Renewable Recruiting: Building Sustainable Recruiting Practices in the Nonprofit Sector

Posted by Mark Jackson on Tue, Sep, 11, 2018 @ 13:09 PM

Building Sustainable Recruiting Practices in the Nonprofit Sector 

One of the most common buzzwords of the last decade or so is sustainability. It’s been applied to everything from construction methodologies to laundry detergents, so perhaps it’s not surprising to hear it used in the context of the sustainability of nonprofit organizations. What does it take to be a sustainable nonprofit organization? The answers may surprise you. 

  

Think beyond cash flow

Naturally, what first comes to mind is cash flow. A sustainable nonprofit has to continue bringing in the money required to fulfill their mission, year after year. But sustainability goes beyond that. The analysts at Nonprofit HR laid out what we think is a spot-on description of nonprofit sustainability: “Nonprofit sustainability occurs when a nonprofit attracts and effectively uses enough and the right kinds of money and people necessary to lead and achieve their long-term outcome goals.”  

 

Implement a recruiting strategy

The right kinds of people are a necessary ingredient in the sustainability of nonprofits, yet a full 64% of nonprofits have no formal recruitment strategy. Without such a strategy makes competing for top talent even more difficult today than ever before. Even more alarming, once the right people are in place, most organizations (81%) lack a formal retention strategy for keeping them onboard and engaged.

 

While recruiting strategies will vary from organization to organization, many include elements such as workforce planning, definition of goals, employer branding, social media presence, sourcing and recruiting, a recruiting and applicant tracking technology platform, effective onboarding, and the use of data analytics to measure and monitor the process.  

 

Make a solid first impression

60% of job seekers have had a poor candidate experience. And as a result of a poor candidate experience, employers are missing out on an important talent pool. 83% of job seekers say a negative interview experience can change their mind about a role or company they once liked, while 87% say a positive interview experience can change their mind about a role or company they once doubted. Clearly, it pays to make a good first impression. 

Organizations can improve the experience of candidates in several ways, including streamlining the application process, keeping applicants informed of the status of their application, and recommending additional available positions. Steps like these are easier when you use an Applicant Tracking System (ATS), yet in 2017 only 33% of nonprofits reported that they use an ATS.

 

Promote your brand

Nonprofits have to be masters at self-promotion to meet their fundraising goals, and an organization’s brand carries a similar significance throughout the recruiting process. Does your organization have an employment brand or employment branding process? A majority of nonprofits do not, despite the important role brand plays in attracting top talent.

Think of your employment brand as the market perception of what it's like to work for your organization. It’s the image that your prospective, current, and past employees have about the employment experience, and includes things like your culture, work environment, employee benefits, and advancement opportunities. Your organization’s brand affects recruitment of new employees, retention, and engagement of current employees, and the overall perception of the organization in the market. Essentially your brand should create a sense of urgency and excitement motivating prospect employees to seek you out and current employees to remain engaged. 

Building a sustainable nonprofit organization involves many factors, of which the right talent is perhaps the most critical. To achieve your mission, and successfully grow and maintain it, you must recruit and retain the right high-performing people.

Learn more about how an Applicant Tracking system can improve the sustainability of your recruiting efforts with our guide - 4 Key Steps to Successful Talent Acquisition.   

 

Tags: Applicant tracking software, applicant tracking system, recruiting, recruiting strategy, Sustainable Recruiting, nonprofits, blackbaud, nonprofit, employment branding, nonprofit recruiting, community brands, abila

5 Tips to a Successful ATS Implementation

Posted by Sean Pomeroy on Tue, Jan, 30, 2018 @ 10:01 AM

Keys to Success - Concept on Golden Keychain over Black Wooden Background. Closeup View, Selective Focus, 3D Render. Toned Image..jpeg 

Selecting a  quality applicant tracking system (ATS) that meets your needs is critical for improving your talent acquisition process and results. But if you don’t implement it successfully, even the right ATS technology won’t be much help.  

In this post, we provide five tips that will help you successfully implement a new applicant tracking systems, enabling you to both get the most value and avoid headaches.  

1. Check vendor references BEFORE negotiating and signing a contract. As part of this reference checking, be sure to ask about the implementation experience. A few questions you might consider asking include:

  1. How difficult was implementation?
  2. How well did the ATS integrate with other software? (This is particularly helpful if the reference uses other software you also use.)
  3. How helpful was the provider with implementation?
  4. What suggestions do the references have based on their implementation experience?

2. Carefully prepare for implementation, including deciding which data to bring over from your old ATS. There’s a famous quotation by Benjamin Franklin: “By failing to prepare, you are preparing to fail.” Avoid unnecessary implementation problems by being prepared and organized. An important part of this is determining which data you will bring over from your old ATS, and which you won’t. The amount of data you bring over often impacts the length of your implementation process.

3. Test your new ATS. Ensure that it meets your specifications and expectations. Verify you’re getting what you’re paying for—that your new ATS lives up to what you’ve been promised and seen during demos. As part of this, ensure the ATS integrates properly with other software you use. Lackluster integration is a common source of frustration. Don’t let it happen to you.

4. Get users trained fully and effectively on the ATS. This includes recruiters and hiring managers, but also others who will be using it. Ensure they know how to use features and functionality that are important for getting the most value from your new ATS. Those great reporting capabilities don’t do much good if users don’t know they exist, or don’t know how to access or use them.

5. Keep refining after beginning use. Take advantage of valuable updates the provider makes to your ATS. Especially with best-in-class applicant tracking systems, taking advantage of new capabilities is key to getting more value. Additionally, give existing users training refreshers as necessary, and ensure new users are trained fully.

Follow these tips. They should help your organization implement your Applicant tracking system successfully, and help you get great results from the start. 

Are you considering changing or purchasing a new ATS? Before you make such an important decision, download “5 Questions to Ask When Switching Applicant Tracking Systems (ATS). It will help you make a smart decision and avoid common pitfalls.

 

Tags: Applicant tracking software, Hiring, applicant tracking system, ATS, recruiting, cloud based applicant tracking system, cloud based ATS

Visibility Software Exhibiting And Presenting At The AED 2018 Summit

Posted by Mark Jackson on Tue, Jan, 16, 2018 @ 14:01 PM

 

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Visibility Software is a member of the Associated Equipment Distributors (AED) and we are proud to announce that we will be an exhibitor and speaker at the AED Summit at the Mirage in Las Vegas, January 15-19, 2018. We really look forward to sharing industry developments at our booth (# 1332) about the Talent Management space, specifically regarding recruiting and training management. Visibility Software CEO, Sean Pomeroy will also be presenting a session at this year's AED Summit conference titled - Talent Management Bootcamp: It Shouldn't Be So Complex on January 18th at 2:00pm.

Since joining the AED a few months ago we have been very active in providing talent management education and support to members of the association. This includes having two articles posted in the AED's premier publication, the CED Magazine. The Real Value of an Employee Development & Training Strategy was published in the November 2017 issue -Stack the Odds in Your Favor, and 5 Tips to Launching an Effective Learning Management and Employee Development Program was published in the current January 2018 issue.

Visibility also sponsored the AED Financial and HR Symposium earlier this year in Miami, and will be attending this year's Symposium, where our CEO will present another session titled -10 Talent Management Trends for 2018. This years' Financial and HR Symposium will be held from Wednesday, April 25 - Friday, April 27, 2018 in Napa, California. 

Our goal is to offer solutions to help member of the AED address obstacles in recruiting, training and retaining skilled workers. This is an area of concern for most businesses within the AED association based on a recent scientific study commissioned by AED. Obstacles to recruit and retain technically skilled workers cost the heavy equipment distribution industry in the United States around $2.4 billion per year.

Jon Cruthers, VP OF AED recently commented - "AED is pleased to have Visibility Software join our association as a Specialized Service member and we look forward to the support and services they can provide companies in the construction equipment distribution industry. The solutions offered by Visibility Software in the areas of applicant tracking and learning management continue to be a growing area of focus in the construction equipment market as distributors are in high demand for talented individuals to join their organizations to address the current skills gap."

Look forward to seeing you in Vegas!

Tags: training management, recruiting, recruiting strategy, aed, AED Summit

Join Visibility Software at GPUG Summit Nashville! A Dynamic Opportunity for the Dynamics GP Community

Posted by Mark Jackson on Tue, Aug, 22, 2017 @ 08:08 AM

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Hey y’all!

What are your plans October 10-13, 2017? We are a proud sponsor of GPUG Summit Nashville, one of the most engaging conferences in the industry. And as a sponsor, Visibility Software is excited to share this experience with you this October in Nashville, TN as we squeeze every last bit of functionality out of the products and get you the ROI you want—and deserve.

Why YOU should attend

GPUG Summit is THE go-to conference bringing together industry experts, software development vendors, and everyday users to discuss important issues, trends, product updates, customer pain points, and genuine solutions. The value of GPUG Summit is endless! Here are a few more reasons why you should attend: 

  • Meet & network with your user group buddies: Nowhere else will you find the collective Microsoft Dynamics® GP brainpower than at GPUG Summit.
  • Geek out over great content: There’s no better instructor than an actual Dynamics GP user. Receive deep level technical training in a focused environment on Dynamics GP functions that you can utilize 365 days a year.
  • Serve as a voice: Speak with vendors and Microsoft representatives so they understand your product pain points and can grow your industry with their products and future development.
  • Evaluate and test solutions: Understand third party solutions and learn what they can do for your industry or organization.

How to engage with us at GPUG Summit

We invite you to stop on by our booth (#363) to learn about our recruiting and training management solutions that integrate with Microsoft Dynamics® GP and other HR systems to automate and streamline the entire recruiting, hiring, onboarding and training management process.

Artwork commissioned for you

To celebrate the inspiring Nashville location, along with the inspirational Dynamics community, Dynamic Communities commissioned a remarkable piece of custom art. Over the next few months, they will be revealing parts of this unique artwork until it’s fully unveiled at GPUG Summit. Learn more and don’t miss out on the reveal. 

So giddy-up, grab your boots, and join Visibility Software in Nashville!

 

Tags: training management, recruiting, recruiting strategy, gpug, microsoft dynamics gp, gpug summit, nashville, tn

Two Essential Components of a Positive Candidate Experience

Posted by Kimber Crumlish on Thu, Apr, 06, 2017 @ 10:04 AM

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What is the candidate experience, and why does it really matter?

Recruiting.com defines the candidate experience as the series of interactions that a job seeker has with your company throughout the recruiting process. These interactions include any communication that a candidate receives from your brand messaging, software systems and/or employees.

Clearly, the candidate experience is important to job seekers—and thus critical to employers. But how do you help ensure you’re providing a quality candidate experience? One way is by focusing on these two essential components: quality communication and effective management of the candidate process.

Quality Communication

Anybody who’s applied for a job knows that candidates are eager to hear back from employers. Yet often candidates are left in the dark, waiting weeks or even months for emails or phone calls that may never come.  

So it’s no surprise that 34% of job seekers say that more communication during the hiring process would improve their candidate experience. The only surprise is that the percentage isn’t ever higher. 

More evidence that communication from employers is often lacking comes from a CareerBuilder study: 36% of candidates expect to be updated throughout the application process, yet only 26% of employers actively communicate to candidates what stage of the process they’re in.  

The takeaway is clear: evaluate your communication with candidates. Are you consistently letting them know the information they want to know (if they’re being considered for a position, if they’re moving forward in the process, if they’re out of the running, etc.) in a reasonably timely manner? Or are you leaving them wondering and waiting?  

Candidates don’t want to be left hanging—even if they aren’t going to be considered for a position. The easiest and best way to keep them informed, and to give them a positive experience, is to provide regular, clear communication from the start. 

How Modern Talent Acquisition Software Can Help: Technology prevents candidates from falling through the cracksin your communication by sending automated email communication to candidates based on where they are in the process. The right messages are sent to the right candidates at the right times—every time. 

Effective Management of the Candidate Process

If your candidate process goes on … and on … and on, candidates will sour on their experience and your organization no matter how well you communicate with them. 

In fact, 83 percent of job seekers say that a long hiring process would either significantly or somewhat worsen their candidate experience. It’s critical to get candidates from the application to the end of the process in a reasonable time frame. That means moving candidates from stage to stage in your process in a reasonable amount of time. It’s also important to limit the pain candidates experience in any stage of the process. 

It’s worth noting that the start of the candidate process is a common trouble spot, with 90% of job seekers calling extremely long application forms a cause of a poor candidate experience. Limiting the pain candidates experience in filling out your application forms is a key part of getting more candidates to apply, and for getting the entire candidate process off to a good start.  

How Modern Talent Acquisition Software Can Help: Software helps your hiring process run smoothly for all parties. It makes applying easier by prepopulating relevant application forms with data pulled from LinkedIn, job boards and straight from résumés. And it provides routing notification to immediately inform your internal team when it’s time to take a next step in the hiring process. This eliminates internal process delays and miscommunication, two common causes of long hiring processes. 

For more tips on improving your candidate experiece and overall recruiting success, check out our webinar recording: 

Game Changing Strategies to Elevate Your Recruiting Success 

View Recording 

 

Tags: candidates, candidate experience, applicant experience, Hiring, recruiting