Monthly Archives: December 2011

What recruiters can expect in 2012

Posted by on December 21, 2011 No comments

I came across this great article on ere.net about the top 10 predictions for the recruiting industry in 2012 and wanted to share it with you. 2011 was “The Year of Social Media”, but what will 2012 bring for recruiters? According to Dr. John Sullivan, an HR thought leader, 2012 will be all about mobile.

The Year of the Mobile Platform

It only makes sense that recruiters should start paying more attention to mobile. With more of us relying on smartphones to keep us connected, it is becoming increasingly important for every industry to have a mobile platform. Not only do we need to think about smartphones, but also the growing popularity of tablet computers. We are already seeing some people get rid of desktop and laptop computers completely in favour of tablet computers. In the case of the staffing industry, mobile access to recruiting platforms will be important for both recruiters and job seekers.

The continuing influence of social media

Some other predictions for 2012 address how social media will affect the recruiting industry, but not just in a direct way. First, we will likely see more solid analytics for social media, which will allow recruiters to better target campaigns and more accurately measure results. Perhaps the most interesting change to come about due to social media will be the focus on candidate experience. Companies are going to need to start paying more attention to how candidates are treated throughout the hiring process, as candidates now have more avenues to share both positive and negative experiences with recruiting. Any negative comments about your hiring process could be discovered by other potential candidates and could drive away applicants.

Check out the rest of the article for more of the top 10 predictions for the recruiting industry in 2012. Do you think these predictions are solid? Share your thoughts with us in the comments.

  

Why recruiters need to embrace cloud technology.

Posted by on December 8, 2011 No comments

Talent management is about attracting, developing and rewarding & retaining talent. The first crucial step is to attract talent. This is best done through applicant tracking and recruitment activities, which can include social media, attending conferences, holding recruitment events, etc.  This first step is going to become more and more important as the recruiting industry prepares to respond to the changing demands of the workforce.

With 78 million baby boomers turning 65 between the years of 2011 to 2030, there will be a huge gap in the number of skilled workers. Additionally, we will start to see a higher rate of turnover or churn through of employees. Millennials (also known as Gen Y-ers) are expected to engage in 4 to 7 different career changes – yes, that’s careers, not jobs ­– in their lifetime. Gone are the days of people working for the same company for 30 to 50 years. (Or even 10 years, for that matter.) In order to fill these positions at a higher rate, recruiters and staffing departments will need to have a flexible applicant tracking system in order to meet the on-going demands and handle fluctuations in the job market.

What does this mean for your business?

It means that as you start thinking and planning your upcoming business activities for 2012, you’ve got to develop a plan for dealing with the ever-changing needs of the workforce. As we’ve discussed in a previous blog post, the faster you can respond to the market the better. Recruiters will need to get themselves into a position where they are able to fill a position with minimal time delays to avoid business being disrupted due to staffing changes.

How cloud technology can help.

When you think about your business goals for 2012, does cloud technology fit into them? If not, you might want to consider it. Cloud technology is performing a greater role in recruiting these days, as it allows for greater flexibility and efficiency. With cloud technology, you can simply use a web browser and find potential candidates without cumbersome on-site premises. There are 5 immediate benefits to cloud technology:

  1. Installation – Implementation process is simplified
  2. Reduces the need for in-house IT personnel
  3. Customizable to work with your existing business systems
  4. Access from anywhere simply by using the internet
  5. Source candidates quicker and faster than previous systems in real-time

When implemented correctly, cloud technology can give your business a powerful edge over other recruiting firms. It gives your team the flexibility to work from anywhere, have access to up-to-date data and drastically cut down on admin time, which will be very important in the very near future.

Have you thought about switching to a cloud-based applicant tracking system? What are your reasons for switching? Please share your thoughts with us in the comments.

  

How a Candidate Portal Can Improve Your Hiring Process

Posted by on December 1, 2011 No comments

Hiring for both temporary and permanent positions can be a challenge for a small to medium sized business. You can try using the standard hiring websites such as Monster.com, but you will likely find that their hiring process isn’t right for you. In addition, your existing hiring process involves multiple steps and at times, internal communications have cost you time and money. Every business is unique and has different requirements for a hiring process, which is why using a recruiting site designed to follow a generic process probably won’t work well for your business. A better solution would be web-based recruiting software.

Benefits of using a web-based ATS

Online-based recruiting applicant tracking solutions are a better way to manage your hiring process. They provide an easy, manageable process for internal staff to follow and track the flow of communication. Since these applications are web-based, all staff have access to the same information, no matter where they are. This improves the flow of communication and cuts down on time spent managing internal communications processes.

Save time with candidate portals

These systems also provide the benefits of a candidate portal feature. A candidate portal feature directly brings candidates into your HR system and automatically qualifies suitable candidates. This cuts down on the time you would normally spend sorting through resumes individually, trying to sort through all of the information. This helps you find the right candidates faster and more efficiently. In addition, a candidate portal allows you to maintain your company image and branding. The candidate portal allows for customization, which enables your brand and back-end requirements to work together.

The flow of data becomes easier because you can track the process of internal staff and potential candidates from the same place. When you have the ability to track candidates, schedule meetings, send emails, etc. from one application, you save time and money by having fewer programs to manage. The key to improving your hiring process is to streamline it, which is exactly what a candidate portal does for you.

Think about your business and its HR process. If it seems to be too complicated and slow, is it time to consider an Applicant Tracking System with a candidate portal?