talent available from a pool of hundreds or even thousands of qualified applicants. In the past, this has meant wading through countless paper or electronic job applications and resumes to find suitable candidates to interview. The process was mind-numbing and time-consuming. It was also frustrating to hand-match applicants to job openings. Ever-advancing computer technology has also touched the HR world, with the advent of Recruiting Softare, also known as Applicant Tracking System (ATS). This software can also be known as Candidate Management System or Candidate Tracking Software. This type of software is becoming increasingly popular, and some estimates show that over 50% of corporations use this type of computer tracking to recruit and hire qualified employees.

Applicant Tracking Software automates the hiring process by allowing an employer to load job data with experience and qualifications required for each particular job opening. Personnel who handle recruitment and hiring of qualified candidates then upload each candidate’s credentials in the system to identify the prospects with the best potential for the specific job. The software also electronically screens resumes, and can perform a variety of other tasks, including but not limited to customizable forms, pre-screening questionnaires and response tracking, and application scanning.

Not only can recruiting softare help you identify qualified candidates when you are filling a job position externally, it can also assist with in-house recruiting. It can help you target job announcements to only candidates that have been pre-screened and are determined to be qualified for a position. The software can scan the qualifications of individuals already on staff and choose the ones that meet the requirements for the position. The software can then send an automated email to these individuals letting them know of the job opening and inviting them to apply if they are interested.

Just like other computer software, recruiting softare offers a variety of options and features, which also affect the price of the software. However, price should not be the only determining factor when shopping for this type of software for your organization. You should also take into account the different features offered and the ability to customize the software for your company’s specific hiring needs.

Applicant Tracking Software is a must-have for any company, no matter the size. This software provides the simplest, easiest way to recruit and hire only the most-qualified personnel for the job.

Why Mobile Recruiting Software is A Must Have for Human Resource Professionals

As the workforce becomes even more competitive with each passing year, and sometimes thousands of applicants applying for the same job, human resource professionals surely have their work cut out for them. Not only do they need to find the right candidate for the job, but they also need to be able to weed through applications to find candidates whose skills meet the requirements of the job. While human resource professionals have used a plethora of hiring techniques throughout the years, which help them find the right talent for the job, one of the most recent, innovative trends to hit this particular industry is the implementation of mobile recruiting software.

Applicant tracking software makes the entire recruiting and hiring process more streamlined. It provides an easy and hassle free way for employers to review potential candidates via mobile phone or tablet. It also makes it easier for applicants and potential candidates using mobile devices to get in touch with companies and businesses they are interested in working for.

This enables hiring companies to reach a broader audience, and helps to put companies in contact with audiences they normally would not be able to reach. This ultimately means that these businesses are more likely to find the right candidate for the job because they have more of the “right” candidates.

With features such as mobile recruiting available, applicants can log into company websites and fill out applications using mobile devices like tablets and mobile phones. Businesses who implement mobile recruiting applications are not only one-step ahead of the game in regards to innovation, but they also doing something positive for the environment.

In a study performed by Potentialpark, who surveyed more than 30,000 job seekers from all over the world, they analyzed the mobile presence of over 350 of the top employers in the country, in addition to Asia and Europe, and it was discovered that:

  • 57 percent of mobile device users search for jobs using their mobile device
  • 51 percent of mobile device users receive job alerts by SMS or email via their mobile device
  • 39 percent of mobile device users track the status of their job applications via their mobile device
  • 33 percent of mobile device users contact the recruitment team via their mobile device
  • 30 percent of mobile device users apply for jobs using their mobile device

The use of mobile applications such as mobile recruiting is on the rise. In order to find the right candidates for the job, employers need to implement high-tech application tracking software to appeal to a mass audience of mobile device users.

Use Background Check Software for Employee Screening


Background checks are essential when it comes to hiring for your company. Business owners and recruiting professionals have the time intensive task of screening many details of a candidate’s background such as their school records, criminal history and sometimes even their credit history. When performing this arduous task, a recruiting professional must be very cognizant not to violate any rules and regulations set by acts such as the Fair Credit Reporting Act and the Family Educational Rights and Privacy Act. For this reason, many businesses and recruiting professionals use a background check solution. This kind of software helps simplify and streamline the screening process.

There are various background check softwares that can be used by businesses, but there are certain things to look for when it comes to finding the most efficient software. For one, the software should be easy to use. It should be compatible with your computer, naturally.

Secondly, the software should have an up-to-date database that draws from various and the most relevant and reliable resources. It should have the ability to pull information from criminal records, family history, address history, school records and everything else required for a thorough screening check. Trying to conduct these types of searches could be very time consuming. By having a good and reliable software, all of this data can be obtained efficiently and legally.

In terms of being in compliance with the rules and regulations of employee background checks set by governmental entities, all screening systems should be legal to use. Also, do your research and contact the appropriate people to make sure that the information you are obtaining from the software is verifiable.

Some people tend to spend their money on a good and reliable background check software because it is more effective than hiring a specialized agency to do it for them. For one, it gives instant results. You are in control of what you are searching for and you don’t have to wait for a third party to give you answers. Oftentimes, many screen software solutions have contracts with government departments and private companies. This provides a risk-free search. You won’t have to worry about breaking any rules or regulations when it comes to accessing sensitive information. The software protects you from that. Plus, it makes your searches private.

There is a lot red tape that businesses have to go through when it comes to performing background checks – but it is a necessity for businesses that want to hire the perfect candidate. Background check software makes it easy for you by legally providing the most reliable background information to potential employees.