Simplicant

Simplicant is a next generation, cloud-based talent acquisition and social recruiting platform to target and effectively engage talent. Our web-based functionality helps companies optimize the speed and cost per hire.

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10 Rules For Choosing A Good Applicant Tracking System

As part of their recruiting regiment, most organizations understand the need to create job descriptions, post them to various job boards and social media platforms with the intent to get in front o...

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Hire Faster From Your Employees’ Social Media Networks

Your co-workers have an average of 350 Facebook friends apiece. That might not seem like much to go on, as you search for your next great hire. But when you multiply it by only ten employees, that’...

It’s one thing to know that the connections are out there, waiting for you, and quite another to actually make the leap to contacts, applications, interviews, and new hires. So how do you tap into the referral power of your employees’ natural social media networks?

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What A Talent Acquisition Team Must do To Win

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The task of finding top candidates to hire for their open positions is a constant pain point for companies looking to grow fast. An effective way for companies to tackle this challenge is to embrace and implement a digital recruitment strategy to deal with the rapidly changing world of talent acquisition.

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With employee retention becoming a critical factor in an organization’s long-term success, it’s about time to focus on good hiring practices that actually convert to high employee retention rates.

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What is Resume Tracking? A Review of The Basics - Simplicant

Resume tracking is a critical component of an effective recruiting software platform. It is a core benefit of using an applicant tracking system.

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Social Media Recruitment: Hiring For The Right Fit

When it comes to your talent acquisition strategy, recruiting the best should be your top priority. Using social media recruitment as a key aspect of your recruitment and talent acquisition strategy is a great way to quickly and cost-effectively reach top talent. This might explain why 91 percent of recruiters use social media to source and screen prospective employees.

The digital information available from social media can be the difference between recruiting a great candidate and an applicant who may not be a good fit at your company. So, when using social media recruitment as a strategic sourcing method for hiring at your company, what should you be looking for in top candidates?

Here’s a few things to keep in mind in your social media recruitment efforts:

Your Top Talent is…Referring Their Friends

It is likely your company already has a robust employee referral program. This is because you understand the importance of your employee referral program when it comes to recruiting great talent to staff your organization.

According to a recent New York Times story, referred candidates are 40 percent more likely to be hired than blind applications. Plus, nearly 50 percent of all companies make at least one hire out of every five referrals that come through their employee referral program.

What does this have to do with social media recruitment? Job seekers who use their social media profiles to network are likely to be the same candidates who will refer talented friends and contacts once they join your organization. The top talent you need is using social media not as a one-way street merely to get what they want, but also to help others in a similar position.

These candidates demonstrate they care about cultivating their network and helping great people find equally great positions. When hired, these will be the employees willing to take part in your employee referral program to share great talent.

Your Top Talent is…Contributing to Discussions

Social media is great for connecting with the candidates who are really thinking about your industry’s issues. This is why any social media recruitment should focus on job seekers who are passionate about your field. The digital footprint of your best candidates should be full of timely discussions and top-quality thought leadership centered around the pressing issues in your field.

You want to build up a talent pipeline for your company by engaging talent communities you’ve built through your sourcing efforts. You can build up your company’s talent pipeline by isolating where the best candidates are frequenting online, whether a LinkedIn discussion group or an industry-specific Twitter chat.

The best candidates — the ones you should be targeting with your social media recruitment strategy — are the job seekers who are so passionate about your field they think about it even on their off hours. These job seekers will have a digital footprint of top-quality thought leadership, because they’re always pondering ways to solve old problems with innovative new solutions.

Your Top Talent is…Highly Focused

Just because a tweet is only 140 characters does not mean you are looking for a candidate with a short attention span. You want someone focused on your industry and passionate about their career field.

Your ideal candidate is using social media as a research tool and a way to find out more about your company. The social space, your career site, and even your applicant tracking system can all tell talent something about your organization. Great candidates will use social resources to find out whether they are likely to enjoy your company culture and thrive in your workplace.

Looking at their social media profiles, from Facebook to LinkedIn, the passion of these candidates will be on full display. Look for candidates who run an industry-specific blog or are members of professional associations in your field. These are the people with clearly defined career goals who know what they want in a company and a position. This will make them much more likely to stick around, meaning low employee turnover for your company.

Cloud-based software for social media recruitment and recruitment marketing can be a powerful means for finding the best candidates for your open positions. The top talent you need is using social media just as strategically as you have developed your talent acquisition strategy. These candidates are using social media to demonstrate their honesty, their willingness to refer great people in your employee referral programs, and their ability to think outside the box.

How do you think the best candidates are using social media in their job hunt? How can you make this part of your talent acquisition and social media recruitment strategy?  Share in the comments!

Blog post via: http://www.simplicant.com/

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Candidate Experience Is Often Overlooked In Recruiting

Learn about candidate experience in the recruiting process and how it can make a huge impact on attracting and hiring the top talent your company needs.

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Great Talent - How to Find & Recognize Fast

Most growing businesses will have stories to tell about hiring decisions that went wrong in one way or another.  Hiring mistakes can range from not targeting the right audience or lack of proper recruiting tools to bringing the wrong person on board for a critical position. One of the more common and often overlooked recruiting mistakes, however, is to let great talent slip away without truly realizing the cost of such a mistake. In fact, in many cases, employers and recruiters may not recognize this until it is too late.

Being aware of these risks is crucial to implementing an effective hiring plan and to ensure that you are identifying and attracting great talent for your team.

Know exactly what you are looking for

Start with an absolutely clear job description. One of the most effective ways to recognize and attract great talent is to first understand clearly what your company needs to be successful. What qualities and attributes would your ideal candidate possess?  Create a detailed profile and set of criteria that paint a picture of the kind of talent your company would want to bring on board.  Every member of the hiring team should be aware of this checklist and what would make a good match for the open position. While it is not always possible to find a hire that is an exact match to what you are looking for, you can still find great talent and a good match by following some good recruiting practices. Clearly outlining your needs and the qualities that you are looking for in your candidates is certainly one of the first steps to a powerful recruiting process and in identifying great talent.

Create a hiring routine

In order to effectively compare one candidate to another, they need to have been assessed on the same scale.  This requires you to implement a consistent hiring process that involves asking each interviewee the same questions and evaluating them on a similar criteria.  Have a handful of important questions that you think are most imperative to determining the potential of a candidate and in identifying great talent.  The responses to each of these questions given by each candidate should be recorded in detail.  Organization and structure are imperative for a consistent interview process, which is essential for recognizing great talent that would stand out from the rest.

Leverage recruitment technology that covers all your needs

Unaided, the recruiting process can result in an influx of information that can quickly make the hiring team feel overwhelmed.  Powerful recruiting tools are designed to make the recruiting and hiring processes more efficient and effective by helping you get a lot done in a short amount of time.  With the right recruiting software, you are able to leverage powerful features like applicant tracking, social media recruiting and employee referrals.  Each of these capabilities helps you compete effectively for great talent. You can identify and engage with the highest quality potential hires as you process candidates through your recruitment funnel, while staying organized throughout the process.

Act fast when you find great talent

Getting the right people on board as quickly as possible is the best way to ensure success. You certainly do not want your competitors to scoop up great talent simply because you are not able to move fast enough. Staying organized is the easiest way to hire faster and more effectively. You need to know which candidates are top prospects, which candidates you’ve interviewed and which candidates should receive an immediate offer. Your recruiting software tools need to provide the latest and fastest functionality for screening applicants, automatically rating incoming applications, interviewing selected candidates and consolidating all feedback and evaluation scores. The system needs to help your drive your recruitment process to fast completion so you can quickly identify the best candidates and hire great talent.

These tips directly target the effectiveness of your company’s hiring process. Finding and eventually hiring great talent starts with creating a clear understanding of your needs and then relies a lot on your ability to manage your sourcing and hiring processes i an organized and efficient way.

What are some of the recruitment practices that help you find and attract great talent?

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Talent Management System

When you are focused on recruiting, make sure to really understand your critical needs as you look at recruitment and talent management systems.

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Talent Management Tips

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Recruiting Memes 

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Roger Sterling 

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What I picture when a non-entry level candidate has high school awards and accomplishments on their resume.

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Talent Management And The Role of Recruiting

As an HR best practice, look for a comprehensive recruitment software platform that will set you for success in your long term talent management strategy.

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3 Recruiting Strategy Tips 

Read the full article here!

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Why Limit Your Recruiting?

The hiring process in a fast growing company is no longer the simple task of managing and organizing a resume database.  An effective recruitment process requires building a comprehensive and engaging recruitment strategy to reach the best talent. While resume management is a good start to getting all your incoming resumes in one place, systems with limited recruitment management functionality simply cannot provide the capabilities to successfully run the hiring process in your company. Modern recruitment requires your technology infrastructure to go beyond resume management.

Your modern recruitment management system needs to provide the technology capabilities that will help your organization to take full advantage of the newest recruiting paradigms while leveraging social media, employee referrals, engagement methods, data analysis and automation.

In order to give your talent acquisition a boost and broaden your reach, you need to look beyond resume management software and go for a next generation recruitment software platform that demonstrates the following characteristics.

A Comprehensive Platform

A complete recruitment platform is most effective when it combines the power of a great applicant tracking system with interview scheduling, social recruiting, employee referrals, job postings and many other capabilities – making it easier for employers to standardize on one platform instead of switching back and forth between multiple software applications. These features extend beyond management, allowing companies to organize, sort and rank candidates to determine where they would fit best.  A complete platform also enables company employees to enter feedback based on their personal perception of the individual, directly into the system.  When referring back to interviewees, this process aids you in remembering exactly what you liked about each, beyond their achievements on paper.

Social Recruiting

Social media recruiting has become a critical component of the hiring process, offering companies an extremely efficient and viral way to broaden their talent acquisition reach. A next-generation applicant tracking software that includes social recruiting functionality makes it easy for you to seamlessly integrate social media efforts into your hiring process.  Social media outlets like Twitter, LinkedIn, and Facebook create a way for companies to get their jobs in front of passive job seekers and some of the best talent out there.  The right applicant tracking software is a comprehensive platform that provides smooth integration between social recruiting and applicant tracking, making talent acquisition a fast and efficient process, instead of an isolated resume management software.

Employee Referral

By enabling employees to participate in the employee referral program, a company can virally tap a vast network of qualified talent that is already a part of its employee networks including social media platforms. An incentive based employee referral system keeps the employees engaged in the process as they can visually track and monitor the progress of their referred friends in the recruiting workflow. Rewards further motivate current employees to share jobs with their networks and take the time to refer the best candidates to the open positions in the company.

When evaluating recruitment management software, make sure to look for integrated functionality that lets you create and manage an employee referral program in your company. Look for a system that provides this capability as an integrated solution, instead of requiring you to integrate your resume management software with a number of different products to get the work done.

Recruitment Marketing

The types of candidates that send in their resumes will depend largely on how and where your company was discovered.  It is no longer good enough to sit back and wait for the best talent to come to you.  Talent acquisition is an active process in which your company must participate.  In order to attract the types of people that would be a good fit for your existing team and buy into your company values, you must create a recruitment marketing strategy to guide your hiring process.  Passively waiting for high quality candidates to approach you, will not cut it. Look beyond resume management and utilize the benefits of a complete recruiting software system that aids you in creating and implementing a plan to broaden your reach.

Career Site Branding

As you begin your search for the perfect hires and create a presence on multiple sites and various platforms, it is vital to maintain a consistent presence.  The brand image exuded by the actions of your HR and hiring team should represent your company as a whole.  Each career site, social application or tool that you implement to reach potential candidates should all possess a recurring theme and tone. This ensures consistency in your recruiting and hiring campaign and is likely to result in candidates with the most hiring potential.  By going beyond resume management and embracing a complete recruitment management system, your company can ensure that it maintains a unified branding strategy across all of its recruiting campaigns.

To summarize, recruitment management is no longer the process of resume management. In order to successfully attract and acquire top talent, companies must look beyond basic resume management software and streamline their hiring process with a complete recruitment software platform.

How does your organization track applicants, handle resume management, recruit socially, leverage employee referrals and manage its entire recruiting process?