First Step for Selecting a New ATS: Understand Why You Dislike Your Current One!

Posted by Sean Pomeroy on Wed, Jan, 11, 2017 @ 09:01 AM

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You’ve decided to replace your applicant tracking system (ATS). 

Now what? 

Here’s the first thing to do. Before rushing out into the marketplace, take the time to understand your dissatisfaction with your current ATS, and what you want a new ATS to achieve. Understanding exactly why you’re dissatisfied will actually help frame and guide your ATS purchasing decision. 

How do you understand your dissatisfaction with your current ATS? Here are two ways:

  • Think about the root issues, frustrations and innovations that are driving you

to consider switching to a new ATS.

  • Take your current processes and chart out the missing pieces, problems and

bottlenecks, and focus on how you would like a new ATS to address those areas, while not taking away from the existing functionality you would like to retain. 

Next, consider the impact the right new ATS would make in the problem areas you identified, and the potential return on investment. Examples of the ROI may include:

  • Improved average time and cost to fill positions
  • Faster, more accurate hiring—avoid losing top-tier candidates to

competition, and lower turnover due to more accurate hires.

  • Bottlenecks that were once a time drain are no more, allowing more time for

higher valued tasks

  • Improved candidate experience

 Going through this process will go a long way to help you determine the best ATS to achieve your goals. So don’t skip it. 

Considering switching your ATS? Make sure to first read “5 Questions to Ask When Switching Applicant Tracking Systems (ATS).” Download the article to learn how you can select the right ATS for your needs, and implement it successfully.  

Tags: applicant tracking system, ATS, cloud based applicant tracking system, cloud based ATS

Saying “yes” to Employee Engagement - It’s a long-term commitment that starts with recruiting

Posted by Mark Jackson on Wed, Dec, 28, 2016 @ 08:12 AM

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Employee engagement is a workplace concept that refers to how committed employees are to their organization’s goals and values, and how motivated they are to contribute to the organization’s success. Research has shown that highly engaged employees: 

  • Are more customer focused, more creative at work, and take less sick leave
  • Care about the future of their organization and put in greater effort to help it meet its goals and objectives
  • Feel proud of the organization they work for, are inspired to do their best, and motivated to deliver
  • Are much less likely to leave the organization.

Perhaps it’s not surprising then, that companies whose employees express a high level of engagement are more profitable, have greater revenue figures, and have higher levels of customer satisfaction. A company that values its employees and invests in them right from the beginning is laying the foundation for high levels of engagement. Here are some ways your organization can begin building employee engagement during the recruiting cycle.

Meet Them Where They’re At

Social media has quickly become a powerful recruiting tool. In fact, a recent Aberdeen Group survey reported that 68 percent of “best in class” recruiters think social media is “crucial” to their recruitment strategies. Your company’s LinkedIn, Facebook, and Twitter accounts can help you spread the word about new job opportunities. They also help put a human touch on your organization, providing a way to introduce and showcase elements of your corporate culture and mission.

Respect Their Time

Strive to be an employer that respects candidates’ time and efforts by streamlining the application process. Post open positions to your company’s website and/or an online job board like Monster.com® and Careerbuilder.com®. Make it simple for them to apply to more than one position at a time. And, send an acknowledgement email letting them know that their resume was received. An applicant tracking and recruiting solution, like Cyber Recruiter, can automate and streamline these tasks, integrating them fully into your workflow.

Conduct Effective Interviews

An interview is the first impression for both employer and candidate. It’s not only a chance for you to assess the candidate; it’s also the candidate’s chance to observe your corporate culture. As many as 42 percent of companies now employee video conferencing (solutions like Spark Hire) in the interview process. This is a great way to give both parties that vital first impression without either of you incurring the expense of an in-person interview.

Make Your Proposal  

Once you’ve identified your next hire, make the proposal a good one. Prepare and send an offer letter along with onboarding forms. Applicant Tracking Systems (ATS) help speed and automate this part of the process, letting your candidate know you value them and respect their decision-making process. And of course, the applicants that were not selected deserve the same level of respect, so be certain you send them an email or letter as notification.

Prevent Information Overload

On your new employees’ first day on the job, don’t inundate them with paperwork. Much of the necessary information was gathered during the recruiting cycle, and if you’re using an ATS, that data can transfer seamlessly to your payroll and HRMS applications, eliminating the need for duplicate data entry. 

Use that first day instead to make the new employee feel welcome with an office tour, introductions to key personnel, and a welcome gift bag filled with product samples and company swag. 

Striving for high levels of employee engagement simply makes smart business sense. Think of employee engagement as a long-term, evolving relationship between your organization and your employees - one that begins long before the employee starts to work. By building employee engagement strategies into your recruiting methods, you are demonstrating that yours is a company that invests in its most valuable assets.

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For more valuable information about employee engagement and improving the talent acquisition process, check out our best practices guide - 

Best Practices Guide – 4 Key Steps to Successful Talent Acquisition

 

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Tags: company culture, employee engagement, candidate experience, Hiring, Job Candidates

7 Advantages of Using a Cloud-Based Applicant Tracking System

Posted by Kimber Crumlish on Wed, Dec, 07, 2016 @ 08:12 AM

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As noted in a TechCrunch article, there’s “little doubt … that nearly every business and every industry is running on software delivered as online services.” 

In HR technology, the spread of cloud-based software continues in full force. According to Gartner, spending on cloud-based HR software will be 50% or more of total HR technology spending by 2017. 

The reason for the proliferation, of course, is cloud-based software has some significant advantages. For example, as detailed in our new article, “5 Questions to Ask When Switching Applicant Tracking Systems (ATS),” a quality cloud-based ATS has the following seven advantages over a traditional on-premise system: 

  1. Access anywhere and anytime. On-premise systems require HR, recruiters and hiring managers to be on-site, but cloud-based systems allow them to retrieve data wherever they’re working, seven days a week, 24 hours a day.

  2. Easier implementation. Because there’s no on-premise system to install/implement.

  3. Reduced IT, capital expenses. There’s no on-premise system to implement or maintain.

  4. Get upgrades quickly. Upgrading an on-premise system can take time and be a significant technical concern, so much so that many companies forego updates. With cloud-based systems, the upgrades are handled by the provider, meaning you get quick, easy access to useful new features.

  5. Integration with other software. Cloud-based systems are becoming easier and easier to integrate with other software, facilitating integration with online job portals, career sites and other SaaS applications. This allows you to access more talent, and to connect your recruiting and HR processes without using an all-in-one system.

  6. Improved user experience. Not only are quality cloud-based systems customizable for employers’ specific needs, but also having the current version eases training and customer service.

  7. Shorter-term commitment. With on-premise systems, the work associated with setting up on-site hardware and software is a major enough task that you want any ATS you use to last for years. 

If you’re considering switching your ATS, consider downloading “5 Questions to Ask When Switching Applicant Tracking Systems (ATS).” It will help you select the right ATS for your needs, and implement it successfully. 

Tags: applicant tracking system, ATS, cloud based applicant tracking system, cloud based ATS

6 Benefits of Using a Quality Learning Management System

Posted by Sean Pomeroy on Tue, Nov, 22, 2016 @ 08:11 AM

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Some tasks require that you have the right tool for the job. Training management is one of them. The right tool for the job: a quality learning management system.  

Below are six benefits of using a quality LMS that combined work to minimize headaches, maximize engagement and maximize results. 

1. The LMS provides a centralized, on-demand location for corporate learning and training. There’s one place to go, whenever you want, no matter your role.

2. The LMS lessens the burden on all involved in the process (HR, training managers, supervisors, employees). Your HR team won’t have to juggle a dozen spreadsheets in an attempt to manage the process. Also, all parties can see the status of training activities that are relevant to them (e.g. HR can see status for all employees, individual employees can only see their own status).

3. Delays and mistakes in the process are severely reduced. Automated approvals and notifications streamline and provide direction in your learning process, and improve communication between all parties.

4. Compliance is improved. For jobs that require certification, automatic notifications of upcoming certification expirations are sent to employees, supervisors and training managers. These notifications include courses due and accreditation requirements.

5. Superior employee learning/training experience. A well-run process helps keep your employees enthusiastic about talent development—supporting a culture of learning—while a poorly run process irritates and frustrates. 

6. Self-service learning empowers employees. As noted in Deloitte’s 2016 Human Capital Trends report, employees increasingly want to take control of their own learning. A quality LMS includes self-service training that lets your employees develop skills that they believe will help them be successful.

A quality LMS is just one key part of successful talent development. For a comprehensive look, download our article “3 Steps To Achieve Talent Development That Drives Organizational Success.” 

 

Tags: training, LMS, learning management system, Employee Training, learning & development, talent development, HR, scorm compliant, cloud based lms

5 Actions That Set Up Your Talent Development For Success

Posted by Mark Jackson on Wed, Nov, 09, 2016 @ 08:11 AM

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Talent development is an intensive and complex process that is worthwhile, if performed effectively, because of the great results you can achieve— reduced turnover, improved productivity, improved succession planning, etc. 

To accomplish these goals, you need to set up your talent development for success. Otherwise you’re program likely will be saddled with confusion, frustration and a lack of focus. Below are five actions to take. 

1. Define the required competencies for each job (e.g. soft skills, technical skills, level of experience) through a benchmarking process.

This is critical for knowing which training materials to create and/or purchase, and to know which employees should be given which training. 

2. Acquire quality, thorough, and relevant training and learning materials.

Whether created internally or from a service provider (e.g. OpenSesame), the quality of your materials has a direct role on the quality of the training—and on the results you achieve. 

3. Use a quality learning management system (LMS) to help you organize the process.

An effective talent development program requires a smooth, efficient process. The process is complex enough that it’s virtually impossible to run well without the help of technology—a learning management system. A quality LMS allows HR, employees, supervisors and training managers to know the status of training activities that are relevant to them, so everyone knows what to do. For example, HR can see the status for all employees, individual employees can see their own status. 

4. Use assessments to identify the skills and competencies employees have, and areas that need improvement.

Assessments show employees’ strengths and weaknesses in key areas, making them great tools for determining the skill and competency areas individual employees need to develop. In other words, assessments help you guide employees’ training for maximum benefit of both the employees and your organization. 

5. Create specific, reasonable goals for talent development efforts.

While these can and should be adjusted over time, having goals gives you a measuring stick for determining if your results are satisfactory or not—and if significant adjustments are needed. 

As you move forward with your talent development program, it’s important to evaluate your results for each of these actions. Have you determined the right competencies for given jobs? Are you training and learning materials of high quality and aligned with job requirements? Is your LMS working for you? Are your assessments helping guide employees’ training? Are your goals reasonable, or should they be adjusted? 

The great thing is, if you get these five actions right, you’ll be on a path to success. Of course, there’s much more that goes into talent development. For a guide that details the keys for successful talent development, download our article “3 Steps To Achieve Talent Development That Drives Organizational Success.”

Tags: training, employee engagement, Employee Training, learning & development, talent development