Search Results - on front page

Comment on: Topic 'SOFTWARE RECOMMENDATIONS NEEDED!': enings and applicants. Applicant information is often difficult and costly to obtain. The value of this information is enhanced if it can be stored and retrieved electronically. An applicant tracking system should include: OCR Resume Scanning Letter Generation EEO Reports Ability to schedule/track interviews Job Descriptions Statistics: Activity, Recruiter, Sources Requisition Analysis Cost Analysis Applicant Profiles Mailing Labels On-Line Notes Selectech®Workforce Management (http://www.ercdataplus.com/applicant_track.php) ERC Dataplus: Screening, hiring and retaining the workforce you want - efficiently!SM Selectech® Workforce Management is modularly designed and OFCCP-compliant and is the most advanced, comprehensive, scalable solution available. It guarantees to lower the time-to-hire, cost-per-hire, and improve the quality of each hire. Unique functions include self-service, variable process flows, industry-specific question libraries, validated assessments, interviewer training, scheduling, job posting, and on-boarding. It also includes Selectech® Interview InsightsTM, a conversational interview technology drawing applicants into a discussion about their skills, challenges, and goals. HireTouch (http://www.hiretouch.com) HireTouch is an easy-to-use web-based applicant tracking and management system allowing HR managers to post jobs and track candidates throughout the entire hiring process. The application plugs in to your company’s existing Website, thus maintaining its original “look and feel,” while taking your hiring processes to the next level. Applicant Tracking – From $49/month – FREE 30-day Trial – NO SETUP FEES (http://www.iapplicants.com) iApplicants was designed and priced specifically for companies with 20 to 1000 employees, and creates your own custom looking Career’s Website in just 3 business days! iApplicants is: simple to use, integrate your hiring assessments, ask pre-screening questions specific to the job, tracks and reports EEO data, and provides analytics tools for tracking the source of both visitors and applicants. iApplicants will help you generate new applicants for free directly from the major search engines and lets you auto post to craigslist.org, google.com/base, indeed.com, simplyhired.com and others. iCIMS, Inc. (http://www.icims.com) With over 600 clients, iCIMS’ Talent Platform offers web-based human resources (HR) software for organizations of all sizes, in any industry, worldwide. This comprehensive applicant tracking software provides recruiters and hiring managers with collaborative recruitment tools that enable them to attract, screen and hire the best talent. iCIMS’ premier Talent Platform allows organizations to manage both pre and post hire recruiting all through a single platform. Features include: Applicant Tracking, Reporting, form automation, hourly & salary hiring, multi-lingual online career centers, candidate screening, searching, sourcing, CRM, compliance, onboarding/offboarding, integrations, performance management, workforce planning, succession planning and more. People-Trak Applicant Management (http://www.people-trak.com/hr_functionality.asp?subid=am) People-Trak defines HRIS with the most powerful combination of features and ease of use. Automate personnel management, recruiting, performance management, attendance, benefits, and more in a single integrated solution. Akken (http://www.akken.com) Powerfully simple front and back office staffing software and recruiting software. Includes Applicant Tracking, superior searching & matching, Timesheets & Invoices, HRM, Accounting, CRM, Email, Resume Parsing and more Alchemus (http://www.inetgen.net) Alchemus: An Applicant tracking system (ATS) and Work Force Management web-based application that automates the key business processes of Professional Services Organizations, Employment Agencies and HR Departments. It emulates the workflow of staffing, recruiting and workforce management from getting a requisition to applicant tracking through making an employment offer and invoicing. Alchemus allows all the necessary players across the enterprise to participate and contribute in streamlining your business proce Applicant Tracker (http://www.acentre.com/applicant_tracking.html) Applicant Tracker, a Lotus Notes Domino applicant tracking solution, automates and facilitates your entire hiring process, whether you're an organization of 50 or 5000 employees. Arithon (http://www.arithon.com) Arithon is a complete recruitment solution designed and sold by an international team of ex-recruiters. Offering the latest in ASP hosted technology, and running on an Oracle 9i platform, Arithon provides a fast, functional and feature-rich product at a sensible price, making it ideal for the start-up or fast-growing agency. askSam Resume Tracking System (http://www.asksam.com/rts/) An askSam product designed to organize resumes, job orders and requisitions. Aspirant (http://www.fscbizsolutions.com/Aspirant.htm) Aspirant is a powerful applicant tracking system that integrates seamlessly with your corporate web site. Aspirant helps recruiters select the most qualified candidates rapidly. Features include applicant tracking, requisition tracking, automated resume ranking, job posting to your corporate web site and Intranet, criteria-based resume searches. Candidates can update their resumes online. Aspirant also interfaces with our HR software (sold separately). Automated Business Designs (http://www.abd.net) ABD offers staffing software for contract, direct-hire, and medical placement. Ultra-Staff’s Front Office features search and match, contact management, document management, and managerial reporting. Ultra-Staff's Back Office is an integrated pay/bill system. Berkshire Associates Inc. (http://www.berkshireassociates.com) Berkshire Associates Inc. is a progressive human resources consulting and software development firm, specializing in affirmative action and internal compensation analyses. For over 23 years, Berkshire has been committed to helping companies find cost-effective solutions to everyday human resources challenges. We offer outsourcing and software solutions to meet the needs of any size company. BALANCEtrak™ PREMIUM meets the client’s need to capture applicant data easily in a timely manner and automate the entire hiring process with no paper to shuffle. Bond StarSearcher Applicant Tracking System (http://www.StarSearcherATS.com) Applicant tracking software from Bond International Software is designed to fill mid-sized companies' growing need for an automated system of tracking applicants through the entire hiring process. You use accounting software to manage your financial assets, but what about your most valuable assets, human capital? StarSearcher allows you to sort through the deluge of resumes in seconds so that the stars reveal themselves – and go to work for your company, not your competition. Sold exclusively through the Microsoft Partner Channel, StarSearcher Applicant Tracking System is built on Microsoft technologies such as SQL, Outlook and Office and integrates with Dynamics GP. StarSearcher offers a complete, versatile and affordable ATS solution that can easily automate all aspects of the hiring process: gathering job requirements, auto-posting to website, qualifying job applicants, processing resumes, matching candidates, hiring manager portal and more. Brightmove (http://www.brightmove.com) BrightMove ATS (Applicant Tracking System) is a powerful web based applicant tracking software package designed to make the recruitment process easier. Our applicant tracking software is designed from the ground up to simplify the HR professional’s everyday life. BrightMove ATS (Applicant Tracking System) will lower the cost of recruiting for your company and make your recruiting staff more productive. Bullhorn Staffing Software (http://www.bullhorn.com/Home.8.0/BHContent_HomePage.cfm) Bullhorn delivers an integrated web-based front office staffing solution. BullhornSTAFFING is a web-native platform for the Staffing Industry and is recognized by industry leaders as one of the most powerful, flexible, and easy to use systems across a wide range of business types, sizes, specialties, and disciplines. Capterra's Applicant Tracking Software Directory (http://www.capterra.com/applicant-tracking-software) Capterra's Applicant Tracking software directory is a free, comprehensive resource that lists solutions for resume tracking and storage and recruitment management. CATS Applicant Tracking System (http://www.catsone.com) CATS is industry's first open source applicant tracking system (ATS). Built on the LAMP platform (Linux, Apache, MySQL, and PHP), it can be installed and running in 5 minutes on a Unix or Windows platform. It features built-in applicant tracking, resume search, CRM, and a reporting dashboard for staffing agencies and corporate HR departments. Chameleon-i online recruitment software (http://www.chameleoni.com) An entirely web-based, on-demand applicant tracking solution for start-up and SME recruitment agencies worldwide. Reliable, easy-to-use with a free first-user license. Conrep ATS and a complete PSA solution (http://www.conrep.com/index.htm?source=hr-guide) Conrep's PSA software (includes Applicant Tracking System) provides end-to-end solution for consulting, staffing, recruiting and professional services organizations. Conrep improves all aspects of your business: workflow, tracking and controlling. It's easy-to-implement, web managed solution increases organizational efficiency, maximizes resource utilization, facilitates team collaboration, fosters individual responsibility and productivity. CVManager-Applicant Tracking System - Resume Tracking (http://www.cvmanager.com) CVManager is a powerful applicant tracking system that integrates seamlessly with your corporate web site. CVManager helps corporate recruiters select the most qualified candidates rapidly. Features include applicant tracking, requisition tracking, automated resume ranking, job posting to your corporate web site and Intranet, fully customized input forms and pre-screening questions, criteria-based resume searches, letter generation, response tracking and multilingual capabilities. Candidates can sign up to receive new job opening notifications and they can update their resumes online. CVManager also enables recruiters to manage all content of their career section. CVTracer Software (http://www.cvtracer.com) CVTracer Software provides web-based, workflow automation solutions designed for recruiting organizations. CVTracer offers software in which serves as the recruiter's desktop to handle everything from resume processing, applicant tracking, and customer management to corporate career site integration. These are easy-to-use systems allowing your entire organization to share a single, 360-degree view of your clients, candidates and requisitions. No software or hardware installation is required, only minimal training is needed, and implementation can be completed in days. Eploy – Online Recruitment Software (http://www.itssystems.co.uk) Eploy® is a leading provider of online recruitment, vendor management and applicant tracking software for agencies and corporate HR departments. Eploy® is a completely customisable ASP application delivering cutting edge recruitment tools through your browser. Its unique workflow engine and flexible design allow an unrivalled level of customisation with minimum cost and short delivery times. Take a look yourself with a free online trial. FlashRecruit (http://www.vectrics.com) FlashRecruit is an Open Source Job Board and Applicant Tracking software application. Built for industry standard J2EE application servers, FlashRecruit is enterprise ready and will scale with your business. FlashRecruit leverages standard Java enterprise components. Genesys (http://www.genesysHCM.com) Founded in 1981, Genesys is a proven provider of web-based HCM solutions configured to each workplace. The Company's suite, PeopleComeFirst®, streamlines HR, benefit administration and payments, payroll processing, self-service, tax filing and garnishment processing. Genesys provides unprecedented choice, flexibility, and satisfaction to its clients. Available as SaaS, HRO services or licensed in-house software. Gopher Applicant Tracking Recruiting Staffing Software (http://resume-software.com) BlackDog Inc. has provided industrial strength staffing software to professional recruiting firms all over the world. Custom designed specifically for the executive search industry, GOPHER has become the leading recruitment tool of choice for recruiters wanting to dramatically increase productivity through effective applicant and resume tracking software, allowing instant access to crucial candidate and client data. Greentree Systems (http://www.greentreesystems.com/) Vendor of applicant tracking and resume scanning software located in the heart of Silicon Valley. HireAbility.com (http://www.hireability.com/ALEX/) Alex Resume Parsing. Capturing candidate traffic around the world around the clock. Hirebridge, LLC (http://www.hirebridge.com/) Hirebridge brings affordable web-based job posting and applicant management solutions to small to midsize corporations and staffing companies. HireDesk (http://www.hiredesk.com) HireDesk provides on demand Web-based recruitment solutions for all types of recruiting disciplines, including executive search, permanent placement, temporary staffing, contract staffing, and multi-discipline environments. Today, HireDesk helps recruiters at over 500 organizations worldwide to build and manage relationships, increase daily productivity, and grow the business. If you’d like to learn more about HireDesk and its offerings, visit the Web at www.hiredesk.com or call 1-866-747-3375 for additional details. Hire Ground Software (http://www.hiregroundsoftware.com) Hire Ground offers the most affordable and scalable Applicant Tracking Software on the market. We offer both Full and LITE versions so we can offer solutions for any size company. We are the only company that offers a customized skills matrix to filter applicants. We also have standard reporting that can track candidate sources, and time to hire. HireTrac (http://www.hiretrac.com/hiretrac/Home/index.aspx#) HireTrac is a powerful ASP applicant tracking system designed for the small to mid-market. No installation, no learning curve - up and running in 10 minutes, with your brand! Hiring Management Systems (http://www.fadvhms.com/) First Advantage HMS provides a total solution for managing the hiring process. Powering both salaried and hourly hiring, First Advantage HMS integrates all your critical hiring related services on a single platform. Built on flexible technology, First Advantage HMS adapts and grows as your needs change. And with advanced global capabilities, our solutions can support your hiring needs in 13 languages and with over 100 culture settings. Hiring Software (http://www.hiringsoftware.com) Web-based and PC-based recruiting software that support complete job and candidate tracking and create a powerful career web site. Hodes iQ (http://www.hodesiq.com) Award-winning Talent Management software, Hodes iQ provides corporate recruiters sophisticated recruiting tools that are easy to use. A product of Bernard Hodes Group, an Omnicom Company (NYSE:OMC). HRLogix Applicant Tracking System (http://www.hrlogix.com) HRLogix is the leading provider of Next Generation Applicant Tracking Systems (ATS) defined by ease of use, functionality, & cost value proposition. Our solutions turn your corporate web-site into a powerful recruiting tool, while offering a very professional “applicant self-service” to your job-seekers. From job-requisition, on-line screening & scheduling for those qualified candidates our solution can take your organization to the next level in Human Resources. HRM Direct (http://www.hrmdirect.com) Resume Direct eliminates tedious data entry with the most powerful resume parsing, automatic job posting, and OFCCP-compliant EEO data capture available starting from just $250 per month. Find out why more than half the companies that try Resume, buy Resume Direct. HRsmart.com (http://www.hrsmart.com) HRsmart is a global provider of world-class talent management solutions that streamline recruiting, development, and retention processes, giving our clients an edge on today’s competitive markets. Our state-of-the-art technology and proven human capital management practices provide solid performance at attractive prices. HRSnap! Recruiting Management (http://www.hrsnap.com) HRSnap! Recruiting Management and Applicant Tracking System (ATS) is a affordable software allowing organizations to put their job postings online, and to accept and process applicant information. HRSnap! can turn an old computer into a high tech web recruiting system. Humanic Design (http://www.humanic.com/) The Humanic HRMS is a comprehensive business solution-automating core Human Resources functions and quickly putting information into the hands of those who need it most. Integrating essential HR functions like benefits administration with applicant tracking, flex benefits administration, wage and compensation modeling, position control, training administration and employee histories. Icarian Inc. (http://www.icarian.com) Icarian’s Workforce software is an intranet application designed to help a company plan, hire, deploy, and retain talent assets. Icarian Services provides our customers tailored solutions including Strategic Process Engineering, Implementation Services, Education Services, and Customer Support. ImmigrationTracker Case Management Software (http://www.ImmigrationTracker.com) Founded in 1998, ImmigrationTracker is the leader in fully-integrated immigration case management software for Fortune 500 companies and immigration law practices. It has been enhanced with the suggestions of thousands of American Immigration Lawyers Association (AILA) members and corporate professionals. ImmigrationTracker is a unique combination of feature-rich software, detailed and secure case tracking, status/work authorization expiration monitoring, I-9 and LCA postings history, PERM and other vital reporting and a flexible and integrated forms package. Adopted by companies in multiple countries, Tracker is the only immigration software offering both online (ASP) and proven server-based platforms, providing IT and HR departments maximum security, plus more certain compatibility with future technology trends. Based in San Francisco, CA, ImmigrationTracker currently supports more than 3,500 users in the United States, Canada and the UK. JobScore (http://www.jobscore.com/corp/solution_track_applicants.html) A free hosted solution that allows you to create listings, score applicants, track progress and generate reports. Jobtrain Solutions (http://www.jobtrain.co.uk) Jobtrain is a leading web-based recruitment management system that helps companies save administration time and reduce recruitment costs through the automation and streamlining of their recruitment processes. Kenexa (http://www.kenexa.com/en/solutions/Talent-Management.aspx) Kenexa Recruiter® was created as a complete recruiting management system to address this need. As an applicant-tracking system, Kenexa Recruiter® will dramatically reduce your overall hiring costs and streamline and automate your entire recruiting process. Mangrove Software (http://www.mangrovesoftware.com/recruitment_features.html) Mangrove has the most comprehensive HR, Payroll, Benefits Management, Applicant Tracking, & Self Service Solutions available. We offer payroll processing with check printing capabilities, tax-filing services, compliance reporting, ACH, & our state-of-the-art customization toolset. You can license our full-service product or choose our hosted 100% web-based solution. matchhire - Recruiting, Staffing and Applicant Tracking (http://www.matchhire.com) matchhire is a user Friendly and Affordable Recruiting Web-Based Software to streamline all the hiring procedures of Recruiting Agencies and HR Departments from posting jobs, attracting candidates, processing resumes, qualifying applicants, through qualified hire. Free Trial. MaxHire Applicant Tracking (http://www.maxhire.net) An affordable integrated software solution for professional recruiters and search firms. mindSCOPE Staffing & Recruitment Software (http://www.mindscope.com) Makers of mindSCOPE Staffing & Recruitment software database tracks candidate, client, and job placement status. MyPaperLess Office (http://www.mypaperlessoffice.com) Online paperless recruiting and tracking system Mploy: Empowered Applicant Tracking, Requisition Management, and Recruiting Workflow (http://www.coolersoft.com) Find your candidates, track your jobs, and manage your recruiting process from anywhere, anytime. Mploy provides effortless applicant tracking and requisition management. Also, Mploy empowers you with a flexible workflow system to keep you on track and on time. myStaffingPro (http://www.mystaffingpro.com) myStaffingPro® is a full-featured, web-based, applicant tracking system with advanced applicant screening capabilities providing tools to help you achieve your hiring goals. We offer solutions for companies of any size, with any budget. Features and cost vary by the version selected. All editions are built on the same proven technology. myTalentLink (http://www.mytalentlink.com) An affordable Applicant Tracking System Software for recruiters that is fully hosted and is designed specifically for the needs of small to mid-sized organizations. NewHire (http://www.new-hire.com) Employers, get answers to your most important hiring questions - before you interview! Keep track of all applicants from all sources in one easy-to-use online solution. Hiring has never been so simple! Advertise anywhere and direct all applicants to a single customized web page. Your "inbox" will never be flooded with resumes again! NowHire.com (http://www.NowHire.com) ISG's applicant tracking, resume database and hiring management systems streamline and automate your entire workforce procurement and management process, utilizing the Internet, IVR (phone) and/or Employment Kiosks for corporate and hourly recruitment. PCRecruiter by Main Sequence Technologies (http://www.pcrecruiter.com) PCRecruiter Web, used by thousands of professionals worldwide, offers a complete solution for management of contacts and applicant flow. The combination of applicant tracking and contact management creates a powerful center for your entire process, facilitating your entire process from requisition submittal, to req approval, through to on-line job inquiries and hire logging. All of this, plus potent administrative metrics and dynamic candidate questionnaires and assessments. PCRecruiter has the features you'd expect of an enterprise class solution, including bulk email, automated resume parsing, document storage, and diversity tracking. PeopleCapital (http://peoplecapital.com) PeopleCapital creates a competitive advantage through best practices and superior technology associated with attracting, tracking, and onboarding the world's best talent. PeopleFilter Technology (http://www.peoplefilter.com) PeopleFilter is a web-based Applicant Tracking and Hiring Optimization solution that allows for rapid identification and ranking of the most qualified applicants based on employer-defined job descriptions. PowerHires - Applicant Tracking for Small Business (http://www.powerhires.com/solutions.php?s=hrguide) PowerHires is the best applicant tracking system for small business. You can be up and running in under an hour. Our free trial and satisfaction guarantee mean you have no risk, so start today! We offer applicant screening, an online job center for your website, and many more features to help you hire better people faster. powerHR (http://www.powerobjects.com/powerHR.aspx) powerHR by PowerObjects is an innovative, fully customized web based application that automates and streamlines the hiring process. In response to organizations across the country, PowerObjects has developed powerHR to help Human Resources personnel better manage the job application process, by providing a simple way to collect job applications via the web. PowerPlace Software (http://www.powerplacesoftware.com) Professional-grade staffing software featuring best-in-class features and highly intuitive, user-friendly design. Be up and running to no time! Flexible terms. PreferredHire Plus (http://www.preferredhire.com) PreferredHire Plus is an industry leader in predictive resume screening and processing technology. Our resume management system allows corporate Human Resource departments, as well as staffing firms, to concentrate and refocus their efforts on the strategic vision of their organization by automating the applicant screening and resume tracking process. RecruitActive (http://www.recruitactive.com) UK based provider of e-recruitment software systems and careers microsites for medium and large businesses and organisations. Recruiter Applicant Tracking Automation System (http://www.hr-soft.com/recruiter/recruiter.shtml) Recruiter: an award winning applicant tracking system leads the way through all the stages of recruitment and helps you select the best candidates quickly, efficiently and at the lowest cost. Free demo and eShop. recruitNEXT Applicant Tracking Software by EON Applications (http://www.recruitNEXT.com) recruitNext offers easy-to-use Applicant Tracking Software, Web-based or desktop, Resume parsing, job posting, advance searching and integrated career center all in one system. RecruitPro - Applicant tracking software (http://www.24x7softech.com) RecruitPro is an applicant tracking system & recruitment process automation software for Recruitment consultants, executive search firms, employment agencies, placement companies RecruitTrack Recruiting Software (http://www.recruittrack.com) Desktop recruiting software system designed to track applicant resumes, employers, job orders, and activity data featuring resume parsing and integration with Outlook. Redmatch Applicant Tracking and Online Recuiting (http://www.redmatch.com) Redmatch is a leading provider of online recruitment solutions for corporations, publishers and staffing companies. Its hosted software solution, Redmatch Recruiter™ helps HR managers and recruiters to find and hire the most qualified candidates, efficiently and quickly. Redmatch Recruiter acts as a seamless extension of your recruitment team, bringing dramatic time- and cost-savings to the entire staffing process. Redmatch Recruiter serves thousands of enterprises globally with a fully branded career web site, efficient hiring manager tools, state-of-the-art Applicant Tracking System (ATS) and seamless job posting to Redmatch-powered and other online career portals. Rejose (http://www.rejose.com) Simple web based applicant tracking system for small and medium businesses and project managers. Relational Systems, Inc. (http://www.winsearch.com/) WinSearch - providing applicant tracking, resume and complete recruiting relational database management systems for the permanent placement, contracting, and temporary staffing industries. WinSearch is available in Client Server, ASP and Web Enabled versions. Resource Datamine (http://www.resourcedatamine.com/index.html) This recruitment tool helps in tracking the applicants and is designed to fully automate every step of the recruiting process and ensures the achievement of your business objectives. RESUMate - Applicant Tracking Software (http://www.resumate.com) Create complete resume database records from text resumes (Word docs, e-mails, etc.) in about 10 seconds-no typing with RESUMate. ResumeWare (http://www.resumeware.com/) The web-based resume database and applicant tracking system designed from the ground up to deliver what the best recruiters need to be even more effective. Sendouts Pro (http://www.sendouts.com) Sendouts.com provides the award winning Sendouts Pro Applicant Tracking System for staffing firms. Sendouts Pro offers an easy-to-use and customizable recruitment tool that reduces time consuming data entry, improves efficiency and accuracy of searches, and manages the entire workflow process from prospective client to final placement. SilkRoad Technology, Inc. (http://www.silkroadtech.com/products/applicant__tracking/index.htm) OpenHire is the most sophisticated, cost reducing, web-based job posting and Applicant Tracking System (ATS) on the market today. It streamlines the entire recruiting and human resources management process, giving you instant access to all the information you need to make fast, informed recruiting decisions. Simplicant (http://www.simplicant.com) Simplicant is a simple, web-based applicant tracking system for small to medium sized companies. It allows you to track candidates, communicate with them, search through resumes, and collaborate with your colleagues through tasks. SmartSearch (http://www.smartsearchonline.com/index.asp) SmartSearch is a comprehensive system, based on the latest Microsoft development tools and fully browser enabled. SmartSearch is an event driven database application which manages information on Candidates, Jobs, Hiring Managers and Businesses. SmartSearch is a scalable product, we have customers ranging in size from one to several hundreds of users accessing databases as large as 350,000 resumes. SonicRecruit (http://www.sonicrecruit.com) SonicRecruit's web-based Applicant Tracking System delivers the industry's most powerful recruiting tool. Praised by our mid-market and Fortune 500 clients, the flexibility of SonicRecruit offers a wide array of HR solutions guaranteed to refine your hiring process. Backed up by our experienced staff, it's easy to see why SonicRecruit is more than an application. StaffASAP.com (http://www.staffasap.com) Applicant Tracking System. Easy to learn. One month free! Staff -n- Track (http://www.staff-n-track.com) Staff-N-Track is a full serviced easy to use Applicant Tracking system designed for small to mid-sized companies. StaffCV Recruitment Software (http://www.staffcv.com) Details and case studies related to StaffCV Recruitment Software Staffingsoft.com (http://www.staffingsoft.com) StaffingSoft is an enterprise-wide Applicant Tracking System Recruiting Software featuring a suite of tools that effectively integrate and manage talent recruiting, retention, and management from internal staff, to outside vendors, to candidates globally. Staffing Software Solutions Account Receivable-Recruitment Management (http://www.bwsi.com) TempWizard is an account receivable software for Account receivable management services also a recruitment management software used for contract temp staffing and recruiting. Stateside Technology Limited (http://www.stateside-technology.com/products.html) ResourceBuilder is a completely new solution for recruitment in the internet age. Recruitment is in the grip of radical change. The driving forces behind this change are the technological improvements, the shortage of skilled staff, increased pressure on budgets and the high cost of traditional recruitment methods. Companies now have to turn around economic slowdown by using the internet to integrate the new online recruitment into their existing business practice. Swiftpro Recruitment Software, CV Processing, Data Entry Services, Job Boards Design (http://www.swiftpro.com) Recruiting software and services that continuously facilitate your recruitment processes, optimize the applicant tracking activities and enhance your overall business performance. Talent Secure (http://www.talentsecure.com) TalentSecure is a web based applicant tracking solution. TalentSecure gives you the control of the applicant recruiting, tracking and staffing process that you have been looking for. Talent Technology - Applicant Tracking, Hiring, Recruiting Software Solutions (http://www.talenttech.com) Leading provider of on-demand applicant tracking and component recruiting technologies for the recruiting/staffing industry and corporate HR departments. TalentXpress Applicant Tracking (http://www.talentxpress.com) TalentXpress offers an on demand applicant tracking system that can be up and recruiting in a matter of hours. It's everything you need for less than you think. !Trak-It Applicant - Applicant Tracking Software (http://www.applicant-tracking-software.com) !Trak-It Applicant - tracks skills, references, schools, training, licenses and past employers plus invitations and routings. Included are over 100 standard reports and letters, most are customizable. !Trak-It Applicant also tracks letter history; routing status; invitation schedules; prints EEO reports; applicant flow; source statistics; activity and recruiter statistics; skill searches and applicant profiles. There is a built in email capability as well as an online web based reference or background checking connection. The Resume Extraction Option extracts information from resumes and transfers it to the searchable !Trak-It Applicant databases. The Web Option allows you to publish your job openings on your web site's job board. V.I. Applicant Manager (http://www.verificationsinc.com/applicant.html) VI Applicant Manager is the first-ever applicant management system providing hiring organizations with a single view of their complete hiring process. Through this powerful and intuitive online application HR professionals can now effectively and efficiently manage applicants and applicant information and truly take control of the hiring process. VI Applicant Manager seamlessly combines the tracking, evaluation, screening, and onboarding of applicants in a hosted solution. WebRecruiter (http://www.webrecruiter.com) Enabling competitive advantage by integrating and automating the recruitment supply chain. WebRecruiter automates and improves your existing recruiting processes instead of forcing you to change your company’s well-defined workflow. XML Resume (http://www.sovren.com) Sovren Resume Parser is the first HR XML.org-certified resume parser, easy to integrate with any technology to process XML resumes.…; Added by C. B. Stalling!! at 11:27pm on October 21, 2008

Blog Post: What I learned in Vegas: #HRTechConf Wrap-Up: The 14th annual HR Technology Conference didn't disappoint in Vegas this year. Not only was this the biggest collection of rockstar attendees at the conference to date but the breakout and main…; Added by Chris Brablc at 4:31pm on October 6, 2011

Blog Post: 300+ Questions to Ask Applicant Tracking System Vendors on Demos: Practitioners shouldn’t feel shy about taking charge on a demo. Granted, the salesperson is adept at giving you an efficient overview of what the product does and how it’ll fit into your overall…; Added by Phil Strazzulla at 2:29pm on June 12, 2019

Topic: The Story That Needs to be Told - Part IV: e office. The company brought in two of the national training team members to work with her. One stayed a week the other was on assignment for several months. She ran the training classes with his assistance and was told that she was doing a great job. There was only one little glitch, a rep visited a winery brought back a case of wine and brought her a bottle. She thanked him told him she could not accept gifts and returned the wine. Later that day it was back in her office. She went immediately to her boss and told her he had given it to her, she had returned it , he had put it back in her office so would the boss like to have it or should she take it back to him and insist that he take it back. Her boss told her it was ok to keep it but to just be careful but it wasn’t a big deal since he was not on her team and he had given several other people in the office a bottle also. Of course 10 days later she was called in and told that it had been reported that she had accepted gifts from reps. My candidate reminded her boss that she had asked her about it previously but the bottle of wine was still in her office and the boss was welcome to it or she would now give it back. No not necessary, the boss had forgotten but now did remember so forget it. My candidate was contacted about three jobs that were being posted that would enable her to live in this area but work in another division reporting to another supervisor. She was thrilled as both would be a promotion and a raise and allow her to report to supervisors that she had worked with in the past that she liked. She applied and was told that it would be six weeks to two months before interviews would be held but received calls from the other supervisors encouraging her about the jobs she was applying for being a good fit for her. For her to be able to move into another position with the company her boss is required to release her and does have the ability even she is offered another position to say that she is not releasable due to business needs. My candidate was concerned so thinking that things had gone better for several months she went to her boss and told her that she was applying for the other jobs, she had enjoyed working for her, had learned a lot (no kidding) but wanted to advance with the company and needed as a single parent to make more money and be in a situation where she could take her kids to school and day care at a normal time instead of before 7:30 in the morning to be sure that she was in the office by 8:00 and be able to pick them up herself rather than have someone else have to pick them up as she did not get off until 6:00 with the after school program and day care closing at 6:00. Her boss told her that she understood but she did not want her to leave. She was irreplaceable, the boss was going to retire in a couple of years and she was grooming my candidate for her job. She would change her hours so she could come in at 8:15 and leave at 5:45 if my candidate were willing to work an extra Saturday a month. My candidate said she would appreciate that and would work the extra Saturday but she wanted to move up with the company, did not want the boss’s job and wanted to get out of the office environment that was not a fit for her as she did not feel and never felt that she fit with the management style and environment there. My candidate did not believe it was right to retaliate against people who filed a complaint. Her boss said, “I have told you we don’t retaliate if any of them file a complaint against us, it’s not legal but ,what we do is “work them out of the business , we just observe every move that they make until we have enough to work them out.” My candidate said , “yes I know and I don’t think that’s right, people make mistakes I feel like that is what has happened to me in the past and I don’t want any more of it. “Things have gotten better but I have always felt like you were going to fire me for something and I don’t want to live that way. You micro manage me, you undermine me, you tell me to fire a rep for attendance then after I do you bring them back and tell them that you saved their job so I have a problem with a rep. You make me uncomfortable talking about your sex life and talking about who is having an affair and I don’t think I can work for you.” At this point the boss started crying and sobbing and apologizing. She went on to say that “she was not a weak manager, she was not a weak manager she was just emotional and if my candidate would just reach over and rub her arm when she stared acting that way she would get control of herself. My candidate feeling that things were getting too bizarre and as she put it, “my stomach turned at the thought of having to rub her arm to calm her down.” , brought the meeting to a close by saying that she wanted to move forward with the other jobs and she hoped that the boss would not stand in her way. The boss dried her sloppy tears and said she would not stand in her way. A few days later the boss came in and asked my candidate to go for a drink with her after work. Not knowing what this was about as it had never happened and not wanting to go to a bar with the woman after the arm rubbing comments she said she would but had dinner plans with family so would only be able to stay a short time. They met at a bar. The boss told her that she needed her to stay as she was handling several vital parts of the business. She would change my candidate's hours, she would be flexible with her where her kids were concerned as she was the only single parent in the management group, she would give her more vacation, she was going to get an allocation for all manager raises and she would give her the full amount that she got for all the managers if she would not move forward with other jobs. My candidate told her she appreciated the offer but as she had discussed with her .she wanted to move into a different area of the company and she felt that if she got all of the raise allocation for all of the managers it would make the situation with her peers worse than it already was because she was not considered part of the group as it was. since her boss had taken responsibilities away from one or two of the other managers and given them to my candidate. A move that had not made my candidate a favorite with two of the other managers. My candidate made a hasty retreat from the bar and hoped that this would be the end of it. All was quiet for a week or two. On a Friday evening at a few minutes before 5:00 without any warning my candidate received in her interoffice email containing a boarding pass and reservations for a company trip to Columbia, South America to be part of a training team who would be onsite in Columbia for two weeks. She freaked, the national trainer she had been working with still on site. She went running to him and asked if he had requested her as part of the training team. He indicated he did not know anything about it but he was scheduled to go to Columbia so not to worry about it. He would be there he spoke Spanish and the training would be held in a hotel. She explained to him that she had two small children in school and no one available to keep them for an extended period of time. It was also a dangerous country and she would terrified to go there and was not going to go. On Monday she went to her boss, told her she had received the boarding pass and reservation. The boss looked at her and said, “Yes”. My candidate told her that she was not going to go to Columbia, she had no child care available for that kind of trip and further was terrified of going to a country that the State Department discouraged as a place for Americans to travel. She would quit before she would go. She asked the boss if she would go. The boss said no she would not. My candidate said she was not going so if she needed to clean out her desk she would do it. The boss said she would see what she could do. It went away, nothing more said. My candidate thought it was strange that her boss seemed to know about it and had not said anything to her before she received a boarding pass and confirmed reservation. Just strange. Two weeks later on May 4th my candidate checked the company site for the jobs she had applied for. She had three interview requests for the jobs and was very excited that finally she would at least have the opportunity to move on. Before she could send the acceptance her boss came in her office and said, “you need to come to the conference room, EEO in Houston wants a phone conference”. Thinking it probably had something to do with the refusal to go to Columbia off she went to talk with EEO. The EEO rep started the conversation by telling her that EEO needed to be sure that my candidate was not recording the conversation and did not have a cell phone with her or any note taking material. Then told her that they were investigating her entire management career. When my candidate asked why she was told that the EEO rep had been advised of a number of things and had never seen anything like this and that her boss had asked that her applications for other jobs be suspended until the investigation had been completed. Here is the list. EEO had been advised the following –My candidate's responses are in ( ) She had assisted male reps more than she assisted female reps. (Yes and had corrected) She had brought a fart machine to the office. (No she did not, one of her reps did, she told him it was funny but to take it home) She had used the children of reps to take care of her children. (No she had been asked about it because her boss was confused due to a same name of reps daughter and it had been clarified) She had lied to her boss about being late to work. (No her boss had changed her hours, it was on the schedule, when she came in one day another manager had asked her if she was five minutes late. She had popped off and said, nope 10 minutes early) She had accepted gifts from reps. (No, she had gone to her boss about the wine and her boss told her not to worry about it but the bottle of wine was still in her office.) EEO had received pictures from the wife or girlfriend of a male rep that the wife or girlfriend said were sent to her husband by my candidate. Several were full nudes both front and back one reflecting a tatoo and two were pictures of her with two little boys and in a car with her sunglasses on. (Holy God, she had received an hysterical call from this woman accusing her of having an affair with her husband. She had only seen the kid outside of work once, he was drunk and had come to their table. She and her date had left the place and gone someplace else. The wife had accused her of sending pictures to him. she had not but when asked what her email address was she had told the wife so if they had any nude pictures they were not of her , she did not have a tattoo. The guy had been called in and asked if he were having an affair with her. Had come and apologized to her about his wife calling both my candidate and the boss and additionally the wife had later called and apologized. But if there were pictures she wanted to see what they were because somebody was guilty of cyber harassment as the other two pictures where the ones that had been on her facebook page that had been up for a total of three weeks only in Dec. of 2009.) She had interfered with an investigation and had received a COBC violation. (The now infamous Christmas Play Caper. She told eeo that she had the meeting with the boss’s boss over that whole silly mess and when she received her evaluation there was no COBC violation. She was informed that in fact it was in her file and should have been on her evaluation.) She had made comments of a sexual nature regarding pop rocks. (Her team was to dress up like Halloween candy, they asked about lollipops. She had said , “no then the other teams will just say that we suck so pick something else” One of the reps had said what about poprocks. She had responded , “whatever that might be cute”. She didn’t know how that could be considered making a comment of sexual nature about Poprocks. EEO declined to explain to her the sexual nature of poprocks and I didn’t think I would go there either.) She had been losing weight in order to start a relationship. (She had been losing weight because she had gained back up to 190’s her doctor had put her on medication for high blood pressure and told her to get the weight off.) She had assisted a lesbian rep an inordinate amount of time to try and start a relationship with her. (No she wasn’t a lesbian anymore that she was a femme fatal having an affair with every male in the office. The woman was struggling and needed more help than some of the others.) She was a know it all. (She was the Subject matter expert on fiber for the office so if that made her a know it all so be it.) She had assisted a rep with filling out FLMA documents for claims he was filing after he had gone out. ( No, He was on her team, had back problems that required a sit down/stand up desk. He had asked to move it because he didn’t like the location. She had asked her boss if it could be moved. The boss had said, hell no ,it’s too expensive to move he can stay where he is. The guy had come to her asking what he needed to do to go out on FMLA. She had referred him to HR. He had filled out his own forms, she was his supervisor so had reviewed them signed them and he went out in Jan. She had not spoken to him since.) She was having lunches in her office with a trainer from the national group. (yes, she had two working lunches with the national trainer who was on site in her office. He was assisting her with training sessions so had gone out himself picked up lunch on two occasions and brought it back to the office so they could discuss any problems the reps were having with the way the training was being presented.) In a state of total shock my candidate went back to her office after this lovely encounter of the third kind. Before she could do anything but sit in a daze her boss walked in and said , “You are being put on paid administrative leave until EEO completes their investigation. I will need your badge and key card and I will walk you out.” My candidate asked if she could get her personal things ie; bills that needed to be paid in the next few days. She was told that her boss would see if she could get those things for her but my candidate would not be allowed to remove anything from her office and would need to leave NOW. It was just before noon. As she was walked out of the office in front of 170 people her boss marched behind her swinging my candidate's badge in a circle like she was a stripper, to make sure that everyone in the office saw that she was being walked out. When she was called by her boss later in the afternoon to find out when the boss could get some other pass key that she had at home she again asked if she could get her personal things. The boss said, “this is just administrative leave you don’t need to get all of them I will bring your bills to you.” On May 7th my candidate filed an ethics complaint through the company for sexual harassment, hostile work environment, bullying, retaliation and related the series of events to another company EEO representative. On May 9th my candidate filed a police report against the wife or girlfriend of the male employee for cyber harassment and sent a copy of the case number to EEO and a request for copies of the pictures they had, the dates they were sent who they were sent to and the headers of the emails from all correspondence relating to the pictures. She felt the woman was nuts and could be a danger to she or her children as she had no idea what the current status of their problems were and had not heard anything from the woman since early in 2010.On May 17th she was returning home in the middle of the afternoon and caught her boss driving slowly past her house. She lives on a dead end street with a cul de sac where the boss turned around and drove slowly by her home on her way out of the subdivision. Nobody can figure that one out. On May 18th my candidate was contacted by her boss to come back to work to discuss the results of the investigation. At that time she was told that she was being terminated for. 1. Releasing Proprietary Company information without a business need. 2. Creating a hostile work environment 3. Interfering with an Investigation. 4. Violating the code of business conduct in terms of honesty and integrity. When she asked for details as to what information , how she created a hostile work environment and what misconduct she was being accused of ,she was told that her boss would not discuss it but would send her a letter. She was asked to sign a document saying that she would not use her knowledge gained while employed at any other communications company and she would not take any legal action against the company. She refused to sign it. She asked if she could remove her personal things from her office. The boss followed her. My candidate smiled ,said hello to everyone who was calling out hello’s. Packed up her things in several boxes asked her boss to take an inventory and asked where her personal notebook and the copies of her personnel reviews were as they had been in her office. The boss denied any knowledge of either. My candidate looked at the woman and told her she was taking this to a higher level at which point the boss started crying and quit digging through things but did want to be sure that the highlighter my candidate was removing did not belong to the company. My candidate held her head up , walked out smiling at everyone told them she would miss them and good luck. As she reached the middle of the office people stood up and clapped for her. Some were crying. Two walked in and quit and walked out behind her. Five more have gone out on stress and two have quit since then. The next morning the boss received flowers with a card that said. “Congratulations, you finally got her, you must be proud”. A few days later she received a letter in a hand written envelope. It was from her boss stating that she had been terminated for: 1. Misconduct in the office/misconduct off the job 2. Creating a hostile work environment. 3. Helping male reps more than she helped female reps. 4. Interfering with an investigation. My candidate filed for unemployment. TWC requested information twice from the company as to the reason for termination. The company provided a copy of the employee handbook, a statement that an investigation had been done, she had exhibited a pattern of dishonesty, created a hostile work environment, helped male reps more than female reps and had interfered with an investigation. No details yet as to how she managed to do all that or what she did proximate to termination or what triggering event occurred that resulted in her termination. Her unemployment has been granted and made retroactive to the date that she was put on leave. She is now waiting to see if the company will appeal the granting of her unemployment with some kind of detail as to what she was found guilty of that triggered her termination. Her family has stepped up with financial assistance. She will not be able to move forward with the purchase of her home and will have to move within a month. She has enrolled in school to finish her degree. She has updated her resume and is moving forward looking for a new job. She is in fact brokenhearted at losing the opportunity to stay with the company in another position after spending all of her adult life fighting this mess to try and be a success as most of the people who worked for her and those she interacted with throughout the company felt she was. She has learned a lot. Not the least of which is to file an ethics complaint at the first sign of something like what she has been through with , in my opinion, a sick and toxic personality. As a recruiter of many moons experience I know that all I have heard is her side of the story and there are normally two sides to every story. I have done some fact finding with other employees without her knowledge. What she tells me appears to be backed up over and over by the people who have worked with her . Realizing that this is hearsay I share it with you as I feel this is a story that should be told. Oh, and she received a call two days ago in regard to the ethics complaints she filed. They left her a message that they were closing the complaint due to not being able to find enough evidence to substantiate her complaints. What a surprise. It is after all an employment at will state.…; Added by Sandra McCartt at 7:39pm on June 11, 2011

Blog Post: Series 1.6: Talent Assessment Implementation: After completing the …; Added by David Perel at 10:06am on June 29, 2013

Blog Post: NextWave Chat: Managing Culture in Hypergrowth Companies with Christina Luconi: On Thursday March 16th we had the pleasure of hosting Christina Luconi for a 45 min live chat on managing culture at hyper growth…; Added by Phil Strazzulla at 9:41am on January 24, 2018

Blog Post: Sourcing: The Hunger Games Edition

Sourcing: The Hunger Games Edition

Presented by: Doug Douglas – National Engagement Manager at…

Added by Doug Douglas at 5:03pm on May 9, 2012

Blog Post: Prioritizing Candidate Experience in the Interview and Hiring Process: One of the most important things a business can do is to make sure there is an excellent team in place. The success of your business depends on the strength of your employees. It stands to reason…; Added by Phil Strazzulla at 3:46am on April 7, 2023

Blog Post: The 8 Essential Types of HR Software: The rapid advancements happening on the tech front have given HR professionals access to a variety of state-of-the-art solutions that can expedite HR processes, boost productivity, and offer…; Added by Phil Strazzulla at 11:56am on May 27, 2023

Topic: Midnight Magic Chat Log Sept 6, 2008: wn NOW. ****** Attend the MagicMethod FREE one hour LIVE phone sourcing classroom chats on Tuesdays and Thursdays at noon EST on the MagicMethod network here. ****** Like what you just read? MagicMethod is brimming with information like this and will show you the inside tips and techniques of true telephone names sourcers! Subscribe today here. ****** ****** Maureen I agree, D. Well, that's it for tonight - thanks for coming D! Email your questions! Denyse Diem agree to disagree, I always say! Denyse Diem I mean anyone who doesn’t like what you have to say. It's just your opinion - they dont have to agree! Maureen Oh - yeah, I agree. Me too - sometimes I am so full a' myself! Denyse Diem people tend to have a hard time getting over themselves! including my self at times i must admit! Maureen Who's that? Chat is definitely ginky tonight... Denyse Diem I think if they can't take the direct approach, they need to grow up or get out Denyse Diem yeah - I hope to live in CA for some period in my life. Didn't think I would be traveling like this tho....have to source a new job for my hubbie! LOL! Maureen There are some who don't like what I say (or how I say it) Denyse - as you get more into this community you will find out... Maureen I love Texas! And CA! Maureen That's right there is-when I first started sourcing my two biggest states for customers were CA and TX. Consequently they ARE big states but still I think that says something... Denyse Diem do you get into trouble? LOL! I hadn't heard of any - now I want to find out! LOL! Maureen Dallas is a beautiful city. Maureen In Dallas traffic? A 45 minute commute each way? NO THANKS! Denyse Diem there is so much work right here in Dallas Denyse Diem I agree M - the thing is - I would do it to see what the haps were in the medical world to create a niche for myself in sourcing in that arena - but the cummute is 45 mins each way....no thanks Maureen I don't suffer foolishness well anymore. That's why sometimes I get into "trouble" here on the boards... Maureen I know I sound hard - I am! Maureen Don't be fooled- he coulda' been playing you. The fact that he understands what a sourcer can do for his org leads me to think he may not be so green... Denyse Diem that or stressed....didn't ask me a single question! I led the entire conversation - they sounded to desperate Denyse Diem The recruiter who called me was very green. Maureen Sounds like a grinder. Maureen IF you can phone source you don't need any of that noise... Denyse Diem I've seen this job posted for several months - looks like a grinder Denyse Diem but it sounds like they want me to build their pipeline of candidates... Maureen Be careful - there are some characters surrounding us - some sharpies who understand what value we bring to the table and will try to "lure" you w/ promises... Denyse Diem so they have certain needs for certain specialties - ..yes, that's right...sorry I'm fading Maureen Oh. And pay you a small salary w benefits and then something on the if-come. I see. Denyse Diem opps - the day the doc starts the job Maureen I don't understand... Denyse Diem on site - sorry - they want me to be at their location near dallas. Denyse Diem small salary w/benefits, comission only start the day they start the job Maureen? What do you mean on sight. Maureen How are they offering to pay? Denyse Diem I was just offered a job to source for physicians only. On sight only tho. Maureen I think there are and I also think we're just scratching an itch... Denyse Diem I bet there are many applications for your sourcing that we are just not thinking of. Maureen Yup. Maureen I DID deal with characters. That's a good way of saying it. Denyse Diem no wonder you prefer the telephone! LOL! Maureen No - Mergers and Acquisitions but I could see application for marketing and advertising Denyse Diem bet you had to deal with some real characters Maureen I charged 12% of the sales price as a commission. Denyse Diem M&A = marketing & advertising? Maureen Yes - good way of saying it. Maureen Busienss intellignece (M&A activity) Denyse Diem so you were a broker for small businesses then? is that a good way to look at it? Maureen Sales. Maureen Good question. I have always thought many people could use sourcers. Maureen All types - usually they had gross sales up to $5-10million - occasionally higher... Denyse Diem who else uses sourcers? Denyse Diem do you prefer one to the other? Denyse Diem wow - what type of small business? Maureen When I first started- recruiters - nowadays it's pretty evenly divided. Denyse Diem so I had asked before so being so ruding interrupted...what entities yield the best jobs for you - recruiters? Hr depts? Maureen So THAT'S why my head isn't in it. I could tell some real horror stories... Maureen Me neither... Maureen I sold small businesses for 22 yrs - you think it's hard to make a placement? Try selling a busines to someone nobody will hire - that's WHO buys small businesses many times! Maureen No I only do phone banks when I have a need to penetrate a company for specific names...I don't data mine any longer though when I first started sourcing I spent many nights doing just that because I did not know what I was doing - it was a terrific learning ground for me... Denyse Diem so do you just data mine even if you don't have an immediate need for a name - during the holidays I mean? Maureen I don't want to have to develop relationships with people - the warm and fuzzy thing - I just want in and out - I enjoy the sense of completion a job started and finished in a few days gives me - placing requires months and months sometimes of sitting on pins and needles - who needs that? I'm not into any of that anymore. Denyse Diem here=hear LOL! good lord! Denyse Diem do you ever here of openings since you have good relationships with recruiters? And who are your major customers - recruiters, stand along company with an HR person needing help? WHo are the best folks to target? Denyse Diem but you were at one point? Maureen My head is not there. Denyse Diem what's your personal reason for sticking to the sourcing end? Maureen Doing placements is a whole different ball of wax...my head is not there anymore. Maureen The thing they don't get is that I DON'T WANT TO DO PLACEMENTS. Maureen I have never placed anyone. I get criticized occasionally for not doing so - people tell me I could make so much more money doing placements... Denyse Diem so you never try to place people? Just the names? Can I get an idea of how lucrative this can get as opposed to placing someone with a commission - actually, that may be a topic of discussion at some point Maureen Holidays and holiday weeks = Very valuable time! Maureen I always use holiday time to my advantage - holidays are great -for instance, many people go on vacation in a week that holds a holiday - and some of these will leave VoiceMail messages with valuable information on them when they combine one day of holiday with two weekends and four more days in the week to be away for a total of NINE DAYS with using up only FOUR vacation days! See how that works? So while they're away for those nine days they leave valuable info on their VoiceMails..."I'm on vacation - in my absence call..." Denyse Diem re phone banks - do you usually use holiday time to call into companies Maureen Sharib Yes and No, this isn't the only Magic chat. There are two other chats on the MagicMethod network – Tuesdays and Thursdays at noon EST. Here. Denyse Diem no - the magic chats....this is only the one here right? at midnight I mean? do you have chats elsewhere? Maureen It's an idea...maybe those who read this may want to offer their ideas on the subject... Maureen These chats D? You feel that way about these chats? Denyse Diem I wonder if instead of posting the chats, you just post a summary Maureen No phone banks this weekend. Denyse Diem it's a little frustrating reading through chats with all the banter, etc., I must admit. You have to read through a lot of conversation to get to actual points Maureen ALOT of people feel that way abt recording themselves - and it's even worse in sound - Animal has a hard time getting people to participate ont he Animal show because most people suffer mike fright... I know this to be true because one of my best sourcers comes out of the radio business and she says it's a common fear in broadcasting school... Denyse Diem so let's get to some meat then, shall we? did you call a bunch of phone banks over the weekend or were you too busy with the FL trip? Denyse Diem can't wait! Thanks for always trying to make it better! Maureen It will be much smoother - much easier to read I think. Denyse Diem okay - i'll pose my question/favor in a email to you then if you don't mind. Maureen I am in the process of revamping the delivery of Magic - you will be very pleased with the new format I think. Denyse Diem I hate having my words recorded! It's just a personal thing! lol! Maureen The longer lessons were sent to you in word so you can open, print (or copy) and read away from the 'puter. Maureen Yes. Denyse Diem by the way - is this going to be posted as well? Denyse Diem a lot of folks who can't attend b/c of work might be reading these tho...hard to choose Denyse Diem so don't get mad but last two weeks were a total blur and I still haven't been able to get to opening the first module. I didn’t notice that there was a note that the material could not be copied. I have a question or a favor to ask.... Maureen Many people like to read these chat logs - I am thinking about changing these chats to allow only PEOPLE WHO ATTEND them to be able to experience the chat - in other words - NOT make the logs available to EVERYONE – maybe only to those who attend regularly and registered MagicMethod students. It’s just a thought at this point. I think it would really improve attendance and participation. Maureen The ning chat does that but it does not allow to create a legend - this one will tell you how many are online but I guess Jason forgot to turn that function on when he switched from the ning chat tonight...ning chat tells you WHO is online as well - but it has no legend function... Denyse Diem Last time we were here there was some sort of counter that said how many folks were online and who many admins. Maureen I know what you mean - chat seems "sticky' tonight - is it for you? Maureen Who knows D there may well be...no way of telling... Denyse Diem I wasn't sure I'd have the energy to make it tonight - long day Denyse Diem oh- i misunderstood - I thought you said there were 16 of us here Maureen That's okay. Have you done phone banks since you started attending these classes? Maureen D I can't see who or how many is online so it may be just the two of us... Maureen It's more like a sales approach and for most people - sales is the LAST THING they want to be doing! I think old school recruiting may have attracted more sales types than administrivia types which what recruiting seems to suffer with today in many respects... Denyse Diem yes M -I see your point Denyse Diem Anyone else here want to chime in? you mentioned things we can do on phone banks or at night that would be good to get information in the chat description...anyone here call phone banks at night? Maureen It's a FAR DIFFERENT approach - far scarier for most people to approach someone who the likelihood is (80% or so) that they're NOT LOOKING for a job! In fact many times that's what the truly passive candidate says many times - first thing out of their mouths! Denyse Diem then the questions begin...how did you get my name, etc... Maureen Yes - Lou. Denyse Diem I've heard that name come up a lot - is that lou adler? Maureen Very FAR CRY from "This is so-and-so, we have an open position and we identified you hoping you might have an interest in our open position..." Maureen "This is so-and-so, I have your resume before me..." Maureen yes you have to call the candidate D BUT THINK what that call is like... Maureen BUT the trend makers have taken notice - I see guys like Adler giving it alot of attention and because he gets a pretty high profile (at least on ERE) things are changing... Denyse Diem Maureen the Sourcing Evangelist Maureen It's still very true today. I set out to change that. It's changing but very very slowly. Denyse Diem but if you rely on the boards don't you eventually have to call the candidate??? Maureen It's what got me active - Abt 4 yrs ago I read an article on ERE by Dr. John Sullivan - he said many recruiters and most hiring managers don't know what sourcing is. I was stunned. Denyse Diem who can share - sorry long day= typos Maureen I think old school knows what it is but the last generation (last ten yrs or so) have come up relying on the boards and the Internet and because it's less "pressure" to do things on a keyboard that doesn't push back at you many have never learned the ability to work the phone like it was once necessary - make sense? Anyone else have any ideas? Denyse Diem are there any recruiters here who share? Denyse Diem I think that many dont want to share the commision or don't see how they can increase their revenue with a sourcer Denyse Diem 95% of the recruiters I network with to learn more about the industry are stumped by what I want to do as a sourcer! Maureen Good question D. I DON'T KNOW. Beats the hell out of me. I have my suspicions though... Maureen I suspect. Maybe he can clarify that - he probably has and I wasn't paying attention... Denyse Diem why do you think that most recruiters don't know what sourcing is or rather that sourcing is its own industry Maureen GREAT recruiters can phone source. But, as in all things, few are great. It's one thing that contributes to greatness though, I strongly believe...Bill Vick says - ALL Big Billers use sourcers on the front end! Not sure how it's broken across phone/Internet but I SUSPECT a good number use phone sourcers. Denyse Diem but that was many moons ago Denyse Diem in the past I did Executive Dev. at a large financial institution in NYC and the previous to that some recruiting with Manpower Maureen Then you ARE a phone sourcer! Denyse Diem yes, for my self at this point. Maureen For your own recruiting efforts? Denyse Diem getting back into recruiting that is... Maureen You probably do your own sourcing right? Denyse Diem Denyse Diem interested in getting back into it Denyse Diem I'm taking some liberties I suppose - I will be a telephone sourcer Maureen You also do recruiting? Maureen Denyse - how long have you been a phone sourcer? Denyse Diem you are a motivating teacher! Maureen I'm going to write an article about cultural sourcing -I'm collecting information from anyone who wants to submit any - one subject will be how important it is to understand what time it is where you're calling - Hong Kong is what? 13 hrs ahead of us? Denyse Diem Hello folks, my name is Denyse Diem and I'm a Telephone names sourcer/ Researcher - some recruiting here in good ole Dallas, TX Maureen Denyse - you are really an avid student - you enjoy these chats? Yup, it's 12 Denyse Diem okay - so it's midnight at your part of the world! Maureen Thank you for attending the Saturday night MidnightMagic chat -would you all like to introduce yourselves?…; Added by Maureen Sharib to Phone Sourcing at 1:37am on September 7, 2008