Tag Archives: online recruitment software

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.

  

Is Your Staffing Company E3 Certified?

Posted by on May 23, 2012 2 comments

E3 CertificationWhether an employee of staffing company, a candidate working with a staffing company to find their next career, or a company that has hired the services of a staffing company,  one had better make certain that it is E3 Certified. What is an E3 Certification you ask?

The E stands for EMPOWERMENT. The 3 represents the EMPOWERMENT of the following 3 groups:

1. Employees
2. Candidates
3. Clients

OK…you got me. An E3 Certification is not currently a recognized industry certification, but it ought to be. If you are not empowering or enabling your constituents (the three groups listed above), this means you are typically falling short of satisfying your bottom line whether your company priority is to satisfy stakeholders, shareholders or both.

The staffing industry is filled with brand names that claim to put “people first” and are dedicated to their clients and candidates. Many firms would like to say that they have been voted “Best Staffing Company to Work For”, sadly this is not the case. The fact is that many companies find themselves not capable of empowering one or more of these groups at the expense of the others.

Employee Empowerment

For example, if a staffing company is unable or unwilling to invest in ongoing training and technology for recruiters, the company runs the risk of recruiter burnout. This affects how recruiters communicate with candidates and clients. Has your company invested in recruiting automation or CRM technology that empowers them to make placements rather than unnecessary manual data entry? If you are a company that provides consultants or temporary services, do you provide your consultants or contingent workforce with online timesheets? Are your employees recognized for beingpeople oriented people?  It is critical in a service oriented industry such as staffing and recruiting to recognize how you recognize employees.

Candidate Empowerment

If you empower candidates with job requirements that are in-line with their skill sets and make it a point of providing timely feedback whether it is by phone or an automated email, this reflects on the quality of your recruiters, services and your company overall. We’ve all seen unsavory posts about how a candidate was perceived to be treated by a recruiter? These comments are costly. How about empowering candidates with a candidate portal? Are candidates able to easily upload resumes? How about other documents and online evaluations? Do they receive an acknowledgement that the resume and documents have been received? Attention to these details creates a positive candidate experience.

Client Empowerment

If your staffing company utilizes technology that enables you to fulfill open job recs quicker, bridges the gap with timely communications between client and candidates and makes the staffing process seamless and comfortable for all involved, this empowers clients to continue a strong partnership with your company and positively influences their reputation as a great company to interview with, especially through a third party recruiting firm.

Can a staffing company satisfy the needs of employees, candidates and clients? Only you can answer that. Do you have an organizational, technological or economic reason holding you back and why?

Questions for you:

If there was a real E3 Certification, would your staffing company qualify?
If the answer is yes, we’d like to know how you empower each group.

Let us know at info@targetrecruit.net

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

  

@Booth18:TargetRecruit a Tech Sponsor-SIA 2012 Executive Forum

Posted by on February 22, 2012 No comments

I’ve experienced a good many trade shows in my day.  If you’ve attended or been involved in organizing a trade show as a professional you know that they can be extremely exhausting. It is challenging to maintain the kind of energy it takes to claim a “successful” trade show whether you’re an attendee planning your daily agenda or whether you’re a vendor or sponsor planning a smart trade show strategy.

Our TargetRecruit team has been really busy gearing up for the Staffing Industry Analysts 2012 Executive Forum in Las Vegas March 13th-16th. We’ll be a sponsor of Tech Day(s) on Thursday and Friday: @Booth 18!

The really neat thing about this event, from a sponsor’s point of view, is that through the beauty of technological communications (and a really cool application called Zerista) we’ve been able to connect with attendees and partners in advance so that everyone involved can maximize their time.  What a concept! I’m a lover of communication tools so anytime I find a tool that will help me plan to be successful rather than leaving it up to chance is what I call a super-find.

We wanted to make sure that our experience is just as rewarding as attendees because inevitably, our enjoyment will shine through as we communicate TargetRecruit’s value proposition to the staffing and recruiting industry.

TargetRecruit, in the opinion of our clients and partners, is the most comprehensive and easy to use Applicant Tracking System on the market today.

And because it is built on the Force.com platform it is the best of breed cloud based CRM.  And now, the staffing industry has both an Applicant Tracking System and CRM in ONE.

Over the past few months, I have been interviewing just about everyone on the staffing industry food chain including CEOs,  independent recruiters, Recruiting Managers and VPs of Human Resources.  One thing is true: Adoption of Recruitment Software is the key element to whether or not it will be successful to the enterprise.  If recruiters aren’t using the system effectively or maximizing its potential, it is of little value. Even if a system claims a “robust reporting” feature, it is no good if the data is not entered into the system correctly by the end-user.

So, we’d like to encourage attendees at the Executive Forum to download the FREE 30 Day Trial of TargetRecruit. It caters to the front end needs of recruiters, back office needs of accounting and finance, supports sales and marketing with all the tools they could ever need from Salesforce.com’s application marketplace and it’s all housed in ONE system.

If you’ll be at the event, come on by TargetRecruit’s Booth #18. Come for the candy if you must or come to win one of several Amazon.com gift cards that we’ll be raffling-off in true trade show fashion. But realize that once you leave Booth #18, you’ll understand why TargetRecruit is the fastest growing Recruitment Software in the industry.

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

  

Social Staffing Strategies

Posted by on February 9, 2012 No comments

It’s likely that you and your company will be interested in implementing a social staffing and collaboration strategy this year. Maybe you’ve done so already and kudos to you…you’re ahead of this ever changing curve.  It’s glaringly obvious how social media has changed the way that recruiters and staffing professionals do business.

Recruiting

Here‘s how  a search assignment used to work: Receive a search assignment. Next, scour your internal database for  qualified candidates with matching skills and appropriate experience. Then, search the hundreds of  job boards for qualified candidates “looking” for jobs. Rinse and repeat.

However, social media sites like Linked In can provide literally hundreds (and thousands) of qualified candidates that have or have not necessarily been proactively posting their resumes on job boards. In fact, direct social  recruiting is not only accepted it is expected. Social media recruitment and social media profiling  is not just another step in the search process, its a whole new  business process within the search process specific to online recruitment and engagement.

Client Collaboration and Communication

Recruiters now have the ability to  collaborate with clients on a social platform which opens the door for a  social partnership rather than a vendor-client relationship. Not only that, but recruiters can share links, blogs and analytics via the social platform to establish subject matter expert status and become viewed as a trusted and valuable resource for industry advise and trends.

Social Media Profile Integration: Applicant Tracking Systems (ATS) now have the ability to pull social media profiles directly into the system more efficiently than ever, so that a recruiter can develop a better picture of a candidate in addition to a comprehensive resume or CV. For example, a Facebook profile enables a recruiter to really get a sense of a candidate’s  online profile, which is increasingly more important in a day and age where transparency rules.  It also enables recruiters to communicate via a social platform, rather than just sparse  email communications.

The same goes for a client’s social profile.  A company’s social profile can help a recruiter to communicate a solid career opportunity  when the company’s mission, vision and social values are vividly expressed on their social profile.  It very well may be how a candidate first falls in love with a  future employer, long before the interview is even scheduled.

Here are a few pointers for your Social Recruitment and Communications Strategy:                                                                                                                                                                                                 1.  Your staffing firm must have a solid social profile on the leading social media sites: Twitter, Facebook and Linked In. It opens your world to new candidates and clients exponentially.  You knew that, right?

2.  Establish social communication guidelines within your company so that each recruiter understands and carries out those guidelines entirely.

3.  Encourage social communications with clients and candidates, but make sure those communications are being tracked in your database, CRM or ATS.  Fellow colleagues and recruiters should always be “in the know” of ongoing communications regarding job opportunity presentations, interview feedback, placement activity or fee and compensation notes,  just as any email or phone conversation content should be tracked.

4.  News, information, how-to’s, blogs, videos and resources for candidates and clients shows that you are invested in their success. Post them on social sites where they are easily accessible and don’t forget to use key word best practices!

In closing, we’d like to know how social media has changed the way you conduct your business. How has it enhanced your overall search and candidate evaluation processes? How have you used the social platform to leverage your relationships with clients as a true business partner and subject matter expert and how do you manage all of social platforms?  We’d love to hear from you!

Enjoy the growth of the social media recruitment revolution!  It’s here to stay and will play a vital role in the growth of your staffing business.

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