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The Horror Stories that Likely Led to These Testimonials

  
  
  

TestimonialsAmerican Horror Story? Try ATS Horror Story. The tale may not be filled with ghouls and scary wardrobe changes, but it instills in recruiters and hiring managers a similar aversion for the poor HR systems. They purchased – or rented – these massive tools in order to help the recruiting process, but unfortunately they didn’t have the means to make an educated decision. At the beginning, it looked like the ATS would save them from the mundane tasks they dreaded; but upon the attempted integration, it became clear this was not the case. The ATS they use didn’t save them money, like they thought. It didn’t save them time, like they were told. It didn’t make the process easier, like they needed.

“The company was growing, and the paper filing system we had gotten used to wasn’t cutting it anymore. So, the HR department agreed it was time to get an ATS. We ended up spending more money than we anticipated after deciding on the free ATS. Instead of saving money, the HR department ended up spending more in wasted time and energy… I can’t say it was worth it.” – Frustrated Fernando

It takes dedication to replace an employee who has left the company. Bringing on a new hire can take four to eight weeks for a small organization.  If you add a poorly fit ATS into the mix, the odds aren’t so favorable. Applicant tracking systems are supposed to reduce time and money in the recruitment and hiring processes. However, even a company of eight people can save time in hiring new employees and keep the $10,000 of residual effort instead of spending it on futile hiring pains.

“It was time to get a new ATS for our recruiters. The one we were using was older than the computers we had in the office. Trying to save money we went with a cheap ATS. We got what we paid for… it was difficult to integrate. Since it’s a newer company, they are still working out some bugs in the system. It’s just not the robust system we were hoping for.”  - Resourceful Rachael 

It’s easy to find ATS vendors. All you have to do is type it into Google and you find about 2 million results in just over half of a second. There are countless webpages that offer suggestions for ATS vendors. It’s a large $4 billion industry, expecting to grow at least 20% by the end of 2014. With all of the choices available today, it’s important to weigh your options.

Visibility Software has been in business for over 10 years. We know what it takes to create a robust ATS. Not to worry, we have the necessary tools you need to make the best decision for your company. The Recruiting Comparison Tool is a checklist of features to make your decision easier. We’ve already filled in the qualities Cyber Recruiter has, just as a first step to get you started on your path to ATS bliss. 

“The system we originally used was a talent repellent. The application process was long and difficult for the applicants… and our department.  Recruiters and hiring managers couldn’t use the ATS to communicate the status of an application to our candidates, which was a problem. Our choice to get an ATS in the first place was to automate the mundane tasks. It didn’t automate nearly as effectively as we had hoped, and it certainly didn’t help our employer brand.” – Dissatisfied Dale

Candidates want an easy application process. However, what they want more than that is communication from the company they applied to. In fact, 58% candidates who rated their experience as poor or very poor said it was due to irregular updates on their application status. Luckily for Cyber Recruiter users; automating candidate relations is easy. The well-rounded system allows users to schedule interviews, post to job boards, and uses a Smart Email system so everyone stays in the loop.

At the end of the day, you simply can’t settle for an ATS that doesn’t match your department’s requirements. Since not all HR teams are the same, we’ve created a Recruiting Comparison Tool so HR professionals can pick the solution that matches their needs. The right ATS will enhance your employer brand, not detract from it; it will be easy for your recruiters to integrate and use; but mostly, the best-fitting ATS will save the company time and energy… and therefore, money.

Ready to change your horror story into a fairy tale? We’ve got your happy ending at the other end of this phone call

 

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An ATS as Outdated as Your Grandpa’s Phone

  
  
  

Flip Phone“Technology won’t change bad habits, cease professional grudges, make up for inadequate knowledge nor make bad managers great leaders.” - @LevyRecruits

Dealing with a cellphone like your traditional flip-phone, or your standard 1980s give-you-brain-tumors phone, isn’t easy in today’s technology age. Well, if you’re still using Applicant Tracking Software that’s older than the professionals using it… something needs to change.

You’ve been tracking all wrong. An ATS that fits the company’s recruiting needs allows recruiters to actually focus on recruiting. More importantly, it allows them to focus on the people who are the whole reason for the entire process. It was once thought that larger companies with budgets the size of Texas were the only ones who could have new software, but a new ATS isn’t out of reach for even the smallest organizations. 61.3% of organizations’ primary talent acquisition goal is to hire better talent. With an ATS, small businesses have the same opportunities to stay organized during the hiring process.  The unfortunate statistic about small companies and their ATS is that only 13% of them are happy with it.

Organization in Your Organization?

Becoming content with Applicant Tracking Software starts with organization. Good luck getting hyper-organized with software that can’t keep up with the fast-paced, modern hiring process. Considering companies receive an average of 250 resumes per open position, staying organized is crucial. Older ATS tend to be clunky and difficult to operate.

Cyber Recruiter gives HR departments the ability to automate administrative functions like sending emails to candidates so they are kept in the know after they apply. The Cyber Recruiter team aims to make the lives of HR professionals easier. Sprinkle a little bit of technology into the massive amounts of paperwork that hiring a new candidate requires, and you’ve got yourself a nice organized stack of candidates. All thanks to a modern ATS.

Don’t Worry, Get Happy

Like using cellphones that still have antennas, archaic tracking software leaves recruiters miserable. They don’t have the functions recruiters need to not only be more efficient, but happier. Not only is it important to have software that works best for the company, it’s also important to have a vendor that provides the advice and support you need.

Honestly, it ultimately boils down to how the candidates perceive the hiring experience. The reputation of the employer brand is dependent upon the candidate experience, as is the recruiter’s experience. Keeping an updated and streamlined ATS helps to keep candidates in the loop, and subsequently happy with the application process. Pay attention to the time a candidate spends on an application… spending a lot of time on an application can lead to application abandonment and a negative experience. During the candidate experience, 22% will recommend others to not apply for a company if they had a negative experience. Even more, 9% will express their distaste for even the products, not just the hiring process.

Advancements in Technology

New Applicant Tracking Software has the ability to post to job boards, social networks, and has the technical support companies need to get the most out of the recruiting and hiring processes.

76% of applicants prefer to apply for open positions through a career page. Click to Tweet.

Applicant Tracking Software can post the job to the career site for you, eliminating the extra time and frustration. So, since most jobseekers would rather apply online through a career site, it’s time to update your outdated software for something a little more robust.

Applicant Tracking Software isn’t just for the big companies. In fact, even the newest Applicant Tracking Software isn’t just for large corporations; small companies can afford to use them too. With options to purchase or rent, there’s no reason to not take a demo at the very least. Your organization can get past incompatible recruiting systems, with the right ATS. The ATS that keeps you and your candidates happy, and the software that keeps your recruiting division organized. After all, one of the essentials to entrepreneurial success is organization.

Need help getting your software on the right path? We’ve got just the thing you need right here.

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One Flew Over the ATS

  
  
  

ATSType in “passing the applicant tracking system,” or “resumes and applicant tracking systems,” and the first things that come up are articles upon articles detailing how applicants can at least get their resume in front of human eyes. Companies receive a plethora of resumes from applicants who aren’t necessarily qualified for the position, but they had fantastic resumes. However, that also means, they don’t see the resumes from talent who have all of the prerequisites for the job; the experience, the skill, the training, but their resumes don’t reflect that. The question remains, how many of the 70% of resumes does an ATS pass over because of incompatibility?

Whom Are You Missing?

You could be missing the perfect candidate. If the Applicant Tracking System your company uses isn’t functioning at peak levels, or if it’s simply not a match for the organization’s needs, the talent pool might not be everything you’ve hoped for. It is estimated that the average ATS rejects 75% of technically qualified applicants because it can’t read an applicant’s resume

While, yes, formatting and imagery have a large part to do with that, it’s not necessarily everything. The resume might not be littered with industry buzzwords or keywords, making the file seem irrelevant to pass on to the hiring manager. This is where it’s important to let your candidates know the company’s hiring process and give them feedback as to why they were not selected. Letting them know their skills did not meet the requirements could alert them to any mistakes in their resumes they need to change.

Playing the System

An ATS is a necessity to filter, organize, and streamline major company hiring processes. Companies like Google receive a deluge of 75,000 resumes in a week. How on earth could they even dream of reading – or in the very least scanning – all of those resumes in a timely manner? Without a good ATS, Google’s HR and recruiting department would be sent off to the loony bin. 

What some companies don’t know about their ATS, could hurt them. Not purchasing – or renting – the right ATS for your company could lead to higher stress levels, a longer hiring process, and missing resumes that otherwise would have made it to your desk. In fact, 40% of current ATS users are looking to change their system in order to obtain a more full-bodied system. So with your current program, it might not be the applicants who aren’t qualified, but the applicant tracking system. Just because an applicant doesn’t “play the system,” so to speak, that doesn’t mean they might not be the person for the job.  

How Can You Fix it?

Sometimes it comes down to price. Can the company really afford this? The company isn’t big enough to actually need this…But that’s not true. Nearly 60% of mid-sized companies use an applicant tracking system to help them along the screening and hiring journey. They didn’t even have to purchase them. Many HR technology companies allow users to rent or purchase the ATS. The right system can help prevent your recruiters and HR professionals from missing candidates. It can track them better. It can also put you at ease knowing you’ve made the decision to upgrade your organization to a system that is easy to integrate, has configurable options, and has the technical support you need. The ideal ATS will save the sanity of the HR team; on the other hand, the glitchy, non-integrated, and non-supported system will make them lose their minds. 

Applicant tracking systems won’t be headed out the door anytime soon. HR professionals need them, if not to make the hiring process efficient internally, but to save their sanity. It can be quite costly if the organization didn’t choose an ATS to fit their needs. Unfortunately, some qualified applicants can get shot down in the crossfire. That’s not only worrisome for the jobseekers who don’t make it to the interview phase, it’s disconcerting for the company as well, considering they are losing out on dream candidates. Some unqualified candidates make it to the interview because they have riddled their resumes with keywords simply to get past the ATS. On the other hand, those who don’t use buzzwords ad nauseam can be placed at the bottom of the totem pole by the ATS.

Need help finding a better ATS for your company? Lucky for you, Visibility has a Recruiting Comparison tool, free for you to use. You’ll like what you see.

 

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Are You Going Employer Bland?

  
  
  

Employer Bland resized 600It has been a while since your company took a look at their employer brand. Unfortunately, it falls under the radar for many. They’ve become utterly sluggish in creating a new strategy for the outdated brand. The workforce that’s leaving their college internships for employment with benefits isn’t drawn to the same marketing and recruiting techniques as the generations before them. According to a study by Hudson, the organizations with the best employer brands spend an average of 70% more on ensuring the success of their employer brands compared to others.

Is it Genuine?

The employer brand is a way for future employees to get an insight into company life. So, not being genuine before they are onboarded is a problem. According to a survey by Glassdoor, 61% of employees say the employer brand doesn’t match the expectations of the job. The study concluded that employee morale, job responsibility, and even opportunities for career advancement were some target areas of misalignment after hiring. Be honest about the job before you bring on a new hire. Every position has its ups and downs, the good with the bad. If it is less than genuine, you run the risk of raising employee turnover and decreasing the value of the employer brand.

Corporate leaders know the value of a good employer brand. So why is it that so many underestimate the power of a well-developed strategy? A strong employer brand is believed by 83% of corporate HR leaders to be vital in talent acquisition. It stands to reason then, that the organizations with strong employer brands have a good understanding of what their company stands for. However, only 41% of employees know their corporate values.

It’s a Mobile World

And you’re not in it. With mobile device usage constantly on the rise, it’s understandable that attention spans have shortened. Herbert Simon recognized this in 1977 saying, “A wealth of information creates a poverty of attention.” With that said, developers of the company career page have to be aware of that. Career pages have to not only adhere to the employer brand guidelines and maintain the progression of the strategy, but they also have to be accessible to the mobile jobseekers.

Mobile devices are the primary gateway to social media. According to Adobe, 71% of people use their mobile devices to access their Facebook, Twitter, LinkedIn, etc. Facebook – on the downhill slope – had a good long life, but times and the job market have changed. Healthy employer branding does not favor stagnancy. Update the company’s social accounts and update them regularly.

Reconnect the Disconnected

The biggest problem in fixing an employer brand is mending the disconnect between employees and the employers. Consider the importance of job security for example. Only 21% of employers agree that job security is an important facet of any given employer brand… compared to the 41% of employees. Compensation is another crucial aspect of a brand according to 64% of employees. Employers, again, don’t necessarily agree as 25% of them see it to be important. Getting everyone on the same page is the first step in mending an employer bland into an employer brand.

Consistency and sincerity are key in developing the employer brand. Employees know the company inside and out. You can’t afford to be anything but honest, or the company risks a hit to their turnover rate and talent acquisition. Honesty decreases the disparity in opinion between employees and their employers. As a recruiter, you have to be able to connect with your candidates. Even more so, you have to be able to connect with those who could potentially be future candidates. Begin developing a strategy to improve your employer brand, including easing the interviewing and hiring process. Don’t make them more stressful than they have to be. Use your new strategy to streamline the process from beginning to end for you and your candidates. 

It’s time to go from bland to an employer brand candidates will respond to. Give us a lookSee how an ATS can help.  

 

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Knock it Off with These Recruiting Worst Practices

  
  
  

Knock OffThere are best and worst practices for every business. The recruiting and HR space is no different. Candidates take note of the things you do well… and not so well. With the consistent development of new tools for the space, the hiring process is constantly under construction. The best practices change and evolve along with the technology. There are easy solutions to these poor hiring practices. Communication, applications, and job descriptions all are necessary to the hiring process, however they are in desperate need of improvement according to many candidates. 

Communication

What’s a good relationship without communication? It doesn’t exist. A good recruiter develops and fosters relationships with their candidates. After talent applies for a position, they expect a response. After all, it’s only polite, right? Well, 75% of candidates never hear back from employers. Not only is that not a good practice, it’s simply unacceptable. On the flip side, however, 60% of candidates feel they have a relationship with the company before they apply for a position. Most of these applications stem from a connection through social media, a career page, or through a ERP – employee referral program. So, it stands to reason then that an organization with a well-developed ERP, career page, and social media strategy will have the capability to attract candidates. It’s up to the recruiters to use their skills – or their tools – to keep in contact with them.

All the Time in the World

You might think your candidates have a great amount of time to dedicate to your application process, but in reality, they have other things on their to-do list as well. The advancements in technology have left the human attention span dwindling. Yes, 1 in 2 candidates will spend at least 3 hours per week looking at online applications and job openings, however, that doesn’t mean they spend a lot of time on each one. Nearly 30% of candidates won’t spend more than 15 minutes on an online application on average. Millennials don’t quite fit into that group… 35% of them will spend 45 minutes or more filling out the application of their dreams. However, if yours takes longer than the average 15 minutes, there’s a good chance the majority of your talent pool will abandon the process before they’ve completed the application. 

The Job Description is a Bit Stale

“Self-starter,” “leader,” “detail-oriented.”  These are found in a vast majority of job descriptions, and they make the job search stagnant. Poorly written job-descriptions don’t make your job as a recruiter any easier. In fact, they can make them harder. A description that doesn’t have much to do with what the talent would actually do in the position doesn’t give much room for the candidate pool to self-select out of the hiring process. That means there will be more candidates to sift through before you find the right one.

Unfortunately, there is such thing as being too picky in recruitment. There is too much focus on the “perfect” candidate. Most recruiters report that 50% of candidates simply don’t possess the basic skill set needed for the job. Now, there is nothing wrong with sending them that rejection letter if they don’t have the rudimentary requirements fulfilled. However, an individual who is willing to learn on the job could be just as viable as someone who already has the skills.  Most companies will use an Applicant Tracking System to help filter out the candidates who don’t quite par up to the experience level as the job description requires.

Your employer brand depends on the opinions of candidates. However, with the three-quarters of candidates mentioned earlier who aren’t privileged enough to hear back from their recruiters, it stands to reason that some recruiting practices need adjustment. You can’t have a relationship without communication, and even if that relationship doesn’t end in employment; recruiters should in the very least send the dreaded rejection letter. The hiring process can be updated as well with shorter and more concise applications and more dynamic job descriptions. Visibility Software’s Cyber Recruiter can help you with these. Cyber Recruiter has an automated function that allows recruiters to send automatic emails to candidates updating them on the hiring process as well as uploading the job descriptions to job boards and the career page. Not to mention, Cyber Recruiter can automatically filter those who don’t quite match up to the online job description. 

Give us a try. We’ve got the software you need and the people to helpCyber Recruiter is the solution to your recruitment trials.

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True or False? Test Your ATS Knowledge

  
  
  

describe the imageApplicant Tracking Systems and training programs are common HR tools in many companies. Within the next 18 months, 57% of large or medium organizations plan to make a major purchase for their HR departments. There are many options to choose from to make lives of HR professionals and recruiters easier. So, for starters, how well do you know Applicant Tracking Systems and training programs? While there’s a lot of truth floating around in articles, some articles don’t quite give such a good impression. There are some fallacies surrounding the HR technology. Here’s your chance to test your knowledge.

Applicant Tracking Systems are complicated and don’t save much time

Answer: False

The proper ATS can be somewhat of a trial and error if you don’t have a comparison tool to help you along the way. There are companies who don’t provide the tech support their new-to-ATS clients need, some don’t have the functionality companies require, and sometimes the organizations that use them simply don’t choose the right one. You’re not alone… 1 in 3 small companies rated their ATS performance as less than effective. However, there is no right or wrong answer to which ATS your company should pick because needs are different in every organization.

Effective training programs function like classrooms

Answer: False

In recent years there have been major changes to training programs and the ideas behind them. With the skyrocketing popularity of gamification, organizations such as the U.S. Navy found significantly higher employee engagement levels during the training programs. Gamification can increase employee skill by at least 40% by utilizing behavior motivating strategies. It works because it makes a connection between positive and negative behaviors in line with organizational goals. Nearly all of this training could be ineffective if the skills are not revisited on a regular basis.

Candidates believe they probably won’t hear back from an employer

Answer: True

After candidates apply for a new position, it is surprisingly common that they never hear back from the employer again. Left in the dust to assume they didn’t meet the job requirements. An overwhelming 75% of candidates never hear back from the companies they submit applications to. With a well-fitted ATS, your company doesn’t have to fall into that habit. Automated responses by an ATS can alert an applicant they will not be continuing in the hiring process, so there is no reason not to use that capability.

Employees will be less productive at home due to distractions

Answer: False

It is surprising considering most employees are conditioned to get dressed, get in the car, and go to work. However, a poll by Gallup suggests otherwise. The study revealed that working from home sometimes, less than 20% of the time, is good for employee engagement. Teleworking is an example of the type of flex-work schedule new employees look for in their dream job. The fresh graduates are predominately Millennials who crave the type of work flexibility that allows them to telework, freedom from the traditional suit and tie, and mostly a better work-life balance – even if they don’t have families. 

HR tools have grown out of the cubicle bubble and into the technology world as the modern age becomes more virtual. It is crucial to have a well-developed understanding of the tools that are available to your company. Applicant Tracking Systems are helpful for the companies that have a flow of hundreds of applications per position, and it’s helpful for the companies with 1,000 employees or less. Training programs aren’t any different. They need to be constantly adjusted and tweaked to maintain informational integrity and skill retention. So, how did you do on the quiz? Not every ATS was created equal… not every training program has to have binders and PowerPoint presentations. 

We have answers to your questions. We have support for your troubles. Most importantly, you have us

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Cerberus and the Keepers of Employment

  
  
  

EmploymentThe three-headed watchdog for the afterlife, Cerberus, guarded the entrance to Hades. The mythical creature ensured no one entered who wasn’t qualified to do so. He assisted the god of the underworld, not the poor souls who passed by. Just the same, recruiters serve as guardians to the gates of employment. They allow those through the hiring process doors who meet the requirements and keep out those who don’t. They don’t work for those who come to the doors, they work for those behind the doors. 

Recruiters, headhunters, scouts, any way you put it, they look for the best candidates. But they do not work for the candidates. They are employed by organizations to help fill open positions. They use online resume postings to help find that ideal candidate for the spot; they actively seek out potential employees. According to BusinessDictionary.com, the definition of a recruiter is:

“An individual who works to fill job openings in businesses or organizations. Recruiters will work from resumes or by actively soliciting individuals qualified for positions. A recruiter’s job includes reviewing candidates’ job experiences, negotiating salaries, and placing candidates in agreeable employment positions. Recruiters typically receive a fee from the hiring employers.”

Nowhere in that definition does it say recruiters are at the service of candidates. That’s simply because they aren’t. This isn’t to say they don’t work with candidates to find the right position; but if they don’t fit the job description, they simply don’t fit. 

Recruiter Jim Giammatteo says, “The recruiter’s aim is to successfully fill a position, and in the cold light of day, you are just another step in that process.” The talent acquisition statistics are for the benefit of the recruiters, not the candidates.

It is a misconception that employer scouts and the tools they use to aid them in the hiring process are to work for the benefit of the candidate.Applicant Tracking Systems work at the beck and call of the recruiter who uses them. So when did it become common belief in all of the articles about recruiters and ATS that they service the jobseekers? Try typing in “Applicant Tracking System” into Google… the first page of results tell candidates how to write it so their resumes aren’t removed from the talent pool before it sees human eyes. Many jobseekers follow these misconceptions:

1.    LinkedIn connections are just as good as a traditional resume.

While there are 300 million LinkedIn users, that doesn’t mean candidates should expect to be contacted by a potential employer. These connections on LinkedIn are great fodder for professional connections, but that doesn’t necessarily lead to employment. Recruiters and employers are more likely to respond if there is an actual connection, not one founded on the intangible nature of the internet.

2.    General applications sent to recruiters will land candidates a job.

Simplicity might be beautiful, but generalities in applications won’t land you jobs. ATS match keywords and key phrases from candidate resumes to the job description; so the more general the resume, the less likely the job offer. 

3.    Recruiters are drawn to aesthetically pleasing resumes.

Most recruiters use an Applicant Tracking System, so the pictures, fancy borders, and intricate font won’t even make it to the hiring manager. Companies like Starbucks for example, use their ATS as a means of resume regulation. Because they received 7.6 million applications in one year, they required a system to track qualified and unqualified candidates. Truth is, the ATS probably scans resumes more thoroughly than the recruiter would anyway. A study by TheLadders discovered that recruiters only spend a total of 6 second reading a resume. The most important thing on that document? A candidate’s current position and title.

Cerberus kept the gates to the underworld; recruiters keep the gates to employment. So, while it never hurts to make LinkedIn connections and keep social media profiles tasteful, chances are hiring managers from large companies won’t be the ones initiating the hiring process.

Do your watchmen need tools to ease the hiring process?

Visibility Software has the tools companies to stay ahead of the piles of resumes and recruiting roadblocks. See how we can help you achieve your recruitment goals. 

 

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5 stATS for the Dollar Conscious HR Professionals

  
  
  


describe the imageMaking a large purchase for the company – like an ATS for example – isn’t a simple decision. A negative candidate experience can damage your company branding and, likewise, the employer brand. Considering 46% of applicants have a poor candidate experience, make sure you have the right tools. A fitting ATS can ease the hiring and onboarding processes.  Finding talent is already a hard process, so nurturing the right candidates should be an important process. With the right ATS, both attaining and retaining talent won't be a challenge any longer.

Employment related queries account for 30% of all Google searches per month.

That averages to about 300 million searches monthly. 300 million. Without an ATS how could you even begin to compare with the others who took the plunge with a talent acquisition management system? Truth is, you can’t. An ATS can help to optimize your career page and job postings to ensure their keyword accuracy and raise the posting’s organic SEO. Job applicants spend an average of 76 seconds looking at a job description so it’s important to make the best of the time you’ve got to attract the talent you want.

70% of companies with fewer than 1,000 employees don’t use any form of ATS.

Why? Why on earth wouldn’t you use a tool that will ease the stress and workload of the HR department? One thousand employees may statistically equate to a small company, however 1,000 is still a large number… a number large enough to overwork any small business HR department. Large and mid-sized companies plan to purchase new HR software within the next 18 months (100% and 50% respectively) so there is no reason a small company can’t join in. Yes, some talent acquisition management software systems can cost a pretty penny, but there are options. Visibility gives their clients the options of renting or buying Cyber Recruiter.

1 in 3 small companies rated their ATS performance less than effective.

So, roughly 33% of small companies didn’t have the right tools to help them choose the ATS that would work best for them. They form an opinion that talent acquisition systems aren’t worth it or they don’t work. That’s simply not true. There are different choices for a reason. If only there was a company that offered an assessment of some kind to help small companies choose. In addition to the option to rent or buy Cyber Recruiter, Visibility also offers a free comparison tool before implementing the software so you can decide which ATS is right for the company.

54% of small companies take one to two months to hire a new employee.

That is from start to finish; from posting to offer acceptance. Should it take that long? That’s about average. But with an ATS the process can move a little faster. Not to mention, it will reduce your employee stress levels as well as reduce cost.

75% of large companies use an Applicant Tracking System.

Ever wondered why large companies use Applicant Tracking Systems to filter candidates for open positions? Well this is why. Microsoft, for example, sees a flow of 50,000 resumes… weekly. Maybe with 100 or more HR professionals evaluating the resumes, a company of this magnitude could stay on top of the pressing workflow. But wouldn’t it be easier – and less costly – to use an ATS?

Applicant tracking systems can be a puzzle for candidates. Even worse, however, they can be conundrums for the recruiters who use them. And for the companies that purchase them? They can be a financial burden in comparison to the return in reduced hiring costs. This doesn’t have to be the case. An ATS that fits company structure and values is the first step to solving recruiting burdens. Recruiters will appreciate the effort and the effects will reach the candidates, creating a positive candidate experience.

With an ATS like Cyber Recruiter, you can make the most of your talent acquisition process for your recruitersand your candidates. Try the demo today to see how recruiters in your company will benefit.

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Training for Keeps: Retaining the Wandering Millennial

  
  
  

Training MillennialReady or not, here the Millennials come. By 2025 it’s expected that Millennials will comprise a whopping 75% of the global workforce. If you’re not careful, you’re going to lose them fast. Three years is all it takes for the average Millennial to decide they’re done with you. Can you imagine a workforce where three-fourths of its employees are job-hopping every three years?

The time to prepare is now. Employers need to set in place a proactive plan to catch Millennials’ attention and keep it. Otherwise, they’re going to experience high turnover rates and even higher turnover costs. In fact, the cost to replace Millennial employees is more expensive than hiring someone more experienced. To be exact, 87% of hiring managers report that replacing Millennials costs anywhere from $15k to $25k.

So, what can employers do to ensure their organization doesn’t resemble a ghost town in ten years?

Understand What Millennials Crave

This generation isn’t all for fun and games. If you think that having a ping-pong table in the office and taking the team out for happy hour after work is going to keep these young folks around; you need to catch up with the times. It’s not 2006, and your company culture isn’t fresh anymore. Fun perks like these are being offered more and more, and Millennials are beginning to see these as requirements in their job search. Therefore, opt for a different approach:

“Millennials seek jobs that offer fulfillment and growth. If you don’t invest in your relationship with young employees early, they may fall into the arms of the next attractive employer who gives them a call.” - Andrew Fayad, CEO and Managing Partner of eLearning Mind

Pique Millennials’ Interest

Attracting the Millennials isn’t as difficult as retaining them, and the first three years have proven to be crucial. This is where your onboarding and training process comes in to play. Having these processes aligned to Millennials’ wants and needs can be difficult to do at first, especially when change is needed. The first step is to pique their interest. They want to know what you have in store for them within the next 6 months; not the next 5 years. They want to know what they’re about to learn, what projects they’ll be working on, who will be a part of their team and everything in between.

“Right now, this millennial candidate wants to get to work and make a difference. They’re eager to be taught and to learn--all while putting their summer internship to good use.” - Rachelle Falls, @CorporateHRGirl

Nearly 40% of Millennials are interested in a career that provides a sense of accomplishment. Which is why your training process needs to determine the direction Millennials expect their career path to take them. Instead of sitting them down in a lecture-style training session, forcing them to watch a video and slamming an employee handbook on their desk; try a more one-on-one approach.

Open up the dialogue to make them feel valuable by offering a mentoring program. High-performing millennials look to higher ups for advice, feedback and affirmation, and this segment of the onboarding and training process is better off as informal.

Jeanne Meister, author of “The 2020 Workplace: How Innovative Companies Attract, Develop, and Keep Tomorrow’s Employees Today”, explains it best:

“A lot of companies’ structured mentoring programs have failed as they have tried to put structure to something that is basically a relationship.”

Get Techy With It

Technology plays the star role in the Millennial's life. Last year, it was estimated that about 4.6 million college students took at least one online course. Online education is gaining popularity, and in five years it’s expected that nearly 50% of all college classes will be conducted online.

Speak to their style of learning and communication by engaging them in an interactive training program that gives them control. 81% of Millennials have a smartphone, so training programs that use technology are more likely to engage this mobile generation. Using a tech-savvy training program grabs their attention and exhibits your organization’s innovative approach to business. 

Millennials have a wandering eye when it comes to innovation. This generation craves the next best thing, so retaining the wandering Millennial is going to be a challenge for the future workforce. The first step in keeping this ever-changing generation interested begins with the training process. Cyber Train allows you to align Millennials’ expectations with your organization’s training needs. Request a demo today to see how Cyber Train can benefit your Millennial training program and encourage those Millennials to stick around for awhile.

 

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3 Reasons Candidates Reject YOU

  
  
  

Candidates RejectYou’ve been under the impression that your recruiting methods are faultless; but my friend, you’re terribly wrong.

Slowly, you’ve begun to notice a declining number of quality candidates applying for job openings. That fateful day has arrived, and you’ve realized that candidates are actively rejecting you as their choice employer. You can’t help but ask yourself “why?” Well a report by Staffing & Recruiting Pulse Survey showed that 46% of your contemporaries say their most desirable candidates were offered a more desirable position by another company; better than you could give them. Even though less than 10% of candidates reject job offers by 77% of recruiters it’s just as aggravating when you feel you’ve given them the opportunity of a lifetime… and another recruitment program one-ups you. Maybe it’s your ATS, or maybe it’s your antiquated process; any way you look at it, candidates are rejecting YOU and you have to figure out why.

You don’t give them what they’re worth

Candidates have worked long and hard (or studied long and hard for those fresh graduates). They know their worth, and if you can’t give it to them, they will find it elsewhere.

It is the second biggest reason candidates go with another option when they look for a job. Compensation and benefits don’t always meet candidates’ expectations according to 30% of recruiters. If they have the track record to prove they’re the best fit for the position, then shouldn’t they be compensated accordingly? If compensation resources are limited, it should be at least given room for discussion on the matter.

With the Millennial workforce beginning their professional journey, it is ever-important to be as flexible as possible with potential new hires. They desire a position that allows them time to volunteer, the ability to work from home – or the local coffee shop if they so desire – and a greater balance between their personal and professional lives. In fact, 88% want a better work-life integration than their preceding Gen X-ers.

Your employer brand is just awful

If jobseekers get to your career page and don’t see a single logo or any pre-employment cultural building information, your career page isn’t doing its job.

Everything from the faceless email to the numbing application negates any and all culture your company just might have internally. But your employer brand couldn’t be more dismal. That’s just where it starts. The mass rejection or “you’ve made it to the next step!” emails leave the company faceless to candidates. They want to know whom they are going to work for, and mass correspondence won’t do that. With 43% of email domains sending messages directly to the spam folder strictly based on the “from” name, recruiters will have little success finding credible candidates with a mass email. 

Your application process is worse than “antidisestablishmentarianism”

Your talent has already been searching for a job, spending hours of their time trying to find you in the first place. The last thing they want is to spend hours trying to navigate your career page or the application itself.

If you think that word is complicated, look at your application process; I promise it’s worse. If your career page is as unorganized as your pile of resumes, you’ve clearly purchased (or rented) the wrong Applicant Tracking System. Recruiters aren’t the only ones to experience the trials of your complicated or outdated ATS; candidates know first hand the troubles that accompany a poor system. Even though 76% of candidates prefer to apply for an open position through a career page, 58% of candidates who have a poor experience say it’s due to irregular updates. That can all be changed with the right ATS.

You’re simply not going to attract every candidate that crosses your path, but that’s not to say you certainly can’t try. You can fix the complicated process of applying to your organization. Don’t let your recruitment program fall by the wayside because it’s the only thing standing between your company and that one candidate who can change things for the better.

Visibility Software’s Cyber Recruiter takes the burden off of your recruiters and gives your candidates the ease of application to your company. Want to see how? Take the demo or give us a call to see how we can fix your hiring process.

 

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