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Start Using an ATS in 2015 December 23, 2014

Posted by Darwin in Uncategorized.
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You need to hire the best and brightest if you’re going to help the company achieve its goal and mission. Job openings are posted to the website and national job boards but you’re dissatisfied with the quality of applicants you receive. Is it time to change the process?

When a position opens up, you’re inundated with paper resumes that you have to sift through and skim in order to find a short list of possible candidates. Nothing is in one place or easy to find. You’ve considered adding a new piece of software to the process, but it only fixes one part of the problem, and doesn’t address the overall problem of finding and hiring the best people in the most efficient way.

It may be time to consider an applicant tracking system (ATS).

Software is constantly evolving to fit customer demands and needs. The clunky ATS you were pitched a few years ago won’t work in today’s world. The options are evolving to make your job easier and to help you find the best people. Before you choose the first slick product that arrives in your email, give careful consideration to what you want and need it to do.

Ask these questions when considering any individual ATS program:

  • Does it allow people to utilize it from mobile devices?
  • Will it make the application process easier? Will applicants be able to use their LinkedIn profile to apply – and edit the information, if necessary?
  • Will the program adapt and grow as technology changes?
  • Can recruiters and hiring managers work on the go?
  • Does the ATS allow everyone to participate in the process? Can hiring managers and recruiters interact with the information? Can applicants apply? Can employees share the position to their own networks.
  • Can it all be done with a swipe of a finger as well as a push of a button?

The last thing you need is something that will slow down hiring or cause confusion. Asking the right questions and thinking carefully about your process from start to finish will help you find the right ATS for your business.

The future of hiring is already here. People are spending more and more time on mobile devices. They do more on the go. Giving candidates access to the application process from their phone allows the busy go-getters who do everything on the move (the type of employee you want and need) to apply. Using an all-inclusive program makes life easier for you as a hiring manager and recruiters you work with. 2015 may be the year you add an ATS to your hiring process – just make sure you find the one that can, has, and will adapt to new technologies.


Is Your Business Hiring the Wrong Way? December 8, 2014

Posted by Darwin in Uncategorized.
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Hiring the best person for a position is typically not as simple as reading resumes, conducting interviews and choosing the person that is the most qualified. If it were, turnover would not be the issue it is in corporate America. According to a 2013 BusinessInsider.com report, Amazon, Google and AFLAC rarely retain an employee for more than a year.

As the job market begins to improve, it is reasonable to assume that corporate employee turnover rate will continue to rise. How does a company — Fortune 500 or otherwise — combat the trend? By hiring the right employees in the first place.

There are a few ways your company may be hiring wrong and there are simple solutions that will prevent them from occurring in the future.

Trusting Resumes – In this day and age, almost every employee has the capacity to find a professional resume. The job of professional resume writers is to accentuate strengths and bury shortcomings. When reviewing a resume, search for the things that are not being said as much as those that are not. In other words, do not take a resume at face value.

Look for gaps in unemployment. Gaps indicate an employee was let go as opposed to one that moved on. Look for references that are from previous employers, not random professionals in unrelated fields. If an employee left on good terms, their previous employer will almost always be included in the reference section.

During interviews, ask candidates specifics about their skill set. Confident answers mean a candidate can do what they claim. Uncertainty in an answer means the candidate may have embellished their skill set.

Having Faith in Employee Placement Agencies – Employee placement agencies are in the business of getting people hired. That means placement agencies find employers, not the candidates searching for work. An employee that finds you has already exhibited resourcefulness and initiative.

While employee placement agencies are the easiest way to find qualified employees, they are not necessarily a guarantee that the employees will be the best.

Letting Canned Answers Suffice – When a candidate answers a question in the exact expected manner a potential employer would expect them to, that employers learns very little about the candidate. For example, if a potential employer asks a candidate¬†what are your weaknesses as an employee. and the candidate replies, “I have a tendency to work too hard and get overly concerned about my work.”

Those kinds of responses are not honest because such a fault would be a benefit to an employer. Take seriously the candidate that says things like, “I tend to lose patience at times,” or, “when I am overwhelmed, I become disorganized.

In other words, in order to prevent hiring wrong, always look for the most honest employee, even if — on paper — a candidate does not look as attractive as others.