Search Results - consume forever

Blog Post: What is Resume Screening?: Resume screening is the process of finding the most suitable candidate for the job role based on information captured from resumes, including experience, skills, education, and other…; Added by Rchilli Parser at 9:55am on September 19, 2022

Blog Post: Reimagining The Future Of Work

COVID-19 has brought with it enormous changes to our…

Added by Caitlin Purvis at 6:03am on November 24, 2020

Comment on: Topic 'Demo'ing 4 ATS systems tomorrow, what questions should I be asking?': e coming from a person who has been involved with over 3000 "ATS" projects in 11 years with every kind of organization. 1) In the first place "ATS" stands for Applicant Tracking System. Clearly, many if not most people who recruiters work with (and need to "track") are not applicants. 2) People who wear the "recruiter" title can range from hardcore salespeople to order-taking clerks. Clerks work with applicants, usually generated by job-board posts. 2) All four of the named offerings are mature, offered by reliable firms, and have large numbers of satisfied customers. 3) All four of the named offerings have numbers of dissatisfied customers. 4) All four could easily consume 8 hours by themselves for a complete demonstration. 5) Doing 4 demos in one day and expecting to derive a non-superficial understanding with which to differentiate products is asking for trouble. 6) Some products "demo" much better than others. 7) Some products "work" much better than others. 8) Different Stakeholders on the Buy-side have different needs and success definitions. 9) Generally but not always, Recruiters and Clerks are interested in Tactical issues, owners and managers are interested in Strategic issues. 10) Tactical stuff; "Look and Feel", number of clicks, automation of admin functions, personal productivity metrics, "ease of use", fit with current practices (e.g. does this mean I have to stop using Outlook). 11) Strategic stuff; How is the vendor capitalized?, What happens if/when there is a change of ownership? What are the technical and security aspects?, what is the lifecycle costs? How do the costs change/scale up or down? What is involved with changes to the system? what is involved with wanted / needed integrations ?, management reports, legal compliance for hiring. 12) Vendors sell every single day, Buyers buy just once every number of years. There is information asymetry as to what is really important on both sides. 13) Computer "Matching" of candidates to roles is overrated because nothing can beat the brain of a skilled recruiter, and Clerks dont do matching (the Applicants match themselves) 14) Day to day click counts and the general area of email transaction and tracking is underrated (because end-users spend a great deal of time working with and around email) 15) Versatility is a key aspect of successful ATS/Recruiting software projects because people, business cycles, and methods change more often than realized. 16) Price and vendor cost structure are not always connected in the beginning, but they are always connected in the end. The lower the vendor's cost structure, the lower the lifecycle cost CAN be. Too low is naturally not good either. 17) People take this choice seriously and there is a real loyalty and self-identification with vendors in many cases- why ? Because the most important idea of all: 18) THIS DECISION IS NOT A PRODUCT DECISION: ITS A RELATIONSHIP DECISION ! These applications answer to sometimes complex needs, and to get the best out of any of them requires a good working relationship with the vendor. Yes, with some projects its a set it and forget it deal, but even that level requires a certain understanding between the parties. Sometimes its daily or weekly interactions with the vendor basically forever- nothing wrong or unexpected about that outcome either because success (and failure) occur both ways and everywhere in the middle. 19) Its not the last system any ongoing enterprise is going to select. ITs an evolving market. Find out how much and how easy it is to decommission and move along with any given choice. and finally 20) Many times, there simply is NOT a "better" or "worse" choice- only questions of differences and focus that in the end will give about the same ROI to the buyer if they hold their end up and vice-versa. If you set out to buy a BMW and drive home in a Benz, or even a Chevy, it still all depends on how well the choice fits your exact situation, and that choice would hold for nobody else in specific, but hundreds of thousands of others in general.…; Added by Martin H.Snyder at 12:44pm on January 14, 2009

Blog Post: Plenty more candidates in the sea: why recruitment is like the dating game

Added by Nina Cresswell at 6:17am on February 12, 2015

Blog Post: MARKETING YOUR PERSONAL BRAND THROUGH A DIGITAL CV: In part 1 of our blog collaboration with Maeve Ahern O’Neill from The Branding of Me we discuss how you can market your personal brand…; Added by Joanne McDonagh at 5:28am on June 27, 2017

Comment on: Topic 'Demo'ing 4 ATS systems tomorrow, what questions should I be asking?': a throw some ideas out here- take them for what they are worth, but they are coming from a person who has been involved with over 3000 "ATS" projects in 11 years with every kind of organization.1) In the first place "ATS" stands for Applicant Tracking System. Clearly, many if not most people who recruiters work with (and need to "track") are not applicants.2) People who wear the "recruiter" title can range from hardcore salespeople to order-taking clerks. Clerks work with applicants, usually generated by job-board posts.2) All four of the named offerings are mature, offered by reliable firms, and have large numbers of satisfied customers.3) All four of the named offerings have numbers of dissatisfied customers.4) All four could easily consume 8 hours by themselves for a complete demonstration.5) Doing 4 demos in one day and expecting to derive a non-superficial understanding with which to differentiate products is asking for trouble.6) Some products "demo" much better than others.7) Some products "work" much better than others.8) Different Stakeholders on the Buy-side have different needs and success definitions.9) Generally but not always, Recruiters and Clerks are interested in Tactical issues, owners and managers are interested in Strategic issues.10) Tactical stuff; "Look and Feel", number of clicks, automation of admin functions, personal productivity metrics, "ease of use", fit with current practices (e.g. does this mean I have to stop using Outlook).11) Strategic stuff; How is the vendor capitalized?, What happens if/when there is a change of ownership? What are the technical and security aspects?, what is the lifecycle costs? How do the costs change/scale up or down? What is involved with changes to the system? what is involved with wanted / needed integrations ?, management reports, legal compliance for hiring.12) Vendors sell every single day, Buyers buy just once every number of years. There is information asymetry as to what is really important on both sides.13) Computer "Matching" of candidates to roles is overrated because nothing can beat the brain of a skilled recruiter, and Clerks dont do matching (the Applicants match themselves)14) Day to day click counts and the general area of email transaction and tracking is underrated (because end-users spend a great deal of time working with and around email)15) Versatility is a key aspect of successful ATS/Recruiting software projects because people, business cycles, and methods change more often than realized.16) Price and vendor cost structure are not always connected in the beginning, but they are always connected in the end. The lower the vendor's cost structure, the lower the lifecycle cost CAN be. Too low is naturally not good either.17) People take this choice seriously and there is a real loyalty and self-identification with vendors in many cases- why ? Because the most important idea of all:18) THIS DECISION IS NOT A PRODUCT DECISION: ITS A RELATIONSHIP DECISION ! These applications answer to sometimes complex needs, and to get the best out of any of them requires a good working relationship with the vendor. Yes, with some projects its a set it and forget it deal, but even that level requires a certain understanding between the parties. Sometimes its daily or weekly interactions with the vendor basically forever- nothing wrong or unexpected about that outcome either because success (and failure) occur both ways and everywhere in the middle.19) Its not the last system any ongoing enterprise is going to select. ITs an evolving market. Find out how much and how easy it is to decommission and move along with any given choice.and finally20) Many times, there simply is NOT a "better" or "worse" choice- only questions of differences and focus that in the end will give about the same ROI to the buyer if they hold their end up and vice-versa. If you set out to buy a BMW and drive home in a Benz, or even a Chevy, it still all depends on how well the choice fits your exact situation, and that choice would hold for nobody else in specific, but hundreds of thousands of others in general. …; Added by Tess Stewart at 3:15pm on January 14, 2009

Comment on: Topic 'Demo'ing 4 ATS systems tomorrow, what questions should I be asking?': that anyone purchasing an ATS consider the relationship as the most important feature in the hiring process. It is extremely important to know that help is readily available, and that you have a system that can be flexible to your needs. Martin H.Snyder said:Ahhh this thread is a real beauty- it captures so much of what drives the "ATS" business thru illustrative comments. I'm gonna throw some ideas out here- take them for what they are worth, but they are coming from a person who has been involved with over 3000 "ATS" projects in 11 years with every kind of organization.1) In the first place "ATS" stands for Applicant Tracking System. Clearly, many if not most people who recruiters work with (and need to "track") are not applicants.2) People who wear the "recruiter" title can range from hardcore salespeople to order-taking clerks. Clerks work with applicants, usually generated by job-board posts.2) All four of the named offerings are mature, offered by reliable firms, and have large numbers of satisfied customers.3) All four of the named offerings have numbers of dissatisfied customers.4) All four could easily consume 8 hours by themselves for a complete demonstration.5) Doing 4 demos in one day and expecting to derive a non-superficial understanding with which to differentiate products is asking for trouble.6) Some products "demo" much better than others.7) Some products "work" much better than others.8) Different Stakeholders on the Buy-side have different needs and success definitions.9) Generally but not always, Recruiters and Clerks are interested in Tactical issues, owners and managers are interested in Strategic issues.10) Tactical stuff; "Look and Feel", number of clicks, automation of admin functions, personal productivity metrics, "ease of use", fit with current practices (e.g. does this mean I have to stop using Outlook).11) Strategic stuff; How is the vendor capitalized?, What happens if/when there is a change of ownership? What are the technical and security aspects?, what is the lifecycle costs? How do the costs change/scale up or down? What is involved with changes to the system? what is involved with wanted / needed integrations ?, management reports, legal compliance for hiring.12) Vendors sell every single day, Buyers buy just once every number of years. There is information asymetry as to what is really important on both sides.13) Computer "Matching" of candidates to roles is overrated because nothing can beat the brain of a skilled recruiter, and Clerks dont do matching (the Applicants match themselves)14) Day to day click counts and the general area of email transaction and tracking is underrated (because end-users spend a great deal of time working with and around email)15) Versatility is a key aspect of successful ATS/Recruiting software projects because people, business cycles, and methods change more often than realized.16) Price and vendor cost structure are not always connected in the beginning, but they are always connected in the end. The lower the vendor's cost structure, the lower the lifecycle cost CAN be. Too low is naturally not good either.17) People take this choice seriously and there is a real loyalty and self-identification with vendors in many cases- why ? Because the most important idea of all:18) THIS DECISION IS NOT A PRODUCT DECISION: ITS A RELATIONSHIP DECISION ! These applications answer to sometimes complex needs, and to get the best out of any of them requires a good working relationship with the vendor. Yes, with some projects its a set it and forget it deal, but even that level requires a certain understanding between the parties. Sometimes its daily or weekly interactions with the vendor basically forever- nothing wrong or unexpected about that outcome either because success (and failure) occur both ways and everywhere in the middle.19) Its not the last system any ongoing enterprise is going to select. ITs an evolving market. Find out how much and how easy it is to decommission and move along with any given choice.and finally20) Many times, there simply is NOT a "better" or "worse" choice- only questions of differences and focus that in the end will give about the same ROI to the buyer if they hold their end up and vice-versa. If you set out to buy a BMW and drive home in a Benz, or even a Chevy, it still all depends on how well the choice fits your exact situation, and that choice would hold for nobody else in specific, but hundreds of thousands of others in general. …; Added by Julia at 9:21am on January 15, 2009

Blog Post: The Recruiting Robot: Is Human Interaction Ancient News?: Ever since the development of the electronic computer in the 1950s, we’ve been…; Added by Julie Salerno at 2:23pm on April 27, 2015

Blog Post: 5 Ways A Right ATS Can Help Increase Your Speed-To-Hire: https://targetrecruit.com/wp-content/uploads/2020/07/Blog-Banner_W-850px-X-300px_5-Ways-A-Right-ATS-300x106.png 300w,…; Added by TargetRecruit at 8:06am on July 23, 2020