All Discussions Tagged 'Recruiting Tools / Sourcing' - RecruitingBlogs2024-03-29T01:47:19Zhttps://recruitingblogs.com/forum/topic/listForTag?tag=Recruiting+Tools+%2F+Sourcing&%3Bpage=3&feed=yes&xn_auth=noAnybody interested in LinkedIn job description data?tag:recruitingblogs.com,2018-04-18:502551:Topic:20671342018-04-18T17:30:16.239ZFabien Herfrayhttps://recruitingblogs.com/profile/FabienHerfray
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<td><p>I’ve been working on a scraper that is now allowing me to aggregate job description data from different providers (so far, Stack Overflow, LinkedIn and RemoteOK are ready. I could add anything on demand).</p>
<p>I'm also working on some AI/machine learning model extracting formatted data from raw job description text to standardize the feed.</p>
<p>Would any recruiter or anybody else be interested in something like…</p>
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<td><p>I’ve been working on a scraper that is now allowing me to aggregate job description data from different providers (so far, Stack Overflow, LinkedIn and RemoteOK are ready. I could add anything on demand).</p>
<p>I'm also working on some AI/machine learning model extracting formatted data from raw job description text to standardize the feed.</p>
<p>Would any recruiter or anybody else be interested in something like this?</p>
<p>(If you’re interested or just want to be kept updated, you can also contact me at hello@frenl.com)</p>
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</table> Factors that Differentiate Top Permanent Placement Recruiterstag:recruitingblogs.com,2017-11-29:502551:Topic:20507182017-11-29T19:45:25.726ZKevin Kohttps://recruitingblogs.com/profile/KevinKo
<p><a href="http://www.jobscience.com/">Jobscience</a> provides recruiting and workforce management systems for employers and agencies. In the process of developing and extending our systems we routinely conduct customer surveys to determine what seems to be working and where customers need improvements. In the process, we often discover factors related to our customer’s businesses that potentially have broader interest.</p>
<p>This discussion summarizes a recent survey of agency recruiters…</p>
<p><a href="http://www.jobscience.com/">Jobscience</a> provides recruiting and workforce management systems for employers and agencies. In the process of developing and extending our systems we routinely conduct customer surveys to determine what seems to be working and where customers need improvements. In the process, we often discover factors related to our customer’s businesses that potentially have broader interest.</p>
<p>This discussion summarizes a recent survey of agency recruiters that specialize in permanent placement. Specifically, we will report the factors that separate the top producers from the average permanent placement recruiters.</p>
<p>The survey covered just under 100 permanent placement recruiters in geographically dispersed locations, skill requirements and industry specialties. Although strong results can be affected by such factors as the markets that the recruiter serves, the salary levels of the recruiter’s job orders and the economic conditions in their location, we believe that the sample is sufficient to offset these factors.</p>
<p>It should also be noted that many recruitment agencies pride themselves on the longevity of their staff. They do not run General Electric-type operations that turnover the lowest 10% of their producers each year. As a result, a curve that shows the slope from the strongest recruiters to the weakest recruiters has a long tail towards the weakest recruiters.</p>
<p>With these caveats, there appear to be factors that separate the top perm placement producers in an agency from the average recruiters in the same agency, as well as the new & developing recruiters and the laggards. The top producers take less time to fill open job orders and they have fewer open job orders assigned to them. They also produce more submittals, schedule more candidate interviews and produce more offers.</p>
<p>Our survey found that the average permanent placement recruiter has 14 placements a year. 50% of the recruiters that we surveyed produce between 8 and 12 placements a year. The lowest quarter averaged 6 permanent placements a year.</p>
<p>By contrast, the top producers averaged 29 placements a year, 214% better than the average. They did this by producing 78% of the submittals, 55% of the interviews and 60% of the offers generated by the firm.</p>
<p>The permanent placement recruiters surveyed averaged 84 days to close a permanent placement. The top recruiters averaged 61 days, 73% of the time that it took the average permanent placement recruiter to fill their open job orders.</p>
<p>As noted, there are many factors that determine the success on an agency’s permanent placement recruiter but it makes sense that they focus on producing more submittals and interviews for fewer job orders to close their job orders 27% faster than the average recruiter.</p>
<p>The agencies surveyed average 16 permanent placement recruiters. It was not clear whether firms of this size allows enough specialization, both recruiter specialization, and assignment specialization, for this sample to produce findings that are significantly different than the industry as a whole.</p>
<p>Jobscience will continue to publish findings from its customer surveys where we believe there is the potential to have a wider industry interest and educational value. Stay tuned.</p> Insights from 250k US-based job listingstag:recruitingblogs.com,2017-08-02:502551:Topic:20357192017-08-02T07:36:13.539ZPreetish Pandahttps://recruitingblogs.com/profile/PreetishPanda
<p><span>As we already have a goldmine of data from the recruitment industry which is in the form of </span><a href="https://www.jobspikr.com/blog/introducing-jobspikr-your-go-to-source-for-job-data-feeds/"><span>job listings</span></a><span>, we decided to derive some insights from it by visualizing the data. In this study we picked up the companies from the U.S. and performed analyses. Details here - …</span></p>
<p><span>As we already have a goldmine of data from the recruitment industry which is in the form of </span><a href="https://www.jobspikr.com/blog/introducing-jobspikr-your-go-to-source-for-job-data-feeds/"><span>job listings</span></a><span>, we decided to derive some insights from it by visualizing the data. In this study we picked up the companies from the U.S. and performed analyses. Details here - <a href="https://www.jobspikr.com/blog/insights-from-250000-us-based-job-listings/" target="_blank">https://www.jobspikr.com/blog/insights-from-250000-us-based-job-listings/</a>.</span></p> 5 Symptoms of Applicant Tracking Software Diseasetag:recruitingblogs.com,2017-07-05:502551:Topic:20294182017-07-05T20:01:16.616ZKevin Kohttps://recruitingblogs.com/profile/KevinKo
<p>Advanced recruitment software has become an essential part of the DNA of how HR departments and staffing agencies <a href="http://www.jobscience.com/recruiting-software/#recruitingsoftware" rel="noopener" target="_blank">find candidates</a> and match them to open positions. The ability to sort through stacks of resumes efficiently is a huge lifeline to hiring professionals, allowing them to institute more efficient and better-directed processes. However, like any computer program, an…</p>
<p>Advanced recruitment software has become an essential part of the DNA of how HR departments and staffing agencies <a href="http://www.jobscience.com/recruiting-software/#recruitingsoftware" target="_blank" rel="noopener">find candidates</a> and match them to open positions. The ability to sort through stacks of resumes efficiently is a huge lifeline to hiring professionals, allowing them to institute more efficient and better-directed processes. However, like any computer program, an applicant tracking system can become weak, infected and outdated over time.</p>
<p>The job market is changing, along with the expectations from both employers and candidates. To meet shifting demands, hiring experts need advanced tools designed to meet today’s challenges while finding opportunities to make more and better candidate matches. Consider whether your current recruitment system is at risk by looking for these five symptoms.</p>
<h2>1. Your matches have no pulse</h2>
<div class="pullQuoteWrapper"><p class="pullQuote"><i>“Tools that draw on artificial intelligence enable smarter, faster decisions.”</i></p>
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<p>Applicant tracking systems are designed to pick out keywords, ranking candidates on the basis of the skills and experience they have listed on their resumes. While this approach is far more efficient than searching through each document by hand, it also has limitations. If you’re having trouble finding people who possess the right <a href="http://www.jobscience.com/staffing-software/#staffingsoftware" target="_blank" rel="noopener">combination of education and on-the-job background</a> in the field, the next generation of staffing software may be the cure.</p>
<p>Tools that draw on artificial intelligence and machine learning enable smarter, faster decisions. Applying a broader range of criteria to your searches while drawing distinctions between the essential skills and the qualifications that you’d like to see in a candidate will reveal exciting possibilities for your next hire.</p>
<h2>2. Scheduling new hires makes you fatigue</h2>
<p>Preparing calendars for employees across multiple sites can become a complex and difficult process for staffing professionals. For those who find themselves spending hours working out how to meet the needs of employers while also taking into account any requests for adjustments, new software may provide an answer. Auto-scheduling simplifies your workflow and <a href="http://www.jobscience.com/products-technology/hiring-logistics-means-improved-utilization-staffing-agencies/" target="_blank" rel="noopener">maximizes worker utilization.</a></p>
<h2>3. Employees suffer from tardiness</h2>
<p>Not every employee can be counted on to show up on time each day, and it’s important for hiring professionals to know if someone is missing hours. With enhanced visibility, you can find out when someone is consistently late due to a long commute or some other reason and take appropriate steps. A real-time mapping feature allows staffers and recruiters to check on the location of workers and ensure that they arrive at the worksite on time.</p>
<h2>4. Hiring passive candidates gives you the fever</h2>
<p>Sometimes, a potential new hire is comfortable in a current position and not actively searching for a new one. It often takes extra effort to locate and place one of these individuals into a new role that fits his or her top-level background. However, software that’s specifically designed to aid a social recruiting strategy by discovering the best person for a job and getting in touch keeps this process running far more smoothly without an uncontrollable change in body temperature.</p>
<h2>5. Payroll and compliance headaches</h2>
<p>When it comes to managing temporary and contingent labor, hiring professionals may find themselves with a heavy migraine. It’s a heavy load of responsibility to ensure all workers have the necessary training, they are not spending too much time in hazardous conditions and they promptly receive the correct payment. A system that erases the manual paperwork like <a href="http://www.jobscience.com/hiring-logistics/">Hiring Logistics</a> in payroll and compliance frees up hiring professionals to focus on their other important duties.</p> Looking for a specific ATS, HELP!tag:recruitingblogs.com,2017-07-05:502551:Topic:20298062017-07-05T17:49:13.867ZDavid Simmshttps://recruitingblogs.com/profile/DavidSimms
<p>I need an ATS that will allow me to post jobs to it with the fees for each job listed so that my other recruiters will see those jobs and their fees. Then I need to be able to have candidates apply to those jobs without seeing the fees on it.</p>
<p>I know it seems simple but I can't find an ATS that does this!?</p>
<p>I need an ATS that will allow me to post jobs to it with the fees for each job listed so that my other recruiters will see those jobs and their fees. Then I need to be able to have candidates apply to those jobs without seeing the fees on it.</p>
<p>I know it seems simple but I can't find an ATS that does this!?</p> Tips for Recruiting Better Candidatestag:recruitingblogs.com,2017-07-03:502551:Topic:20288752017-07-03T19:00:02.140ZAbhijit Mazumdarhttps://recruitingblogs.com/profile/AbhijitMazumdar
<p>Hello Everyone,</p>
<p>Hope you all are doing good. I am new to Recruitingblog and thought i should share some tricks and tips which has helped me recruit and build strong relationships with great candidates over the years.</p>
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<p>For recruiters and employers alike, there is nothing more gratifying than finding a candidate whose skills fit the open position and also aligns with their company culture.</p>
<p>On the flip side, that also means there is nothing more frustrating for a…</p>
<p>Hello Everyone,</p>
<p>Hope you all are doing good. I am new to Recruitingblog and thought i should share some tricks and tips which has helped me recruit and build strong relationships with great candidates over the years.</p>
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<p>For recruiters and employers alike, there is nothing more gratifying than finding a candidate whose skills fit the open position and also aligns with their company culture.</p>
<p>On the flip side, that also means there is nothing more frustrating for a recruiter or employer when they get it wrong.</p>
<p>When companies make bad hiring choices, they’re making costly mistakes. Not only does it impact their bottom line, it also affects their office productivity and employee morale.</p>
<p>While there is no guaranteed method for completely avoiding bad hires, there are ways to significantly reduce your risks of choosing the wrong candidate while ensuring you’re attracting the best candidates for your positions.</p>
<p>To help you get started, we’ve put together a list of four tips for fine-tuning your recruiting initiatives.</p>
<p><strong>1. Write Accurate Job Listings</strong></p>
<p>This may seem pretty basic, but it’s a step that often gets overlooked. Read over your current job postings to ensure you’re describing the job accurately and in a way that’s easy to read. A great job posting should describe what the job entails (think loosely day in the life) and describe who would be successful in that role. Even slight changes, like listing key job responsibilities, can help improve your results.</p>
<p><strong>2. Create a Painless Process for Applying</strong></p>
<p>If your prospective candidates are forced to fill out several pages of information before even submitting a resume, there’s a good chance you’ll lose them before they apply. The candidates you’re looking for are highly-skilled, which means they probably have many other employment options to consider. If applying for your jobs is complicated or cumbersome, your best candidates may just give up and go elsewhere. Plus, once they’re gone there is little chance they’ll ever be back or recommend you to their peers. Your recruiting/hiring process is a reflection of your company. Make sure it shows that you're sensitive to candidates’ needs.</p>
<p><strong>3. Manage Relationships</strong></p>
<p>There are many occasions where recruiters will come across a candidate who doesn't fit the job opening but could be a great prospect for a job in the future. For candidates like this, create a system that helps you stay in touch. By keeping close communication with key prospects, you can help make sure your employer is the candidate’s first choice when looking to make a career change. Send your best candidates current openings and company announcements to help keep prospects engaged and interested in your company’s opportunities</p>
<p><strong>4. Direct More Attention to Social Media</strong></p>
<p>Take advantage of social platforms where job seekers already spend most of their time. LinkedIn, Facebook and Twitter are great tools to leverage when sourcing for candidates. If your company already operates a Facebook page, don’t forget to post job openings there! Even if your fans don’t identify with the position, providing a link will encourage them to share the job with someone who they know who may be a better fit.</p>
<p>Obviously, it’s difficult to avoid ever making a bad hire, but the goal is to minimize the frequency by taking the right steps to prevent it. Pay attention to your job descriptions, provide easy apply tools, nurture candidate relationships and invest in social platforms. Each step will help improve your candidate selection and ultimately your chances of landing that next great hire.</p>
<p>I hope this would help at-least the newbies who struggle in building/maintaining relationship with their candidate's.<br/><br/><br/><br/><br/>Thanks<br/>Abhijit</p> Training/Workshoptag:recruitingblogs.com,2017-06-18:502551:Topic:20274012017-06-18T04:04:48.146Zrehana dharanihttps://recruitingblogs.com/profile/rehanadharani
<p>I have been recruiting for nearly 12 years and I am looking to expand my knowledge base and career. I find recruiting to be a career and not just a job. I am looking for an amazing workshop/training or online course or seminar that I can sign up for that relates to talent acquisition; providing solutions to clients in more of a in-depth consultative approach, a step by step training and guide. </p>
<p>Any thoughts?</p>
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<p>I have been recruiting for nearly 12 years and I am looking to expand my knowledge base and career. I find recruiting to be a career and not just a job. I am looking for an amazing workshop/training or online course or seminar that I can sign up for that relates to talent acquisition; providing solutions to clients in more of a in-depth consultative approach, a step by step training and guide. </p>
<p>Any thoughts?</p>
<p></p> Entelo Raises $20 Million Series C to Modernize Recruitingtag:recruitingblogs.com,2017-06-16:502551:Topic:20271142017-06-16T13:27:46.964ZNoel Coccahttps://recruitingblogs.com/profile/NoelCocca
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<tbody><tr><td><p><span><strong>SAN FRANCISCO, CA – <span class="aBn"><span class="aQJ">June 16, 2017</span></span> </strong>– …</span></p>
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<tbody><tr><td><p><span><strong>SAN FRANCISCO, CA – <span class="aBn"><span class="aQJ">June 16, 2017</span></span> </strong>– <a href="http://click.icptrack.com/icp/relay.php?r=19375415&msgid=274417&act=5XOV&c=215981&destination=http%3A%2F%2Fwww.entelo.com%2F" target="_blank">Entelo</a> today announced that it has closed a $20 million Series C financing round led by U.S. Venture Partners with participation from existing investors Battery Ventures and Shasta Ventures and new investment from Correlation Ventures. Entelo’s solution currently serves more than 600 companies including Capital One, Cisco, Facebook, GE, Genentech, Netflix, Northrop Grumman, and Target. The company will use the new funds to continue its investment in artificial intelligence (AI) and to accelerate hiring across all teams.</span></p>
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<p><span>“We are impressed by Entelo’s vision of a world in which jobs find people instead of people finding jobs,” said Rick Lewis, U.S. Venture Partners. “We admire their progress on that vision and believe Entelo is at the forefront of innovation in the recruiting technology landscape. We are excited to partner with them to build an iconic company.”</span></p>
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<p><span>According to the Deloitte Human Capital Trends report, 61% of today’s CEOs report they do not believe they are recruiting fast enough or well enough, and the process has become enormously complex. Entelo applies intelligence to big data and automates workflows to provide recruiting teams with actionable insights, higher candidate engagement, and increased productivity.</span></p>
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<p><span>“When recruiting for senior-level and executive roles, I have to be high-touch and targeted,” said TJ Bonner, Executive Recruiter at GE Digital. “Having access to additional data points and social profiles in Entelo means I can connect more authentically and deliver a better candidate experience.”</span></p>
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<p><span>Entelo also announced newly forged strategic relationships with several world-class data providers, including Equifax Inc., FullContact and InsideView. Through these relationships, Entelo's customers gain even more robust profile information with which to personalize outreach to qualified candidates, resulting in higher engagement rates and better recruiting results.</span></p>
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<p><span>“The talent acquisition technology landscape has become increasingly complex and companies are keen to make smart investments,” said Madeline Laurano, co-founder and Chief Research Officer of Aptitude Research. “Entelo is at the forefront of how advanced AI can deliver qualified candidates quickly and we anticipate the addition of their new data partnerships will further differentiate their solutions.”</span></p>
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<p><span>“The impact of data-driven and data science-driven talent acquisition is going to be tremendous,” said Jon Bischke, founder and CEO of Entelo. “This round enables us to accelerate product development that will underscore Entelo’s position as the market leader in applying the latest technologies to the hiring process.”</span></p>
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<p><span><strong>About U.S. Venture Partners</strong></span></p>
<p><span><a href="http://click.icptrack.com/icp/relay.php?r=19375415&msgid=274417&act=5XOV&c=215981&destination=http%3A%2F%2Fwww.usvp.com%2F" target="_blank">U.S. Venture Partners</a> is a leading Silicon Valley venture capital firm, partnering with entrepreneurs to transform their ideas into world-changing companies. U.S. Venture Partners has invested in over 400 companies spanning three decades, including: Box, Castlight Health, Check Point Software, Concur, GoPro, Guidewire Software, HotelTonight, Imperva, InsideSales.com, Intersect ENT, Omada Health, SanDisk, Sun Microsystems, Trunk Club, Trusteer, Yammer and Zerto. U.S. Venture Partners focuses on early-stage start-ups that transform cybersecurity, enterprise software, consumer mobile and e-commerce, and healthcare. The U.S. Venture Partners team consists of former entrepreneurs, technologists, corporate executives, and financial professionals who assist with strategy, scaling, team building, product development, and business development. U.S. Venture Partners is based in Menlo Park, California. More information can be found at <a href="http://click.icptrack.com/icp/relay.php?r=19375415&msgid=274417&act=5XOV&c=215981&destination=http%3A%2F%2Fcts.businesswire.com%2Fct%2FCT%3Fid%3Dsmartlink%26url%3Dhttp%253A%252F%252Fwww.usvp.com%26esheet%3D51243795%26newsitemid%3D20151215005611%26lan%3Den-US%26anchor%3Dwww.usvp.com%26index%3D14%26md5%3De57d5733fad1c43d1b1bd04d9ecb4512" target="_blank">www.usvp.com</a>.</span></p>
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<p><span><strong>About Entelo</strong></span></p>
<p><span><a href="http://click.icptrack.com/icp/relay.php?r=19375415&msgid=274417&act=5XOV&c=215981&destination=http%3A%2F%2Fwww.entelo.com%2F" target="_blank">Entelo</a> applies intelligence to big data to help modern recruiters find, qualify, and acquire talent. Today over 600 customers of all sizes and industries trust Entelo to provide their talent acquisition teams with higher candidate engagement, actionable insights, and increased productivity. To learn how leading companies such as Capital One, Cisco, Facebook, GE, Genentech, Netflix, Northrop Grumman, and Target are building their organizations using Entelo, visit <a href="http://click.icptrack.com/icp/relay.php?r=19375415&msgid=274417&act=5XOV&c=215981&destination=http%3A%2F%2Fwww.entelo.com%2F" target="_blank">www.entelo.com</a>.</span></p>
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</div> IT Staffing: 3 Strategies You Must Followtag:recruitingblogs.com,2017-06-13:502551:Topic:20269272017-06-13T18:07:46.540ZKevin Kohttps://recruitingblogs.com/profile/KevinKo
<p>Businesses rely on qualified and experienced information technology professionals to get through everyday challenges and perform at peak efficiency. For recruiters and staffing agencies, this need represents the chance to place numerous workers in appealing jobs. The key is being able to consistently find individuals who are well-suited to the available IT positions and move them quickly through the hiring process.</p>
<p>To get the right people into the right roles, recruiters need both…</p>
<p>Businesses rely on qualified and experienced information technology professionals to get through everyday challenges and perform at peak efficiency. For recruiters and staffing agencies, this need represents the chance to place numerous workers in appealing jobs. The key is being able to consistently find individuals who are well-suited to the available IT positions and move them quickly through the hiring process.</p>
<p>To get the right people into the right roles, recruiters need both up-to-date tools and agile strategies. With a combination of <a href="http://www.jobscience.com/staffing-software/">advanced staffing software</a> and a deep awareness of the factors that make a difference in today's IT jobs, hiring professionals bring together the most qualified workers and the organizations that need them. Information technology staffing success starts with establishing a thoughtful, effective approach to sourcing workers and bringing them onboard. If you want to find the best IT candidates, these are three things you must focus on.</p>
<h2>1. Be ready to embrace new talent</h2>
<p>The high demand for IT workers means there are many opportunities for recruiters, but also tight competition for the best people. Sourcing a wide and diverse pool of exceptional workers in the field is an essential part of establishing an IT staffing effort. Agencies expand the possibilities for making great placements by reaching out to experts and making it as simple as possible to add these individuals to an internal database of candidates.</p>
<p>Each IT position comes with its own demands for expertise in particular systems and programs, so recruiters must be able to easily and quickly <a href="http://www.jobscience.com/products-technology/how-to-remove-the-friction-from-recruitment/" target="_blank" rel="noopener">sort through applicants' credentials</a>. Everything from educational background to where an applicant lives can be relevant when considering a new hire. In a fast-paced job market, it's imperative to have a robust matching system that makes it possible to hone in on the best options right away.</p>
<h2>2. Build a reputation</h2>
<p>To compete in a crowded space, staffing professionals must be seen as trusted experts who are adept at making successful matches between workers and organizations. One way to accomplish this is by narrowing the focus of each recruiter at an agency. Staffing professionals who specialize in finding workers trained in particular technologies are more likely to deliver excellent results on a consistent basis.</p>
<p>All recruiters operating in IT should be knowledgeable about the latest trends and developments. Staying on top of changes in the field gives them a huge advantage in precisely understanding the needs of a business and finding someone with the correct abilities to fill a vacancy. When recruiters consistently bring great IT talent to companies, word gets around.</p>
<h2>3. Focus on relationships</h2>
<p>Staffing is all about making connections between people, so it's important to think of each job opening as a chance to advance long-term relationships with the employer and candidates alike. Recruiters who demonstrate that they <a href="http://www.jobscience.com/uncategorized/jerry-maguire-economy-money/" target="_blank" rel="noopener">value the applicants</a> and are genuinely interested in finding the right job for them have a better chance of making quality placements. Creating those bonds starts with meeting potential hires in person whenever possible and communicating extensively throughout the interview and hiring process.</p>
<p>Even if a candidate is not right for a position today, forming a personal bond can pay off in the long term. IT professionals may receive numerous offers from businesses and recruitment agencies, so strong communication can make a staffing professional stand out from the crowd. Engaging through multiple channels, such as text messaging and social recruiting tools, can capture the interest of a highly skilled worker.</p>
<p>With smart tactics, staffers are able to take the lead in putting IT specialists to work. Jobscience provides an array of tools for recruiters to match workers with jobs, schedule shifts and manage payroll and compliance. Powerful recruitment software gives hiring professionals an advantage in finding and communicating with skilled IT experts in the ongoing battle for talent.</p> Free recruiting tools and websites for a newbie recruitertag:recruitingblogs.com,2017-05-15:502551:Topic:20217952017-05-15T20:17:01.465ZLuca Proiettihttps://recruitingblogs.com/profile/LucaProietti
<p>Hi there! Thank you for accepting me in your forum.</p>
<p>I just started to work for an agency as a freelance recruiter, and I'm looking for some free recruiting tools and websites.<br></br> I know there would be plenty of options with a mothly fee (ex. LinkedIn Premium), but since I'm a newbie and I'm working part-time I'd rather prefer to start with something free in order to avoid any money loss caused by a failure on job. At the moment, I only found …</p>
<p>Hi there! Thank you for accepting me in your forum.</p>
<p>I just started to work for an agency as a freelance recruiter, and I'm looking for some free recruiting tools and websites.<br/> I know there would be plenty of options with a mothly fee (ex. LinkedIn Premium), but since I'm a newbie and I'm working part-time I'd rather prefer to start with something free in order to avoid any money loss caused by a failure on job. At the moment, I only found <a href="https://www.indeed.com/resumes" target="_blank">Indeed Resume</a> as a useful tool, and I would like to find other similar search engines in order to reach cvs in a similar way.</p>
<p>Thank you in advance, I hope to receive some good advices regarding this job.</p>