Tag: Recruiting software

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 CLICK HERE TO LEARN MORE.

HR departments are historically considered to be boring and conservative, but some of the cutting-edge policies being created in big companies are giving recruiters a new reputation.

It’s hard enough to find – and keep – good employees in today’s world, and having a good recruiting team and good recruiting software (https://www.pcrecruiter.net) is no longer enough, so a lot of companies are going above and beyond the ordinary tactics to draw potential candidates. From unlimited vacation to bolder branding ideas, employers are pulling out all the stops to bring new people on board.

Here are five of the craziest policies that are setting some companies apart:

  1. Extraordinary benefits – Most companies offer some form of medical, dental, and vision insurance, but some companies are going way above and beyond to make sure their employees are well taken care of. Take Google for example – if an employee dies, the company’s life insurance policy will pay their spouse or domestic partner 50 percent of that employee’s paycheck for the next 10 years.
  2. Unlimited vacation – Employees of most companies – especially the bigger, more corporate ones – typically only get a couple weeks of vacation each year. However, newer companies like Netflix and Foursquare allow their employees to take an unlimited amount of vacation. These companies realize just how much emphasis the younger generations place on the importance of work-life balance and how much they value their time off.
  3. Better health incentives – A lot more companies are focusing on the skyrocketing cost of healthcare and are finding new and innovative ways to keep their employees healthy. Some of the top companies have employee exercise spaces or group classes on-site, while others offer monetary incentives for employees who improve their health and in turn drive down the company’s overall insurance costs.
  4. Intrinsic benefits – We’re seeing a lot more companies acknowledge the importance of intrinsic benefits and implement new ways to appreciate their employees – including everything from setting up game rooms and snack lounges where employees can take a much-needed break throughout the day to offering telecommuting opportunities so employees can work from the comfort of their own home.
  5. Referral bonuses – Some of the best new hires come from the networks of your existing employees, and companies are beginning to place a higher value on this. It’s not unusual for companies to offer a referral bonus of $100 or so, but some companies are offering bonuses in the thousands or tens of thousands of dollars.

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 (pcrecruiter.net) 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.

Recruiting software makes the application and hiring process easier for both job seekers and employers. However, sometimes the process seems so easy that potential candidates are led to make critical mistakes, which may in turn prolong the hiring process for the employer.

Most recruiting software applications allow candidates to quickly input their information and either create a new resume or upload an existing document. Sometimes the process appears to be so easy that job seekers forget to go back and double check exactly what it is they’re submitting to their potential employer.

Simply typing in a bunch of nonsensical information or uploading an old, out-of-date resume can easily get you thrown out of the candidate pool.

Continue reading “Recruiting Software Doesn’t Prevent Resume Mistakes”

Most companies that are just beginning to invest in recruiting software usually purchase a “core HR software program.”

Core programs provide basic HR services needed by a company, regardless of whether they’re a small business or large corporation. These programs are used to streamline processes typically completed by the HR department, increase accuracy in information and reduce the amount of work required to update employee personnel files.

Several manufacturers have created core HR software programs for businesses, so it’s often hard to choose. But keep in mind that most companies need software that will focus on payroll, employee benefits and attendance tracking. Most core software programs will allow you to add expansion programs later on.

Continue reading “Recruiting Software at its Core”

If you own a business or work in an HR department, you may already know about the benefits of CLICK HERE TO LEARN MORE. However, if you’re looking for a way to make the recruiting process easier, there are many reasons you should look into using recruiting software.

Recruiting software not only makes life easier for those in the HR department, but makes the company as a whole function better, be more focused, more organized and make better and more informed decisions. Recruiting software also helps companies save a considerable amount of time and money, according to an article by Ezine.

Most recruiting software is capable of handling employee information, such as names, addresses, income tax withholdings, available vacation days, holiday pay, child support payments, garnishing and retirement savings. Most software also allows employers to better use direct deposit and print statements, forms and reports.

Continue reading “Recruiting Software Benefits”

Most HR managers believe their companies would benefit from recruiting software.

The most recent HR Challenges Survey from Taleo found that the top three challenges facing HR managers in the United Kingdom this year are succession planning, employee retention and providing leadership with better management information and reporting.

Unfortunately, it does not appear as though HR departments will have the additional funding to help them manage talent and support business leadership. Of the respondents, about 70 percent predict that less than 10 percent of their company’s technology funding will be used on tools to help them manage talent.

Continue reading “Recruiting Software Benefits HR Managers”

Most companies today use some form of recruiting software (Click here), as well as software for human resources, payroll and staffing purposes. However, those companies may not know how much more they could benefit from Software as a Service.

Software as a Service, or SaaS, is a fairly new business model that allows companies to use the software applications they rely on every day in a whole new way. There are currently thousands of SaaS applications that can handle a variety of tasks.

New technology is allowing SaaS companies to provide their services to clients at a low cost by using cloud computing, open development and flexible software models. In addition, SaaS allows companies to choose their own pricing plan so they can get the most for their money.

Continue reading “5 Reasons to Use Recruiting Software Via SaaS”

Recruiting software solutions are making it easier for students at one Michigan university to find jobs. Go to http://pcrecruiter.net/site to learn more about recruiting software.

The Central Michigan University Student Employment Services office works with about 5,500 students every year, helping them find employment on and off campus. Fortunately for students, almost all CMU departments hire students for a variety of job assignments during the year.

According to an article by The Morning Sun, students can apply for those positions simply by checking postings in the Student Employment Services office and contacting the department to fill out a job application or by filling out an online application on the department’s Web site.

Continue reading “Recruiting Software Helps Students Find Work”

With the economic recession negatively impacting the recruiting and staffing industry, could implementing recruiting software help your company?

Sendouts recently released the results of its 2009 Recruiter Economic Survey, which found that the economy is not helping the industry. Respondents were asked questions that compared their current numbers to what they were before the current economic recession.

Prior to the downturn, only 6 percent of respondents handled between one and three job orders at a time, but since the downturn began, that number has increased to 44 percent. The number of respondents handling larger volumes of job orders also has been affected, with 24 percent handling 10 or more job postings at the same time prior to the recession and only 5 percent currently falling into that category.

Continue reading “Recruiting Software Could Help Suffering Industry”

If you or your company is new to the world of recruiting software, it’s important to know how to implement the software in order to use it to your advantage.

According to an article by HR Management, one of the most important tasks of managing human resources is to recruit the most talented employees available. This can be done by successfully implementing an effective employee recruiting strategy that utilizes proven techniques and software designed to streamline the recruiting process.

First, it’s important to figure out who you want to work for your company. Often companies embark on an executive search without realizing what or who they’re looking for. It helps to outline a list of metrics that point out the skills and qualifications needed and match those to the applicants you’re recruiting. Software that is specialized in the recruitment process is ideal for helping you effectively identify the ideal job candidate.

Continue reading “Implementing Recruiting Software”

Implementing recruiting software could help the government, companies and other organizations avoid the impending increase in recruiting costs.

As the number of jobs decrease and the number of people looking for work increases, it’s imminent that recruiting costs will soon begin to rise. The cost of recruiting public service employees alone is set to increase to $370 million per year.

NGA.net, an Australian software company, recently released a survey that found the number of electronic job applications received by Australian government departments during the last 12 months increased by 10 percent, although there was a 30 percent decrease in the number of new job postings.NGA.net chief executive officer Mike Giuffrida warned that increased competition would put pressure on government recruitment costs.

“As competition increases for fewer jobs, the task and cost of finding the best candidate will only become greater,” CEO Mike Giuffrida said in an article by Australia’s Government News. “In our experience, much of this recruitment expenditure may be unwarranted.”

Giuffrida said government departments, as well as other companies that may face recruiting cost increases, can update their recruitment software to reduce future costs.

“The next wave of e-recruitment technology promises to dramatically reduce recruitment cost and time by providing HR teams with enhanced analytical tools and a greater ability to automate crucial functions, such as internal reporting, merit-based assessment and on-boarding,” he said.

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