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!!!