Use a Recruitment Tracking System to Find the Best

Finding the best recruits for your organization can be quite a challenge, now that competition for superior talent can take place on a global scale. A recruitment tracking system can help you to have access to the best and brightest, no matter where your business may be physically located. The methods of the old days – placing ads in newspapers and such – simply are no longer the most effective ways to achieve recruitment goals in our modern era of doing business. You need to have the same reach as everyone else, or at least the same as those snagging the best applicants in your particular industry or business. Recruitment tracking software offers an affordable solution to that challenge.

It is the superior information management that recruitment tracking software offers that makes up a good part of that solution. Even with a fully staffed, completely dedicated human resource management department at your beck and call, your business couldn’t process the same amount of recruitment associated information that a targeted recruitment tracking software solution can, not at even close to the same cost efficiency. Furthermore, the reach of recruitment software is hard to match, and certainly cannot be achieved through manpower alone at the same cost to the business. Far better to let quality job recruiting software, perhaps supported by one of the leading applicant tracking systems, handle those tasks and let your human resource team do what they do best – interview, interact with, and assess your potential hires.

When you choose to employ recruiting tracking software in personnel pursuit, you ensure that your human resource management team spends their finite time where it counts most – with the most suitable applicants for the position. There’s no need to have them wasting their time that could be better spent elsewhere in dealing with applicants that do not meet your requirements. You make all relevant information easily accessible to key human resource management team members, while guarding the security of that information carefully. The job recruiting software of today is designed to be user friendly, which means your people do not have to have a degree in computer science to understand the software and be able to use it effectively to meet your business goals.

One of the best aspects of computer technologies today is that as they improve in usability and overall quality, the price typically becomes more affordable because the use of such technologies becomes more widespread. That concept applies to business oriented technologies, as well, and can be seen in the way that such technologies as recruitment tracking software and applicant tracking systems have become more accessible even to small businesses that once view such tools as being out of their price range. Web based recruiting software tends to be a more affordable option, as it can be obtained as a monthly service, reducing initial financial outlays.

The best of the best recruits are not as elusive as they may have once seemed, not when you put quality recruitment software to work for your business to find the most suitable applicants for your organization. This type of technology offers a cost-effective means of achieving true competitiveness in the labor market, allowing you to contact the best recruits, no matter where they may be. This type of software opens up a world of potentials and possibilities in hiring; making it much easier for you to obtain the type of staff you need to succeed.

3 Ways To Manage Your Recruitment Costs

1) Plan your manpower to ensure people are ready to move into new roles, or ready to take on promotions. By doing this you can ensure that you have the best, trained and experienced people in the higher roles and you are recruiting at the lower levels and training people to move through your business. Recruiting at the lower levels tends to have lower costs. ‘Home grown’ staff, trained in house, are often the best placed to take on higher level roles in your organisation. That’s not to say there is no benefit to bringing in new blood, there is, but be prepared for this by planning your resources and staff moves in advance.

2) Hold open days at your business to promote your organisation to both customers and prospective employees. These are fairly low cost and can net you a good haul of applicants. To ensure people do know they can apply for roles post the roles on your website along with the details of the open day. Have application forms available and allow people to talk directly to the recruiting managers. While the days themselves will use a lot of manpower they can cut down on time spent recruiting overall. If you were very organised it may be possible to arrange on the spot mini interviews to short list candidates. The day can also be advertised, usually free or at very low cost, at local universities, colleges and, of course, job centres. A simple ad on Gumtree is very low cost, and Total Jobs (and similar) sites will also carry such advertisements – introductory rates of under £100 are available for most recruitment websites.

3) Work closely with your recruitment agencies, keep them close and keep them in touch with your business, even when you are not recruiting. Agree fixed fees with them as opposed to rates based on salaries, make them competitive by having a Preferred Supplier List and reviewing it regularly. If you are recruiting in bulk then the agency could do the work for you, cutting your in-house costs – ensure they fully understand the job and person spec and the business and ask them to shortlist CVs/applications for you. Once you have the shortlisted CVs only a quick sift is needed from HR before they are passed to the recruiting manager. Recruitment is a very competitive market at the moment so agencies will be open to conversations about fees, especially for long term relationships and large scale recruitment campaigns.

Benefits of Using a Job Recruiter To Help With Your Job Searching

If you are reading this article then you are probably looking for more information regarding the benefits of using a recruiter to help you find a job. In this article, you will find some useful information on how a good recruiter can help you with your job search.

It is important to point out that an expert recruiter can give you a major advantage over your competition. You should be aware that there is a “hidden job market” and a recruiter has inside knowledge that can enable you to find and access jobs that you would otherwise never get to know about.

It is important that you are aware of the roles of a recruiter and these are to find jobs that need to be filled and then to find the right individual to fill that particular role. Therefore, the recruiter will firstly find positions which are open and then they will try to find suitable candidates to help that particular company fill that role.

Another benefit of using a recruiter is the fact that they can help you to prepare for the interview process. If you are using a recruiter then you will have a big advantage over other people, as the recruiter will be able to tell you specific information which will enable you to stand out from the crowd and therefore increase your chances of getting the job. It is important to point out that those people who have applied independently will not have access to this information. Understanding the culture of the organisation you are applying for is vital for success. It is highly likely that an experienced recruiter will have a long lasting relationship with their client and therefore be able to pass on key tips and information to help you stand out during the interview process. The more inside information you can attain about the company or hiring manager, the greater your chances are of securing that new job.

In addition to helping you prepare for the job interview, the recruiter can help you with the actual interview process through role-play exercises. The more prepared you can be for the job interview the greater you will be able to answer those tough interview questions. Nothing is worse than stuttering your way through an interview because you are unprepared. Utilise the expertise of recruiters and their knowledge of probable interview questions that will be asked.

Using a recruiter to help you find a job has many advantages and benefits. With knowledge of the job market, a skilled recruiter can help guide you towards success and give you a big advantage over your competition who are applying for the same jobs.

Football Recruiting Tips – The Real Truth About Scholarship Offers

You hear it on ESPN almost every week. You read it on Blogs and in Magazines. It is one of the biggest misunderstandings in college sports, the Scholarship Offer ESPN, blogs and magazines report that top recruits were offered scholarships by these top schools and the top recruits verbally committed to a school in their junior year. LSU and Alabama just offered an 8th grader a scholarship. To me this is just ridiculous. Yes the 8th grader is a beast but who is to say he will still be a beast by the time he is a senior. He may not even want to play football or God forbid he injures his self. What do you think will happen to those scholarship offers if he gets injured between now through his senior year??? Yes you are right; there will be no scholarship offers, because they are NOT set in stone.

The truth of the matter is it is all fluff for the most part. The truth about scholarships and scholarship offers is there is nothing permanent or binding to this offer. Meaning until Signing Day these offers and verbal commitments really don’t mean anything until the recruit signs the letter of intent. The philosophy behind scholarship offering these days is to play a mental game on these young athletes. The school/football program wants to be the first to offer because; it’s something about the first offer that resonates with an athlete and their parents. Most parents and recruits want to show loyalty to the school/football program for being the first to see and acknowledge their talent or there child’s talent.

The process goes like this; a football program depending on what division they’re in (Div. 1A, Div. 1AA, or Div. 2) has a maximum number of total scholarships they are allowed to give each year. For example, Div 1A (FBS) football programs are allowed a maximum 85 scholarship players on a roster in an academic year. Each year scholarship players will graduate, transfer or quit, allowing the program to offer scholarships to high school student-athletes.

Now, here is where the misunderstanding arises for parents and recruits. For example, lets say a Div. 1A school has 20 scholarships available to offer. What most programs will do is offer 30-40 scholarships. Even though they only have 20. The coaches of the football program know they will lose some recruits to other schools and some of the recruits won’t make the grades or qualify to play. So in these cases their actual number of scholarship offers will dwindle down to about 25-30. So for the other 5-10 scholarships, they will tell the athlete they have decided to pull their scholarship offer and give it to the top recruit for that position. This is heartbreaking for a high school student-athlete and their parents. What is sad is that many do not know how this process works.

In most programs the process is as follows; the program will list the top 5 rated recruits they have for each position and offer all 5 of them scholarships. If the program gets the #1 rated player out of those 5 recruits, they will pull the remaining four from the other four recruits. Or if they lose the top #1 and #2 rated players and get #3 then, they will pull #4 and #5’s scholarship offers. This is how most athletic programs offer their scholarships. As I mentioned before, just because a player is offered a scholarship DOES NOT mean they are necessarily going to receive it. It’s a numbers game. It sucks for the #4 and #5 rated players on the list because it may be the only scholarship offer they’re receiving from a big school. The athlete is usually very excited about the offer and when they receive the bad news that they are no longer receiving the scholarship, it can put more stress on the recruit and their parents to find a school. It can be a very stressful time for the parents and the student-athlete.

It can also go the other way as well. Top recruits are getting offered by numerous schools and pretty much have their pick of what school they want to attend. They can verbally commit to a school but that DOES NOT mean it is set in stone they have to go there. They can change their mind at the last minute and pick a different school. Again these offers are not binding or permanent until signing day.

Case in point, in the class of 2013 there was a highly recruited linebacker from the South. He was offered by two very successful FBS schools. He verbally committed to one of the schools and went as far as getting a tattoo of the schools logo on his forearm. But, as signing day approached he changed his mind and signed with the other school. This is the type of situation that can hurt a football program. The coaches thought they had the linebacker due to his verbal commit and they probably pulled scholarships from the remaining top linebackers in that class. This can be detrimental to a program because now they have to go back and re-offer these players which probably signed with other schools because they initially pulled their scholarship offers from them. It’s all a game and you must know how to play it.

How to play the scholarship offer game?

DO YOUR RESEARCH!!! See how many scholarship players are currently on the team. Also it’s always important to ask how many other recruits the football program is offering scholarships to for the particular position you are being recruited for. Ask where you fall on their board. This will give you an indication on how interested they are in you.

Social Recruiting Is Now Bigger Than Recruiting

The term social recruitment is now a synonym to the regular HR process of recruitment. The internet has come a long way indeed. With ‘life getting virtual’, the practice of recruitment is no exception. Social media is the future! It is a ready group of target audience just waiting to be tapped. If social media marketing can reap the benefits of this ready cluster of target groups then why can’t the recruitment process?

It is with this thought that many companies have already devised strategies to venture in this novel aspect of tapping social media for hiring the right candidate. Social recruitment thrives on employee referrals. The process of recruitment and the modality of social media have one thing in common, which forms the base for its success – trust. Social media works because a particular product or service is referred by a person’s known social circle. It is so much better than the recommendations made by the local search engines. Similarly, it is an exchange of trust when a candidate is in a company’s process of recruitment. Trust leads to relation building and strengthening. Thus, when the employee’s referral is made use of for the purpose of recruitment, the first level of trust is automatically established. The company knows that their time is being invested in the right potential employee and the candidate is motivated to crack the interview with no reservations or doubts that would’ve otherwise been there. This way social recruitment values ‘time’ resulting in ‘quality candidates’ best suited for the job role in a company.

In this fast paced world, companies just refuse to play the ‘wait game’. Just as posting vacancy notices in the newspapers are passé, so is activity of posting job openings all over the internet with ‘hit or miss’ chances. Social recruitment on the other hand is a much targeted effort that is treading on the ‘bull area’ or directly on the ‘bulls eye’.

Statistics state that 72% of the firms have made use of social media recruitment techniques and are more than satisfied with the results. This figure is only expected to grow in the immediate future. Needless to say, the job seekers too are finding this mode of locating a job opportunity very attractive. With these figures only rising in the future, the exclusivity of this modality is feared to fade away, making it a generic mode of recruitment. Many firms are hence constantly trying to keep this possibility at bay by making use of customized recruitment software’s to keep the exclusivity of social recruitment intact.

The Promise of Online Recruitment for Job Seekers and Employers

Online recruitment has been creating clamor for quite some time now. Employers and applicants find it very convenient and practical. Web recruitment also provides practically unlimited job offers and candidates. There are always vacancies just when you thought that everything has been filled up. The recruitment sites are there to deliver only the best candidates for the job and the best place of work for the applicants’ qualifications.

Online Recruitment Sites and their Promise

Most online recruitment sites use modern filtration tools that help them find the perfect matched employer and candidate. The tools help them cut their own search time in half to give immediate response to the employer’s and applicant’s demands. They need to work up a speed (efficiently) if they want to serve more clients.

Each company has an image to protect and their possible employees must be able to adhere to that image. Web recruitment sites know just how important it is to get the right one that fits the company image. The recruitment sites promise to include only the candidates that a particular company will surely consider.

The recruitment site safeguards the confidentiality of both employers and candidates. Applicants who want to have a career change and who are presently employed can be certain that no one will know that they are trying to look for another job. Employers can also be at ease if they don’t want other employees in their company know that they are currently looking for someone to fill up a certain position.

The online recruitment guarantees that employers will find the most ideal person for the job and promises candidates that they will be able to land a job in accordance with their qualifications.

If you are a Job Hunter

If you are a job seeker, you should know that submitting a thoughtless and unimpressive resume will definitely prevent you from landing a job. Although the web recruitment has numerous jobs on their list, they also need to earn the trust of the employers that seek their services. Because of that, they need to screen each resume that they receive and if it does not look impressive enough, then they might not even attempt to look at it further.

Your CV is your ticket for getting noticed and in order to do that, you need to make sure that your resume has all the necessary elements to impress and get noticed. Avoid adding unnecessary information and make everything readable. Take advantage of the element of space to make it look clean, tidy, and readable. Use only black colored fonts and use only simple font style that is easy on the eyes.

Never even attempt to add a skill that you don’t have. Don’t even think about claiming someone else’s merits. You are doomed before you could even get hired once the recruitment site finds out that you are giving false information. Try to look good with the merits and skills that you proudly own.

Online recruitment sites want nothing more than be of service to both candidates and employers and that is the promise they intend to keep forever. Web recruitment has numerous jobs on their list, they also need to earn the trust of the employers that seek their services. Because of that, they need to screen each resume that they receive and if it does not look impressive enough, then they might not even attempt to look at it further.

Your CV is your ticket for getting noticed and in order to do that, you need to make sure that your resume has all the necessary elements to impress and get noticed. Avoid adding unnecessary information and make everything readable. Take advantage of the element of space to make it look clean, tidy, and readable. Use only black colored fonts and use only simple font style that is easy on the eyes.

Never even attempt to add a skill that you don’t have. Don’t even think about claiming someone else’s merits. You are doomed before you could even get hired once the recruitment site finds out that you are giving false information. Try to look good with the merits and skills that you proudly own.

Online recruitment sites want nothing more than be of service to both candidates and employers and that is the promise they intend to keep forever.