Posts Tagged ‘ATS’

Recruiting Jobs Pick Up as Companies Prep for Year End Hiring Surge

Written by Blogger on . Posted in Industry

More companies are looking to bring on new recruiters as they prepare for the typical end-of-the-year hiring surge.

A recent report from Wanted Analytics found that the number of job postings for recruiters and other staffing professionals increased by 12 percent in September when compared to 2011 and by 29 percent when compared to 2010. This is also a good sign that the recruitment industry has officially recovered from the effects of the economic recession.

When it comes to overall growth in recruiting jobs, San Francisco takes the lead, with a 36 percent increase in job postings when compared to last year. The top five cities with the most recruiting jobs listed during September were:

  1. New York, N.Y.
  2. Washington, D.C.
  3. Chicago, Ill.
  4. Los Angeles, Calif.
  5. San Francisco, Calif.

And if you’re looking for a recruiting job, make sure you’re brushing up on your negotiation and social media skills, because it’s not enough to just know the basics anymore:

We’ve been watching hiring demand for Recruiters for a while and noticed that job requirements continue to evolve for this profession. In addition to traditional recruiting skills – like experience with applicant tracking software (ATS) and full lifecycle recruiting – there are several emerging skill sets that are gaining more traction every month. Two of these include negotiation and social media skills. The number of job ads that look for candidates with strong negotiation abilities is up 13 percent compared to September 2011. Job ads with social media requirements have grown even more incredibly, up 52 percent since last year.

To learn more about ATS and other important recruitment tools, check out

4 Qualities of a Great Recruiter

Written by Blogger on . Posted in Industry

It takes a lot of work to find the best employees for your company, but that goal can be met a lot easier if you have a great recruiter on your HR team.

So what makes someone a great recruiter as opposed to a mediocre one? In fact, there are several qualities that set high-performing recruiters above their lesser-performing counterparts.

Here are four essential qualities of a great recruiter:

  1. Good salesperson – Part of your job as a recruiter is to sell your company and your company’s job openings to potential candidates. You have to sell the idea of working for your company in the same manner that you’d sell someone a new product or service, which means you need to have the ability to prove why your company is so great and why someone will want to work there.
  2. People person – As a recruiter, it’s inherent that you’ll be dealing with people on a consistent basis, so you need to be comfortable interacting with all different types of people day in and day out. Since you will most likely be the first point of contact for a potential employee, your attitude and demeanor will essentially provide a first impression of the company, meaning that you need to be able to put on a happy face regardless of what might be going on in your personal life.
  3. Organized – There is a lot going on in the world of recruiting, from writing up job descriptions and reading resumes to calling people for interviews and conducting background checks on potential hires. So as a recruiter, you need to be extremely organized in order to keep track of all of these things, so you can ultimately get the job done.
  4. Technologically inclined – As we mentioned above, there are a lot of tasks that fall at the feet of recruiters, but luckily there are some great technologies out there to help them stay on track. Whether you’re using your company’s applicant tracking system ( to review resumes, scheduling interviews through Google Calendars, or conducting a background check, you need to know how to use the latest technology in order to make your job more efficient.

Keep these important qualities in mind when hiring your company’s next recruiter. With any luck, you’ll snag someone who can entice some of the best employees out there to join your company.

Applicant Tracking System Market Continues to Grow and Diversity

Written by Blogger on . Posted in Industry, Topics

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:

  • The ATS market increased by 11.1 percent to $837 million during 2010, which was slightly lower than the $861 million originally predicted by experts. The difference can be attributed to the slowing economy.
  • The survey predicted that the ATS market would grow by 12 percent to $937 million by the end of 2011, as high-end companies consolidate and low-end companies continue to expand.
  • About 50 percent of companies were planning to switch to a new ATS provider over the year, as new options and new technologies emerge.
  • The amount of time it takes to convince a company to commit to an ATS provider has increased from six months to up to three years.
  • A large majority of ATS providers offer a mobile solution in order to keep up with growing popularity.
  • More and more ATS companies are merging in order to offer a more robust suite of solutions to customers, such as search engine optimization or video services.
  • As social networks continue to become more and more popular, most ATS companies are offering the ability to integrate with LinkedIn, Facebook, or other sites.
  • Analytics have become more important than ever in evaluating a company’s application, interviewing, and hiring process.
  • Learning Management Systems are growing by 10 percent per year, while Performance Management and Succession Management Systems are increasing by 12 percent.

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!

Applicant Tracking Should Focus Less on Candidate Work History

Written by Blogger on . Posted in Industry

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:

  • Almost half of all applicants had two or three jobs in the last five years, while 45 percent had none or one job, and 7 percent had four or more jobs.
  • 56 percent of applicants said they hadn’t held any jobs for less than six months.
  • Survival curves, or the probability that agents reach a given point in time, were almost identical for all groups, regardless of the number of jobs held in the last five years or the number of short-term positions.

“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.”

Job Description of a Personnel Recruiter

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If you like working with technology and connecting job seekers with available positions, a career as a personnel recruiter may be right for you.

Personnel recruiters work to find, interview, and screen applicants capable of filling existing and anticipated job openings within their company. They also are responsible for promoting career opportunities within the organization.

There are a number of ways a personnel recruiter might find potential candidates, but one of the most popular and efficient ways is by using a company ATS, which allows job seekers to apply for specific jobs and provide information the company wants to know.