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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.
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.