When recruiting technology does well what 80% of users do all the time, it truly lives up to it’s potential. More users means more data. More data yields better analytics. Better analytics help employers find bottlenecks and issues before they become bigger problems. Sounds pretty sexy to me.
Tag Archives: applicant tracking systemLink
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:
- If possible, buy a smaller company (“acqui-hiring”), thereby acquiring an already trained staff (e.g. PayPal buying Critical Path, Inc.)
- Attract employees from competing firms.
- Implement hacker competitions; competitors are potential employees.
- Give rewards for useful referrals.
- Be willing/ready to train new personnel.
- Pair inexperienced developers with seasoned programmers.
- Use HireLite—in essence, a “speed-dating” applicant-interviewing service.
- Attend technology conferences/seminars; they are recruitment opportunities.
- View universities as on-going rich candidate resources.
- Utilize information code streamlining/analyses systems like HireVue to sift out best candidates from pools of applicants.
- 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.
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.
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.
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.
With the multitude of Internet resources and hiring technology, professional recruiters can gain an edge when it comes to the hiring process – especially if you have a small or medium sized company. Companies that don’t have the vast amount of resources that big corporations do, may have some disadvantages in terms of human resources, but what they do have is more focus on their company. In other words, there aren’t too many cooks in the kitchen.
Small and medium sized business owners know their business better than anyone. They can analyze their own data with a discerning eye. Where some bigger corporations may hire on a data specialist to go through all of the company’s information with a fine-tooth comb, smaller business owners know all the ins and outs of their company so they know what works and what doesn’t.
The specific knowledge a small business owner has about their company works to their advantage and puts them ahead of the big guy. This is very relevant when it comes to the various avenues of recruitment technology. Larger companies may have a team of recruitment professionals handling the hiring process via recruiting software, but they are essentially messengers. They won’t have the instinct that the owner has about potential candidates. The smaller companies know exactly what they want and can cater recruiting software to meet their needs.
The infrastructure of the many recruitment software resources are becoming mainstream, but small business can make use of these with much more cost efficiency – and they don’t have to hire someone to do it. From application software to mobile hiring apps, they have complete control of what information goes out about their company and what candidates would work for them.
Using technology strategically will also help small companies win over the big guys. One way to do so is to create to have an effective SEO strategy. Create original, SEO-friendly content that is consistently posted on your website or blog using keywords. You can research key words by using tools such as the Google Keyword Tool. You can also create long tail keyword phrases that will be much more effective in gaining appropriate traffic that will eventually outrank the bigger competitors that may be vying for the same candidates.
Social media can play a huge role in creating a brand identity. Some bigger companies may have a “voice” but it is general – maybe too broad. By creating a Facebook profile or Twitter account and personally having direct involvement in it, there is a much more intimate connection with your audience. You have a specific personality and you are actually being social with your audience, you can attract the right candidate for the right job.
By cleverly using modern technology like an applicant tracking system and Web 2.0tools for recruiting, small and medium sized companies can easily create a strategy that can put them on the same level or even surpass huge corporations.