Search Results - easily buy

Blog Post: Is Your ATS Holding You Back?: Oh how the standards of the recruiting process have changed. As…; Added by Raj Sheth at 8:42pm on April 4, 2014

Blog Post: Seven Everlasting Rules of Business

Carmine…

Added by Josh Mangum at 9:46am on January 30, 2019

Blog Post: Recruitment Marketing Success comes when you think like a Marketer!: Originally posted on the SmashFly Recruitment Marketing…; Added by Chris Brablc at 1:45pm on June 30, 2010

Blog Post: Revelation - Your Employer Brand Is No Longer Owned by Your Firm: I wrote and posted this blog some weeks ago and got a lot of feedback. But that feedback got me thinking about the whole topic and after 10 years in a Uk HR Comms agency and 6 years building job…; Added by Keith Robinson at 12:10pm on November 24, 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

Topic: ATS vs. paper applications for internal transfers - how to persuade the holdouts.: does my LinkedIn account), and I pop in and out of other social networking sites and online search boards all day long. Perhaps it is hard for me to believe that not everybody is to tech driven because I'm part of the generation that grew up with a mouse in our hands and can hardly remember what a cassette looks like. Without getting up on a soapbox too much, I truly believe the ATS my company currently uses for all external hires and internal transfers at all but two of our US locations needs to be implemented in our holdout locations. These two sites alone combined for over 100 internal transfers and promotions and averaged 30 applicants per position. This is over 3,000 applications, many of which include several attachments and addendums. To compound matters, I am currently managing the recruiting process for one of the plants (located in Mississippi) from my office in Michigan. This means that the paper apps get shipped to me via FedEx for review, and then shipped back to the hiring managers for the interviews and for storage in the HR area. Without going any further, I think any recruiter can understand why I'm pushing for the implementation of our ATS, but I am being met with some very heavy resistance. Unfortunately a number of these employees are computer illiterate, and many do not even own computers. In addition, any technicians in the plants do not even have a company email address since they do not use a computer in their daily work. This presents a problem because all of the positions we post internally are salaried positions which require computer skills for the job. Although it seems like an obvious argument to me that a person incapable of applying online will fail to meet qualifications, the managers will simply not buy into it so easily. I'd like to hear from other recruiters who have dealt with similar issues, and how you were successful. I have already prepared an extensive presentation detailing the improved efficiency, accuracy, and security of an online system compared to paper. I have also created a step-by-step training deck for using the system and will be making sure HR, hiring managers, and the 24/7 support line all understand how to use the system. Despite this preparation, I'm still anticipating pushback, so any and all suggestions are welcome and sincerely appreciated.…; Added by Gino Conti at 9:08am on January 21, 2009

Blog Post: Technical tests: a valuable interview tool or a talent deterrent?

Technical tests; a common part of the interview process for many companies, but are they adding value to your process or deterring top talent from applying to your roles?

Do they provide…

Added by ISL Recruitment at 8:59am on November 19, 2018

Blog Post: What is your Recruitment Story?: Stories make the world go round. It’s stories that bring us back to your favorite TV show, stories that make you buy a product and ultimately stories that make a candidate want to work for a…; Added by Chris Brablc at 3:05pm on June 28, 2011

Blog Post: 10 questions to ask recruitment software providers