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The First Key Step to Successful Talent Acquisition

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Employers who want to improve their talent acquisition should take note of these statistics from two recent Aberdeen Group reports: 

  1. 47% of respondents in the “An Employee-Centric Digital Workplace” report said they have trouble sourcing enough qualified candidates.
  2. According to the “Best Practice: Use Modern Recruiting to Stay Cutting Edge report, best-in-class organizations are 55% more likely to proactively build and expand their candidate pipelines, regardless of current hiring needs. 

These figures show you need to focus on quality sourcing and building a strong talent pipeline. In fact, doing so is the first of our “4 Key Steps to Successful Talent Acquisition.” Let’s take a closer look. 

Sourcing

Quality sourcing may not win the war for talent for your company but poor sourcing sure can lose it. In the talent acquisition process, if you source the wrong candidates, your efforts are doomed from the start. If you don’t source enough of the right candidates, you’ll struggle to consistently fill your talent needs. 

Two important elements of quality sourcing are:

  1. Tracking and measuring your talent sources
  2. Effective recruitment marketing

Tracking and measuring the performance of your talent sources (internal referrals, external recruiting partners, social sites, job boards, corporate career sites) is critical because it’s the only way to optimally focus and adjust your sourcing efforts and budget. 

As for effective recruitment marketing, communicating intriguing messages about your organization and your culture to candidates and potential candidates helps attract more candidates while also making candidates eager to join your organization. In fact, employers worldwide are recognizing the importance of recruitment marketing. According to LinkedIn’s Global Recruiting Trends 2016 report, 59% of respondents are “investing more in their employer brand compared to last year.” 

Talent Pipeline

Another essential part of finding and hiring the right people (those with the specific skills, qualities and capabilities your organization needs) is knowing exactly who’s in your talent pipeline. This includes both internal talent and external candidates.  

Internal talent—Your organization may have a surplus of some skills, qualities and capabilities, and a shortage of others. By understanding your internal talent pipeline, you’ll know which positions you have the bench strength to fill internally, and you’ll identify skills shortages that you need to fortify before they become major problems.  

External Candidates—By maintaining a strong candidate pipeline, you’ll always have a pool of qualified talent that you can use to fill positions when they open, reducing time to hire and increasing your quality of hire.  

Modern Talent Acquisition Software Can Help!

Modern talent acquisition software is a great tool for improving your sourcing and talent pipeline. 

Sourcing: It enables you to efficiently and effectively track and measure your talent sources. You can see the quantity and types of candidates you’re receiving, the talent sources they came from and identify trends. You can also evaluate the effectiveness of individual job postings—as software can show you the candidates being attracted and how far those candidates made it through the hiring process.  

Talent pipeline: Modern talent acquisition software empowers you to track your current employees’ skills and abilities, helping you identify both quality internal candidates and skills needs in your organization.  

The result is you can access and evaluate data that will help you make more informed decisions and identify high-quality candidates. 

For more sourcing and talent pipeline tips, and to learn other important steps for improving your hiring, read our new article “4 Key Steps to Successful Talent Acquisition.”

Five ways to put your customers’ best interest first It’s the right way to do business – and there’s even a law about it now!

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You may have heard about the recent change made the Labor Department affecting how financial professionals handle the dollars they invest on their customers’ behalf. Those professionals must now act in the best interest of their clients. Really? You mean they weren’t?

Shouldn’t all business professionals act in their clients’ best interests – without it being the law? And, just what does acting in a client’s best interest mean? Here are five simple – but often overlooked – ways you can put your clients first. 

  1. Stay connected

We all like knowing that someone is thinking of us – it makes us feel important and valued. While flowers or a foot massage might be a good way to demonstrate that attention for a loved one, for our clients, it might be a regular phone call to see how the business is running, what has changed and what new challenges have emerged. In addition to regular phone calls or email check-ins, it’s smart to implement a solid marketing plan that keeps your firm top of mind and relevant. That marketing plan could include collateral such as a newsletter, user group meetings or webcasts. Communication like this enables you to better able to anticipate an upcoming need and offer your firm’s assistance – before someone else does.

  1. Brainstorm solutions

We’re talking collaboration here. You may be the software expert, but your client is the expert on their business. Work through problems and solutions together – making sure you take the time to thoroughly understand both their pain points and their ideal outcome. As a software vendor, you have access to a large number of solution offerings. If you’re asking the right questions, and listening to your client’s pain points carefully, you’re more likely to be able to recommend the right solution at the right time. By becoming a strategic partner to your clients, you’ll raise the value of your firm’s services, and build long-term, mutually-beneficial relationships.

  1. Speak frankly

You aren’t doing your clients any favors telling them what they want to hear or making promises you cannot keep. Respect their time, money and technology investment setting realistic expectations for the solutions you’re proposing and the return on investment they can anticipate. You won’t have all the answers to every question, but if you are honest and candid throughout every interaction, you will gain your clients’ respect. And remember that it’s ok to say no. You can’t resolve every issue they bring to you, and your honesty in that regard will go a long way.

  1. Become indispensable

You become indispensable to your client not simply successfully completing each engagement you win. You become indispensable staying out in front of their business – continually seeking and recommending ways they can leverage software to meet new business challenges.

  1. Remain informed and in touch with current trends, solutions and strategies

The wisest people don’t pretend to know everything, the wisest people are the ones that seek input from others – experts in their respective fields of knowledge, and then distill that information into new ideas, directions and innovation. As a software provider, you generate value for your clients when you bring them new ideas and solutions based on your research of their organization and the available business solutions that overlap with their marketplace. The more problem-solutions you can offer your clients, the higher the value they will place on your relationship, and will always look to you first as their expert go-to provider. Keep in mind that your clients are constantly being bombarded with marketing messages from competing providers offering complementary products and services. If you haven’t been the one to introduce your clients to their options, they may respond to those messages – leaving you behind.

Visibility Software has a flexible and friendly partner program designed to support you in introducing our Cyber Recruiter and Cyber Train solutions to your clients. You can find more information about that program here.

 

Saying “I do” to Employee Engagement – It’s a long-term commitment that starts with recruiting

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Employee engagement is a workplace concept that refers to how committed employees are to their organization’s goals and values, and how motivated they are to contribute to the organization’s success. Research has shown that highly engaged employees: 

  • Are more customer focused, more creative at work, and take less sick leave
  • Care about the future of their organization and put in greater effort to help it meet its goals and objectives
  • Feel proud of the organization they work for, are inspired to do their best, and motivated to deliver
  • Are much less likely to leave the organization.

Perhaps it’s not surprising then, that companies whose employees express a high level of engagement are more profitable, have greater revenue figures, and have higher levels of customer satisfaction. A company that values its employees and invests in them right from the beginning is laying the foundation for high levels of engagement. Here are some ways your organization can begin building employee engagement during the recruiting cycle.

Meet Them Where They’re At

Social media has quickly become a powerful recruiting tool. In fact, a recent Aberdeen Group survey reported that 68 percent of “best in class” recruiters think social media is “crucial” to their recruitment strategies. Your company’s LinkedIn, Facebook, and Twitter accounts can help you spread the word about new job opportunities. They also help put a human touch on your organization, providing a way to introduce and showcase elements of your corporate culture and mission.

Respect Their Time

Strive to be an employer that respects candidates’ time and efforts streamlining the application process. Post open positions to your company’s website and/or an online job board like Monster.com® and Careerbuilder.com®. Make it simple for them to apply to more than one position at a time. And, send an acknowledgement email letting them know that their resume was received. An applicant tracking and recruiting solution, like Cyber Recruiter, can automate and streamline these tasks, integrating them fully into your workflow.

Conduct Effective Interviews

An interview is the first impression for both employer and candidate. It’s not only a chance for you to assess the candidate; it’s also the candidate’s chance to observe your corporate culture. As many as 42 percent of companies now employee video conferencing (solutions like Spark Hire) in the interview process. This is a great way to give both parties that vital first impression without either of you incurring the expense of an in-person interview.

Make Your Proposal  

Once you’ve identified your next hire, make the proposal a good one. Prepare and send an offer letter along with onboarding forms. Applicant Tracking Systems (ATS) help speed and automate this part of the process, letting your candidate know you value them and respect their decision-making process. And of course, the applicants that were not selected deserve the same level of respect, so be certain you send them an email or letter as notification.

Prevent Information Overload

On your new employees’ first day on the job, don’t inundate them with paperwork. Much of the necessary information was gathered during the recruiting cycle, and if you’re using an ATS, that data can transfer seamlessly to your payroll and HRMS applications, eliminating the need for duplicate data entry. 

Use that first day instead to make the new employee feel welcome with an office tour, introductions to key personnel, and a welcome gift bag filled with product samples and company swag. 

Striving for high levels of employee engagement simply makes smart business sense. Think of employee engagement as a long-term, evolving relationship between your organization and your employees – one that begins long before the employee starts to work. By building employee engagement strategies into your recruiting methods, you are demonstrating that yours is a company that invests in its most valuable assets.

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For more valuable information about employee engagement and improving the talent acquisition process, check out our best practices guide – 

Best Practices Guide – 4 Key Steps to Successful Talent Acquisition

 

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Best Questions to see if Your Job Candidate Has a Positive Attitude

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Attitudes, we’ve all got them. Employers, job candidates and even employees have their own unique personality. When it comes to hiring, how do you decipher which job candidates have positive and productive attitudes when the most face time you receive is that of a short-lived interview? Uncovering a potential employee’s basic personality traits is no easy feat and to truly uncover one’s underlying personality traits and general disposition (whether it be sunny or muddled in grey-black clouds) is even more difficult.

Luckily you won’t have to sweat it for too long! In a recent Quora post, professionals in the HR world discussed just this situation.

This question originally appeared on Quora. Answers have been edited for clarity and brevity.

Q: What is the best question to ask in an interview in order to determine if a job candidate has good attitude?

“I ask candidates to explain their motivations in choosing to join and leave companies they’ve worked for, including their current employer. I find these simple questions reveal a lot about motivation and attitude.

Years ago I interviewed with a well known CEO and at the end he asked me “are you lucky?” I was taken aback, it was such an open ended question, but he didn’t seem to want to volunteer more context. I gave him my honest perspective. Afterwards he told me the importance of attitude in his leadership team, and that is the question he uses to assess it. 

John Ciancutti is an engineer and Chief Product Officer at Coursera

 

“Good attitude” is a commonly used phrase and I must confess that after years of interviewing it’s still never clear this side of surly what it means.

The best way I know to do three things; how does the candidate interact and engage with you, how does s/he interact with other people with whom they’ve interviewed and interacted, and how do people describe how the candidate behaves if you get to the reference point.

There are people who appear to be positive and can-do’s who turn snarky and snarly when they’re “off camera.” The only good way I know to make an accurate assessment is collecting as much observational data as I can.

And as a the way, I love collecting data from people like receptionists and recruiting coordinators; they have have dealt with lots of candidates, and their observations are usually spot-on.

J. Mike Smith is a talent coach and a performance coach

 

 Tweet This: Some tricky ways to collect observational data:

 

Most people aren’t ready to admit what they’re bad at.  When I was a manager recruiter in another life, one of the key litmus test questions was getting a cogent and (perceptibly honest) answer to the unanswerable questions:

“Tell me about a time in a past assignment where you seriously messed up and had to be reprimanded and/or corrected?  Tell me about how you felt and what you did about that reprimand?”

Nobody in management has EVER made it to being a manager without screwing something up.  You can say you haven’t, but I won’t believe you.  Mess-ups are natural and a part of growth.  Most people cover up for them, deny them and aren’t ready to answer these questions. A truly mature manager will admit it and answer honestly.  Only a very amazing liar will be able to come up with something on the fly (good for them), the rest of us will have to access memory and be direct about it.

Dan Holliday, Corporate Recruiter 

 

Tweet This: “Nobody in management has EVER made it to being a manager without screwing something up.” -Dan Holliday

 

Finding a candidate with a positive attitude during your initial interview can be accomplished in various ways: 

      Ask probing, emotion-based questions to elicit a telling response

      Use your gut, if the person seems to be “putting on a show” it can be a red flag.

      Look for genuine qualities, confidence and of course, honesty.

      Focus on which candidates seem unable to admit defeat or failure.

      Ask about former co-workers to determine positivity and cultural fit. 

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4 Reasons Employee Development is the Golden Egg of Every Successful Company

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According to Training Mag, the average amount a midsize company dedicated to the training budget was $1.5 million.

Companies of every size are shelling out the big bucks to train their new employees. Why? Because new employees are an investment and the future and they need to be molded into the common practices and company culture of the workforce in which they are placed. Communication is key in order to keep those new nuggets of talent and in case you hadn’t heard the cost of replacing an employee is through the roof these days. It costs 50-60% of an employee’s annual salary. 

So why should you revamp your employee development program?

 

1. Engaging with your employees leads to SUCCESS

This one’s a no-brainer, but is often seriously overlooked. Engage with your employees, especially your new ones. The more your employees participate in company culture and are associated with the company’s goals and interests the more they can support all those pieces.

 

“Employee development is a way that you can keep your employees engaged at work to prevent that kind of boredom from setting in. Interesting training programs, and future development events that are fun or challenging to look forward to — this removes the plodding daily feel to a job that leads to that dreaded boredom.”

Chad Halvorson, When I Work

 

Unsurprisingly, 70% of employees who don’t have confidence in the abilities of senior leadership are not fully engaged. Engagement is easy when tackled from a conscious standpoint.

Tweet This: See what happens when employees don’t believe in the abilities of senior leadership:

 

2. The fiscal and emotional costs of replacing an employee

The stresses that come with replacing an employee can sometimes outweigh the fiscal costs of replacing said employee. Our advice? Avoid it all together with a streamlined, simple, informative and productive employee development process. For example, 60% of companies have already started re-engineering their performance management system.

Tweet This: 60% of companies are re-engineering performance management. Have you?

In need of some help in this department? Check out Visibility’s talent development solutions to help aid in the assistance of employee development.

 

3. HR Professionals are constantly looking for ways to improve their processes

Keep up on your employee development processes. Setting up a good platform in which an employee can learn paves the way for successful training and continual development in the future. 80% of companies believe HR skills are an issue and 39% rate this as an outright issue. 

 

“Highly-structured, one-size-fits-all learning programs don’t work anymore. Individuals must own, self-direct, and control their learning futures. Yet they can’t do it alone, nor do you want them to. The development and growth of your talent is vital to your ongoing success, ability to innovate, and overall productivity.”

Keith Ferrazzi, Entrepreneur

 

4. Informal learning, while great, should not be your main vessel of training

Who doesn’t love inadvertent learning? That special kind of learning sharp witted new employees simply pick up from observing and inferring from other employees? While this type of “off the cuff” training is great, it should NOT be a company’s only means for knowledge sharing. An astounding 87% of companies rate “retention, engagement, and culture” as an important imperative and 50% rate it “urgent.”

Leaving too much for an employee to infer can lead to major communication problems in the long run. Misinterpretation is the essence of all workplace issues! Be nothing if not overly clear about what you expect from your employees.

Now you have your reasons, but here comes the real work. Check out the many programs Visibility Software has to offer in the employee development realm if you don’t know where to start. You might be surprised at just how easy employee development can really be!

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3 Tips for Teaching Employees to Overcome Mistakes

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Only 13% of employees are engaged at work according to Gallup. Not completely understanding daily tasks or lacking interest in projects can be one of the many factors for the myriad of mistakes employees make. The truth is, no matter who you are, mistakes will happen. They aren’t fun and no one loves dealing with the repercussions, but how you or your employees choose to approach the solution can make all the difference. Consider mistakes as an opportunity for growth. How a leader guides employees through errors as well as how that leader solves their own can make all the difference in a team dynamic.

 

Learn from the mistake

As Lifehacker suggests, making forgiveness a part of the daily routine is pivotal to handling those larger, more impactful errors:

You’re not the first person to make a major error. Look at the failures of the people you look up to, and you’ll realize it’s all a part of the process. The greatest of the greats was a human too, and they most likely had more than a few “whoopsies” in their lifetime.”

Tweet This: “The greatest of greats was a human too, and they most likely had more than a few “whoopsies”…”

Don’t kid yourself; you’ve been in the hot seat before and it wasn’t fun. That said, you can probably remember the repercussions as well as how the issue was solved. If handled correctly, that same error was never once made again. That is the learning that an employee needs. Solving those smaller issues quickly and with little emotion makes the larger issues easier to approach. That’s the trust employees need to have in leadership. The more trust, the more innovation.

 

Owning the mistake

According to a study, 70% of decisions we make will be wrong. Remind your employee not to be defensive when a problem does occur rather, take time to analyze what went wrong. Don’t let the error be the focus of any following correspondence. That will encourage defensiveness and  being defensive not only wastes time and money but distracts from the solution.

Tweet This: 70% of the decisions we make will be wrong. Learn to forgive error, like this: 

This is an opportune time to lead example. There always has to be give and take. It is easier to own up to leadership when those who manage the team are aware of their own failings. Leaders who are defensive are generally rated as less effective on measures like self-awareness, communication, adaptability and ability to meet business objectives. 

Defensiveness… hinders leaders’ ability to learn and, as a result, their success. The researchers looked at feedback that 134 leaders received from their managers and found that defensive leaders were generally rated as less effective on measures including self-awareness, communication, adaptability, and ability to meet business objectives.” – Shana Lebowitz (@ShanaDLebowitz), Business Insider

 

Fix the mistake

Once all issues are laid out on the table and blame is accepted, move on to the solution. Remind your employee that while everyone does make mistakes, owning up and fixing the mistake is the most responsible thing to do. Fully explain what needs to be done to right the wrong, then ask the employee to add input. Ask questions that demand answers.

      What can I, as your manager, do to eliminate the chance of this happening again?

      Is there a way your team can support you to avoid this happening in the future?

      Is there a part of your job or daily tasks that you are confused about?

      Are there any tools that you believe could help you do your job better?

Tweet This: Next time your employee makes a mistake, try this approach: 

 A study found 44% of employees report they didn’t understand the change they were being asked to make. When the approach is one-sided and lacks interaction, the employee loses a valuable step in the process of learning. It is important to help guide your employee to the fix as well as making he or she an integral piece in actualizing the solution. There may be a reason as to why the mistake happened in the first place, and if the right conversation takes place, avoiding recurrence is far more plausible.

Tweet This: 44% of employees report not understanding changes they’re asked to make. Try this when leading change: 

Forbes found that 51% of employees said they would rather have had their employer compliment them, point out the wrong and ending once again with a compliment. Some may know this as the “sandwich” method. It might be difficult to find in a stressed time to find the positives, but remember, there’s a reason that you chose to continue working with this employee. Be stern, don’t belittle and make the conversation a two way street. Your employee’s engagement and dedication is on the line as well as the team who leans on he or she. This method will have your employee leaving the meeting encouraged and ready to move forward to success.

Managing, mentoring and training teams is difficult. When you add in organizing the paperwork and compliance concerns of employee mistakes, the stress only heightens. Considering the ways you can curb mistakes before they happen is important. Increase productivity and efficiency with Visibility Software’s learning management system, Cyber Train, so employees are well-trained and engaged, keeping mistakes are kept at a minimum.

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What is the Future of Recruitment?

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Recruitment methods are undergoing serious changes as not only HR technology evolves and advances, but the workforce, comprised of several generations, becomes more demanding and less tolerant to an unfavorable work environment. With such constant change surrounding the job market and workforce, it’s difficult to predict what the future of recruitment looks like. To gain some insight from professionals in the industry, we turned to knowledge (and opinion mecca!) Quora.

Answers have been edited for clarity and brevity.

Q: What is the Future of Recruitment?

Marketing

“I think the very role of a recruiter is evolving. It’s not enough to be a great sourcer. It’s not enough to be a great closer. We need to bring more to our clients…Tomorrow’s recruiters will be

  • creative marketers
  • brand champions, at ease working up and down and inside/outside their organizations.
  • technically fluent and know how to wrangle metrics…

They will understand what social media is, what it isn’t, and how to effectively incorporate it into various programs (recruiting, branding, talent communities, etc). They MUST be self-motivated and curious in order to keep pace with the rapidly evolving talent landscape. The recruiting world is changing fast, if recruiters aren’t driven to keep up they will struggle.”

Lars Schmidt is the founder of Virginia recruiting consultancy, Amplify Talent.

Old School

The best way to recruit talent is still through networking and cold calling…When there was no or little internet, the way to recruit was to network like crazy, map out company org charts cold calling and talking with people etc. It was HARD but internet, especially LinkedIn makes it very easy to discover talent…Technology has made us recruiters lazy. We send 100+ emails through LinkedIn. It used to work but now it is just spam from a passive candidate’s perspective…if you want to fill your search now, start talking to people.”

Sangeeta Narayan does executive recruiting for Indian online shopping site Flipkart.

New Opportunities

“…the biggest impact of technology on the future of recruitment isn’t about how we recruit at all, it’s about whether we need to recruit…at a higher level than just recruitment, is an increasing focus on organisational capabilities…if an organisation is only fishing in the same pools of active candidates as its competitors / comparators then it’s never going to really be able to develop any significant capabilities at all…recruitment is going to change, and it’s going to be informed technology, but actually it’s not technology that’s driving this change. The driver is just much smarter recruiting, using the opportunities provided technology to increase the smartness of these various approaches.”

Jon Ingham is an executive consultant at Strategic Dynamics Consultancy Services.

Tweet This: Jon Ingham, executive consultant, says recruitment isn’t about how we recruit at all:

Necessary

The day an automated something machinery is able to analyze a candidate’s nervous tic, measure the weight of certain pauses or stammers, sniff BS ‘gut’ feeling, negotiate with humans, is the day the need for recruiters will cease to exist. Which means never.

Screening can get both easier and harder. Harder because, well, the Internet makes it easier to fake stuff. Easier because a recruiter can fact-check; there are companies and software programs that help you create tech screens and the likes. Recruitment is going to become more important as technology continues to be important.”

Angela Liu is a senior technical and finance sector recruiter at CompuGain.

As it appears, there are some very compelling and varying points of view about what the future of recruitment holds. The good news is there are a plethora of insights, including those in this post, that recruiters can use to prepare for the changes that they’re probably already experiencing. For the future:

  • Become a brand-focused marketer in place of the traditional recruiter
  • Don’t underestimate the power of human connection; traditional recruitment methods still work
  • Identify new and innovative recruitment opportunities with technology
  • Understand that technology and social media does not replace the need for recruitment, but rather makes it even more necessary to have skilled recruiters involved in the process

Tweet This: Do your predictions for future recruiting align with these professionals?

If you’re ready for a change, streamline your recruitment process with Visibility Software’s applicant tracking system!

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Stop Your ATS from Hurting Recruiting

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Google’s mobile-friendly and quality updates implemented earlier this year have caused some concern for recruiters. With the updates, search ranking is influenced whether or not the page is mobile-friendly and the measure of quality within its content.

As some companies with applicant tracking systems have experienced increases in organic traffic, others have had low dips. The effects of the changes vary across the board, but one thing is certain; recruiters are rethinking the design of their applicant tracking system. So, let’s first take a look at some current problems with ATS and then, examine what it takes to have an ATS that helps, rather than hurts, recruiting.

The Disconnect Problem

Recruiters need applicant tracking systems to do their job faster and more efficiently. Unfortunately for job seekers, it can do quite the opposite and, in turn, drive prospects away. When a candidate is redirected from a job board to an ATS, it can cause a lot of warranted frustration.

After creating profiles with contact information and career data on various job boards, candidates are left to sift through hundreds of job descriptions for hours until they finally find something that sounds like a fit. Once they click to apply, they get redirected to a new page and are asked to create yet another account with exactly the same information as before. This is one of the biggest frustrations for job seekers and the reason almost 90% of them, according to Appcast, abandon the application process.

Tweet This: 90% of job hunters agree this is the biggest pet peeve during the job search: 

Whether applicants are redirected from company career pages or job boards, the disconnect with the ATS can potentially damage employer branding and tarnish the reputation and competency of career sites.

The Solution: employers should collaborate with ATS providers that offer solutions to make the recruitment process faster, easier to update and capable of integrating seamlessly with recruitment sites. Having a cloud-based ATS with autofill capabilities, such as applying with a LinkedIn account, and resume parsing can streamline the recruitment process and save candidate’s the headache of manually entering their information multiple times. Check out our recruitment software to create a favorable candidate experience.

The Mobile Problem

The mobile problem needs no introduction. We are living in a fast-paced, mobile-dependent world which places considerable pressure on companies to have fully mobile-responsive career pages and application processes.

In fact, a recent Careerbuilder survey shows that almost one-third of their traffic is made up of mobile users and up to 40% of those users abandon non-mobile friendly apply processes. That’s too many potential candidates to ignore. If companies want to improve their pipeline, they’ve got to have seamless, mobile-responsive ATS.

The Solution: enhance and ensure the candidate experience seeking out an ATS that can respond to any device throughout the entire recruitment process, especially the application portion. Visibility’s recruiting software allows companies to host customized, mobile-responsive careers pages that are easy to use and maintain.

The Content Problem

The Google quality update is not the only reason employers should be rethinking the content that is weaved throughout their ATS. Job seekers desire well-written, focused content during their job search. In fact, 60% of job seekers give up on applications because they are too long or complex. Lengthy applications not only scare candidates away, but run the risk of timing out due to technicalities, wasting the candidate’s time and placing negative attention on the employer brand.

Tweet This: 60% of job seekers give up on applications due to lengthy processes. 

Other content problems within ATS have the potential to affect other stages of the recruitment process. Poorly constructed content has the potential to damage the employer brand seeming too complex, boring, outdated, or impersonal. What’s more is that inadequate ATS doesn’t represent the employer brand accurately if the look, feel, and general tone of the brand isn’t present throughout the application process.

The Solution: employers should seek out ATS providers that offer customizable solutions to the design of the application process, taking into account the need for distinguishable content. Content should be direct and focused with favorable word choice and should align with social media strategy objectives. The tone and message of the employer brand should be consistent throughout the entire process. Visibility’s recruiting software allows recruiters to customize the application process and provides the capabilities to keep employer branding consistent throughout. From the logo to the tone, the experience will be seamless for the candidate.

Applicant Tracking Systems exist to help streamline the recruitment process, but with new workforce trends and changes in search ranking qualifiers, the effectiveness of those systems are being put to the test. Without taking into consideration the user experience, ATS has the potential to hurt, instead of help, recruiters. Employers should seek out superior ATS providers that can help meet the needs of the workforce and, as a result, strengthen the talent pipeline.

Looking for a new ATS to provide your target audience with a stellar user experience? Check out our Recruiting Software now!

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Stop Your ATS from Hurting Recruiting

applicant-tracking-system-1.jpeg

Google’s mobile-friendly and quality updates implemented earlier this year have caused some concern for recruiters. With the updates, search ranking is influenced whether or not the page is mobile-friendly and the measure of quality within its content.

As some companies with applicant tracking systems have experienced increases in organic traffic, others have had low dips. The effects of the changes vary across the board, but one thing is certain; recruiters are rethinking the design of their applicant tracking system. So, let’s first take a look at some current problems with ATS and then, examine what it takes to have an ATS that helps, rather than hurts, recruiting.

The Disconnect Problem

Recruiters need applicant tracking systems to do their job faster and more efficiently. Unfortunately for job seekers, it can do quite the opposite and, in turn, drive prospects away. When a candidate is redirected from a job board to an ATS, it can cause a lot of warranted frustration.

After creating profiles with contact information and career data on various job boards, candidates are left to sift through hundreds of job descriptions for hours until they finally find something that sounds like a fit. Once they click to apply, they get redirected to a new page and are asked to create yet another account with exactly the same information as before. This is one of the biggest frustrations for job seekers and the reason almost 90% of them, according to Appcast, abandon the application process.

Tweet This: 90% of job hunters agree this is the biggest pet peeve during the job search: 

Whether applicants are redirected from company career pages or job boards, the disconnect with the ATS can potentially damage employer branding and tarnish the reputation and competency of career sites.

The Solution: employers should collaborate with ATS providers that offer solutions to make the recruitment process faster, easier to update and capable of integrating seamlessly with recruitment sites. Having a cloud-based ATS with autofill capabilities, such as applying with a LinkedIn account, and resume parsing can streamline the recruitment process and save candidate’s the headache of manually entering their information multiple times. Check out our recruitment software to create a favorable candidate experience.

The Mobile Problem

The mobile problem needs no introduction. We are living in a fast-paced, mobile-dependent world which places considerable pressure on companies to have fully mobile-responsive career pages and application processes.

In fact, a recent Careerbuilder survey shows that almost one-third of their traffic is made up of mobile users and up to 40% of those users abandon non-mobile friendly apply processes. That’s too many potential candidates to ignore. If companies want to improve their pipeline, they’ve got to have seamless, mobile-responsive ATS.

The Solution: enhance and ensure the candidate experience seeking out an ATS that can respond to any device throughout the entire recruitment process, especially the application portion. Visibility’s recruiting software allows companies to host customized, mobile-responsive careers pages that are easy to use and maintain.

The Content Problem

The Google quality update is not the only reason employers should be rethinking the content that is weaved throughout their ATS. Job seekers desire well-written, focused content during their job search. In fact, 60% of job seekers give up on applications because they are too long or complex. Lengthy applications not only scare candidates away, but run the risk of timing out due to technicalities, wasting the candidate’s time and placing negative attention on the employer brand.

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Other content problems within ATS have the potential to affect other stages of the recruitment process. Poorly constructed content has the potential to damage the employer brand seeming too complex, boring, outdated, or impersonal. What’s more is that inadequate ATS doesn’t represent the employer brand accurately if the look, feel, and general tone of the brand isn’t present throughout the application process.

The Solution: employers should seek out ATS providers that offer customizable solutions to the design of the application process, taking into account the need for distinguishable content. Content should be direct and focused with favorable word choice and should align with social media strategy objectives. The tone and message of the employer brand should be consistent throughout the entire process. Visibility’s recruiting software allows recruiters to customize the application process and provides the capabilities to keep employer branding consistent throughout. From the logo to the tone, the experience will be seamless for the candidate.

Applicant Tracking Systems exist to help streamline the recruitment process, but with new workforce trends and changes in search ranking qualifiers, the effectiveness of those systems are being put to the test. Without taking into consideration the user experience, ATS has the potential to hurt, instead of help, recruiters. Employers should seek out superior ATS providers that can help meet the needs of the workforce and, as a result, strengthen the talent pipeline.

Looking for a new ATS to provide your target audience with a stellar user experience? Check out our Recruiting Software now!

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5 Interview Skills Every Interviewer Should Have in 2016

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Go ahead. Google “Interview Questions”. I guarantee you that most, if not all, of the results will be for job seekers and candidates on how to ace their interview. Perfect! But what about new Human Resource professionals who need to learn how to interview properly? Where is the resource for great interview questions for hiring managers who need to brush up on their interview skills? Or perhaps you’re a startup that needs to learn how to hire that first employee and interviewing is something you’ve only ever done from the other side of the table.

No matter what your interviewing situation, here are tips that will help you ace the interview… when you’re the interviewer.

Do ask the same general interview questions, in the same manner, with everyone.

EEOC is not a joke and it was put in place to override the subjective nature of human beings. Asking the same general interview questions of each interviewee is a great way to avoid discrimination claims in the future. Tools like phone screens and pre-recorded video interviewing software also help with this. ClearCompany’s own video screening tool integrates with the ATS and has a question bank included. Or you can use these general interviewing questions. 

Don’t use “icebreaker” questions in an interview

It’s only natural to want to get socially comfortable with a jobseeker or candidate. However, it’s not only a bad idea, it’s illegal. Consider what Lori Adelson, a labor and employment attorney and partner with law firm Arnstein & Lehr, tells Business Insider.

“State and federal laws make discrimination based on certain protected categories, such as national origin, citizenship, age, marital status, disabilities, arrest and conviction record, military discharge status, race, gender, or pregnancy status, illegal. Any question that asks a candidate to reveal information about such topics without the question having a job related basis will violate the various state and federal discrimination laws.”

In fact, a recent CareerBuilder survey, 20% of hiring managers indicated they have asked a question in a job interview only to find out later that it was illegal to ask.

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Do ensure the interviewee has a fair shot

If you’re interviewing for an open position, chances are there’s someone, somewhere in your organization doing the work of two or more people. While this is frustrating, you can only make the very best hire for your company if you are prepared for the interview. Having any materials handy (like a resume or portfolio) printed or on your screen, allows you to ask about specific assignments and deliverables. Encourage hiring managers to do the same and send you three important questions to ask the interviewee about their skill set. Best practices suggest interviewers spend just 20-30% of the interview talking and the remainder, listening closely.

Don’t just skim the surface

Achievements on a resume are to be celebrated because they (sometimes) prove the applicant knows their stuff. But don’t take numbers or certificates earned at face value. Ask specific questions about the project or skill mentioned and what the numbers were based on or what they learned from a specific project mentioned the candidate, as notable. You might be surprised the answers!

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Do keep great records

It’s never a good idea to let applicants float off into the ephemera. If you liked them enough to bring them in for one interview but don’t think they’re a fit for your currently open positions, enter them into your applicant tracking system or Recruitment Management System to follow up with later. It’s never too late to start building your future talent pool!

Visibility Software’s recruitment system is the perfect tool to get you started. See what makes our applicant tracking system one of the best.

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