The Best Recruiting Tools and Software for 2017

The Best Recruiting Tools and Software for 2017 Running a successful recruiting agency is all about utilising all tools, tactics, and software available to streamline your process. Recruiting software can help your internal team with the process of sourcing possible employees, hiring individuals and assisting the onboarding process. It simplifies talent acquisition and opens up free time for those having to manage the training. Apart from that, certain tools such as applicant tracking systems can also help you facilitate the recruitment process. Let’s take a look at some of the tools and software that will benefit your company in 2017: Resume screening Screening resumes is estimated to take up to 23 hours for just one hire. That means resume screening is still the most time-consuming part of recruiting Ideal The hardest part of recruitment is screening each and every applicant, especially since more than half of them will be unqualified or unsuited for the position. Streamlining this process will save your company time, money and most importantly fast-track you to the right short list of candidates. The Best Applicant Tracking Software options for your business: Zoho Recruit: A very popular ATS for both corporate HRs and staffing agencies. They also have an app available to help you recruit on the move. Greenhouse: Big brands such as Booking.com and Airbnb make use of this recruiting optimization platform. It’s designed for companies of all sizes and focused on increasing recruiting performance. Workable: This software takes the pain out of data capturing by automatically collecting resumes and cover letters. Its review system is easy to use and you have everything in one place. BambooHR: This company gives you the best of both world with their ATS forming a part of their cloud-based HR platform. You also have the option to start a free trial. There are also resources available such as Capterra’s tool to help you compare the various available applicant tracking software, and which would be the best solution for your business. Recruiter chatbots As we are entering the communication commerce era in digital marketing, chatbots are utilised in various ways to improve customer service, engagement, and commerce. In the field of recruiting, chatbots are used to automate the hiring process. FirstJob recently revealed their recruiting chatbot, Mya that uses natural language to ask the applicant questions, verify their skill set and qualifications, but also answer questions that the applicant might have regarding the position and the company. After initial tests, it was found that applicants who engaged with Mya were three times as likely to hear back from the recruiter or manager. The application assistant uses artificial intelligence and natural language processing to ask a few questions, verify qualifications, and answer questions from job applicants about things like company culture, policy, and benefits. Initial tests found that applicants who engaged with Mya were over three times more likely to hear back from a recruiter or hiring manager, the company said. Boomerang recruits Even though this might not be a physical tool or software to manage your HR; it can be viewed as a tactical tool. Boomerang employees refer to individuals that have previously worked at your organisation, then left and comes back to your company. You already know what to expect of this individual and know that they fit in with the company culture. Chances are that they are returning to your company with an added skill set that you can now benefit from. Boomerang hires are becoming more popular. 85% of HR professionals say they have received job applications from former employees and 40% report a former employee was hired Ideal Video interviewing software Gone are the days of traditional resumes and CVs. In this digital age, the applicant is a brand in itself. Video interviewing software enables applicants to showcase more than just their qualifications and background but add a touch of personality to their application. Through reviewing video content, recruiters are able to assess the recruit’s possible fit within the company culture while reviewing their experience. It’s a two-in-one solution that allows companies to only invite the shortlist for an in-person interview. A few video interviewing software applications to consider: Spark Hire Kira Talent Montage Video and Voice Interviewing FaceCruit Plumvue If you or your company make use of the above-mentioned tools and software you will be able to streamline the recruiting process by limiting resources, improving time-management and ultimately find the right recruit.

The Job Crisis in America [Infographic] - Career Geek

The Job Crisis in America [Infographic] - Career Geek This is an interesting infographic which shows the job crisis in America. At the same time, it provides job statistics in general. It has been provided to us by resume.com  . One startling fact that comes up is that mens unemployment rate is coming down, whilst womens unemployment rate has remained the same over the last couple of years! Also, on average, people change careers 7 times in their lifetime. 0

What Can Recruiters Learn from the Wolf of Wall Street

What Can Recruiters Learn from the Wolf of Wall Street The Wolf of Wall Street tells the story of the highs, lows and copious excesses of Wall Street Brokers. So what can we learn from it as recruiters? Know why you work in recruitment: Protagonist Jordan’s boss, Mark Hanna, says he became a stockbroker for ‘hookers and blow’. The chances are such enticements probably weren’t at the top of your list when considering  recruitment, but it is valuable to remember why you decided to work in the industry, and keep your  goals and game-plan in mind. It is all too easy to lose sight of what you are working for, and get  pulled off course by side-shows and distractions. Learn the art of the sale: The incredible pitch Jordan delivers to win his first pink sheet sale is just a beautiful example of using  your vocal pitch and tone together with your body language, even over the phone, to convey your  message in the right way. Couple this with the ‘system’ of sales that Jordan creates in order to make  a top flight salesman of anyone. In fact, Jordan Belfort still makes great money today selling exactly  that sales system as a training and development course. This is one of the few positive lessons that the film can offer to us as recruiters. At the heart of our  trade lies the ability to sell â€" to take an excellent product that you believe in, and communicate the  benefits of it to a customer in a way that compels them to engage. The art of the sale is exactly that,  and wise recruiters will never stop learning and refining their sales techniques. Hire friends with care: Jordan and Donnie set up a boiler room, recruiting their friends in the process. We may not all get  up to the opulent high-jinx of the Stratton Oakmont party boys. But you can see that what happened  on their ‘tour’, stayed on tour. And this kind of camaraderie leads to a high level of mutual trust, but  always remember, as much as you may go out of your way to protect your brothers, don’t assume  that they will always do the same for themselves. Sometimes a persons level of self preservation  is higher than their level of ‘brotherhood’. Don’t put your friends in a position where they have to  choose between you and themselves. You wouldn’t want them to do it to you. That said, I firmly believe that the family that plays together, stays together, and this can build a  great work and play ethic in a recruitment organisation. This can translate very well into a powerful  working environment, where a bit of closeness coupled with some healthy competition can really  drive those who want to achieve that bit further. Publicity: As Stratton Oakmont, Jordan and Donnie’s ‘business’ takes off, Jordan enjoys media attention, but  gets angry when Forbes Magazine writes a critical piece, calling him the ‘Wolf of Wall Street’. His  wife claims the old adage, there being no such thing as poor publicity, however, in recruitment, bad  publicity can affect our chances of success. Maintain your personal brand but in an authentic and  genuine way â€" by delivering excellent service and consistent value to your customers. Money: Jordan simply cares about making money. But always remember money is simply a tool to  facilitating the life we want to have, not the ultimate purpose itself. Money it just little pieces of  paper, its what those pieces of paper represent that you are working for. Such as enough money to  take three exotic holidays per year, or to buy a supercar, or to pay for your children to go to the best  schools, or to work with or donate to charity. Whatever would actually make you feel like you are  living your life, rather than working to exist, it is good and healthy to know what your life goals and  plans are, and never lose sight of them, and recruitment is a great industry to help you achieve your  personal financial goals and enable you to take control of your life. Author:  Alison Mulligan is Senior Account Manager at  Maximus IT  with 16 years experience in recruitment.

On the Job by Anita Bruzzese The No. 1 Reason Employers Cant Find the Right Talent

On the Job by Anita Bruzzese The No. 1 Reason Employers Can't Find the Right Talent There have been many complaints by some companies that they cant find people to fill positions, despite a 7.3% unemployment rate. What gives? Are the unemployed a bunch of no-talent, bottom-of-the-barrel drudges who should never be given a job? Hardly. Check out Twitter or LinkedIn, and youll find experienced, smart, driven people looking for work. There are currently four million people who are now considered long-term unemployed, meaning they have been looking for work for more than six months. A recentUrban Institutestudy finds that these long-term jobless are better educated than the other unemployed Americans. So why do some employers say they cant find the right talent? Because theyre lazy. They let software automatically screen for keywords so they can eliminate hundreds of resumes without even looking at them. Other pre-screening methods eliminate anyone who doesnt have the exact skills mentioned in the job posting. Next, theyrule out anyone who looks too old, is unemployed (there must be something wrong with them if they dont have a job, right?) and anything else that gives them an excuse to dump a resume, such as gasp! a misspelled word. When it finally comes time to do interviews, moreapplicants are rejectedbecause the employer asks basic, uninspired questions that fail to really plumb the depths of what an applicant may have to offer. So, now the recruitment process by these employers has come down to only a few remaining applicants. But after a quick huddle with human resources, those candidates are determined not to possess it (which is never really defined) and so its decided the search process needs to begin again. Now everyone sits around complaining that no qualified talent is available. But could it be that the problem isnt the lack of qualified applicants, but a lack of quality recruiting? If managers were better trained in the hiring process, they could use pre-screening and interview processes that didnt weed out candidates based on a lack of certain skills. They would understand that employees do best when they are challenged and can see career development in their future. Hiring someone to do the exact same job they left earlier doesnt make a lot of sense and can lead to job dissatisfaction within the year. In addition, more employers need to beasking better questions in interviewsso that they find people with the skills that often cant be taught: a dedication to quality work, a commitment to teamwork; an ability to think strategically and creatively; and an ability to get along with others. In Hiring for Attitude, by Mark Murphy, he says that of the 20,000 new hires he tracked, 46% failed within 18 months because a majority of the time they couldnt be coached, had low levels of emotional intelligence, were unmotivated and had the wrong temperament. If employers want to start hiring smarter, then they need to: Stop writing crappy job postings.Employers need to really understand what an open position needs on a short- and long-term basis. Hiring managers should spend time talking to colleagues and customers to solicit their ideas on the key skills that are needed to really rock the position. If a cool head in a stressful environment is needed, applicants might be asked to tell a story about a time that they faced a crisis and how they dealt with it. Look for referrals.Other employees often know people within their industry or even have friends who might be a good fit for a job. Always open a position internally first as it can help drive retention, motivation and engagement for employees to know an employer sees them as helping the company be successful. Quit taking the easy route.If youre looking for an easy way to eliminate the number of people you need to interview and quickly fill the position so you can move on to other things, then you will pay for that slacker attitude when you hire the wrong person. Department of Labor statistics shows that the average cost of a bad hiring decision can equal 30% of the persons first year of potential earnings. So, dig (read more here)

How to Write a Resume With Transferable Skills

How to Write a Resume With Transferable SkillsYou may be a good writer, but will you be able to write a resume with transferable skills? If you have a great mind, but do not have any practical work experience, you may be shocked to learn that you will not be getting an interview. Of course, you do not have to be a professional writer to get a job. You may just be very good at writing.However, when it comes to writing a resume with transferable skills, there are a few things you should know. There are many different kinds of writing, and a resume has to look like it was written by someone who actually knows what they are doing. It is not enough to have some good grammar skills. The skill that will separate you from the others who can't get a job is your ability to connect the words in your resume to the job that you are applying for.Many people will use the first resume template that they find on the internet, or that the recruiter gives them, but this is just one part of the process of learning how to write a resume with transferable skills. Once you have these words on paper, you can put them together to form the part of your resume that will make your next employer wants to contact you. You might think that you have everything you need to write a resume with transferable skills, but you will quickly discover that you do not.Once you learn the ways to make your resume stand out from all the others, you will be able to find out whether or not you are the one that has a great resume that will get you a job interview. You may be surprised that there are still jobs available even though the economy is in shambles. You may feel that you should throw away your resume because there are so many people who are looking for the same job as you.There are still things that you can do to learn how to write a resume with transferable skills. Your next employer may actually be hiring several other employees, and if you have a great resume you will be in the running. This mean s that you should write a resume that is truly unique. Start to think about how you can create a resume that is tailor made for the job that you are applying for.Many people get into the habit of trying to write a resume with transferable skills, only to realize that their resume is going to be thrown away. The thing that you will want to remember is that this does not have to be true. There are still many jobs available, even if the economy is in shambles. You just have to be more creative in finding the resume that will allow you to get the job that you are interested in.The next time that you are trying to create a resume with transferable skills, take time to consider how your writing skills will work with your education. You may find that you have a better chance of being hired if you combine your education with your writing skills. You may think that this is simply not possible, but you will be surprised how much a few simple pieces of information can make a difference. Even i f you are not a good writer, you can still learn how to write a resume with transferable skills.The main thing that you need to remember when learning how to write a resume with transferable skills is that it will require you to invest some time in getting your resume to look like a real resume. Keep in mind that it may take several months to finish your resume, and then all of your hard work will be wasted. However, by taking the time to find the best resume template, you will be able to turn your skills into a skill set that will allow you to get a job interview that may not have been available to you just a few months ago.

Cut the Crap, Get a Job Top 30 Interview Bloopers

Cut the Crap, Get a Job Top 30 Interview Bloopers Cut the Crap, Get a Job: Top 30 Interview Bloopers Good news, bad news. Bad news: The majority of job seekers are blowing it in their job interviews. So the bar is pretty low. Now the good news: You can stand out in interviews by being just plain old prepared. Well-rehearsed, smart about your answers, balanced with confidence and humility and concise. So instead of lecturing you more about the “crap” that happens in interviews (both with candidates seeking employment outside their company or within their company), Ill just point out the multiple bloopers. In this blog, I won’t go into all of the solutions and best ways to interview. Come back to DanaManciagli.com for coaching. In my 30+ years hiring, interviewing and helping thousands of job seekers, the following 30, in no particular order, are the most popular mistakes. Not listening to the question. Babbling on and on and on and on Not having interesting questions. No Passion, Low Energy. Cocky, not Self-Aware or not humble. Negative about your prior company, prior boss, or prior anything. Not being prepared with good ‘ole strengths and weaknesses. Forgot to go for the close, or ask to continue to the next step of the hiring process. Slow with turnaround on a request from the Hiring Manager. Smelling. Onions, cigarette smoke, perfume, cologne. Chewing gum. Phone on and vibrating or ringing Dressed inappropriately, sloppy. Nothing to write with (and I don’t mean on a PC or phone). Having something to write with, but not writing anything down. Spilling a cup of coffee or soda. Leaving your dirty cup of coffee or soda on their desk upon departure. Sticky or wimpy handshake. No eye contact. Slouching. Interrupting. Forgetting your resume, not having enough copies. Not knowing the job description of the position you are interviewing for. Not doing research on the web about the company, division, hiring manager, etc. Scuffed shoes. Listening to music or talking on your phone in the waiting room. Asking about salary or benefits. Left your manners at home. Messy with your stuff: messy papers, coat, bags, purses all disheveled, no hand free to shake hands. Being late! More bad news: there are more than these 30! But I thought I would stop here and cry “Cut the Crap, Get a Job!”

LinkUp. Did Anyone notice

LinkUp. Did Anyone notice I have been carefully selecting resources that will truly benefit the entry to mid level job seeker plus find those that align with my personal philosophy of career management (who cares, right!).   I do! I used to have a box for searching Indeed on my site.   I still recommend Indeed, however, I love this better.   Linkup pulls job postings from the employers sites, not the job boards.   As you all know, fewer and fewer companies seem to be paying to post their jobs on the huge boards. Here is how GL Hoffman describes how and why it works.   From the LinkUp site at the time of this post, they were searching 20,725 company sites! These are the real deal!   So what are you waiting for, head on over to the right and enter your desired job title to see what you can find.   Remember, databases are only as good as your key words.   If you arent finding what you are looking for, maybe you are using the wrong words/titles.   This is why doing research is important.   Collect 5 or more job titles that fit.   Not all companies call what you do the same thing. Looking for other job boards?   Check out this post by another Career Collective expert, Erin Kennedy. These are some of the common job posting aggregators I recommend: www.indeed.com www.simlyhired.com US Jobs by the National Labor Exchange Do you have a favorite job search engine?   I would love you to add it in a comment!   Tell us why you like it.