5 Ways to Increase Applicant Responses throughout the Holidays

5 ways to increase applicant responses throughout the holidaysThe last month or so of the calendar year year awakens resolutions in all of us. In fact, many employees and managers take to the job boards to see what opportunities await in the New Year.

Here are 5 ways an effective applicant system can help you keep a steady stream of applicant responses throughout the erratic holiday season:

  1. Promote the open position through social networks
  2. Keep track of applicants as they enter the application process and either abandon or complete it
  3. Qualify applicants by automatically matching experience to job requirements
  4. Build a talent pipeline by linking applicants to other opportunities
  5. Provide an efficient onboarding experience so new hires can feel confident they made the right decision

To learn more about how to improve your recruiting, qualification, and hiring processes, schedule a free demo.

Why Rates Matter: Rate Your Prospects Right

Why Rates MatterWorkplace pressures are driving changes to the way things are done, making traditional systems like performance ratings a hot topic. A recent article by the Society for Human Resource Management states that 89 percent of business leaders plan to revamp their performance management systems.

Any company refreshing its performance management system is bound to ask the question: To rate or not to rate? But that may not in fact be the right question.

A single portal for all applicant data may be more useful to analyze:

  • How many instances have we optimally matched high-performing people with the right roles
  • From date of hire or training date, what was the length of time needed to ramp up to full productivity

Instead of focusing on the subjective concept of performance, CEOs have the data at their fingertips to recruitment, acquisition, development, and retention of top talent.  To learn more about how to attract and hire the right types of employees for your business, check out our free onboarding webinar.

Staffing is Much More than Filling Seats

Staffing is Much More than Filling SeatsAccording to the Society for Human Resource Management, the rise of the temporary workforce is here to stay:

  • Temporary workers make up 19 percent of all new jobs in the U.S.
  • Staffing firms employ an average of 3 million workers daily across all industries

A recent article states that staffing firms play a vital role in any company’s workforce planning approach.

A comprehensive web based applicant tracking system (ATS) should offer full­ featured applicant tracking, candidate recruiting, and onboarding in one scalable, configurable solution. HR departments can use the application to work with staffing agencies in one shared strategy.

That way, all of the data is captured for a complete analysis upon job hire success.

A staffing agency’s key skillset is to build a talent pipeline. An automated system lets you qualify candidates with a configurable online application process. The system lets you obtain and track manager feedback so you can continuously improve your recruiting efforts.

To learn more about how to recruit and hire exceptional candidates for your business, check out our free applicant evaluation worksheet.

Can Machines Perform Better than Your Employees

Can Machines Perform Better that your EmployeesAt every point in the process, human involvement is essential.

So rather than a replacement for seasoned HR managers and knowledgeable hiring managers, an effective recruiting, tracking and applicant system should assist your team, not run it. The three key improvements your team can benefit from are:

  1. Getting hiring done efficiently
  2. Hiring Selecting top candidates
  3. Onboarding new hires effectively

Efficiency is a boon for everyone. No manager likes to be bogged down with endless paperwork. And no candidate likes to have their job application ignored. Helps your team identify qualified candidates by promoting engagement with social media tools, RSS feeds, share functionality, and email subscriptions all in one unified system.

Once your new hire accepts your offer, give them an easy process for completing pre-hire forms in the comfort of their own home. By onboarding new hires with an effective process, they can start Day 1 confidently.

To learn more about how to automate your hiring process, schedule a free demo.

Embracing Digital Solutions within a Manufacturing Environment

Embracing Digital Solutiions within a Manufacturing EnvironmentManufacturing has evolved into a high-tech environment. From assemblers to zipper setters, automation technologies dominate the shop floor. Which is why an applicant tracking system is a natural extension of processes you already have in place.

myStaffingPro is an online social recruiting, applicant tracking, and onboarding system to help companies recruit, qualify, track, and hire employees. Here are its top 3 benefits — which are not too different from the digital solutions found throughout the plant environment:

  1. Handle volume efficiently — myStaffingPro automatically parses applications to match experience with job requirements so the top candidates are quickly identified
  2. Move on down the line — In advance, you set the automated workflow process for application review. Maybe an application goes to the HR manager first, hiring manager second, and eventually a supervisor if the candidate is called back for a second interview.
  3. Retain information in one place — myStaffingPro is a single portal for any information related to the recruitment, qualifying, and hiring of employees. This information provides meaningful data that can be analyzed for continuous improvement.

To learn more about how to handle volume, move down the line and retain information in one place easily, schedule a free demo.

Survey Results Reveal HR Solutions For Applicant Recruiting and Onboarding

Employment is a delicate balance; you have to create a great work environment as well as attract the right employees that align with your company’s goals and ethics.

In a recent survey we conducted, 73% of the respondents reported receiving an average of 10-20 applications for each job posting listed. If you factor in 5 job postings every month for an entire company, it means that a hiring manager essentially reviews nearly 100 applications each month.

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This means that employees have to read, track and compare a lot of content. 60% of the respondents we interviewed stated that they do this process this manually.

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Manual application tracking may have its benefits, but it also has its pitfalls. A few red flags that come to mind are:

  • A résumé sits on someone’s desk, creating a backlog until they can review it
  • A résumé cannot be objectively parsed to accurately determine if the experience matches the job requirements
  • Notes made on the résumé are not kept private and could lead to compliance issues

Since humans are prone to errors, what better way is there than to have one unified, integrated application tracking system?

Errors being the frame of reference here, makes a lot of sense especially when we asked these same candidates how successful they found there manual process to be in terms of matching an applicant to an open position effectively.

50% of the respondents reported that it worked well but that a manual process was not efficient and 7% felt it needed significant improvement overall.

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In total, 57% of the people who participated in our survey felt their current process needed to be enhanced.

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Additionally, 64% reported that they did not have an internal onboarding process in terms of training and familiarization with the product, service and company policies.

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Combining those two statistics, it’s easy to see how candidates can quickly become confused and miss out on important information concerning the role they’re applying for during the recruitment process as well as the tasks they’ll be responsible for if they are selected.

Applicants took the time to apply and showed interest in your company, so why would employers want to squash that interest by ignoring them or reject them in a dismissive manner?

A comprehensive web-­based end-to-end applicant tracking system should enable your hiring managers to drill deeper. Specifically with:

  • Recruiting
  • Qualifying
  • Tracking
  • Hiring
  • Onboarding

An effective web-based applicant tracking system integrates the entire process — from the moment a Hiring Manager fills out a requisition with HR to the efficient onboarding of a new hire. In addition to the applicant process, the hiring managers should be able to effectively track and project the retention rate of that hire based on the data they’ve collected from the candidate.

To learn more about how to effectively recruit and onboard applicants as well as rely on the data check out our free webinar.

Risk Control: How Paper Applicant Processes Place You in the Red Zone

Risk Control

The job ad read: “Mail a cover letter and résumé to P.O. Box…” The request seems innocent enough but it is actually a slip into what cheekily refer to as “the red flag zone.”

The biggest obstacle to a company’s success is a paper résumé. Red flags that come to mind are:

  • Résumé sits on someone’s desk, creating a backlog until they can review it
  • Résumé cannot be objectively parsed to determine if experience matches job requirements
  • Any notes made on the résumé are not shared with multiple stakeholders

And looking ahead to your growing needs, we see no opportunity for continuous improvement with a paper résumé. Instead, our online applicant tracking system integrates the entire process — from the moment a Hiring Manager fills out a requisition with HR to the efficient onboarding of your new hire.

To learn more about how to avoid manual errors and automate your recruiting processes, schedule a free demo.

Why Workforce Analytics Help Improve Your Talent Acquisition Process

Why Workforce Analytics Help Improve Your Talent Acquisition ProcessWhat makes employees more engaged? What drives job satisfaction? These were the types of questions asked in a recent article posted by the Society for Human Resource Management.

Workforce analytics is a necessary function in the race for top talent. Yet a 2014 IBM study of 342 chief HR officers cites fewer than 16% of companies have the capability to use data. This hampers their ability to take action on future workforce issues.

A end-to-end applicant tracking system (ATS) should offer unlimited integration capabilities with performance management abilities. For instance, you should be able to review job descriptions as well as employee performance plans. From there the HR managers can measure the outcomes of how they matched up. And if needed, tweak the job description going forward.

Let’s say your company is a textile weaver. From special synthetic yarns, you manufacture seat covers used in military vehicles. Qualified loom operators are essential to your business, yet you’ve had a high turnover of that role lately. This is troubling because you’re hoping to expand your federal contracts in the coming years.

An effective ATS will give you the ability to view the job function and the performance history of previous loom operators and quantify:

  • How many excelled at controlling the machines, but faltered at communicating with supervisors and peers
  • What was the timeframe of training in relation to expected command of quality control

This type of detailed workforce analytics can help you improve your talent acquisition process. To learn more about how analytics can help automate your recruiting processes, schedule a free demo.

How to Choose an Applicant Tracking System

How to Choose an Applicant Tracking SystemAs of July 2015, hiring rates are up, according to the Society for Human Resource Management’s Leading Indicators of National Employment survey. So there is a big push among companies to choose the right applicant tracking system (ATS).

Known also as an applicant tracking system, the ATS was first introduced more than two decades ago to streamline the recruitment process by automating the processing and storing of resumes. Today, ATS innovations have improved resume parsing, helped streamline the job application process, and, through new reporting metrics, enabled HR leaders to identify the best job applicants and save money on recruitment.

For example, an automated system can help busy manufacturers with:

Bottleneck Limitations

A fully integrated system can help recruiters, HR managers, hiring managers, and candidates all in one system. The workflow is automatic: you can set up immediate replies upon receiving an application and identify the reviewers and next steps for a candidate’s information.

Workflow Configuration

No two manufacturers are alike, so your ATS should easily configure to fit your organization’s unique recruiting workflows today, and adaptable for any hiring changes you make tomorrow.

To learn more about how to attract and hire the right types of employees for your business, check out our free onboarding webinar.

How Video Interviews Enhance Recruiting

How Video Interviews Enhance Recruiting“In the past year, Novartis Pharmaceuticals held 2,700 video interviews — with a cost-avoidance savings of $475,000 and a reduction in manager interview travel by 220 trips.”

These astounding figures are cited in a recent article posted by the Society for Human Resource Management. The article goes on to explain that employers can now connect with candidates via Skype and other platforms. Video interviewing has opened up national and international talent pools that were inaccessible just a few years ago.

myStaffingPro is an online system for social recruiting, applicant tracking, and onboarding to help companies recruit, qualify, track, and hire employees. The web­-based system offers a hiring manager interview and feedback process.

Let’s look at an older and less efficient process: A hiring manager interviews a candidate from the local region in person, and jots notes on a pad. That qualitative assessment stays with the hiring manager.

Now let’s look at how myStaffingPro can help optimize the recruitment process:

  • Hiring manager posts job requisition to myStaffingPro
  • HR manager uses the social recruiting feature of myStaffingPro to announce the job opening on social networks and seek out qualified candidates — wherever they may live
  • Hiring manager video interviews candidate
  • Afterward hiring manager logs feedback within myStaffingPro, so the candidate’s complete recruiting process is captured in one place
  • HR manager uses the feedback to make a job offer or fine-tune the wording of the job posting

To learn more about how to automate your recruiting processes, schedule a free demo.