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Is your staffing software helping you find the right employees, and more importantly, is it helping the right employees find you?
Recent research finds that employers are able to hire the best candidates when they advertise their job openings in a small number of places. That being said, it’s important for companies to make sure that their staffing software programs allow easy integration with most or all of these sources. Check out http://www.pcrecruiter.net for more info.
Today’s state-of-the-art staffing software solutions are capable of doing much more than just making the recruiting process easier and cheaper for your company. The best solutions will have the ability to integrate your job openings in the places where candidates are looking most, mainly job boards and social media sites.
According to Weddle’s 2011 Survey of Recruiting Trends, a majority of employers still prefer to post their jobs on commercial job boards – more specifically, targeted niche job boards – because that’s where the highest quality candidates are found.
The survey revealed that employers find the best candidates in the following places:
Furthermore, 77.3 percent of employers are posting more than half of their job openings online, while only 6.1 percent aren’t using the Internet at all for recruiting. The results have been great, with 50.8 percent of employers hiring more than half of their new employees online. And those employees are pretty talented, with 54.1 percent of employers labeling new hires found online as above average or among the company’s best workers.
So what’s the reason that employers are having such good luck finding high-quality candidates in these places? The answer is simple – because these are the same places job seekers are turning to in order to find work.
When it comes to job seekers, the survey found that:
So, if your staffing software provider doesn’t allow easy integration with job boards, social networking sites, or other popular recruiting sources, it might be time to think about finding a new provider.
Main Sequence, also known as PCRecruiter, is a recruiting software that helps a business to narrow down the hundred of applicants it receives each day, by highlighting those applications most suited to the job. This software has an amazing ability to connect with your iPhone and iPad and even syncs with the information in your Gmail Calendar.
There doesn’t seem to be anything that this software cannot do. With many applicants competing online for work today, Main Sequence is a software well suited to companies that cannot possibly read through hundreds and hundreds of resumes and cover letters that they receive.
While it may take a while to to learn and understand the software, anything worthwhile requires the patience and diligence to discover and exploit it to its full potential. Companies that have used this software find their workload reduced and are happy since they are finding and recruiting the best candidates available to them.
There are new plans on the table right now to make this fantastic software even easier to use. One of these plans is the inclusion of voice.
With all of the glowing reviews that this software has had, it would do a company well to investigate it further to see what it can do for the organization. Time is money and if there is a software program out there that can save time and money, Main Sequence is it.
If you would like to check this software out further, take a trip to our website to view a short video clip which will convince you of he unmatched value of this software program.
The applicant tracking system market is continuing to grow, and as providers offer newer and better solutions, many companies are thinking about switching the service they currently use.
That’s the most important information to come out of “Talent Acquisition Systems 2011: Market Realities, Implementation Examples and Solution Provider Profiles,” a report released last year by Bersin & Associates. The report looked at survey responses from HR professionals and recruiters from organizations of all sizes and in all major industries.
According to Sarah White, who works as principal analyst of talent acquisition for Bersin & Associates, a lot of companies are choosing to work with providers that offer better support and a higher level of integration, and ATS companies that offer a large selection of products are doing the best. It’s commonly accepted that applicant tracking systems are just as important to the recruiting and onboarding process as interviewing and social networking.
Here are some key figures from the survey:
So, as you can see, applicant tracking systems and other similar technologies that make the recruiting and onboarding process easier, cheaper, and more efficient aren’t going anywhere anytime soon. If you’re not already using this technology, now is the time to jump on the bandwagon!
It’s common practice for employers in certain industries to place a strong emphasis on a potential candidate’s work history in order to prevent high turnover numbers. It’s long been thought that candidates who have held several positions in a short period of time will make worse employees and will be more likely to quit.
However, a recent white paper by Evolv shows that work history has very little effect on a candidate’s abilities or likeliness to stay in a position. That means one of the factors employees place a strong emphasis on – in their applicant tracking systems, in the interview process, and in the hiring process – is mostly wrong.
The white paper, entitled “Does Previous Work History Predict Future Employment Outcomes?“, looked at applicant data and employment outcomes of 21,115 call center agents.
Key findings of the white paper include:
“These results indicate that an applicant’s previous work history is actually a poor predictor of employment outcomes,” the white paper notes. “In fact, there is other assessment content that is much more strongly predictive of both attrition as well as performance on the job.
“Clearly, a more nuanced understanding of the applicant as well as his or her personality, aptitudes, work style, technical skills, and fit for the position are necessary to make more informed recruiting decisions,” the paper continues. “Previous work experience must be viewed holistically and placed within a much broader context in order to ensure that a given employer is recruiting the best possible talent.”