Tag Archives: Recruitment

What’s in Your ATS? (And how’s it workin’ for you?)

Posted by on July 9, 2012 No comments

2012: The year of the Applicant Tracking System. Let’s take that a step further.

2012:  The year of the Next Generation of Applicant Tracking Systems and Total Recruitment Technology.

So, what’s in your Applicant Tracking System?  We’ve listed 5 “must-haves” when it comes to being equipped with the highest quality, most comprehensive Applicant Tracking System Technology.

 

  1. Advanced candidate search functions:
    In a day and an age where searching (and easily finding) qualified candidates within your own database is just as important as the ability to easily search for and import new candidates into the system, is your Applicant Tracking System delivering on this function? Further, sourcers and recruiters must have the ability to tag, clone searches and create short lists for heightened efficiency. Why re-invent the wheel on every search. These features are included in TargetRecruit. Are they included in your ATS?
  2. Workflow and recruiting process configurability:
    Does your current Recruitment Technology give you the ability to customize to your unique processes? Do you have the ability to easily configure each page, each dashboard and report so that your internal employees are consistently carrying out dependable best practices and are “in-the-know” with dashboards that are customized for their job function? Are you able to easily set permissions for different roles and responsibilities within your system? User permissions are necessary within a staffing organization to maintain data privacy between business units and departments.  Because TargetRecruit is built on Force.com, it’s easy to set permissions within the staffing enterprise with just a few clicks.  When workflow is interrupted by double entry or having to manually post job orders to multiple job boards (even more annoying), it’s time to consider a system with Job Board Integration.  For example, TargetRecruit enables you to post job orders to multiple job boards with just one click.  Which brings us to the next element of a Next Generation Applicant Tracking System:
  3. Application Integration:
    Integrated Talent Acquisition Technology has become a buzzword because of the sheer amount of technology that is being developed to create a more efficient staffing and recruitment process.  Leveraging and Integrating Social Networks adn Profiles, Timesheet Integration, Payroll Integration, Accounting and Finance, VMS, Reference Checking and Mobile Integration should be on your checklist of integration modules that may or may not be necessary for your staffing organization.
  4. Scalability:
    Does your Applicant Tracking System have what it takes to grow with the ever increasing demands of your own firm as well as the staffing industry at large? One of the strong reasons that you can depend on TargetRecruit as a scalable Applicant Tracking System is that the system is built on Force.com.  There has never been a more scalable on-demand cloud computing environment.
  5. Centralized ATS & CRM:
    The staffing enterprise, no matter how you break it down, has two major functions:  Placing candidates and developing and finding new job orders. In the case of a corporate recruiting department, new job recs are continuously needing to be filled.  In  a third-party staffing firm or RPO- acquiring new job orders are necessary to placing candidates (REVENUE).  So, that means that what is absolutely necessary in your Recruitment Technology  is both a comprehensive and centralized system that contains an Applicant Tracking System to manage the flow of Applicants and Candidates as well as the entire search process, and secondly, the system must contain the ability to track sales and marketing functions of an organization.  TargetRecruit is a single solution, end-to-end recruitment solution that contains both.

 

So, what’s in your Applicant Tracking System?  As TargetRecruit continues to meet the demands of the staffing industry, we’d like to pose the following questions:

      • Does your Applicant Tracking System contain the elements of a next generation Recruitment Tool?
      • In what areas is your Applicant Tracking System lacking?
      • Does your Applicant Tracking System make it easy for you to customize and configure to your unique processes and industry requirements?


You can message us direct @Target_Recruit to request a live, hosted demonstration.

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

  

How to better use your ATS in your candidate search

Posted by on January 5, 2012 No comments

It seems as though recruiters these days are getting busier and busier. This has a lot to do with the economy, but also with the fact that job postings are so much more visible now. Recruiting technology has made it so that job postings can be posted to hundreds of job boards and social media accounts with just a click of a button. With more eyes coming across your postings, you can certainly expect to receive way more applications for each job than you ever used to. So, how can recruiters sift through all resumes and applications in a manageable timeframe? How can they do this without accidentally missing out on great candidates who get screened out early in the process? I recently came across this article that suggests a great solution for this problem. The best part is, it’s right in front of you – it’s your ATS.

Don’t rely on fully automated screening

The problem comes when you rely too heavily on your ATS to do all the work for you. Recruiters need to work with the search functions on their ATS to figure out exactly what kind of screening capabilities it has. If you set it up properly, you can make sure that quality candidates are getting through the initial screening process but also cutting back on the time spent sifting through the mountain of applications you’ve received.

Filter out the bad candidates earlier in the process

You can also help this to happen by screening applicants during the application process. By working with your ATS, you can set up screening questions or requirements as part of your initial application process. This sets up filters so that any candidates that don’t meet your initial screening requirements won’t pass through to the first round of application screening. This can help cut down on the initial number of applications for review and also helps to make sure that your hiring pool is filled with quality candidates and the process isn’t being clogged up by a ton of applicants that aren’t qualified for the position you’re trying to fill.

You can drastically cut down on time spent sorting through resumes and applications just by learning how to work with your ATS and customize it to suit your needs. Are you using your ATS to its full potential? What changes could you make to help improve your efficiency?

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