By now, most companies know how important it is to have a good recruitment software system in place. But how does your company value that software’s ability to integrate with social media?

Last year, Jobvite released its annual Social Recruiting Survey and introduced the new Jobvite Index, both of which unveil how recruiters are using social media. The data prove that social media is becoming more and more important in the recruiting process.

Overall, the number of companies planning to recruit through social media increased from 83 percent to 89 percent last year. At the same time, 64 percent of companies were using at least two social networks for their recruiting efforts.

“The data show that recruiting departments, like marketing departments, are reaching and engaging their targets in multiple social networks,” Dan Finnigan, Jobvite president and CEO, said in a company press release. “The fastest moving companies increasingly use the richness of profiles in LinkedIn, the power of online connections in Facebook, and the instant reach of Twitter to develop valuable talent pools and make new hires.”

Some other key findings of the survey include:

  • The number of companies that have hired through social media increased from 58 percent to 64 percent between 2010 and 2011.
  • Although companies still claim referrals bring the highest quality candidates, only 30 percent were planning to increase their referral budget, while 55 percent were spending more on social recruiting. Only 16 percent were paying more for job board postings.
  • As we previously noted, 64 percent of companies use at least two social networks for recruiting, while 40 percent of companies use at least three.
  • About 73 percent of social hires come from LinkedIn, while 20 percent come from Facebook, and 7 percent come from Twitter.
  • The fight for jobs isn’t expected to die down anytime soon, as 77 percent of companies anticipate an increase in competition, and 61 percent plan to recruit from their competitors.

“Jobvite’s new data confirms our research that social recruiting has become an essential element of today’s corporate recruiting strategy,” Josh Bersin, president and CEO of Bersin & Associates, said. “The data also points out that referral-based recruiting is a new ‘secret weapon’ for talent acquisition. Companies that focus heavily on referral strategies, enabled by social networks, are delivering the highest quality of hire at the lowest overall cost.”

If you’re looking for an information technology job, recruitment software could be working against you.

It’s becoming increasingly harder to convince resume screening programs you have the required skills for an in-person interview, especially in the IT field. According to an article by Network World, while recruitment software makes it easier for those in the HR department, it also may overlook some qualifications that would be noticed on traditional resumes.

Many recruiting software companies offer capabilities that range from recruiting to hiring to employee career development and training. The software, usually an SaaS model, allows recruiters and hiring managers to search out ideal candidates and allows job seekers to search listings, submit resumes and learn about companies.

Continue reading “Recruitment Software a Disadvantage to IT Job Seekers?”

Many companies today use recruitment software, while many job seekers use social media, so doesn’t it make sense to supplement one with the other?

Every employer wants to find the perfect candidate on the first try, but because there are so many talented job seekers out there, it’s tough to rely on just one source and expect to reach that end result. Therefore, companies that are already using recruitment software to target potential candidates can do the same through social networking sites.

Here are six tips on using social media for recruiting, as compiled by Mashable:
1. Create an online presence that reflects who you are – Just as you would create a career center and application portal that’s easily recognizable by job seekers, you want to create a social media profile that will clearly show who you are make people want to contact you.
Continue reading “Recruitment Software Supplemented with Social Media”

Any recruitment software users or professionals could benefit from an upcoming workshop.

Ultimate Software will offer “Essential Strategies from Industry Leaders in an Era of Change,” a free interactive HR workshop, on April 27 at the Hartford Marriott Downtown in Hartford, Conn. The content of the workshop will be most beneficial to companies with at least 200 employees.

The workshop is ideal for leaders in HR, talent management, recruitment, compliance, training and retention who want to interact with peers in an intimate setting, identify short and long-term business drivers, share proven ideas, and learn from others.

Continue reading “Recruitment Software Pros Could Benefit from Workshop”

The appeal of third-party providers will cause many banking companies to reduce IT staff during the near future, but that will result in an employment increase for financial tech vendors, including those that provide recruitment software.

A recent report from Celent, a consultancy firm, predicts that European banks will spend $18.5 billion on IT staff this year, a decrease from $18.9 billion during 2009. That number is expected to decline by another 3 percent during 2011 and and an additional 6 percent during 2012.

“It’s more expensive and less efficient to undertake development in-house rather than work with a third-party,” Axel Pierron, senior vice president of Celent, said. “It’s clear that IT budgets are still in a very uncertain phase.

Continue reading “Recruitment Software in the Banking Industry”

We previously reported that recruitment software company Bullhorn had produced a white paper advising recruiters on how they can use LinkedIn and other social networks for recruiting purposes.

Now, BrightMove, Inc., an applicant tracking system and recruitment software (Click here) company that provides services for HR, staffing and recruitment outsourcing companies, also has released a white paper designed to help recruiting firms and HR departments get their social media recruitment efforts in gear.

The white paper focuses on the fact that recruiting software should only be one small aspect of recruiting and that creativity and networking savvy are driving the recruiting revolution.

Continue reading “Recruitment Software Company Releases Social Networking White Paper”

These days many companies are looking at how they can use social networking sites in addition to their current recruitment software.

Bullhorn, a provider of front office recruitment software, recently released “How Bullhorn Sees it: Six Tips for Using LinkedIn and Other Social Networks for Recruitment Success,” a white paper advising recruiters on how to use LinkedIn and other social networks for recruiting purposes.

The company said it produced the paper in response to growing anxiety amongst recruiters who often think that LinkedIn could threaten the industry by giving employers direct access to candidates.

Continue reading “Recruitment Software Provider Ponders Power of Social Networks”

If you’re looking into implementing recruitment software for your company, you’re probably wondering where to start. Click here to learn more.

According to an article by Streetdirectory.com, software packages usually come in three types: front office candidate and client and vacancy matching software, back office payroll and invoicing software, and all-in-one software. The last combines the functions of the first two.

Front office software also can be known as recruitment database software, candidate and job matching software or executive search software. However, the function of these different types of software is basically the same.

Continue reading “Recruitment Software Basics”

Although the economy is currently in shambles, companies should be thinking about how to be well-prepared when things start to rebound. Instituting some sort of recruitment software is only the beginning.

Hiring is slow right now, but the time will soon come when employers have to be prepared to bulk up their workforces once again. Those human resource executives who spend this time forming a strategy and revising their recruiting efforts will come out on top.

According to an article by Human Resource Executive Online, there are five steps companies can take to make sure they’re prepared:
Continue reading “Recruitment Software Part of Rebound”