How 2010 changed the scope of Recruiting

Recruiting space is becoming aggressive day by day. The changes are so dynamic that what was good yesterday may not be so today. Recruiters say that technological boom is the biggest contributor for this trend. Technology in recruiting has shaped up in different mediums like Social media recruiting, Online job search, Blogging, HR and even e- mail recruiting.

ATS (Applicant tracking system), is one such software which has streamlined the recruiting process even further. Mergers, Acquisitions and takeover segment in recruiting segment also saw some up new tidings and trends like

  • Monster Buying Out Yahoo Jobs
  • Kenexa Acquiring Salary.com
  • ATS being the new frontrunner for staffing solutions

Recruiting related domains although have changed hands, but when you add in the major job seeker, HR, and salary transactions, you can see that something’s are still the same. This seems to be a trend beyond coincidence as we have precise insight into the causes.

But the real reasons why the Internet Recruiting has changed so much is that is

  1. The jobs and economy experienced dramatic shifts prior to 2010. This along with increasing usage of Internet changed the monetization equations and metrics around job search and online recruiting.
  2. Easy, immediate distribution of content in the online segment leveled the playing field. When every individual is a publisher, the brand becomes more important which makes it easy to establish a big brand.
  3. Professional networking, job referrals had been an important source of job placement, However Social media drove that process online, thereby creating new opportunities and expectations for the future of online job search.
  4. Mobiles and consumer devices furthered the penetration of the Internet as the primary vehicle for job search thereby making online job search even more important and thereby changing the scope of recruiting and made Internet Recruiting a reality.

 

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Small Changes in your Recruiting System can go a long way in succesful Candidate Engagement

Candidate engagement is increasing day by day. Staffing companies and organizations are ever increasingly creating a conducive stance wherein candidates can directly submit their resumes and even know the status of their resumes. The recruiters are going a step ahead wherein they get back to the candidate personally after they fill in their application or after giving the interview.

These sessions helps in solving a problem from scratch and brainstorm how an organization should look and act to a candidate. This stance helps to create the organization the leader in candidate engagement.

Candidate engagement however has a few obligations, which must be seen or taken care of by the organization, If it is to be succesful in it. They are

Setting expectations early :- Organizations after receiving a resume upload should begin turning on the auto-reply feature within the ATS. There is no reason why you shouldn’t turn this on today if you have this feature. I was surprised by how many people in the audience were not using it or were not aware of it.

Organization should set their expectations, and set a higher productive stance wherein every candidate submission is replied back via their ATS. The key however is to concentrate on the messaging of this auto-reply and how long the process will take.

Should all candidates be treated equally? – First off, I think an auto-reply should be sent to all candidates that submit an application. But after that should you feel compelled to treat everyone the same? In a perfect world, sure but our world is far from perfect. If you have limited labor resources, I’d recommend putting candidates in tiers. Candidates that don’t fit the job description should be sent a generic rejection email, which is quite easy to do in your ATS.

Candidates that you interview should always receive a personal call that they didn’t receive the job. And finalists should receive a conversation from a recruiter to gauge their interest in future positions in the company as they would still be good fits for the company in the near future.

Candidate engagement is not that difficult. There are a number of small things that you can do in order to improve the experience of the candidates that are coming through your recruitment marketing system every day. The key is doing it in a channelized manner than just doing it for the sake of it .

How to channelize your Corporate Website into a Recruitment Portal

Organizations today are primarily concerned about making their website a brand identity to the economy they operate from. Many opine it reflects to people and the society, what the company is all about and to whom is it catering to. This has created a buzz in Organizations, which are insisting on creating a higher retention and awareness to people, when they visit their websites.

Web 2.0 experts say that “The base point for any organization when it is planning to attract new personnel should be its own corporate website and the blog. This showcases the brand value of the organization as every employee is actively involved in it”.

Organizations are tailor making their websites into micro sites, so that the recruitment details can be easily distinguished by a potential employee. With the corporate website branding segment growing aggressively in today’s context, it is all about “Targeting the Right Communication to the right audience.

Corporate websites should try to reflect the philosophy and the work culture of an organization. The intention behind it is to motivate potential employees, and be able to quickly identify what kind of job, information, and association they are looking for. This helps in getting the right candidate information at the right time, thereby providing the required association between the person and the company.

Corporate websites also serve a niche purpose of pre-screening the candidates before itself, when he applies to the job. This helps the recruiter in selecting only the best talent for the company, which in turn helps in higher cost effectiveness to the company.

Presence of Social Media in the Recruitment Industry

It’s a well known fact today that the internet has grown out of leaps and bounds, but what is adding more mileage to it is the buzz happening around social media. Social media is the in-thing say people as they happen to spend much of their time on these channels to interact and get connected with friends or contacts.

But the buzz has picked up big time from social media networking to professional networking which has taken a step ahead to online recruitment and hiring.

Twitter, LinkedIn, Blogger, Facebook etc have become a professional and widely used online recruitment tools in the present scenario, wherein these professional networking channels have become a source of personal branding channel for every individual.

But we at TargetRecruit intended to make professional online recruiting to the next level.

Hence came the successful product called as TargetRecruit ATS, wherein we designed and built in our own successful web based recruiting software exclusively meant for managing staffing needs for the purpose of small, medium and even large sized companies.

The applicant tracking system makes sure that all the staffing, coordinating and planning needs are managed and deployed within the software itself. This not only helps in managing the staffing needs but also helps in minimizing the recruiting and staffing time for the company, thereby enhancing the productivity of the company.

You can also get in touch with TargetRecruit to know more, on how we as a staffing based service provider can help you in your staffing based solutions.

CRM based Staffing & Recruiting

“Build efficiency into your Hiring Process”

The principles of the CRM based model are straightforward: an intense and constant focus on understanding, servicing, and communicating with customers and candidates.

TargetRecruit, a CRM based Applicant Tracking System, built on leading CRM system, salesforce.com utilizes this unique staffing & recruiting model. TargetRecruit will help  you

– Increase the Quality of your Placement.
– Reduce your Cost of Operations.
– Make intelligent business decisions using Customizable Reports, Dashboards and Analytics.
– Integrate with Social Networking websites, Job Boards and Recruiters Networks.
– One system to run Marketing, Sales, Recruiting and Accounting.

To know more about how we can help you in Streamlining your Staffing activities, please register for the webinar at https://www1.gotomeeting.com/register/923528040

Decrease hiring costs in an Organization by implementing the Applicant Tracking System

Present day organizations are relying and emphasizing on the fact that using multiple computer software’s for storing their data, information records, and documents helps them in the long run.

The norm in the industry is that implementation of some software’s are an efficient and easier way of keeping track of daily and constant changes evolving dynamically around businesses. To prioritize this, few leading companies are utilizing software’s centering on recruitment and staffing, which has helped them in making tactical and strategical business decisions at ease.

An applicant tracking software is an online portal service that keeps tab of the various recruitment happenings like new job postings, candidate availability, references, application status etc. These form an integral component in the hiring procedures in an organization.

Some people in the Industry also call the ATS software as a Comprehensive Talent Management System, as it is used by people from both employers as well as potential employees for multiple purposes. But what makes the applicant tracking software so unique is the fact that it is easily customizable and most importantly the user can familiarize themselves with the application very quickly.

ATS being a fully automated software helps businesses to generate, track and manage records and files of the hiring process completely. Being system generated they are even able to keep track of minute details which has time and again proved for organizations using the ATS as a highly cost efficient and effective hiring process software.

According to recruiting companies, this software is a personalized solution for keeping all their hiring records in one place. A lot of companies nowadays recruit online and online recruiting software’s are the perfect solution for their staffing needs.

Businesses are aware of the fact that having an ATS is similar to having free additional help 24/7/365. This not only helps in streamlining your work but also in channelizing your key result metrics into quantifiable outputs. The applicant tracking system helps in reducing the stress of running the business and helps to grow your business into a successful corporation by easing the process of hiring employees who match the right job profile.

With the ATS, a dreaded mass recruitment drive of what seems like scrutinizing thousands of resumes and deciding upon them, hardly now takes matter of minutes. This is the success rate at which a business can easily sort through their applications and quickly choose those who best qualify for the position and quickly move onto the hiring process which will ensure in bringing new employees into the business quickly and efficiently.View Demo Here.

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