Category Archives: Recruiting Trends

The Future of Online Recruitment: Don’t Settle for Anything Less than the Cloud

Posted by on May 23, 2013 No comments

Changeability is the name of the game in recruitment. As soon as a database falls out of date, a company finds itself left in the staffing and recruitment lurch. Cloud computing technology, quickly becoming an industry standard and marketed most often as SaaS (Software as a Service), allows businesses of nearly any size to be as flexible and cast as wide a net as larger staffing operations.

 

AJC1 / Foter.com / CC BY-NC

 

What are the advantages when using a cloud-based recruitment software?

1. Cloud technology affords a flexibility previously unavailable. Any device at any time is able to access HR and recruitment information without additional software installation. With access to all relevant hiring data in one place, accessed from one interface, it’s easier to see the bigger picture; specific needs can be more easily addressed and the bigger picture with talent coordination can be seen.

2. Easy implementation is characteristic of staffing systems based in the cloud. Software as a service means that there’s no need for installation in each individual system. To update the system everywhere, it needs only to be updated in one place. This is less expensive and less time-consuming than previous HR solutions.

3. Find more candidates working with cloud-based recruitment efforts with easier, more accurate search technology. There are myriad sources of candidate information. Cloud HR software allows reporting, measuring and tracking of passive and active talent. With cloud-based search procedures, finding the right hire is easier than ever; with increasingly relevant search results the position can be filled in less time and at a lower cost.

Bruce Clay, Inc / Foter.com / CC BY

 

4. Integration isn’t limited to the typical recruitment and HR databases. Harness the potential of social media, including LinkedIn, Twitter, and Facebook. Quite often the talent you need doesn’t show up in the typical places; with cloud software you can be certain you’re looking everywhere.

5. Use this software in conjunction with your preferred communication and scheduling interface to boost efficiency and streamline your operations. In conjunction with Google Calendar and Oulook, you’ll find the interview scheduling process much more simple and easy to maintain. Never lose track of a candidate’s position in the application and new-hire process again.

6. Not only is this software great on you end, it offers a high degree of functionality and ease of use for the applicant. The application process is an important aspect of your organization’s image and should not be ignored alongside other traditional marketing concerns. It gives an early impression of how the company operates and what type of person they hope to attract. Naturally, then, the organization’s best face should show. Cloud-based systems allow a hassle-free application environment, specialized according to the nature of the organization and customizable for each open position. The applicant portal also allows easy transition into the new-hire training and orientation processes.

7. Cloud technology is scalable and customizable. There are a plethora of widgets and features accommodated by cloud recruitment software. It’s a continuously innovative solution with serious potential to cut the hiring budget of businesses of all sizes, truly a technology trend that can’t be ignored. So keep your head (and your HR department) in the clouds!

 

  

4 Easy Ways to Improve Recruiter Performance

Posted by on May 14, 2013 No comments

There comes a point in time when a Recruiting Manager will have to sit down with an individual recruiter, or a team of recruiters and assess their strengths, weaknesses and areas of improvement in order to hit quotas and attain business goals.  We are presenting 5 Easy Ways to increase Recruiter Performance.

1.  Data Support:  The proof, as they say,  is in the pudding.  Tracking employee tasks and activities real time and sharing with recruiters is a best practice for creating a more productive work environment for all.  When recruiters know that management has the ability to run real-time reports with the use of cloud recruitment software, recruiters are more inclined to attain small goals and execute daily tasks. Most recruiting managers will say that recruiters fall short when the small (but meaningful) tasks and activities are not executed.

2.  Time Management 101-  A recruiter must become a master at time management.  After all, each open job order is a project that calls for strategy,  sustained effort and do it all as quickly and accurately  as possible.  Recruiters must be trained on time management, effective project planning and reach milestones as they head to the finish line.  Time Management is a discipline and a practice.  Successful recruiters know that managing time and establishing priorities is highly, highly important to success.

3.  Zero-in on areas of needed improvement and guide recruiters to required resources.    For example, a recruiting manager  assesses that a recruiter has not made the last three  placements due to sub-par negotiating skills and additional training is required.  Many Recruiting Managers have made the mistake of pointing out areas of weakness,  but fall short as they do not guide the recruiter to effective resources such as websites, webinars or live events pertaining to increasing negotiation skills.  

4.  Stress more thorough planning .  It may seem that Planning and Time Management are the same thing.  Actually, they are very distinct.  Time Management is prioritizing how one’s time is allocated for essential business processes.  Planning is actually creating a blueprint for tomorrow’s success. One of the basic fundamentals of being a recruiter is effective planning each and every day.   Plans should be created for sales and recruiting calls, how much time is spent on social media sites searching for candidates, researching prospective clients, etc.  If a Recruiter’s performance is decreasing take a look at their daily, weekly and monthly plans.  It’s very telling.

For more info on how to increase individual and recruiting team productivity with TargetRecruit, watch the TargetRecruit Overview Video here.

  

How Would You Rate Your Recruitment Software?

Posted by on April 22, 2013 No comments

It’s that time of year when managers and executives review 2012 and make the appropriate business and operational adjustments to ensure that last year’s mistakes and failures are not duplicated this year. So, if you own any one of these titles:  Recruiting Manager, Recruitment Operations Manager, Manager of Process Improvement, CEO, etc…this article is for you.  The following questions should be asked as you review your Recruitment Solution.  When we refer to Recruiting Solutions, this includes:  Social Recruiting Tools, Applicant Tracking System, Customer Relationship Management, Mobile Recruiting, Online Job Board and Sourcing Tools…etc.  Suffice it to say that any on or offline tool that executes the following three tasks:

  • Collect Candidate Information (Parsing Resumes and Social Media Profiles and documents).
  • Communicate and Engage with Candidates and Clients.
  • Manages the entire recruiting and placement process.

Recruiting is a career with process and protocol, communication and approvals, feedback and negotiating.  So it make sense to utilize a system that adheres to the flexible nature of a changing industry.

So, as easy as it sounds, and it really is that easy, to determine how efficient or deficient your Applicant Tracking System is.  Recruiters are special people.  They like process.  They like order. But….some recruiters may have a few personal recruiting tactics that may fall out of line with process because they work for them.  For the most part, recruiting is very process oriented. Typically, most recruiters will not utilize (or utilize well) a system that just does not feel natural to them.  This of course, affects what we call user adoption.  Meaning, if the ATS is too hard to use and causes too many glitches in the recruiting workflow-recruiters will not use it or best case, use it effectively.

APPLICANT TRACKING CHECKLIST

Use this checklist to determine if you need to evaluate a new Recruiting Solution:

1.  Is it easy to LEARN TO USE?

2.  Is it easy to Implement?

3.  Is it easy to customize and configure to your unique industry and business practices?

4.  Does it automate workflow?

5.  Does it Reduce the Search to Placement Time?

6.  Can it integrate and play nice with other applications, i.e. accounting and payroll, background screening, etc.?

7.   Does it enhance the way you do business?

8.  Does it make the career of recruiting enjoyable?

So, on a scale of 1-10, how would you rate your Applicant Tracking System?  How would the recruiters in your office rate your Applicant Tracking System? 

 

  

2013: The Year of The Recruiting Platform

Posted by on December 17, 2012 No comments

2013: Recruiting Platform -TargetRecruit

2013 is just around the corner. According to Staffing Industry Analysts, 2013 looks to be a terrific year for the staffing and recruiting business.  How will you put your best foot forward with your Recruiting Software?  Are you familiar with the newest term in Recruiting Process Automation?  It’s called the Recruiting Platform.  A Recruiting Platform is the new buzz word for a “single, integrated business solution creating a centralized platform specifically for the recruiting and staffing industry”.

The Recruiting Platform ADVANTAGE

Staffing agencies no longer have to acquire a cloud based CRM to manage sales and business development.  A Recruiting platform includes both Applicant Tracking and CRM functions and capabilities.  It also includes cloud based, integrated solutions for providing time-sheets, payroll, accounting, marketing to prospects and marketing jobs to candidates.  Each and every critical business function is satisfied on one, powerful platform.

In addition, business reporting is huge for 2013.  As we glide into the year of Big Data, making sense of sales, marketing and recruiting information is key to being successful in a world full of 1s and 0s.  It is imperative that historical data, is analyzed for patterns that can be utilized to better the entire organization’s overall profitability.

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Get in Touch with the author of this article Heather Venesile.

  

3 Reasons to Consider Payroll Integration

Posted by on November 28, 2012 No comments
Integrate Payroll with TargetRecruit

Easy Payroll Integration with TargetRecruit.net

There are 3 major reasons why  payroll integration is not just a good idea, but a good business practice. The integration of major processes (payroll management) and applications (payroll processing) into a staffing company’s online recruiting platform began when the cloud made it extremely easy to do so.

Most companies use a payroll provider like ADP or Paychex, but nowadays, most any payroll service can be integrated into an online staffing and recruitment tool. TargetRecruit.net makes it advantageous to integrate payroll since it is cloud based and can be a quick integration with very little downtime to the business if any.

Efficiency

Time Saver:  In an effort to save time, payroll integration just makes sense.  Many companies still have to deal with multiple applications to run several different processes.  For example, the administrator responsible for entering payroll has to enter data several times into several applications.  Once in the Payroll Processing Application, again into an Accounting Application, and possibly again in the CRM.  An integrated payroll instantly turns a front office solution into a front and back office solution.  The term is duplicate entry and can be a painful waste of time for all involved.

Accuracy

Clean Data:  With one point of entry, it is possible to reduce numerical data errors as well.

Since time sheet management, payroll processing and accounting are all functions of a streamlined back office, payroll integration increases the likelihood of getting it right the first time.

Centralization

One company, one platform:  It is now becoming a way of life…convenience and scalability.  A single platform makes it easy to run every area of your business.  It makes it easy to establish processes, delegate tasks and report on productivity.  If any part of the business needs extended, TargetRecruit.net makes it easy to do so, and payroll integration is no exception.


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Get in Touch with the author of this article Heather Venesile.

  

2013 Staffing Industry Predictions

Posted by on November 19, 2012 No comments

2013 Staffing Industry PredictionsDespite the economic crisis this past year, the staffing industry is expected to reach a high of $213.3 billion in 2013, according to Staffing Industry Analysts.

This is exciting news for both the staffing industry… and the economy.  What is so compelling about the forecast is that the growth is represented in many staffing verticals including industrial, engineering, clinical, life sciences, locum tenens, marketing/creative fields and  information technology.  There is one caveat according to the report, however.

Staffing Industry Analysts did point out that some staffing segments will remain sluggish including temp-to-hire, nursing (both travel and per diem), direct hire and retained search.  There remains an almost certainty that growth will decrease due to several factors that include cuts in federal spending, potential tax increases on consumers and businesses, and slow growth in Europe and Asia.

It’s Time to Optimize Organizational Processes

What that means for many small and medium sized staffing companies, both anticipating growth  or preparing for cutbacks,  will be in optimizing organizational processes.  One of the very best ways to accomplish this, especially firms that are evaluating tools that will optimize their entire business, is to source an online recruiting platform that will greatly reduce inefficiencies and strengthen each business unit from recruiting to accounting.

In anticipation of increases and/or decreases depending on your staffing segment, you can greatly increase visibility of the entire organization by running each area of your business on one, single, integrated platform.

TargetRecruit Benefits

The importance of  an staffing company that runs seamlessly on one platform can reap maximum benefits. TargetRecruit is a single, integrated platform that will provide the following:

  • One central repository to track Accounts & Contacts.
  • One central repository to track and manage Candidates.
  • A centralized system to manage Job Orders & Job Board Searching and Broadcasting
  • Manage and track Interviews and scheduling activity.
  • Manage and track placements and hiring activity.
  • Create candidate and client portals for ease of communication and engagement.
  • Manage applications and credentials (healthcare professionals)
  • Powerful parsing and search capabilities across social media and job boards.
  • Manage Timesheets, Accounting AND Payroll on the same platform.

Watch Online Demo

In addition to the search, recruitment and financial processes and protocol,  it will be beneficial to acquire a single platform to achieve the following:

  • Access controls and audits.
  • Easy to configure forms and page layout editors.
  • Powerful and intuitive workflow engine.
  • Best of Breed (and easy to configure) Reports and Dashboards that can be created for each business unit and role within the company.
  • Multi Language and Currency capabilities.
  • Multi-device enabled.

When considering a single platform recruiting solution, TargetRecruit provides access to Salesforce.com AppExchange, the leading business application marketplace on a global level. At the moment, there are 1200+ applications to fulfill any additional business initiatives your staffing company may want to implement, of course, seamlessly into TargetRecruit.

Are you anticipating an increase in your business?

Are you bracing for a decrease?  Please contact us for a complimentary business evaluation so that we might show you how a single platform recruiting solution may optimize your processes and maximize your potential in 2013. View Staffing Industry Analysts full 2013 forecast here.

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Get in Touch with the author of this article Heather Venesile.

  

Real Time Collaboration: Why Being Social At Work is Paying Off

Posted by on November 1, 2012 No comments

Social Collaboration

“Live chatting” still has an aura of “playtime” associated with it, even today when so many social platforms have been introduced.  But did you know that “chatting” in the workplace has a new term and is considered great for business?

Yes, it’s now called ”real time collaboration”. Working Social is paying off in very big ways in many staffing companies across the world.  So, why are companies setting up processes to collaborate online in real time?

Many companies have asked us how and why a more online collaborative business process may benefit them, so here is a short list of  5 reasons why “Live Chat” or “Social Collaboration” (or whatever term we come up with next) is so advantageous.

Note:  I myself, liken the online collaborative process to the proverbial “huddle” in the game of football. Every member of the team it focused on preparing for the task at hand and to seeing the way clear to a solution-whether it is solving an issue, closing new business or making a placement  - touchdown!

Increased Business Intelligence

Every person within a company has duties and responsibilities specific to their role within the company and a certain degree of expertise in a portion of the business.  When company experts from the team (sourcing, recruiting, business development…etc) come together online via an intranet/live chat/Social Workspace, each individual brings their own professional perspective, experience and genius to the table.  By discussing the impact of possible scenarios, there is an increased amount of Business Intelligence that is shared among the group. That Business Intelligence then ripples out and is shared into those areas of the organization.

Workplace Engagement

Online social collaboration in the workplace greatly reduces time spent in live meetings, where often times, doesn’t justify the time spent in either traveling to an onsite location and can accomplish the same objectives with real time answers to questions! No memos, no lengthy in-person meetings and no internal emails that can be overlooked or take forever to get a response.  Also, real time online collaboration increases the capacity for those not particularly adept at live communication to have a platform to share ideas without the pressure.

Accountability & Achievement

Reaching one goal, and then two… etc.

Reaching goals can be much easier as a team.  When tasks are delegated and assigned appropriately, each member of the team is accountable for their role in the achievement.  Not all of the activity is put on one person or group.  Being accountable in an online chat setting is also a record of your accountability, achievement and dependability.  Brainstorming, sharing ideas and having a role to play in implementing strategic business initiatives does wonders for a person’s career.

I’d like to know if and how you collaborate in real time – are you still sending emails and attending in-person meetings?  How are you using social collaboration to build and sustain your staffing and recruiting business?

Find us in your favorite social media!

Get in Touch with the author of this article Heather Venesile.

  

2 BIG ways Big Data will Affect Recruiting

Posted by on October 12, 2012 No comments

If you haven’t heard the term “Big Data”…you will. Big Data refers to the enormous amount of available data growing exponentially by the second. Gartner’s definition of Big Data:

   ”Big Data are high-volume, high-velocity, and/or high-variety information assets that require new forms of processing to enable enhanced decision making, insight discovery and process optimization.”

Data is collected, organized, analyzed and interpreted. Then, economic value of that data is determined by an automated processing system.  However, due to the immense amount and complexity of big data, heavy duty software applications are needed to process and interpret the data that will ultimately be used for many purposes across all industries. The phrase Big Data has evolved from several  terms related to data analysis: data mining, data science and predictive analytics.  According to Wikipedia, Big Data is a $100 billion industry and is expected to grow 10% year after year.

Obviously, we see  how Big Data can be applied in the social media space.  For example, Facebook contains gobs and gobs of data from “click performance”. Data derived from “click performance” is very valuable behavioral data. Historical behavioral data is just one area extremely valuable to organizations as they develop new products and services enabling them to pinpoint target markets and marketing campaigns with extreme accuracy. So, in a nutshell, Big Data is the “science of data” and how it can be processed to create value (economic or otherwise).

There are two areas where I believe Big Data will impact the recruiting and staffing industry:

Laser Focused Recruitment Processes

Big Data will maximize and optimize the search process by collecting, organizing, analyzing and interpreting data from everywhere, all of the time.  Data can be extrapolated from job boards, social media sites, mobile devices, polls and surveys, databases and applicant tracking systems, talent communities and websites. Once the data is collected, it will then be used to further determine where recruiting efforts should be spent. There should be a significant cost savings and reduction in operating expenditures as recruiting processes are fine-tuned, so to speak.  Data mining for both personnel selection and performance management will grow as well..

Increase in Big Data Jobs

It is predicted that over 1 million analysts and data scientists will be necessary to sift through and interpret all of this valuable data!  Here are some job titles you’ll see: Big Data Scientists, Big Data Architects, Big Data Engineers, and Big Data Operations Managers.
Big Data candidates will typically have a Computer Science or Engineering Degree with several years experience in data mining, data analytics, data implementation, data storage and data modeling tools.

Leading companies and organizations that want to compete in business will be forced to learn about the value of Big Data, data mining and predictive analytics.  I’d like to know your thoughts and ideas about how you see Big Data changing the dynamics of the recruiting industry.  Thanks for your comments.

 

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TargetRecruit Showcasing at SIA Healthcare Staffing Summit in Las Vegas

Posted by on October 3, 2012 No comments

Staffing Industry Analyst’s September 2012 Healthcare Staffing Growth Update presented the latest trends in healthcare staffing. Unique challenges will be met for healthcare staffing as the healthcare industry undergoes unprecedented reform and change.
Healthcare Staffing Summit

Most agencies are gearing up to accommodate and adapt to these changes. To help simplify and manage these changes, TargetRecruit will be showcasing the single solution staffing application (ATS, CRM and Credentials Management in one solution) at the 2012 Healthcare Staffing Summit October 15-17 in Las Vegas. Reena Gupta, TargetRecruit CEO, will be leading an Expert Roundtable Discussion on Integrated and Automated Credential Management Within ATS.

As a Staffing and Recruiting technology exhibitor at the event, TargetRecruit will be featuring their integrated credentials management module, Single-Step Credentials Manager, a web based solution developed to simplify the credentialing process in one easy step. Here are some of the features:

  • Integrated document automation electronic signature solution.
  • Instant notifications of certifications and licenses that require renewal and notice of expiration.
  • Automated and streamlined workflows and approval processes that greatly reduce time previously spent on data entry and redundant tasks.
  • Recorded historical data of submissions, updates and approvals and communications.
  • Supports Joint Commission Certification standards

Visit TargetRecruit at  the event at Booth #302.  Request a demo here

 

Get in Touch with the author of this article Heather Venesile.

  

The Fantastic 4: Social Recruiting’s Top Tips

Posted by on September 24, 2012 No comments

Social Recruiting is best described as the process of leveraging Social Media and personal and professional contacts to recruit and hire. Most successful recruiters and top billers have captured talent from a social network and the social recruiting forecast is growing exponentially everyday.

Here are 4 ways to build your social network as a company, as an individual recruiter and as a staffing partner to your clients:

Define Your Social Recruiting Universe

It’s important to first define which social media sites are the best use of your social recruiting time investment. Facebook, LinkedIn, Twitter, Google+ and YouTube are the most highly used currently.  Depending on the industry of which you staff, you may find that your social recruitment efforts should be spent in equal parts or perhaps you have found most of your success on LinkedIn.  Whatever the case, defining where you will focus your efforts will prove useful for time management purposes and most importantly when analyzing the success of your efforts.

3D Job Descriptions.

Well written job descriptions should  not just attract, but engage qualified candidates in the digital age where content is king.  According to Monster, job description, responsibilities, qualifications, compensation, company description, benefits summary, job title and company name and logo are all necessary when communicating a thorough job description.

However, a 3D Job Description is a more descriptive summary of some of the intangibles regarding requirements and highlights of the company which could include the company’s vision and mission to the public and business community or several quotes from enthusiastic employees.  You may want to add personalized video that engages candidates with a call to action to submit resumes by directing them to your website.  When candidates are directed to your website, there they can view all open job orders and with sharing buttons and links can be encouraged to share other open jobs with their network.

Develop An “A” List Distribution Team

Top recruiters know how to assemble a team approach to social recruiting, nowadays referred to as crowdsourcing. They have expertly defined their social recruiting universe and can communicate a plan on where and how to most effectively post 3D Job Descriptions.  A team approach to social outreach can be quite successful, particularly if members of the team are consistent and are dedicated to the future of best practices in social recruiting and have invested a considerable amount of time building their network in addition to building an outstanding reputation in the field of staffing.

Share Industry Knowledge and Ask for Help

Attracting passive candidates can be as easy as posting industry news and information via your social media network and asking for feedback and insight into current events and industry updates.  Also, asking your network for help with a search assignment whether the job is located in a difficult to fill location or a temporary or consulting position can attract candidates that have been dormant or off of your radar.

How are you leveraging your social media network?  We’d love your comments and additions to this list.

Visit us at TargetRecruit.net  to schedule a live demonstration, join one of our live webcasts, message us on Twitter @Target_Recruit or send us an email at info@targetrecruit.net.

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Get in Touch with the author of this article Heather Venesile.