Top 3 Recruiting Productivity Hacks

Top 3 Recruiting Productivity HacksLet’s say you manage HR for a company with 100 employees. Right now, there are five job openings: one executive, two management, two entry-level. The two management and entry-level positions are in three different departments.

Different roles and different responsibilities all amount to different qualifications among different candidates. Is your head spinning yet?

Clearly, no one person can expect to retain every single job specification in his/her brain. Yet, when you’re talking with the hiring managers, they are speaking to you like you know the ins and outs of their particularly job-fill need.

Here are 3 recruiting productivity hacks a robust applicant tracking system can deliver: 1. Set up the system before you even advertise. The first thing you want to do is set up an organizational structure. Within that, you can create a job description library. This easy access to accurate and up-to-date information can help you create job postings that solicit the most qualified candidates. Similarly, you can design your online application process to meet your specific needs using tools such as multiple choice and text response questions with scoring capabilities.

2. Reach the broadest pool of candidates. These days, automatic-recruiting tools can help you maximize your reach. With a simple click of the mouse within your applicant tracking system, you can share job openings on LinkedIn®, Twitter®, and Facebook® –– and also provide candidates with one-click access to apply. You can also distribute the job posting to search engines and more than 25,000 partner sites, such as Glassdoor®, Indeed®, Simply Hired® and Trovit®.

3. Keep the lines of communication open. From an automated “Thank you for applying” message to ongoing emails, you want to keep applicants interested and engaged. This also works for attracting passive applicants with opt-in email notifications, job opening RSS feed, and a recommended jobs sidebar. These vast communication tools can help you build and sustain a network of qualified applicants.

To learn more about how applicant-tracking software can help you achieve better hiring results, click here.

2 Simple Steps to Turn A Passive Candidate into an Active One

3 Steps to Turn Passive Candidates into Active OnesThere are many individuals who would be open to taking a new position if the right opportunity came along but are not actively looking for a job. HR administrators are aware of this phenomenon all too well: passive candidates.

For many open positions there may be plenty of interested candidates but only a few apply. What keeps them from applying? Personal inertia can sometimes be overcome with effective recruiting.

Below are two simple steps to help turn passive candidates into active ones:

1. Encourage employee referrals with a simple submission portal. The best advertisers of your company culture are your present (and former) employees. A robust applicant tracking system allows applicants to update and check their application status at any time. You can incorporate videos to communicate your vision, values, culture, or expectations to build a network with your internal staff and use their referral ratings or testimonials to recruit new applicants or engage your inactive team members.

2. Promote your jobs through an internal job board listing. Although the jobs will be listed on the regular search engines and possible partner sites. You can engage your passive candidates through a company job portal so they’re aware of what is available and understand that they have options.

By creating a process that is seamless for searching, tracking and communicating, you can create a candidate-friendly experience for all candidates. To learn more about how applicant-tracking software can help you achieve better hiring results, click here.

Tenacious and Tactical Hiring

Tenacious and Tactical HiringIn order to be tenacious and tactical with your applicant recruiting and hiring processes, tools and resources are essential to helping your HR admin improve their productivity levels.

Promote Your Company’s Best Features

Throughout your applicant recruiting process, it’s important to highlight your company’s best features. These can include benefits your company offers, any awards it has won and possible employee testimonials or ratings. Promoting your company’s features doesn’t just fall in the recruiting process, you can continue to do so even after a candidate has been qualified to hire. Make a great first impression on newly hired employees by eliminating the need to complete paperwork manually on their first day. By standardizing new hire paperwork, you can collect Form I-9, Form W-4, state tax withholding forms, and voluntary self-identification information. You can also collect a new hire’s acknowledgement of the employee handbook, company policies, and their application. You can track the time it takes for the new hire to complete this process to comply with wage and hour laws.

Configure Your Hiring Process

With a job description library that you can pull from, your candidates will benefit from having the most accurate and thorough job information available. An applicant tracking system has an organizational structure that is set up for easy job posting and reporting. You can develop your applicant workflow with statuses and automated emails. Through the design of your online application process, you can set up multiple choice or text response questions with scoring capabilities. There is also tiered sourcing data collection, voluntary applicant self-identification collection, résumé and document collection, and a comprehensive application builder.

Track Your Applicants

Without an applicant tracking system, it’s easy to overlook qualified candidates. Your tenacious hiring system needs applicant documentation and history that is easily reportable. You want to be able to quickly locate data with a comprehensive applicant, requisition, and résumé search functionality. With a designated workflow, you can stay connected with an Outlook® integration for contacts and appointments.

In tenacious and tactical hiring, you want the tools for tracking and compliance that facilitate your hiring process. With the ability to interact with hiring managers (using feedback tools), you can share data with colleagues through vast export, email, printing, and reporting capabilities.

To learn more about how applicant-tracking software can help you achieve better hiring results, click here.

Top Hiring Criteria for Any Size Company

Top Hiring Criteria for Any Size CompanySmall businesses are still the drivers of the US economy. Firms with 20 workers or less make up 89.8% of U.S. businesses. But sadly, 56% of small businesses fail within the first year.

Often times the result of those businesses failing is due to hiring being overlooked. Below are several examples of how effective hiring practices can help your company stand out regardless of it’s size:

Knowledge and innovation

If you’re looking to hire the brightest thinkers a robust applicant tracking system has the recruiting tools to maximize your reach for the best-qualified applicants. For example, social media tools can share job openings and provide one-click access to apply from LinkedIn®, Twitter®, and Facebook®. You can also have the job distributed to search engines and more than 25,000 partner sites. Network building is made possible through employee referrals and vast communication tools. On career sites, you can have branding, optimization, and accessibility through multiple web browsers and mobile devices.

Delivery of product or service

If you’re looking to hire the right management skills to keep your team members motivated. With an applicant tracking system, you want the easiest candidate experience to promote your company culture. Give job seekers the ability to apply through a mobile phone, Facebook® app, or Internet browsers. The straightforward application process includes detailed instructions, simple screens, progress meter, section reviews, and familiar tools to submit a résumé.

These tools can help you engage candidates to build relationships, as well as expand your recruiting reach to attract a diverse candidate pool. To learn more about how applicant-tracking software can help you achieve better hiring results, click here.

5 Ways to Improve Your Sales Pitch to Candidates

5 Ways to Improve Your Sales Pitch to CandidatesThe marketplace can send a lot of mixed messages. Some regions (rural) tend to have high unemployment. Tourist towns (ski, beach) tend to have plenty of jobs but they are mostly low-skill, service type positions. Other regions and/or industries are booming and can’t hire fast enough. Two that most often make the news are the IT and healthcare industries. The race for top talent is on in many sectors.

To be competitive, your company needs to “sell” its open positions to qualified candidates. Here are 5 ways to help improve your sales pitch to candidates:

1. Job title is key.

In a world of organizational charts, a functional title gives an indication of where an employee ranks in a company. For example, if a candidate was an Assistant Manager in their previous organization, a step up would be a Manager position. But if a job is phrased vaguely such as “guru,” “maven,” or “ninja,” this wordplay may not help a candidate build his/her career résumé over the long term. A robust applicant tracking system can help you filter based on job title for effective recruiting.

2. Day-to-day responsibilities need to be specific.

“Manage a team” is insufficient. Whereas “Manage a team of 5 direct reports responsible for new product development” empowers candidates to self-qualify.

3. “Years of experience” is now often paired with “demonstrated experience.”

At one time, saying you had 5 years of experience was a solid indicator of your level of knowledge. Now that the Information Age has blasted apart old paradigms of learning, “years” may be less of a watermark than “actual experience.”

4. Salary range may empower candidates and may help encourage employee referrals.

5. Your company’s differentiator in the marketplace needs to be communicated. A robust applicant tracking system lets you incorporate video to communicate your vision, values, culture, or expectations.

Learn about the importance of the candidate experience during the hiring process and takeaway tips to improve it, here.

Expand Your Sourcing Horizons

Expand Your Sourcing HorizonsThe talent eco-system ranges from campus recruiting to newspaper want ads to Internet job boards, and social recruiting. There are many ways to attract and manage job applicants.

Across your diverse efforts, you want to make sure your message is consistent for two main reasons:

1. Equal opportunity – You want to make sure that it is a level playing field wherever you advertise.

2. Image protection – You want to make sure your ads are taken seriously. People who are looking for jobs tend to search in a lot of different places. And if they see your ad requesting different qualifications in different media that could send the message that you don’t have your act together.

An applicant tracking system with an administrative interface can help you configure your hiring process so that it is consistent. HR managers can develop an applicant workflow with statuses and automated emails. You can construct a job description library that can be used to create requisitions in seconds. And you can use a variety of tools to assist with compliance with record keeping requirements and other laws.

For example, you may get a candidate from an employee referral. You may want to add a checkbox for this category in your application process, especially if your company offers a cash bonus for any successful employee referral. A robust applicant tracking system can help you track who has qualified for the bonus –– which may lead to greater satisfaction for employees and an increase in the likelihood that more employees will make referrals.

You can design your online application process with multiple choice and/or text response prescreening questions. You can set up scoring capabilities, tiered sourcing data collection, voluntary applicant self-identification collection, résumé and document collection, and a comprehensive application builder.

So whether you’re searching for candidates online, in print, or though social media, you can experience stress-free recruiting using consistent job postings with requisition management and automated requisition approval.

Learn about the importance of the candidate experience during the hiring process and takeaway tips to improve it, here.

The True Cost of Leaving a Position Open

The True Cost Of Leaving a Position Open“Cost of vacancy” is an analysis many financial executives are familiar with. It can generally be calculated by breaking down Revenue Per Year to daily revenue per employee. When you look at the number of open jobs across your company, you can multiply it with the employee revenue lost per day.

As an example, below is a the operational cost of a retail company:

• How much yearly revenue: $1 million

• How many employees: 100

• Daily revenue per employee (365 days): $27.39

• Number of open positions: 5

• 5 x $27.39 = $136.95 lost per day on those open positions

Another way to look at is lowered margins. If you’re losing out on product development and productivity, you’re losing out on key advantages such as first-to-market, public relations, and possibly market share. This makes your cost margins thinner with no wiggle room to sustain the normal down cycles.

If vacancies are the result of a slow recruiting process or an ineffective hiring process will directly impact both customer experience and customer retention.

Let’s say the vacant position is a management position.

This loss is the easiest to understand because without the position filled, projects are placed on hold and people that are on the executive team have no way to disseminate the tactical responsibilities amongst the mid-level staff members.

Let’s look at an opening for just a mid-level employee.

If this position remains open, the staff members that work within the same department or team have to “make-up” for the loss of that employee. Which means their stress levels are increased and they are unable to focus on their actual responsibilities due to the added workload. This in turn can cause an increase in absenteeism and tardiness. It may also increase payroll costs due to overtime pay.

A robust applicant tracking system has the communication tools to help reinforce your brand and build relationships. Applicants are empowered to update and check their application status at any time. And you can keep applicants interested and engaged with ongoing email communications and updates.

Learn more about our robust applicant tracking system, here!

What Is Your Time to Fill Average?

What is your time to Fill Average?“Time to fill” is a familiar HR phrase for the length of time it takes to fill an open position. Some executive positions may require a national or even international search to develop a pool of qualified candidates. Low-skill roles may need only a local area search.

Most employers have a recruitment model in place, but if you don’t know how long it takes to fill a position and are not using metrics to evaluate your recruitment function, how can you possibly repeat best practices and/or avoid bad ones? Every industry, every company, every position necessitates its own effective measures. There is no right or wrong answer, but using “time to fill” and other metrics to determine best practices can help you build an effective recruiting process.

A sophisticated applicant tracking system can help you log the receipt of an application from Day 1 to the final day the applicant is hired and then onboarded. Once a position is successfully filled you can go back over the records to analyze the metrics. These include:

• How many people applied for that position?

• How many people did we short-list?

• Was the new hire pulled from short-list?

The marketplace demands efficiency and the race for talent is no different. Regardless of the skill set or education level required for an open position, you still want the most qualified person filling that job.

The criteria for a qualified candidate should be coded and tracked. Applications received should be measured against these criteria to ensure you are recruiting from the appropriate areas. You can improve your recruiting process with an applicant tracking system that has a résumé-parsing functionality.  This capability will dramatically reduce data entry and résumé review time.

In addition, your social recruiting efforts can be greatly enhanced as well. A straightforward application process, which includes detailed instructions, simple screens, progress meters, section reviews, and familiar tools to submit a résumé is a must for effective social recruiting.

You may also attract passive applicants with opt-in email notifications, job-opening RSS feeds, and a recommended jobs sidebar.  Helping you fill an open position in an optimal amount of time.

Learn about the importance of the candidate experience during the hiring process and takeaway tips to improve it, here.

Understanding Your Applicants – Who’s Applying?

Understanding Your Applicants – Who's Applying?Ten thousand people retire from the workforce everyday. To put that in perspective, a small NFL stadium has around 50,000 seats. So that means, on average one-football stadium of people retire in a five-week timeframe.

Which means, it’s probably important to understand what types of people are applying to the open positions you’re recruiting for.

Let’s take a closer look at some common generalizations of the four different generations of workers who may be sending in their applications:

Baby Boomers

Don’t forget that baby boomers are the original Sixties Activists. Generally, they are not only comfortable with change but they are used to affecting it too. Some say the phrase “social media” and they only mean 20-somethings. When, in fact, nearly half of boomers surveyed are quite comfortable with technology. The difference is, it’s just not their sole media outlet. Therefore, social recruiting efforts may be highly effective with tech-savvy boomers as well.

Generation X

Many Xers are proud of the fact that they represent a high ratio of entrepreneurs. Even if they work for a company, you’ll likely find them mastering hard-to-fill roles. The reason? They are often more intrinsically plugged into information gathering. Which is why a streamlined onboarding system is a necessity for Xers. They often don’t mind the amount of paperwork required, but they do mind a hodge-podge approach to it.

Generation Y/Millenials

Did someone say paperwork? A collective yawn just penetrated the far reaches of space. Which is why a robust applicant tracking system is perceived as a must for most of Gen Y /Millenials. Qualified candidates may not, in fact, fill out their application completely the first time. Or, they may think of something or gain a new experience that they may feel is suddenly noteworthy. A user-friendly process may help optimize the candidate experience. For example, candidates can apply through a mobile phone, Facebook® app, and Internet browsers.

Utilizing effective, streamlined recruiting capabilities, which can be accessed through a variety of platforms to optimize the candidate experience, you can build a talent pipeline to target the best candidates for the jobs you need filled.

Learn more about our robust applicant tracking system, here!

Your Mastery of the Job Market in 2016

Your Mastery of the Job Market in 2016Since 2015 has come to a close, we look back on the best practices that can help make 2016 a success. For example, there are certain benefits of an automated applicant tracking system that help businesses seamlessly recruit, hire, and onboard top talent:

  • Scalable – Business conditions change on a dime. Having the ability to “scale up or scale down” your application tracking system helps your HR team stay responsive to changing conditions.
  • Configurable solution – Configuration may be a “geek” term but it is fully applicable to every business. Easily customize to your processes and business terminology.
  • Social recruiting – Social recruiting and employment branding can really lift your company’s status on social networks. By promoting engagement with social media tools, RSS feeds, share functionality, and email subscriptions — top candidates will know that you’re serious about reaching out to them.
  • Full applicant tracking – integrate your background checks, assessments, HRIS, learning, and performance management systems.

An effective applicant system is not limited by industry, what type of browser you use, or any other integration requirements.

Start your year off right and look into improving your recruiting, qualification, and hiring processes automatically, schedule a free demo.