5 Tips to Know About Applicant Tracking Systems Looking for an applicant tracking solution that can simplify your HR experience? With the right ATS, you can analyze, track, and strategize your talent acquisition processes better. Expect more than a system that helps...
If we have learned anything in the last year, it is that remote work has brought with it a new way of working. While many have sour opinions of remote work life, many are up and leaving their jobs if they don't allow some flexibility around it. Given that there was a...
Software Advice recently selected The Applicant Manager as a FrontRunner in the ATS software category. Based entirely on both user reviews and user experience, the FrontRunner recognition is given to platforms that perform the best in each category. TAM is now...
We hear about company culture quite a bit. Open concept offices, flexible hours, on-site gyms and a casual dress code. These influence a culture, but at the end of the day, how are we truly defining company culture?
A culture is the values and practices shared by the members that make up the culture. Company culture is the values and practices shared by the members, or employees, of a company. When we’re speaking about values, or as some organizations refer to them – core values, it’s important to remember that these values are the key to shaping the culture of a company. When a company knows exactly what their values are, their culture is defined, and the organization is in a position to clearly outline their goals.
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Hiring talent can be difficult and tedious. After all, it was easy, then everybody would be doing it . . . and they would be doing it correctly. But of course, that is not the case.
And hiring during the COVID-19 pandemic, during these recessionary economic conditions, is even more difficult. That’s because, depending upon the industry in which you operate, you may receive a flood of resumes and applications from interested job seekers whose enthusiasm for your jobs are amplified by the fact that they currently do not have one.
There is no doubt that we live in the Digital Age. It’s all around us, everywhere, and the COVID-19 pandemic has only put more of an emphasis on technology.
This is especially the case in the professional world and the employment marketplace. We’re all social distancing, of course, and some of us work from home on a daily basis. This means plenty of online meetings instead of being face-to-face.
It’s one of the oldest dilemmas in business: everyone worth hiring is already working for somebody else.
Consequently, to get at top-notch talent (even during a recession), you’re going to have to do more than throw up a banal job posting on the job boards. This is where passive recruiting comes into play.
Great talent isn’t just sitting around actively searching for new jobs. They’re too busy contributing to the goals of their current employer. To reach them, you have to entice their interest through channels where you know they can be reached. Not only that, but you must also have an efficient way to keep track of a large pool of candidates at different steps in the recruitment process in a single applicant management system or pipeline.
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In today’s environment, your organization’s careers page has to be mobile-friendly in order to attract the talent that you want to hire. Mobile technology and usage has been growing at a steady rate for the last several years (ever since the advent and release of the smartphone), and it has been affecting every area of people’s lives.
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During the past several years, employer branding has become increasingly important within the employment marketplace, especially for those organizations looking to hire to fill critical positions.
This was especially the case during the recent candidate-driven market. However, since job candidates are no longer driving the market, has employer branding become less important?
In a word, no.
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There’s no doubt that small businesses have “taken it on the chin” during the COVID-19 pandemic, which has proven to have dire economic and financial consequences. As a result, it’s more important than ever for small businesses to make wise choices, especially in regards to the money they spend on investments such as talent management software.
While it’s true that some companies have chosen to pause their hiring efforts for the time being, that’s not the case for every employer. There are many that are still in the process of recruiting and hiring top talent for their organization. And even those that have decided to hit the “pause button” still need to manage the talent they already have—in other words, their current employees.
We’re not just talking about artificial intelligence (AI) anymore; it’s now being utilized in almost every industry, and recruiting is no exception. In fact, AI in recruitment has really been dominating the recruiting technology space, specifically because of its ability to do two very important things: eliminate bias and identify top talent quickly and easily. read more…
How much of the sourcing, interview, and hiring process are you leaving to chance? Ironically, corporate production is a numbers game, but many times the recruiting process runs more on gut feel than a standardized process.