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Create a hiring flow with Applicant Tracking March 7, 2011

Posted by Darwin in applicant tracking, applicant tracking software, corporate recruiting, human resources, small business.
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A company is as good as its workforce — the employees are the productivity backbone and lifeblood of any business and managers need the right people in the right positions for optimal performance. Logically, employers should do all they can to find the best talent available in the marketplace. As the qualities employers seek have multiplied, the process for recruiting suitable applicants and finding the best fit has become more technologically sophisticated.

An inefficient hiring process has considerable amount of overhead attached and can affect the bottom-line significantly. Any business trying to increase the efficiency and efficacy of their HR department can streamline their hiring process with applicant tracking software (ATS). These applications help automate administrative tasks while bringing the benefits of transparency and collaboration to decision-making. Recruitment software makes the process simpler and more cost-effective while helping companies sort through suitable candidates quicker and at a low cost.

The system follows a particular workflow which can often be customized to a company’s changing needs. The front end of an applicant tracking software can consist of a dedicated website or a sub-domain of company website. This portal is where openings can be listed and candidates can post their resumes. Resumes can also be imported from databases on affiliated online job boards. Resumes then go through multiple checks against skill requirements and job descriptions at company. Powerful search algorithms identify attractive candidates from the available data. The next important feature in the system facilitates communication to selected candidates on their selection and schedules probable dates for interviews or other preliminary steps. Interview management including pre-screening questionnaires, FAQ documents and resource allocation are managed with a great deal of automation. Post-interview, desirable candidates are again informed about their status and provided with next steps leading towards an offer.

Automated applicant tracking helps both the employer and jobseeker connect faster. Sophisticated search and aggregated business intelligence data speeds up assessment and considerably reduces turnaround time. This helps candidates know quickly if they are actually being considered for the job. An automated system also flattens the playing field for all applicants. The software makes decisions purely on the merits of the resume. While resume data is not the only criterion, it provides an important foundation for keeping the process quantifiable and ethical. This systemic transparency eliminates some of the “who you know” aspects of landing a job.  Storage and retrieval of applicant information is also important. This information has a shelf life and can be expensive to obtain anew for every company opening. The ability of the system to identify previously suitable candidates at a later date is invaluable.

As companies become more competitive over resources, the use of applicant tracking software has become a business necessity. There are many Enterprise, SaaS (Software as a Service) and open-source software applications on the market differentiated by company size, feature variation, and level of customization. As companies continue to realize that their human capital is more precious than any other, the care and administration of new hires will continue to evolve resulting in better choices and better long-term employee relationships.

 

Hiring a top tier corporate recruiter July 28, 2010

Posted by Darwin in applicant tracking software, corporate recruiting, recruiting.
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In today’s business environment, hiring a talented recruiter can be an invaluable asset to any company.  An adept recruiter will be able to put a business one step ahead of its competitors by bringing in the absolute best hires available.   One question that comes up over and over when companies are seeking a talented recruiter is: what makes a good recruiter?

Many companies have the outlook of hiring a recruiter purely based on past experience as opposed to the individual’s talent potential. A potentially talented recruiter can be taught the ropes and become successful in a matter of months.  Although experience is always important, picking out a top recruiter will take more than looking at somebody’s resume.  As with any job or position, there are certain traits that can be associated with success in the corporate recruiting profession.

Using a series of tests conducted by a corporate psychologist, the specific character traits that best serve a recruiter have been fleshed out.  The testing involved both qualitative and quantitative evaluation of candidates, utilizing a series of scripts and conversations.  The environment that a recruiter needs to perform in was also taken into account with the testing – a workplace that requires an eye for technical details, a mind to keep up the rapid pace and a stamina for a high-volume work load.

From the testing came four primary traits that should be inherent to a potential recruiter:  Focus, Adaptability, Confidence and Empathy.

Focus: A great recruiter needs to be able to keep their eye on the end goal while processing a great amount of information.  A recruiter will be collaborating with various individuals throughout the hiring process and getting distracted can come with the territory.  The best recruiters will be able to hone in on the final goal of making the best hire.

Adaptability: Things don’t always go as expected in the recruiting world.  A top tier candidate may fall through due to an unexpected reason.  A talented recruiter should be able to adapt (roll with the punches) and make the best of any situation.  Adaptability also equates to an individual’s ability to accustom themselves to any established in-house systems, such as applicant tracking software.

Confidence: A great recruiter must have the self-confidence to start producing for a company right away.  Starting out timid and ‘testing the waters’ won’t help a company break into an incredibly competitive hiring market.  A recruiter should latch their teeth onto a candidate and not let go until the job is done.

Empathy: Empathy is one of the most overlooked traits that should come naturally to any good recruiter. A recruiter should have the ability to empathize with their candidates on a number of levels, including evaluating their backgrounds, emotional responses and overall behavior.  A recruiter should be able to get inside a candidate’s head – realize where they are coming from and why they are in their current mindset.  In the end, this empathy will enable the recruiter to make a successful hire.

In today’s economy, finding a top tier recruiter should be a priority for any business.  As more jobs become available, finding the best talent out there will only become more difficult.  Only a recruiter, who has the ability to attract and hire top level talent, can put a company one step ahead of its competitors.