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How to Hire for a Startup April 25, 2014

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The first time that business owners hire employees for their startups, a lot of them don’t do a very good job, and this is to be expected because many of them have no experience in hiring. As unfortunate as it is, though, hiring the wrong people can lead to business failure, so startup business owners should always be on the lookout for advice relating to how they can hire the right workers the first time around.

Determine the needed positions

The first tip that should be followed in relation to hiring the right people is to determine which positions need to be filled. While a new startup owner may feel as if he or she can take on the entire world, this isn’t a good idea. From having a qualified accountant to employing an experienced marketing manager, there are many positions that workers should be hired for.

Look for qualifications and experience

Hiring people that are qualified for their job positions is crucial to a startup’s success. And while experience is always a good thing, it’s usually not as important as being highly-qualified. Then again, the more experience a person has, usually the more qualified he or she is. The most important thing to remember is that some of today’s most highly-qualified individuals don’t have much experience under their belts because they are so young and straight out of college. It’s important to balance both characteristics–qualifications and experience–when hiring.

Double check applications

Just because a person says he or she has 15 years of experience in retail management doesn’t mean that it’s true. Startup owners should always double check the statements made on an applicant’s application.

Look for workers that will fit in

Every company has its own culture and atmosphere. When a hiring manager goes about hiring a new worker, it is essential to evaluate whether or not an applicant seems like he or she will fit in with the other workers. Sometimes, a worker will be highly-qualified, yet at the same time not be a good fit for a company.

Understand when to outsource

There are many job positions that can be outsourced instead of hiring a full-time worker to fill them. Outsourcing tends to be very cost-effective, and for some businesses, it’s the only option when first opening the doors. When a startup owners starts hiring workers, it’s important to determine which positions can be outsourced and which ones can’t.

The hiring processes that have to be carried out will always differ from one startup to the next, but by keeping the above mentioned tips in mind, the processes can be significantly simplified.

Applicant Tracking Software is also a fantastic resource for a burgeoning startup.  Using an ATS a startup can comete with large companies by having access to recruiting tools, background checks, careers sites, social recruiting features, referrals programs and more. 


Should you Hire Domestically or Internationally? September 6, 2013

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There is a certain stigma when a company chooses to hire from the international market. The reasons for the disapproval include misguided ideas that hiring an outsider takes jobs away from locals,and that people from other countries will take a lower pay, therefore hurting the entire economy of workers. Both these ideas, while seemingly logical, are based on misinformation.

In Vivek Wadhwa’s article, Hire the Best Workers Wherever They Are, he states that areas with the highest demand for foreign engineers are also the areas where there are the lowest unemployment rates in the same field. There are many reasons for shortages that require a need for foreign workers, including the cost of living in the metropolitan areas and the need for the most up-to-date education in certain fields such as software and technology. Vivek Wadhwa is often berated for his views on hiring foreign workers, but his reasons are sound.

The bottom line in the international versus domestic staffing debate is ease. According to Vivek Wadhwa, hiring foreign simply is not sensible in most cases due to expenses, time and difficulty with visa, and repercussions from anti-immigrant groups for not hiring locally. In terms of simplicity, hiring foreign does not add up in most cases.

Ease, and simplicity in hiring new employees and recruiting the best should be a top priority in order to make the most of your time and to find the best applicants before another company does.

Using the newest and best technology is integral to finding the best fit. The Applicant Tracking System is a software program that allows hiring managers and recruiters to streamline the hiring process and get the best employee for the position. This system also fulfills the governmental laws requiring records kept for all applicants to ensure that no one is discriminated against based on gender, race, nationality, color, or religion. The Applicant Tracking System keeps these records in the cloud and ensures both the privacy of the applicant and the safety of the employer.

Ease, simplicity, and finding the very best of the best out of the applicants is what drives the search for the best staff. The fact is, that it is simpler and often more economically sensible to hire domestic. Occasionally, though, in some fields international employees are the most qualified and worth the extra effort and time. There are new technologies developed daily to streamline the hiring and recruitment processes to ensure that you can find the most qualified applicant.

ATS for IT HR ASAP August 9, 2013

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Recruiting expert Dr. John Sullivan recently penned an article for Ere.net calling for an end to so-called silly recruiting practices like face-to-face interviews, requiring college degrees, and relying on the resume process to locate talent. According to Sullivan, these tactics aren’t helping companies find the best candidates.

According to Susan Hall of ITBusinessEdge.com, the soft skills used in many hiring processes could even alienate tech candidates. Paper forms, behavioral interviews, and overly specific job descriptions set tech applicants on edge and may keep them from applying. To attract a diverse applicant pool of IT professionals, human-resource teams need to craft job listings that are realistic. Asking for past experience and training in five highly specific programs may limit the pool; instead, ask for IT experience with the ability to learn and assimilate new programs quickly. Once you get the candidate in an interview situation, ask real-world questions about technical skills and problems instead of brainteasers about chickens, wolves, and farmers in a boat.

It’s not enough to avoid Dr. Sullivan’s silly recruiting practices. To create a competitive workforce, recruiting organizations must use current technology to find and cultivate talent. Mulling through a stack of resumes takes too much time and doesn’t guarantee you’ll find the best candidate. In a traditional hiring scenario, your applicant stack is limited by the number of people who saw your advertisement and took the time to apply.

Avoid self-limited candidate pools by taking advantage of passive job applicants. There are thousands-if not millions-of applicants on the Internet, and technically savvy recruiters can access those candidates via social media sites like LinkedIn. Companies that develop a web presence and create online application processes may also see an uptick in interested candidates. IT candidates are likely to spend time online and feel comfortable with social media and web interactions.

Specialty recruiting also benefits from data-based candidate searches. An applicant tracking system helps recruiters find candidates based on keywords, job requirements, and skill sets. Solid tracking systems monitor applications throughout the hiring process, providing transparency for candidates and recruiters alike. Systems that send notification emails throughout the process reduce applicant stress and reduce the number of phone calls recruiters may field on a daily basis.

An applicant tracking system also helps pull enormous amounts of information from resume banks and social media into a format that recruiters can use to pinpoint the best talent for open positions in the most efficient manner. With the world at your fingertips, it’s much easier to find the best person for each job.

Applicant Tracking Systems Aid the IT Hiring Process May 21, 2013

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All the metrics point to the majority of IT hiring for the rest of this year to be in cloud computing and big data. Gone are the days when an IT hiring manager could peruse a few résumés, interview a few candidates for an hour or so and make an informed decision about the best candidate for the job in the IT department. The numbers show that there are approximately 600,000 unfilled IT jobs out there. So where do these unfilled IT jobs lay, what skillsets do they encompass?

Industry analysis site icrunchdata has published estimates that there are 598, 510 IT jobs in the “big data” niche advertised on a number of job posting sites. Of these, 220, 767 dealt with big data analytics. There are also 127, 329 jobs available dealing directly with data, with the emphasis being on dealing with the volume and variety of data that is being collected.

Another job category dealing with large sets of data, data scientist and similar titles, is showing approximately 82, 444 big data jobs, and software development jobs number more than 78,000. Additionally, jobs dealing with statistics and business intelligence number 60, 430 and 28, 900 respectively.

Icrunchdata spokesman Todd Nevins says that they have seen no slowing down in companies recruiting and hiring IT talent that is skilled in a variety of aspects of big data management. According to Nevins, as long as companies and enterprise are seeing a significant return on the investment of recruiting and hiring the proper talent, this wave will continue. In a related news story, last month, icrunchdata showed estimates that big data hiring had increased 63 percent since the middle of 2012.

If you’re recruiting or going to be recruiting IT talent in the realm of large data sets, applicant tracking software will allow you to keep track of all of the skills and qualities of every applicant and make that information searchable, making the hiring decision much easier.

Applicant tracking software (ATS) allows you to set up the database with the headings that best suit your needs, so you can classify applicants by the different big data skillsets that you’re looking for. With an ATS package running and optimally utilized, culling through the vast number of applicants that good jobs will attract takes a few minutes to input the relevant data and the search the database. No more pawing through filing cabinets and reading hurriedly scribbled interview notes.

Applicant Tracking Systems make wading through the sheer volume of information that today’s IT hiring process generate much easier. Applicant information can be easily input, updated, and reviewed as needed. An ATS will also allow you to store the pertinent information of qualified applicants much longer and much easier than the old paper-based systems.

Mobile Hiring Applications Are Integral for Today’s Employers March 8, 2013

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Human resources departments in computer and technology companies need to keep up to date with mobile applications. Actually mobile applications applies to all type of work, because most industries use the computer. With so many job hunters using mobile phones and tablets, the traditional online job search has changed.

Mobile user don’t appreciate job websites that take more than 5 to 10 seconds to download. Your company will lose some good job candidates when you don’t use applications that optimize your website for mobile users. Many people use mobile phones at work, home, or when driving. The are trying to search for a job when not at work or commuting by bus or train. Job search sites like CareerBuilder and Indeed have found the amount of mobile searches by applicants has doubled.

Employees want to search at lunch time and apply quickly. If the applications process is too time consuming, they will not return or followup. Sometimes these are the best candidates, especially for high tech jobs that require certain skills. When your job websites is not optimized for mobile devices someone calling from a smartphone often sees small print that they cannot read. Surprisingly only two percent of Fortune 500 companies have applications for mobile job searches. This means that they lose out on these candidates.

Some job sites offer employers mobile applications geared to mobile users so they can get more candidates to apply. It let’s them send a resume and answer questions that are hard on traditional job search sites with mobile phones and tablets. Yet, few companies use these simple applications losing dozens of good candidates this way. If your human resources use an applicant tracking system you can upgrade to a new system of software that includes mobile features.

An applicant tracking system with social media features would help a company recruit applicants on Facebook and other social media sites. This is not unheard of because many businesses have a Facebook page that customers and employees visit. The tracking system should make your website optimized for smart phone and other mobile devices. Now many tracking applications have a feature that allows mobile users better access and interaction.

Many US workers telecommute or work from a satellite office, client, home or cafe so a cloud enabled applicant tracking system helps you attract the mobile and tablet users. When it comes to recruiting new applicants, human resources departments need to upgrade their applicant tracking system to attract more mobile job search.

Employers Have Many Options in Hiring Strategies February 22, 2013

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Human Resources departments in companies have to be flexible and willing to change. The practice of placing offerings on “Help Wanted” websites can be a less than productive way to find the right applicant. Posting a job with specific requirements can have people who are qualified apply, people are close to qualifying but not quite, and people you wouldn’t trust to wash your dog. It takes time to sort through all of those applications to find the group of people to interview.

Often, an internal recruiter, or someone who is actually part of the HR department of the company with a position to fill, will use search firms to create a larger pool of qualified candidates to sort through. It is more difficult, both practically and ethically for an internal recruiter to get the attention and create interest from someone who already has a job and even more so for someone who already has a job at a competitor’s company. The outside company can search for candidates, while the internal recruiter can make certain the candidates actually meet the requirements for the position; this can be especially important for specialized employment chances such as engineering.

One of the things that both outside searchers and internal recruiters must both do is get those qualified candidates to fill out applications. Many companies are turning to job application software to help make that process more efficient. In many ways, job application software is just what it sounds like, a job candidate fills out a job application online, and the application is then returned to the HR department. What the software allows simplifies the rest of the job hiring process too.

The application can be a general or as specific as required for each position to be filled. The candidate will have an opportunity to upload a resume and other information that the hiring company may require. There is a section of the application in which references are listed; however, the people listed as references will sent an email with specific information that is important for that job. Sometimes the person making the reference will simply be required to fill bubbles for a candidate, sometimes a written reference can be part of the process.

By having the references, history of employment, education, and other pertinent information all included in the electronic application, it is easier and less cumbersome for the HR person to determine who should be interviewed and who to pass on. Another benefit is the electronic file will stay there so there will no longer be file cabinets full of applicants who had applied in case other openings occur.

Companies are finding it necessary to be more creative and flexible in how they recruit and hire prospective employees. Applicant tracking systems are just a part of how that flexibility can make the job easier.

ATS Software with Background Check Functionality December 15, 2012

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Recruiters and hiring managers in a company’s human resources department sometimes set up and begin using applicant tracking software (ATS) as quickly as they can to help them organize and streamline their employee hiring process. Later, however, they may come to realize that they are not operating as efficiently as possible, as they have to turn to another third-party solution to handle background checks.

Keeping applicant tracking data in one system and background checking data in another system is not an ideal practice for HR departments, especially when a company has a large number of candidates to evaluate. When timing is critical, having access to all the relevant applicant information in one place is enormously helpful.

Otherwise, companies run into situations where they have to dedicate one or more employees to manually transferring the background check information into the system that holds the rest of the recruitment data for each applicant. Besides taking more time, having to copy data from one system to another can lead to the introduction of errors that can stymie the hiring process.

Having inaccurate information may result in an organization missing out on an otherwise qualified and vetted candidate. In a worst-case scenario, a hiring manager might even inadvertently hire someone who hadn’t actually passed a proper background check.

Whether a recruiter uses standalone software that resides on the company’s server or takes advantage of software that is available online as a service via subscription, it’s always important to do thorough background checks on each new hire. Protecting the safety of existing employees and the company’s facilities is of paramount importance, and there is no justifiable excuse for failing to conduct background checks.

Background check software used separately from ATS software may wind up costing an organization more in the long run. The company has to purchase separate software packages, and then take the time to train human resources managers on how to use both applications. Troubleshooting and questions for technical support may take twice as long because two different solutions are being used.

However, hiring managers and recruiters are beginning to see the benefits of applicant tracking solutions that have integrated features that can perform background checks on applicants.

The HR department’s employees save time because as soon as they begin processing a potential applicant through the ATS module of the software, they can send the data to the background-screening module.

It’s crucial for human resources departments to screen job candidates as quickly and efficiently as possible, and using an integrated approach that combines ATS with background screenings is a step in the right direction.

Newton Software Announce 9th Major Enhancement of the Year for Leading Applicant Tracking System. December 13, 2012

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Newton Software Announce 9th Major Enhancement of the Year for Leading Applicant Tracking System.

Newton Software has released its 9th new improvement for its #ATS this year – offer approval functionality.

Pre Employment Screening: Applicant Tracking Solutions With This Feature November 30, 2012

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When hiring new employees, background checks are essential. More specifically, pre-employment background checks are used by many companies before they even consider hiring someone. The screening process for a potential employee will give you the appropriate information you need to see if they are the right fit for you and your company.

There are many bullet points under the pre-employment screening process that a recruiting professional might want to consider. The first is a credit report. Some employers, for one reason or another, decide to hire a candidate based on their credit report – but they cannot just obtain one freely. According to the Fair Credit Reporting Act, before an employer obtains a credit report they must get written consent from the candidate. A copy of the credit report must be given to the applicant and they have the right to challenge the report. Bankruptcies, which can also apply to a pre-employment screening can appear on a candidate or employee’s credit report. However, discriminating or hiring based on a person who has filed for bankruptcy is prohibited under the Federal Bankruptcy Act.

Education is often a factor when it comes to the hiring process. Even so, there are regulations when it comes to obtaining school records such as transcripts. Along with some state laws, the Family Educational Rights and Private Act are to remain confidential and require permission from the student.

Another facet of the pre-employment screening process are criminal records. A candidate’s criminal past can also help inform a recruiting professional’s decision. However, there are regulations that vary from state to state when it comes to hiring a candidate based on their criminal history so it would be wise to consult with a law professional so that everything is compliant.

The use of lie detector test in a pre-employment screening process is not allowed under the Employee Polygraph Protection Act. There are some exceptions such as security guard services, alarm system professionals, businesses that utilize armored car services and many who are involved in the pharmaceutical business.

Medical records also play a role in pre-employment screening. Again, an employer cannot discriminate against a potential employee based on a persons physical or mental disability. This is prohibited by the Americans with Disabilities Act. However, an employer can ask about a candidate’s ability to do the tasks of the job they are applying for. For example, if the applicant is applying for a job that requires heavy lifting, the employer can ask if they do have the ability to perform tasks that require heavy lifting.

There are many ins and outs when it comes to the pre-employment screening process. By knowing what to screen for and how to screen for it, a business can make their hiring process effortless.

A Quick Tour of Newton Applicant Tracking System November 20, 2012

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title=”A Quick Tour of Newton Applicant Tracking System”>A Quick Tour of Newton Applicant Tracking System