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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.


Indeed.com Recognized as a Best Source for Candidates January 17, 2013

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Indeed.com Recognized as a Best Source for Candidates

This past week Kris Dunn, a popular Blogger and recruiting expert, recognized Indeed.com as a best source for candidates citing Gerry Crispin’s annualThe Source of Hire Report. In his recent post on The HR Capitalist, Kris provided first hand data from a search that he recently conducted for a Vice President of HR stating that almost every direct reply came from Indeed. I am not surprised.

Recruitment Software that Integrates with Facebook and Twitter November 2, 2012

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Recruitment software program is a very effective way to streamline the long process of hiring someone. The software is a very effective and is being used by more and more recruitment consultants and agencies big and small. The efficiency of the software is an ideal way to sort through a number candidates and place them in different fields of employment.

There are many different types of recruitment solutions. Many of them have tools that have the capabilities to sort through hundreds and hundreds of resumes via keyword and sophisticated algorithms. This removes the lengthy task of sorting through resumes and allows the recruiter to set specific parameters in what they are looking for in an employee. In addition to processing resumes, the software is also helpful in tracking a company’s job openings, sort through previous candidates, as well as file clients and contacts in a quick and efficient. Ultimately, the goal of recruitment software is to help recruiting professionals bypass piles of paperwork and put the focus on finding the right candidate for their company.

Much of the recruitment technology also has publishing capabilities to interact with different job boards and search engines. This allows for more web optimization. Good recruitment software should also be able to interact with emailing platforms, sales systems, marketing software as well as social media sites such as Facebook and Twitter. By communicating with third party applications, recruitment software can gather information for a strong candidate database that discounts the less qualified ones. Recruitment systems are also beneficial in that it allows candidates to interact directly with their profile. They can update information and add relevant information over time.

All in all, the benefits of recruitment software gives recruiters exactly what they need when searching for potential job candidates. For one, it sorts through resumes and bring the most qualified candidates to the forefront. This type of solution also allows you to search the database of current candidates with specific keywords. Tools for recruitment software also allow you to customize exactly what you are looking for in an employee for your company which will definitely make the process of hiring more efficient and productive. 

More than that, it provides recruiting professionals with the appropriate tools to maximize their time. The hiring process can be a time consuming process, but with the help of job recruitment solutions, finding the perfect candidate for the perfect job is just a few clicks away.

Web based Recruiting Software Changes Everything for a Human Resources Department December 31, 2011

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The way it’s currently done works, no doubt about that, but the availability of a system that cuts

down on time and costs, and speeds up the headhunting process is too good an opportunity
to pass up. I’m talking about Web based job recruiting software as a tool to hasten the work of
Human Resources Managers all over the world.

It used to be (it still is in many places) that when a company was in need of people, it would
place an ad in a newspaper of general circulation. Careful attention is usually made to make
the ad jump out of the Classified Ads page and grab prospective applicants’ attention. Ad
placements don’t come cheap, and it’s a horrible waste of money for the ad to generate only
half a dozen responses. Besides, the ad should attract good prospects, and, usually, the more
responses there are, the better the chances that some good candidates will emerge.

Depending on the number of responses, the ad may be placed again. As the responses come
in, the applications will be screened, with the more promising ones going to the shortlist, while
the rest will be receiving “Thank you, but…” letters soon. The shortlist of prospects will be
contacted for a series of interviews and testing, normally no more than three to four each day,
to determine how they measure up against the desirable qualities the job demands. All this
information becomes part of a file on that particular applicant.

The system works, no doubt about that, but there’s a better way than just running print ads.
Web based recruiting software offers an electronic alternative, one that gives you the lowest
possible recruitment and hiring costs. Applicant tracking software does that by speeding up
the management of resumes and applicant information. You advertise your need online, and
applicants apply online. Their curriculum vitae are stored online and retrieved online.

Using the traditional way, you get to reach only to those who buy the newspaper which carries
your ad. Not so with Web based job recruitment software systems; your market is the entire
world. For instance, if you’re looking for a VP of Operations for your oil interests in Dubai who
speaks Arabic and has a working familiarity with the Arab mind, and who has stayed in the
Emirates for at least five years, you won’t find that person by advertising in the Sunday paper.
You need to go to the web for that. Job recruitment software providers often have tie ups with
job and resume boards like Monster, Hotjobs, and Career Builder, expanding your data mining
reach. The bottom line: lower recruitment and hiring cost.

HR needs to fill positions quickly, so it doesn’t really matter much how HR does it, right? Wrong.
In the first place, there are a number of ways to find candidates, each one associated with a
particular cost and a specific area of effectiveness. Candidates could be found at career fairs or
campus interviews and the cost per hire would be low, but then what kind of candidates would
HR come up with for that VP of Operations job? The likes of the vacancy would probably dictate
a newspaper ad, or candidates generated by job portals or recruitment vendors, but would the
cost then be what the company could afford? Look into web based recruiting software for your
HR department. You’ll eliminate the problems, the costs, and the extra work you have to do if
you use those other, older, inefficient and less effective methods.

Hiring in 2010 with Recruiting Software January 20, 2010

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Just about a year ago, the US government passed a huge stimulus spending bill. Whether you were for or against this program the one thing that was agreed on is that all the money wouldn’t be spent in the first year. In fact so far, only ten percent has been spent. This means there is going to be a wave of new spending and job creation just around the corner. The big question is will you be ready? Having an up-to-date and powerful recruiting software package while help your company stay ahead of the curve.

Recruiting software can help you streamline the application process. That in turn will allow you to focus and elevate the more qualified candidates while weeding out those who might not be a perfect fit for the company. A good recruiting software program will allow you to effortlessly meld a prospective hire’s contact information with your own company’s database. All of the new information you’ll be gathering won’t do you any good if you can’t easily access it and put it to use.

Until the economy comes back to full force, you’ll be taking on many more prospective employees for fewer positions. This means managers will be asking a lot more of their new hires. They’ll have to take on added responsibilities and leadership rolls. With recruiting software, you should be able to flag those special applicants who can meet those new workplace challenges.

As you’re well aware, a key component of any recruiting process is the follow up. You want to foster positive relationships not only to benefit your company but also to keep your future prospects in good favor. Complete recruiting software programs should allow you to automate the “thank you” process as well as staying in touch with candidates that you might need to call upon down the road.

A lot of the first wave of new hires will for government positions. Will you be able to keep up with the demand of the specific application requirements? Recruiting software should provide those types of up-to-date documents to ensure that a new employee can meet the qualifications of government positions.

The bottom line is that for every new hire you make, your company is also on the line during times like these. Stay on top of the game with a complete recruiting software package. Your clients are going to be looking for you to bring your “A game” when you build a staff for them. Make sure you can bring it each and every time with powerful recruiting software!

Why look to Applicant Tracking? January 7, 2010

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You can’t pick up a newspaper or flip on the television news without seeing yet another dire report on the state of our economy. Whether the Wall Street market is up or down or where the GDP is currently hovering at, this is really like riding a wild roller coaster. Anxieties are high. Central to these economic woes is the state of the job market. As a company recruiter you are on the front line of these struggles. You’re the proverbial gatekeeper between the applicants and management.

Basically this means that a company’s fortunes can rise and fall with the people you hire. As a result, even HR managers may find themselves at risk of being displaced in these turbulent times. All of this means that you’ve got to make sure you’re on top of your company’s applicant tracking. Making yourself an indispensable member of any company is how you stay employed and productive.  You can achieve that kind of job security with a strong applicant tracking program.

Simply put, applicant tracking is the means by which prospective employees are recruited and assessed. In order to best serve your company, this process needs to be streamline and efficient. For instance, how many interviews does a current applicant go through before they are truly considered for the position they are applying for? Chances are, many companies do extraneous interviews that might have been in place long before you became part of the company. Utilizing a comprehensive applicant tracking program can help eliminate these “extra steps.”

A strong applicant tracking program can also help a company maintain a database of worthy applicants. In today’s job market you will be meeting more than one qualified applicant for each position. As a company shifts its priorities and strategies you need to be able to provide them with the best staff. By accessing your applicant tracking program you can instantly know who is ready to assume any role in your company. You won’t have to start the interview process all over again because the applicant’s information will be readily available. Applicant tracking systems can also help you stay in touch with prospective employees who might not have obtained the job they applied for but would still be a valuable asset to the company if another position were to open up.

As mentioned, the goal with applicant tracking is to make the recruiting process viable. When a company is forced to restructure their workforce through cut backs or lay offs then the burden of productively remains on those who are still on the job. With applicant tracking you’ll be able to identify which of the current employees are up to the challenge or which possible new employees will be a better fit.

Nobody likes change but change in the workplace is inevitable. You can stay on top of that change with an efficient applicant tracking process. This ease of operation allows recruiters to spend more time concentrating on finding the perfect employee and less time on cumbersome filing systems. Whether you are a recruiter, hiring manager, or corporate executive – an applicant tracking system can allow a business hiring process evolve to become far more efficient and accessible.

Silicon Valley Talent Acquisition of Note November 19, 2009

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We hear about it in the news every so often out here in Silicon Valley: a big player at Google has left for Facebook.  Or a Yahoo executive has been seduced by Microsoft.  Or some perky young startup has snatched a head developer from a venerable software giant.

Silicon Valley’s human resources arena, ripe with star engineers and executives, is  like a day time soap opera, full of unexpected surprises and shocking betrayals.  Every time a transfer of talent occurs, juicy questions immediately begin to pop up surrounding the jump.  Were they abused at the first company?  Were they offered a huge salary?  Who got screwed?

I’d like to take an overview of several high profile transfers of talent that have occurred in Silicon Valley over the past decade.  Each one is a soap opera in its own right and has in some way affected the fertility of the Valley’s technological breeding grounds.  If I leave any big ones out, be sure to contribute your own top Silicon Valley talent transfers.

Tim Armstrong, Google to AOL:  This shocking transfer occurred in March, 2009, when AOL abruptly fired two head executives and hired Google’s sales boss, Tim Armstrong.  Armstrong had joined Google back in 2000, when the company’s ad sales were minimal and it was still in stiff competition with competitors like Yahoo and MSN. Flash forward eight years and Google is bringing in nearly $21 billion in Ad revenue per year and dominates a majority percentage of the internet search market.

The acquisition of Armstrong signifies a change in branding and corporate goals for AOL, as it continues to move away from its past as a ISP towards a future in digital media and advertising.

Sheryl Sandberg, Google to Facebook:  Sheryl Sandberg served as Google’s VP of Global Online Sales before being snatched away by a hungry startup called Facebook in March of 2008.  Sandberg’s departure marked the end of Google’s ‘super growth spurt’, which was capped with a $747 share price a few months prior.

It was rumored that Facebook’s young CEO Mark Zuckerburg first met Sandberg at a Christmas party, and was impressed.  Soon after she left to become Facebook’s COO, which at the time was still a refreshingly new start up (and had a $15 billion dollar valuation).

Josh Elman, Facebook to Twitter:  Although Facebook’s former platform manager isn’t as a huge name, his new home at Twitter speaks volumes to the current ‘Twitter-mania’ that Silicon Valley is going through.  Facebook and Twitter are currently in a war (with Twitter having the upper hand) for the ‘real-time’ web.  Elman’s savvy on how people connect and communicate in real time is surely a gain for Twitter’s growing empire.

Vic Gundotra, Microsoft to Google: Microsoft’s 15 year platform evangelist, Vic Gundotra, broke the breach and went to Google in June, 2006.  This was at the height of Microsoft’s Silicon Valley envy, particularly the Redmond giant’s jealousy of Google’s growing search engine dominance.  Ever since, Microsoft has been hot on Google’s tail – most recently launching it’s ‘Bing’ search engine, which surprisingly has the beginnings to usurp Google’s hot streak.

So what does the future hold for Silicon Valley?  While some big players in talent acquisition have emerged, there is always a hotbed of hungry start ups that have proved time and again that they compete with the big boys.  Although many of these start ups don’t yet have the hiring resources and clout of the Googles and Facebooks, they are fast moving, ambitious, and have products that are set to change the world.   Armed with the right tools, such as cost effective Applicant Tracking software, many of these small companies may soon make an apperance on the soap opera that is, Silicon Valley Hiring.

5 Concepts for Next-Generation Applicant Tracking and Recruiting Software March 25, 2009

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1093369_business_shadowIt’s time to rethink how we gauge our applicant tracking and recruiting software.  In the past, companies have touted a system that can ‘blast’ to thousands of candidates and find a needle in the haystack.  This is an old and out-dated way of ‘recruiting thought’.  True recruiting efficiency will come from applicant management software that promotes teamwork and collaboration between hiring managers and recruiters.  Without further ado, enjoy:

1)   Rethink Critical Features: While the oft-cited “-ations” (e.g, customization, integration, etc.) of software are important features to consider, great recruiting and applicant tracking software will focus on some of the “idities” first. Next-generation systems will be designed with a focus on the capability, rapidity and fluidity of new user adoption. The Applicant Tracking System you want should be designed with a clear understanding that people, not technology, drive the success of recruiting. A rethink of its critical features leads to only one conclusion: it should make the process of hiring people easier for other people to accomplish. Choosing recruiting software that is not designed to motivate its users to regularly log in and interact with it can very much be like buying a nifty electronic gadget but not bothering to the get batteries for it.

2)   Rethink the Problem: In “Money Ball” Ken Lewis premises that the conventional baseball wisdom was flawed: the stats that the baseball insiders used for measuring individual success didn’t equate to team success. He turned out to be right.  The conventional promise of recruiting software is to solve hiring by getting more candidates. This relic from the days of unsearchable paper resumes and classified ads is a recipe for a high strikeout ratio and the only occasional home run. Having millions of candidates doesn’t make hires. Blasting emails to your contacts doesn’t make hires. Teamwork, collaboration, engaged hiring managers and efficient recruiters makes hires.

3)   Rethink Immediate Benefits:
Many of today’s recruiting software systems are plump with features designed to meet the specific and varied needs of HR Professionals, yet most of these “innovations” have had very little impact on improving the actual process of filling a position. Simply put, many of the recent innovations in the recruiting software industry have been nothing more than marketing traps for the buyers of recruiting software. When considering what recruiting software to purchase, don’t focus exclusively on features that will benefit the recruiting department or HR.  Instead, remember that there is another entire half of the recruiting supply chain, the hiring manager and business user- the customer.  Focus on selecting a system with innovations that enable all users, from recruiter to hiring manager, to hire people better, easier, faster, and smarter than the way your company is currently doing it. Any additional features are—of course—nice, but make sure you don’t get an ATS that puts the feature cart in front of the recruiting horse.

4)   Rethink Rocket Science:
The hiring process for most people involved in hiring can be distilled into a simple “Yes/No” decision.  So, take a good, long look at your current/potential applicant tracking system vendor.  Has it taken this very simple decision process and made it unnecessarily complicated? Great recruiting software shouldn’t take Rocket Science.

5)   Rethink Implementation and Training: Besides a Recruiter, the act of hiring is not the main career focus of any other employee in a company. Next generation software providers are creating products that are simple to choose, use and deploy. While recruiters may, over time, become accustomed to even the most complicated and unintuitive systems, hiring managers and executives never give these systems a second chance.