Tips to Get Maximum from The Job Postings

With over millions of job searches each month on major job boards like Naukri, Monster, Indeed, and Career Builder, Dice are you doing enough to make sure your job posting stands out? When you think of Search Engine Optimization (or SEO), you probably think it pertains to online marketing and websites, right? You wouldn’t automatically associate it with job postings, but it’s just as important.

Here’s how you can better optimize your job postings for better search results in three simple ways:

Keyword Research

When writing your title and job description, it’s important to pick phrases that are relevant to your job posting. Phrases that are too general come with more competition and put you at risk for showing up at the bottom of the results page or delivering unqualified candidates. For example, instead of using basic phrases like “software developer” you should specify “Application Developer,” “PHP Developer,” or “Java Developer.” The goal is get as specific and relevant as you can to reach the most qualified audience (so you don’t have entry-level candidates applying for an upper level position).  If you’re stumped for keyword ideas, try out free keyword research tools like Google Adwords Keyword Tool to get keyword ideas.

Common Job Title

When creating a job title, you want to choose something that is simple and concise. Be careful not to use this an opportunity to “sell” your posting or get creative (ex: “Top Performers Wanted!” “Rare Opportunity with Great Company!”) because that makes your posting potentially unsearchable. To better optimize your title, include the job description with career level or job type (part-time, full-time). including the acronym to a job title along with writing out the job itself is also important. For example, if you’re hiring for a Registered Nurse, write out “Registered Nurse (RN).” By doing this, you’ll likely catch people who are searching out both of those common phrases.

Optimization of Job Description.

The job description is the meat and potatoes of your posting. A search engine populates the results of listings that have the most relevance and relevancy begins in the description of your job posting. So how can you accomplish this? Using the results from your keyword research, pick 3 phrases and use those throughout the copy in your description. By using your keywords frequently, your posting will become better optimized and likely to appear more often. It’s also important to note that while you want to be relevant, make sure you don’t over-stuff your description with keywords so frequent, it starts sounding unnatural.

Optimizing a job posting can be time consuming. If you need help with writing one or not sure which keywords are the best for your posting, you can always consult with your marketing department for optimization help. They’ll be your best resource for helping you craft a searchable and creative job posting.

Reasons to Invest in Applicant Tracking System

Large or small, companies are beginning to see the benefits of HR technology. A survey found that when it comes to companies of 1000+ employees, more than 50% planned to invest in software for their HR or Applicant Tracking System. Among companies with less than 200 employees, the number bounce to 60%. So what is it that has companies of all sizes making the investment in recruiting software?

It’s Efficiency

Applicant Tracking System  lightens the load of your recruiting and HR teams. Instead of bunch of papers, endless spreadsheets and overflowing inboxes, the right system will take all parts of the process and place them into one easy medium. ATS can reduce hiring time by as much as 20 %, But despite the available technology, major companies still have a manual, spreadsheet-based recruitment process. It’s easy to understand why companies may be reluctant to make a change when a process has worked sufficiently for a number of years. But there’s a big divide between good enough and just plain good. And no one would disagree that more time and organization is good for any company.

Everything is in One Place

Science proves that multitasking is a myth and a cluttered workspace can poorly affect productivity. Research shows that the more there is to process, both physically and mentally, the more likely your brain is to miss important details and take longer on a task. It’s probably safe to say that no one on the recruiting team has time to waste, so finding a way to keep all the clutter in a single place is important. Applicant Tracking System enables users to keep documents, resumes, portfolios and candidates’ positions within the hiring process all in one place. Cloud-based software ensures that no information is lost, even in the event of an internal system outage.

It Automates Recruiting and Hiring Process

If a task is being done again and again and in the same way, then automatization is a no-brainer. It’s a driving force behind technology of all kinds. A huge amount of the recruiting team’s time is spent emailing applicants, screening resumes and assigning and conducting interviews. A great recruitment software will minimize the time spent on administrative tasks and allow recruiters to focus on identifying great candidates.

It’s Customizable

Recruiting is an interaction between humans and there’s no way technology can take over the process completely. Each company is different and needs will vary based on position and industry, so the right recruitment software won’t disrupt your hiring workflow – it’ll enhance it. When choosing the software for your company, make sure it won’t paint your team into a corner in terms of process, but will instead empower them to create stages and assignments on their terms.

Hiring is more Collaborative

Organizations that communicate effectively are nearly five to six times more likely to retain the best employees. Communication and collaboration go hand-in-hand. When it comes to hiring, collaboration ensures that the entire team is contributing to the process instead of resting on the shoulders of one individual. From sharing notes to delegating tasks, recruiting software makes it easy for multiple members of your team to partake in the hiring process. When everybody has an opportunity to contribute, team members feel valued and diversity swells across the board. Not to mention, recruiting software ensures that each step along the way is documented, keeping the company compliant.

A company’s size is no longer an indication of its need for recruiting software. Even if your openings are limited and your budget is small, there’s a recruiting software to fit your requirements and price point. It’s an investment that will reap big returns in terms of efficiency, collaboration and compliance.

Impact of Good Image In Social Media For Recruiting

Sometimes it seems as if the entire world is on social media sites. While the use of social media is not universal, the statistics from well-known blogs are

• 71 percent of all Internet-connected adults in the U.S. have a Facebook page.
• 52 percent use at least two social media sites.
• 50 percent of college-educated online adults use LinkedIn.
• 70 percent of all Facebook users interact with the site at least once per day.
• Facebook users have a median 155 Facebook friends.
• LinkedIn, Twitter, Pinterest and Instagram all showed a significant increase in usage in 2015 over 2014.

Here is what makes corporate giants bit nervous: All of those social media users could conceivably be talking about your company — and they feel helpless to control the conversations.

If you have the responsibility for attracting the top talent, convincing them to join your company and helping with their development and retention, you might be pro of the social media sites. After all, users can say what they want, sometimes in complete anonymity. If someone posts a comment that your company treats applicants rudely — for example, never acknowledged the receipt of a resume or rescheduled interviews at the last minute — others might have less interest in working for your organization.

Many HR professionals have chosen to ignore social media, believing that any interaction could give detractors an opening to attack. However, social media transparency can go a very long way to polish your reputation and defuse potentially detrimental comments.

Here are some tips to expand the power of social media for recruiting top candidates.

No individual, department or company handles every situation perfectly.

You or your organization can make mistakes. Accept that fact, and be willing to admit your shortcomings when needed.

Learn what people are saying about you, especially your current and former employees.

One excellent way to do this is to check the reviews posted about your company on Social media and Google. You might be pleasantly surprised and learn that your employees value the mentoring they have received. On the other hand, you might learn that your employees feel that their on-boarding process left a lot to be desired. Either way, use the feedback to rectify problems or strengthen the positives.

Do not be afraid to engage others and respond to criticism.

For example, suppose you find about how a candidate waited 10 days to be called back for a second interview after being told that he would hear from you within 24 hours. Apologize, assure the poster that this is not normal for your organization and advise that you will look into ways to make sure such incidents do not happen again. Do not make excuses, argue or “call out” the poster.

Whenever possible, post relevant news on your social site.

If you are participating in an upcoming job fair, announce it on social media. If you have job vacancies, post them on your social sites as well as your company website.

Give people a chance to get acquainted with your company, even when you are not currently recruiting.

Discuss what your organization values, its mission and its goals. Letting people learn about your company culture can make it easier to recruit them when the need arises. 

 

Stay current on the latest technologies to make sure that your efforts are not wasted.

For example, the latest estimates show that 90 percent of your candidates use mobile devices to search for and review your jobs. You need to ensure that they can find and access your posts, regardless of the device they use.

Marketers know that word-of-mouth is still one of the most effective tools available. HR directors know that referrals from current employees or trusted associates can often result in exemplary candidates. The social media sites combine aspects of word-of-mouth advertising with personal referrals — and the results can be outstanding.

No matter what type of recruiting methods, AppliView is always with you.

START YOUR FREE TRIAL of the most amazing Applicant Tracking System - AppliView

Recruiting Talent + Applicant Tracking System = Successful HR

As technology and social media change, so must approaches to recruiting talent. Companies who establish innovative recruiting practices will have a competitive advantage for attracting quality candidates. Applicant Tracking Systems (ATS) are a key component of this. Their ability to provide an improved candidate experience leads to a greater talent pool from which to draw and, by automating routine recruiting activities, also provides Human Resource (HR) professionals and hiring managers time to focus on other aspects of recruiting. This article explores the benefits of Applicant Tracking Systems and considerations for choosing the right product for your organization.

What are Applicant Tracking Systems?

Applicant Tracking Systems (ATS) help companies with the first stage of recruiting the right candidates. ATSs support recruiting by simplifying the application process and storing the information collected in a database. Electronic candidate screening, automated 'approval to hire', candidate tracking, and on-boarding processes are all typical features.

Benefits of Applicant Tracking Systems

Why invest the time and money to implement an ATS when organizations have recruited for many years without one?

Simple application process: When competing for scarce talent, it's beneficial to have a simple candidate application process. Most systems allow candidates to upload resumes or LinkedIn profiles reducing the time required to apply. Profiles can be re-used making it easier for candidates to apply for other jobs. ATS social media tools allow job hunters to forward postings to their network broadening the reach of the search.

Searchable database: Applications reside in a searchable database eliminating the need for electronic or paper folders to store candidate information. Although ATSs cannot fully screen resumes, the level of automation narrows the candidate pool with standard screening questions, reducing the time needed to short list applications.

Automated processes: Most systems provide the capability to automate the approval to hire and on-boarding processes saving the HR and hiring manager time required to complete these activities. Candidate tracking assists with record keeping and supports effective communication between HR and hiring managers.

Meeting expectations: As the use of ATSs increases, candidates expect a seamless application process. Relying on out-dated email or paper based applications will put the organization at a disadvantage and potentially reduce the applicant pool.

What can an ATS do for you?

Before implementing an ATS, you first need to determine what objectives you need it to fulfil, what processes and resources it will affect, and assess stakeholder needs. Here are some steps you can take.

Examine current recruiting practices: A complete understanding of the current process is needed to assess and select vendors. Document the process, list who is involved, time required and typical number of searches conducted per year. This highlights inefficiencies that may be addressed by an ATS, which is key to building a business case for investing in a system.

Define the outcome: What will be different about the recruiting process after implementation? This may include an improved candidate experience or reduced costs. Key stakeholders should help define and prioritize the benefits that are most important to the organization.

Have a demonstration: Product demonstrations provide an overview of ATS capabilities to help compare the features most important to improving the recruiting process.

Identify Stakeholders: Make a list of stakeholders who will be impacted by implementing an ATS. The success of implementation depends on stakeholders' ability to support the changes an ATS will bring to recruiting. Analysing the impact to the stakeholders, and finding ways to involve them in the selection and implementation will facilitate this process.

Develop decision criteria: Before assessing vendors, list criteria for selecting the best product. This will include cost, implementation requirements, and the features most important to improving the recruiting process.

Assess HR support: ATSs have several features to support the recruiting process. Assess the time and expertise HR staff will need to take advantage of the system's features and support hiring managers. ATSs have powerful reporting capabilities. Consider who will analyze reports and decide what to do with the data. Determine who will have accountability to maintain the system beyond day to day recruiting support.

Assess the return on investment: Cost structures for ATSs vary—some are based on the number of hires per year or number of recruiters. Determine if this is a worthwhile investment based on the number of searches conducted annually. There may be other recruiting investments such as changing the staff compliment or new approaches to sourcing candidates that would have a greater impact on recruiting outcomes.

Refer http://appliviewforhiring.blogspot.in/2015_01_01_archive.html will help you to evaluate the Applicant Tracking System.

So, what to wait for, you can take up a Online Tour to the application and a free trial account from www.appliview.com

How your Applicant Tracking System (ATS) produce quality of hire

Hiring a candidate is not as simple as looking at their CV to see if they have the skills to do the job advertised. Finding candidates with the right skills is an important part of a recruiter’s role, they are also required to compare candidates with each other in order to make sure they choose the best available candidate for the role. With recruiters receiving hundreds of applications for every vacancy, many find it beneficial to use applicant tracking systems to help them sort through and identify the best candidates. 
Here we have tried to explain how an ATS like AppliView can help drive quality of hire through your organization.
 
What is an ATS?
An applicant tracking system is a technology platform that has been designed to facilitate recruiters to hire the right talent for their job roles. In order to do this it gathers useful data that can be analyzed and used to make well informed decisions. It also simulates the the process of recruitment and keep everybody updated.
 
Improves The Decision Making Progress 
Applicant tracking systems use real time data, quality metrics and talent intelligence to help recruiters make better business decisions. By providing them with accurate and insightful information, applicant tracking systems help recruiters for a fair decision making process. By having access to this information, recruiters are more likely to make the right hire decision, therefore improving the quality of their recruitment process.
 
Increases Overall Productivity
ATS technology also helps businesses to increase productivity. If you think about how many CVs and application forms companies receive when they advertise a vacancy, you can imagine just how long it takes recruiters to sort through them. Applicant tracking systems save businesses time filtering candidates, sorting CVs and ranking shortlists by identifying selected criteria. This gives recruiters more time to talk to candidates and get to know them during the interview process, helping them to make the right decision.

Increasing Retention
By increasing the likelihood of the right person being recruited for a role, applicant tracking systems can help businesses achieve higher retention rates. Retention rates are determined how long employees remain at the company after being recruited. The longer they stay at the company, the higher rate of retention achieved.
 
Improve Your Employment Brand
Improving the quality of hire using applicant tracking software can also help to improve your employment brand. The more employees that stay at your company for significant periods of time, the more likely other candidates are to want to work for your company, as they will see it as a good place to work. This means you are more likely to gain access to the top talent in your industry, giving you a competitive edge over other companies in your sector.
 
Improved Cost Per Hire
Not only can using an applicant tracking system help you drive quality of hire through your organization, but it can also help you reduce recruitment related costs. This is achieved through reducing administration time and streamlining the entire process. Applicant tracking software will also ensure that you are targeting and engaging with the right type of candidates by collecting data about which recruitment channels and social media channels they use. This information can then be used to determine the best places to source candidates.

Conclusion
With so many benefits, it is no wonder that so many companies are using applicant tracking systems to facilitate their recruitment processes. Whilst helping them to identify the right candidates for the vacant roles, using accurate data, it can also help businesses to make big cost savings.
 
You can also take this advantage free of cost with AppliView. Give it a Try!!!

Tips to Develop the Accurate HR Strategy

Human Resource strategy is designed to develop the attitude, behavior and skills of the employees and to make sure that organization's goals are met. HR planning is important from the budget point of view as it affects recruitment and training process.

The main objective of the accurate HR strategy is to make sure that sufficient human resource is there to meet the operational goals and strategic goals respectively. It should also make sure that right person is employed for the right job. HR strategy should be flexible and should be ready to face the unexpected situations.

Steps to Develop the Accurate HR Strategy

Access current employees
The skills, knowledge and abilities of the current employees are to be identified. Employee’s performance is to be monitored continuously and has to make sure that employees are ready to take more challenges.
 
Predict future requirements
After accessing the current employees, the next step is to forecast the future requirement. It has to justify how many employees are required to reach to the strategic goals of the company. While forecasting, organizations should also keep changing economy and technology in mind.
 
Gap analysis
The next step is to fill the gap in current as well as future requirements. It should forecast the skills and experience required to work on the upcoming job openings in the organization. HR manager has to make sure that current HR practices are value adding for the future, if not then necessary changes should be made.

Restructuring strategy
Restructuring strategy mainly includes analysis for reducing or increasing the employee strength in the organization. It has to regroup the tasks with well-defined jobs, and remove the irrelevant tasks or jobs. The output of the strategy should make sure that restructured teams are more efficient than before.

Recruitment strategy
Here organizations should be ready with all the possible job openings to fulfill the current as well as future requirements of the company. This strategy has to make sure that suitable candidates apply for the job; and the newly hired employee has all the abilities and skills required to meet organizational goals.

Outsourcing strategy
In this part, HR manager has to decide which tasks have to be outsourced, and to which company or individual as per their competency, it has to be given. Tasks could be – recruitment, background verification, employee management or payroll. Outsourcing strategy has direct implication on meeting organizational goals, so extra care should be taken while taking the decision.

Training and Development strategy
This strategy should make sure that employees are provided with proper training to take on new roles. It should provide enough opportunities to the employees to develop in the present organization. HR Managers should be ready with various ways of meeting the training and development needs of the employee.

Collaboration strategy
Collaboration strategy, does not have a direct impact on HR vertical, however it is useful for organizations where different business verticals are interdependent. HR Managers are expected to read every business unit within the organization and look for possible collaborative initiatives to achieve success. It could be helpful in dealing with shortage of skills or improving the process of a particular business unit.

AppliView is one such tool that comes under ‘Recruitment Strategy’ for achieving milestone success in HR department of any organization. This platform is a one stop solution for managing recruitment, employee details and other related activities at enterprise level.

Applicant Tracking System – A good to have or a must have for your organization

Are you facing tons of job applications day by day? Perhaps you are considering hiring more recruiters to meet the growing demands of your business? Or, are you a small business having difficulty in attracting the right talents? In both the cases, an applicant tracking system, also called ATS, could be of immense help.
 
Here are the facts why an applicant tracking system is a must have for your business:
 
Less headcounts means less expenditure: 
Let’s examine if a big recruiting team would really help your situation. Apart from automatically shooting up your monthly expenses on wages and infrastructure, consider various other direct or indirect costs of having a large team. By catering to changing needs of your business, an ATS provides various cost benefits to organizations that often go unattended. 
 
The right process to manage big data: 
You might be comfortable working with spreadsheets and emails. But, at this stage, what you may need to decide is how far you can afford to stretch your existing resources to cope up with the growing demands of your business. This is because when it comes to handling huge data, modern applicant tracking systems are miles ahead of spreadsheets and emails. They are also very effective in simplifying and streamlining your existing process. Not only you get a ready platform to build candidate database, but are also able to create an effective future–ready candidate pipeline to track and manage applicant information as and when you need. 
 
Benefits of on-demand software: 
The fact that this is an on-demand service makes the need to managing and supporting various applications as well as data backup, data recovery and upgrades become the responsibility of your vendor. Also, that you pay exactly as per your usage, and not a dollar extra, makes candidate management systems a very lucrative option.
 
Redefine business relationship through better collaboration:
 A considerable amount of our working time is spent doing repetitive tasks while collaborating with various stakeholders. Nowadays, applicant tracking systems come with sophisticated tools and features that allow us to respond instantly and efficiently without opening and closing various applications, all from one place.
 
A more level-playing field for SMEs:
Sometimes startups and small businesses manage without full-time professional recruiters for sourcing and managing candidates. And this is where an applicant tracking system plays a big role. By integrating with top-notch career sites and social media, applicant tracking systems allow you to post your requirements and source right candidates without wasting time, money and efforts.
 
Innovation and productivity: 
Finally, what a SAAS (Software as a Service) – based application brings to the table is, it takes your mind off IT deployments and lets you focus on your business goals. This encourages innovation, leading to increased productivity and faster ROI.
With companies competing globally, the war for identifying, hiring, nurturing and developing top talents is getting hotter by the day. The way to achieve this starts with a good ATS

     AppliView is one stop solution for all the recruitment software related requirements. 

Things Talent Acquisition Leaders Need to Do

It’s a great time to discuss what you’ll do to attract and retain top talent in upcoming days. I spend a lot of time speaking with recruiters and am lucky to get an inside view on what is at the top of the list for those who are associated with recruiting.

Prioritize the Candidate Experience

Spend time thinking about the candidate experience and the people going through your process. Whatever you are doing to keep pace with the demands you have, changes in workflow, increases in volume, and technology changes, be sure you take into consideration and see how it will reflect on candidates. Consider the candidate at each step in the process, and you will be rewarded for it.

Leverage Technology

There is a wide range of technology available to make talent acquisition easier and more effective. Now is the time to take a serious look at what’s available and what’s appropriate for your organization. You will be sure to find something that works for you, is cost effective, and is easy to integrate with your other systems. Appropriately automating processes and upping the level of sophistication in your approach can make a big difference — not just to your people’s workflow, but to the candidate experience as well.

No need to take look outside. AppliView is here.

Take the Time to Figure out How You’re Going to Get Things Done

We are all busier than ever before, with more demands on our time and more distractions fighting for our attention. Take time to plan how you are going to get things done. A good strategy will help you prioritize both workflow and time.

Educate Hiring Managers and Don’t Let Them Be the Weak Link

No one ever really takes a job because the company has awesome recruiters. They come to work for the opportunity, the team they’ll work with, and the great managers who will help them achieve their best. If your hiring managers are your weak link, you are going to lose the best talent.

It’s your job to educate hiring managers on why their behaviour in the process is critical to attracting and hiring top talent – and how it can create a disadvantage if they are not keeping pace.

Align Your Employment Brand With Your Corporate Brand

It is increasingly the case that the prospective employee is some version of a consumer or is personally connected to your brand. If you are working in TA at Facebook or Citibank, there are literally millions of people who apply to your jobs. Those applicants are consumers. You need to win them as both consumers and prospective candidates by aligning your consumer and employment brands.

Train and Retrain Your Recruiters

Investing in people is critical. No matter what technology you implement, you still need to have people on the front lines, on the phone, talking to candidates. Recruiting is a sales function, and you need to train recruiters to be great sales people.

Recruiting is also an increasingly complex job, with more data, more reports, and more candidates than ever before, so you need to provide recruiters with information that depends their skill sets. If you don’t, they will atrophy and become disengaged. Be sure to give recruiters the best training they can get.

Connect With On-boarding Process

Take hypothetical scene: recruiters talk to candidates, explain what the job will be like, and sell them on coming to work with the promise of a great job experience. Then, the new hire shows up for their first day and there’s no plan for their first week, they don’t know how to get around in the environment, and they feel that the job they have is not the one they were sold. This kind of disconnect can lead to people leaving and then talking about it! You need to make sure that TA is connected to on-boarding so that what you recruiters are selling is what is new hires actually experience.

Measure the Data and Make Sense of It

There are lot of tools that help you measure and report on metrics. You must pay attention to what you’re measuring, think about what the results mean, learn from them, and make better decisions based on them. Be sure what you’re measuring matters to the business and to making your process better, faster, and more efficient.

Network With Peers

Keep one thing in mind that because something is right for someone else doesn’t mean it will be right for you. Still, you can get great ideas from your TA peers. Reach out on LinkedIn and connect with others in your field. Even those who are your competitors are often willing to share insights on best practices. So ask. Don’t be shy: reach out and take advantage of what your peers are learning, and share with them as well.

Keep Recruiting Fun

You may or may not have a shiny, cool brand, and recruiting will always be a boatload of work. You need to keep the job fun. The best way to do that is to sell your recruiters and TA folks on the power of your company values, then find ways to make it fun for recruiters and hiring managers. Take a look at your brand and see what you can emphasize. Play up your best features and build an energy that makes you irresistible to candidates and employees.

AppliView will be the key contributor in your successful recruitment career.

Just Try it for FREE.

The Benefits and Drawbacks of Using Applicant Tracking Systems for Recruitment

Applicant tracking systems used to facilitate a number of different processes of recruitment, however many companies implement them to aid HR staff in the RESUME evaluation process. In the past they tended to be used by big companies, but over the last couple of years, more and more SMEs have been using them to improve the process of finding employees too. Here we will take a look at some of the benefits and drawbacks of using applicant tracking systems for recruitment.

STREAMLINE THE RESUME SORTING PROCESS

Today many companies often receive thousands of RESUMEs and applications for vacancies they advertise, as the job market is competitive and the use of internet advertising spreads the word far and fast. One of the benefits of applicant tracking systems is that they can streamline the resume sorting process so HR employees do not have to spend weeks going through every single one. Basically they are configured to look out for certain elements of a CV which will mean it either goes in the ‘yes’ lot or the ‘no’ lot.

MATCH CANDIDATES TO JOBS

Something applicant tracking systems can also help with is matching candidates to jobs. For example, if a candidate was turned down for a particular role, as their resume did not fit the criteria, the applicant tracking system will hold it on file and flag any positive matches it has to future job vacancies. This means that the HR employee can then simply contact the candidate and ask if they would like to interview for a different role with the company.

SAVE TIME AND MONEY

Basically applicant tracking systems are designed to help businesses save time and money. By automating processes, they reduce the amount of paperwork HR staff have to do, helping to save time and lower administrative costs. Applicant tracking systems can also save on the cost of advertising by automatically publishing job vacancy ads to sites and finding potential candidates already ‘on file’ to contact.

MISS OUT ON POTENTIALLY GREAT CANDIDATES

One of the problems with applicant tracking systems is that they are designed to look for RESUMEs and applications that meet the exact requirements of the position advertised. Whilst this may not sound like a bad thing, it often means that candidates that could have valuable experience, yet are switching careers and therefore have a varied Resume, do not even get considered for the role.

INACCURATE AND UNRELIABLE

Another drawback of applicant tracking systems is that at times they can be inaccurate and unreliable. For example, applicant tracking systems often reject resumes for invalid reasons, such as the scanner not being able to read them properly. If a resume is a little more complex than others, this may also cause the system to reject it. This is not only unfair on candidates, but unproductive for businesses too.

ELIMINATING PERFECTLY GOOD CANDIDATES

Applicant tracking systems often have a limit for the applicant’s information. This often means that organizations end up eliminating perfectly suitable candidates, which is very counterproductive.

CONCLUSION

Like with all technology, there are benefits and drawbacks to using applicant tracking systems. Whilst they can help businesses to save time and money by reducing admin, at the at the same time they can be unreliable and responsible for businesses losing out on the chance to hire good candidates. If you are considering using an applicant tracking system to aid you in the recruitment process, we highly recommend weighing the pros and cons to check it is the right decision for your business and at the same time we would highly recommend AppliView for it best resume parsing service which will solve major part of these drawback.

Things needs to keep in mind as a New Recruiters

The world of recruiting can be a lot of fun and make you very successful early on in your career. However it of course comes with its own challenges. As a new recruiter you have to be prepared for the world you are about to enter because while it can be very fruitful at the same time it is quite demanding.

 

1. Take notes and suggestions

It goes without saying that taking notes on anything new you learn is primary thing. You may think you retain everything in your mind, but it will not work. Taking notes will help you down the line, while you want to refer the things quickly. Take notes while screening candidates or taking a requirement from a client is a part of recruitment no matter how much experienced you are. 

2. Reach out to others

There’s no one way to be successful in recruiting. The path to success in recruiting can come from thousands of different roads. Before starting your journey, talk to the successful senior recruiters in your office and ask them how they work. Don’t stop there, you should also look into getting a trainer. Some of the major recruiting companies have some basic training program, but make sure to reach out to one on your own. Also, use social media to your advantage. Get on LinkedIn or Twitter (some areas of Facebook work too) and start connecting with successful people in the industry. The one good thing about recruiters is they are not shy about being active on social media so they won’t be hard to find. 

3. Have a strong work ethic

The old way of thinking in recruiting when it came to work ethic was you had to be willing to work 7 am to 10 pm. Honestly this is a very outdated way of thinking. There are some amazingly successful people that made a 9-5 schedule look like a joke. However that does not mean you shouldn’t have a strong work ethic. There will still be times you don’t leave the office until 8:00 at night regularly. Work ethic isn’t about the hours you put in as much as it is about the dedication you have. You need to have a “do whatever it takes” mentality. Whether that means working until dark, working on the weekends or not giving up until the job gets done. You need to have the mentality that you will do whatever is required of you to find success.

4. Work smarter, not harder

This saying is pretty old but it applies here. There's saying “cast a wide net” , it means is that you need to be able to find the candidates you are looking for as soon as possible. You should be developing the contacts in your industry to get you in front of candidates immediately. Cold calling candidates to fill a requirement takes more the time as it would if you are connected in the industry so well that the candidates are at least aware of who you are immediately. If you are going to focus on a specific industry you need to make sure your name is commonly known in that community.

5. Be ready to fail

Recruiting operates under similar conditions. We are dealing with an unstable product: people. People are going to make the decisions they want that won’t always be in your favor (accept a counter offer and not the position you are offering). You have to be ready to face this kind of rejection head on and continue to be successful. If you aren’t ready to hear the word “No” a long term career in recruiting may not be for you.

AppliView is always there to help you like a constant companion. Try it!!!

Things which Recruiters don't like to see in Resume

Your resume is the key to build a nice impression in-front of unknown person no matter if it's recruiter or any other person. It will reflect your achievements, records and experiences. It will help them to understand if you can do their job or not.
Sometimes, people slip few things when they think about their resume as a reflection of who they are.
Let me point out the things which employers or recruiters don't like to see

Gaps in between two jobs

There are many valid reasons why gaps may exist on the resume. Being unemployed isn’t always a sign of a bad candidate, though this assumption can sometimes be made.
Employers like to see where all your time went for at least the last few years. If gaps exist, you may need to add a little things for example, like family health problem, traveled for some reason or personal time of. You can also put the years of employment rather then specific month and year. 

Social media links

Recruiters or employers don't like social media links. It's bit annoying in major of the cases. Sometimes they don't have access to the social media at work place like Facebook, Linked In or Instagram. This kind of things will only work if you are submitting some portfolio of your creative work. Try to hide your personal life from your would be employers. 

Your photo

In some countries, there's a trend to send resume with head shot but in many cases it doesn’t considered as a good habit. It may come across as inappropriate and naïve to the general business culture. Apart from anything else, employers aren’t allowed to discriminate, positively or negatively, based on factors such as race and age, factors that your picture would likely reveal. 

False information

Many of us would understand the urge to fudge the details of the resume a little, especially as weeks of unemployment pass and the situation starts to get desperate. It would seem so easy to expand that three-month training into a year-long position, or manipulate a project or two.
But this can lead to serious problems in all kinds of ways: at interview, these applicants can expect to be quizzed on experience they don’t have, and their references won’t be able to back them up. They might even find they can’t do the job in question as it requires experience that they lack.
Lie on a resume is also morally wrong as they can be exposed at any time. 

References

It’s very common to include references with an application, but this isn’t actually the right stage at which to do it. If an employer wants to get in touch with your former colleagues, they will ask you for contact details but this normally doesn’t happen until after at least the first interview.

Empty words

Are you hard-working, honest, successful and intelligent? All fine qualities, but unfortunately they don’t mean much on your resume. Anyone can throw these words out there. Employers much prefer statements that are actually proved with some kind of evidence.
So rather than writing you’re a ‘great leader’, write ‘headed up a team of twenty, increasing departmental productivity 60% within one year of my appointment.’ It’s measurable, specific and can make sense in the reader’s mind to how you could bring the same success to their organization.

Too long

If you’re frequent job changer or working on several short term projects, or have had a particularly long career, your resume could potentially go on for several pages. That’s a big turn off to recruiters under pressure however, who really don’t have time in the day to read novel-length resumes from every candidate.
Some trimming will be necessary if your resume is longer than two pages of A4. You don’t need to provide full details of every job you’ve had going back decades – just short summaries will do. All education before undergraduate level, and the less significant or recent roles, can be cut altogether. 

Too short

A resume really should cover at least an A4 page, even for somebody just starting their career. Any less than that, and the recruiter will feel they really don’t know you at all.
Avoid the temptation to pad the document out with double spacing or large font or margins but instead focus on making the content go as far as possible without relying on filler.
If you’ve just left high school or collage, consider how the skills and experience you developed will help you in the workplace. 

AppliView will parse your resume for recruiter's batter view.