Hiring candidates who have the desired skills, determination to succeed and a positive attitude and then witnesses new hire underperformance is a nightmare for the hiring managers. The situation is not only frustrating for the recruiters but for the employees as well.  Before calling them for a performance review meeting, ask yourself “Did I contribute to their underperformance?”.

Thinking deeply have a look at some basic reasons which make employees underperform and check out if you are contributing to their failure.

1.  Hiring Too Fast

Most of the time hiring takes place when there is an urgent requirement or an immediate role needs to be filled. And most of the time when the hiring process is rushed under a given deadline, chances of hiring a cultural misfit employee shoot up.  When interviews and other subsequent rounds are rushed, neither the interviewer gets enough time to understand and learn everything about the candidate nor the candidates are given enough time to ask a question regarding the job. New hire underperformance is inevitable when this occurs.

It is always better to hire before there is a dire need. An Applicant Tracking System comes handy at this position. As the ATS stores the profiles of all the candidates that have applied anytime in the past, the recruiters just need to run a search query on the database as per their requirement. The results are immediately there making it possible for the recruiters to easily pick the desired one.

Read More:

How to find candidates through niche social networking?

Which small company ATS is right for you?

12 Unknown things about the small business applicant tracking system

2.  Managing Everyone in the Same Way

A team comprises of people with diverse personalities and skillsets. Managing them using a similar style won’t work. In fact, the boss should adapt his style as per the employee. It is important that the boss or the manager should know how their employees deliver their best. You can inquire about their preferred working style and if they need the training to hone their skills etc.  Gaining or losing respect, is in your hands. The more you get to know them better, the more respect you gain.

3.  Soft Skills 

The employees should be hired on the basis of their potential success and not their previous success. Being a recruiting manager, concentrating on soft skills such as openness, leadership, empathy, abstract thinking, cooperation, etc during the hiring process will help you to align the employee better with the organization.  You can take the help of psychometric tests for soft skills evaluation. This will help the recruiters and the hiring managers to hire a candidate that matches the company’s requirements and to avoid new hire underperformance.

4.  Proper Feedback

The moment you feel that an employee is going off track, communicate him regarding the same. “A stitch in time saves nine”.

There is no point in discussing a five months old issue in the performance review meeting.  Having regular one-on-one meetings will help to understand the company’s goals better.

Apart from giving negative feedback, inculcate a habit of motivating or rewarding the employee when he performs best.

5.  Roles within a Team

It is very important that job roles should be clearly stated to the new hires, else they will become disengaged consequently leading to new hire underperformance and then resigning from the company. When the new hires know that how they are contributing to the company’s success and how their work is benefiting the organization, they have a sense of belonging and purpose. 

6.  No Real On-Boarding

A bad or mismanaged onboarding process fails to impress the hires and this ultimately results in their resignations. Every company should have a streamlined onboarding process which helps to create a brand image in the eyes of new hires.    

An ATS offers an incredible onboarding process. All the formalities can be completed on the ATS portal only. In fact, the initial induction can also be completed from ATS. The reports generated through ATS helps the candidates to understand the work culture in a better way.

7.  Not Sharing Goals and Expectations

Employees usually need just two things from a hiring manager or recruiter. First is the company goals and the second is their individual goals. The employees should have a direction and should know their targets. Sailing in two ships with different directions will take them nowhere.

It is very essential that every team manager should communicate the quarterly goals to the employee. The Manager should ensure that all the goals are crisp and clear in the direct reports. 

It’s Not Them. It’s You!

If the recruiters are consistently hiring underperforming employees, then there is a probability that the problem is at the recruiter’s end and not candidates’. Even the best of employees fail to succeed if there is no proper communication, coordination, and shortage of tools.

i. Lack of Direction

Every recruiter should understand that their employees should know what to do and a standard should be set to achieve the benchmarks. Proper work and direction should be assigned to them. Assigning tasks in a half-assed manner will result in half-assed results.

ii. Poor Communication

It is the responsibility of the manger to share the deadline of the project with the team. Wrongly communicating the timelines may adversely affect the project’s efficiency and productivity. It’s the responsibility of the project manager to keep everyone on the same page. Regular feedback from the employees regarding the things that are working for them and the ones which are not and how the problems that arise are being addressed must be taken. 

iii. Bad Management 

The project manager is the only person accountable for delving an atmosphere of trust, confidence and seamless communication.  Distrust and fear will squash out all the creativity, project ownership, and innovation, resulting in the project achieving only minimal standards.

iv. Lack of Teamwork

For any project to succeed, the internal teams should work together, communicate on the same page, celebrate and succeed together. If the project manager is not motivating, encouraging and facilitating these things, then don’t regret on getting everything washed up.

How to Know if Employees are Struggling?

Some small signals are enough to tell that things aren’t working as per the expectations and require immediate action.

Some signs to watch out for:

·         Missed deadlines

·         Procrastination

·         Mistakes

·         Silence

·         Higher attrition rate

Online Applicant Tracking System Free Trial

Managing new hire underperformance is not an easy task and may make you feel frustrated when your decisions are questioned. But, with a little awareness, patience, and the help of an Online Applicant Tracking System, managers can drive their employees back on track. Recruiteze is an amazing system that can help you become more effective, productive, and streamlined, without having to worry about the day-to-day hassle of keeping track of a never-ending spreadsheet.

This free applicant tracking system will help you get your job ads published on important job sites like Google, LinkedIn, ZipRecruiter, and more. Don’t take the time to post your ad multiple times when you can trust Recruiteze to do it for you! Many times small businesses will hire staffing agencies to help them with the ins and outs of recruiting tasks. However, with an online applicant tracking system like ours, you can save time, effort, and money by allowing our system to help! Here, you’ll find all the benefits you’ll gain:

• Set and measure goals
• Reduce the time involved in hiring and recruiting
• Market job postings
• Manage travel expenses, background checks, job fairs and more
• Manage staff recruitment, internally and externally
• Reduce paperwork for recruitment and other processes
• Increase retention and productivity
• Increase internal and external communication
• Improve simple workforce budgeting and planning
• Improve employment brand
• Improve all inefficiencies
• Get help with strategic decision making
• Form sourcing strategies with ease
• Eliminate duplicate submissions
• Directly access social media outlets
• Develop internal mobility through organizations
• Decrease in recruitment costs
• Create a streamlined process for overall hiring and recruiting processes
• Create a database
• Automate the requisition approval process

Recruiteze is the applicant tracking system you’ve been looking for and the key to avoiding new hire underperformance. Why wait to try it? We have an online applicant tracking system free trial for you today. You’ll be able to manage the overall hiring process with ease, streamlining daily tasks in a way that makes your recruiting procedures easier, faster, and more efficient.

Unlike the luxuries of big businesses, many small companies cannot afford to have a dedicated HR team or outsource the hiring work to professional headhunters. Employees are required to perform every small business recruitment activity on their own. The time-consuming recruitment activities sometimes take a toll on the company’s regular projects as devoting too much time to recruitment activities delay the deadlines of other projects.

Apart from finding an ideal candidate by comparing his profile with others, the hiring managers need to keep a record of the available talent as well. Here the applicant tracking systems act as a key player. ATS compiles all the candidate information available from the resumes and shortlists the best possible matches thereby simplify the tasks and workloads of recruiters. ATS offers a transparent platform that streamlines the entire recruitment workflow and encourages a perfect team building. Have a look at some best-kept secrets about small business applicant tracking systems which you never knew!     

1.  Shorting the Hiring Cycle Within Small Businesses

With the advancement in modern digital devices, the complete hiring process can be easily wrapped up in two weeks. While the screening and filtering work can be done in the first week, all the interviews can be wrapped up in the second one. All thanks to mobile devices which aid in the faster interview process by making it possible to conduct telephonic interviews or video calling.

If the hiring process is taking too much time, candidates and job applicants may also become frustrated. The ATS helps to expedite the hiring cycle in two ways.

Using an ATS, you can filter out disqualified resumes and keep only perfectly matched ones. Using the exceptional mobile functionality of your ATS, you can also keep track of the complete interview process at every stage.

Nearly all the processes involved in hiring are automated, which shorten the hiring cycle.

2.  Entices Top Candidates

If a company aims to get good and loyal employees, then it must offer a great candidate application experience. This experience is often overlooked which adversely affects the brand of the company. The employer brand and reputation can easily be boosted through small business recruitment efforts aimed to impress candidates with great candidate experience.

An ATS is loaded with unprecedented features that apart from creating impressive job postings and requisitions, globally entices a bigger talent pool by strongly impacting the candidate experience at every recruitment stage.

Notifications at every stage and a user-friendly interface significantly boost the candidate’s participation in the hiring drive along with his engagement in the whole process. The crust of the idea is that keeping the candidates informed and making the application process simple engages more candidates than initially what meets the eye.   

3.  Reduces Manual and Administrative Work 

Hiring a bad employee is far more costly than keeping the position vacant!

ATS empowers the HR managers and recruiters to create customized workflows as well as automate all the mundane tasks associated with recruiting. This ensures instant retrieval of candidate records as well as a quick organization of information within a few clicks.

The ATS uses advance comparing techniques while striking a comparison between the resumes which is actually done by keeping the candidates’ skills, talent and experience side by side. An ATS also helps to prevent unintentional bias while making decisions.

4.  Ensures Compliance

ATS helps the small businesses to keep an eye on all compliance-related laws, labor laws and other federal requirements of the company. The software helps the businesses to diversify their options/categories such as country and citizenship etc.  This offers more insights about the applicants which in turns helps the small businesses to grow and expand.

5.  Resume Collecting, Formatting, and Parsing

An ATS integrates with the HR portal of the company and allows resume importing from all places such as emails, social media, job boards, etc. The main advantage of modern ATS is that it supports almost every digital format.   

The resumes can also be formatted as per a pre-desired format if required. The templates can easily be customized and applied to the resume with just a click of the mouse.  

The information in the resume is automatically read and parsed to check whether it contains relevant details related to the job posted or not. The recruiters can easily search for a desired qualification or experience by ATS’s exceptional search functionality.

6.  100% Automated Communication

Having a personal level of communication with candidates is important at every hiring stage. Sending the emails manually to every candidate so that they remain engaged and interested in the company is very tiring and time-consuming. While the candidates move through the hiring pipeline with application submission, screening, intervening and going aboard, etc, pushing automated notifications doesn’t only keep them informed but in a loop as well.

Also, an ATS helps in interview scheduling, screening surveys and measuring candidate engagement.       

7.  Streamlined Workflow and Team Collaboration

Streamlining the entire hiring workflow helps in improving hiring results, productivity and retention of the employees for a longer time. ATS helps to keep all the decision-makers under one single platform who can directly track and monitor the candidate’s progress. 

8.  Social Recruitment

With the help of ATS, the company can hunt for passive candidates through social media platforms as well. These passive candidates are not actively seeking a job change but are fully talented and qualified for the job that has been posted. A little push can convert them to active job seekers for future opportunities.

9.  Fully Responsive and Mobile Friendly

Smartphones and other mobile digital mediums have become an integral part of professional and personal lives. If the company’s recruitment strategies are not in sync with mobile technology, then the efforts to attract pure talent are in sheer vain.

A mobile-friendly ATS enables the recruiters to operate and manage it from any remote location. It also makes it possible for candidates to apply from their Smartphones. The candidate’s queries are answered quickly which further expedites the hiring process.   

10. Advanced Reporting and Analytics Tools

Attracting the candidates and standing above the rest is definitely not a cakewalk.  To get expert talent for the job, the companies need to keep revising their searching techniques that too without spending any extra effort and penny.

Advanced reporting tools in the ATS helps recruiters to know various statistics and trends related to the job posted such as:

The number of applicants viewing the job posting, which social media platform is generating more leads, custom categories of the applicants, their demographic location, etc.

These reports contribute a lot in making the next hiring decision.

Free Applicant Tracking System and Resume Formatting

Our free applicant tracking system for staffing companies is an amazing system that can help you become more effective, productive, and streamlined, without having to worry about the day-to-day hassle of keeping track of a never-ending spreadsheet.

Recruiteze will help you get your job ads published on important job sites like Google, LinkedIn, ZipRecruiter, and more. Don’t take the time to post your job ad multiple times when you can trust Recruiteze to do it for you! Many times, small businesses will hire staffing agencies to help them with the ins and outs of recruiting tasks. However, with an ATS like ours, you can save time, effort, and money.

There are tons of benefits you can gain from trusting our free applicant tracking system for staffing companies! Be sure to try Recruiteze for free if you haven’t used an ATS for your agency or small business!

From occupying a seat at the leadership table to brainstorming in a closed conference room, HR has grown as an imperative part of the company’s C-suit, and yet the challenges facing HR have only increased.  HR plays a critical role in driving strategic growth, performance management, employee experience, training, compensation and hiring allegiant employees. Apart from this, the HR managers need to constantly groom themselves with the latest knowledge and information so as to overcome the challenges which the industry is likely to face in the near future. Here in this blog, we shall discuss 10 such major challenges facing HR in the upcoming years.

1.  Talent Retention

Most of the HR’s across the world believe that they would have to fight tooth and nail so as to retain top and outstanding employees in the near future. While the economy is becoming globalized, the markets are expected to become more and more competitive. The HR’s have to prepare themselves for the dire consequences as an extra strenuous effort would be needed to establish loyalty amongst the employees.

To overcome the challenges facing HR, most companies have started using ATS (Applicant Tracking Systems) for the on-boarding process and induction. This has not only streamlined the onboarding system but made the entire process employee friendly as well. Certainly, ATS has improved both candidate quality and employee experience.

2.  Leadership Development

Another challenge faced by HR managers is how to build next-generation organizational leaders? As the number of top performing candidates is increasing, the employers are finding themselves indecisive on how the organization’s future pillars will be developed? The attrition and employee turnover rate is giving jitters to the recruiters. The HR managers and the recruiters are having a tough time in implementing employee engagement strategies which may pursue them to stay with the organization for a longer time.     

3.  Challenges in HR: Developing a Healthy Corporate Culture

Over a couple of years, corporate culture has become one of the deciding factors for job seekers.  With the growing demands and competition in the market, the companies have to work round the clock to expand, grow and sustain in such a volatile environment. The company culture gets affected either directly or indirectly as every resource now is overburdened and is overloaded with work. This seriously deteriorates the healthy work culture which leads to more politics, chaos, and clashes.  

4.  Attracting Top Talent

One of the greatest challenges in HR is attracting top talent. Gone are the days when only the job seeker had to sell himself to the recruiters during the interviews.  Nowadays, companies too have to sell themselves and prove that they are better than the rest in the market. The talent shortage is the major concern that is forcing every company to take appropriate efforts to attract talent and to become the first choice amongst the job seekers.  The need of the hour is to have a healthy corporate culture and impressive brand value so that it entices the top talent for the organization.

An Applicant Tracking System proves handy in timely attracting and hiring top employees. An ATS helps to make a talent pool of the candidates. The resumes are parsed and stored in the ATS database with complete candidate information. The recruiter can directly search the ATS database for a candidate with the desired skills. This significantly reduces the time-to-hire cycle.   

5.  Flexible Timings and Workplaces

The modern day job seekers or we can say that millennials just love flexible workplaces and time schedules. The aim is to keep the things in a result-oriented way but avoid the stereotype  9-to-6 job. This under no circumstances disrupts the company’s discipline rather it gives the much-desired freedom to the employees which result in better productivity and efficiency.

6.      Transparent Communication  

Most organizations fail to incorporate a culture that promotes transparent communication and open leadership. This adversely affects an employee’s morale as well as his dedication to work. In fact, by removing the communication barriers and the long hierarchies, an organization can attract more talented candidates.

7.  Career Growth

To shine out over the competitors, the organizations should take the employees’ career growth and advancement seriously.  These challenges facing HR are a major contributor to the elevation of the attrition rate. If the company is offering good opportunities for employee career growth, there will hardly be a reason for an employee to switch.

The HRs have the challenge to foster a culture of continuous learning. The training offered to the employee should:

• be relevant to the employee’s job profile.
• have engaging content.
• be available in such format that offers flexible learning.

Most of the LMS(Learning Management Systems) are online and offer advanced features such as gamification of the topic so that employees remain engaged and learn at a time which is convenient for them.

8.  Better Compensations

Yes! After all, it’s a money game.

 If a company is having an exceptionally talented employee, then it must offer him/her great compensation and other benefits so that he stays with the company. The employers today are offering lucrative packages which the candidate cannot refuse.  It’s high time that the recruiters should fold up their sleeves to stay unprecedented of their counterparts.  

9.      Quality Employee Experience

In the fast-paced companies, high staff turnover has become a very common affair. The companies may be able to hire the best and high rated employees but keeping them around is the next biggest HR challenge. But, if employees are getting better compensation, good and transparent work culture, etc, they are very less likely to hop.  It’s the employee experience that counts.

Better compensations also do not work sometimes especially when the employees remain dissatisfied with their work profiles or feel that their growth chances are stagnated.  To boost modern day employee experience, the companies can offer e-learning opportunities/ training, flexible schedule, work-from-home facilities, crèche in office, gym facilities, etc. The HR’s have to collaborate and work to build a culture that is awe-inspiring, motivating and welcoming.

10. Embracing Change with Ease and Grace

The challenges facing HR are the only constant. Anyone who doesn’t go with the flow is at a high risk of failure. It is the responsibility of the HRs to ensure that the employees are fully competent with the changing technological and business trends. They need to continuously up-skill the employees with the competencies so that any changes in the market are dealt with ease and grace.

The first impression of any company is made by the recruitment process that it follows and the onus is on HR’s to ensure that the recruitment experience that gets offered is the best of all. The organizations must upgrade to the latest technology such as cloud-based applicant tracking system which aids in faster and efficient recruitment application processing. An ideal ATS takes care of every single need right from application receiving to on-boarding of the employee which spares enough time for the HR managers and recruiters to work on other retention and acquisition strategies. 

Hiring is an ongoing process in any firm, irrespective of the size of the firm. Employees either switch jobs for inexplicable reasons or the company has to fire an incompetent employee to look for a better one. The process is nearly continuous.

Is Recruitment Easy?

The answer to this question can be written in bold letters- “NO”. Recruitment is a taxing and tedious process. It begins with posting job openings, soliciting applications, sorting and parsing resumes, shortlisting candidates for interviews, conducting interviews and then finally hiring one candidate out of about 1200 odd applications. Phew! It certainly is a mammoth task.

It’s a catch 22. Hiring too slowly means losing the best employees while hiring too fast means choosing the wrong people. Not just this, there are plenty of hiring mistakes that can cost the company a fortune.

1. The cost-benefit analysis has to be done carefully. An employee should be hired considering ROI on the candidate vs. cost incurred in hiring him. Otherwise the company is just landing in a negative cash flow situation in other words they are losing money on that employee.
2. The time, stage, and policy of hiring matter a lot. If the company is a start-up and needs only a freelancer, hiring a full-time employee would be an unnecessary threat and burden.
3. The hiring policy should be formed giving communication prime relevance. The prospective employee should get a warm feeling about the company culture and work ethics.

The list of hiring mistakes is endless and companies often end up in a mess without realizing their mistakes.

What Is the New Recruiting Trend?

With a landslide change in the business scenario, there has been a huge change in the policies and methodologies of the hiring department. With the evolution of technology the wave of social media recruiting has taken the recruiting scenario by a storm.

Social Recruitment

Social recruitment is the process of recruiting candidates by using social media as databases. There has been an upsurge in this sphere by a swooping 54%. Hiring departments have embraced social media recruiting relative to last year.

The data of 2011 states that nearly 56% of the companies were hiring using social media. Though a humble beginning, now nearly 84% of the companies are hiring using social media as a database. The portals of Facebook, LinkedIn, Twitter, blogs, forums, job boards and even websites like Glassdoor, Indeed, etc. have become active mediums of change. They have made recruitment faster, free from human bias, and lucrative from the candidate’s point of view.

With the advent of smartphones, the process of recruiting and the application process is made more mobile user-friendly. In the process, social media helps the company search for candidates proactively, build a strong relationship with them, and even tempts them to apply for your company’s vacant post.

What’s more striking, Recruiteze, an online recruiting software company, states that 56% of the candidates apply for a particular job because of the company’s active social media presence.

The social media prevalence of both the candidate and the company are true indicators of the company culture.

In case you were wondering if social media was just an option, you may have found the answer by now. Social media recruiting lets you pick the best candidates in a timely manner and make a good impression on prospective employees.

Latest Trends in Social Media Recruiting

According to the 2018 LinkedIn reports, AI is a bold disrupter and helps companies save time and recruit the best people. The report states that 67% of the companies have reported a savings in hiring and recruiting time. Forty-three percent of companies have experienced hiring free from human bias and 31% of the companies boasted they have recruited the best candidates.

What is more startling is even professional recruiters post more online. In fact, 94% of professional recruiters post jobs online.

Social Media Recruiting- A Solution to all Problems

The benefits of social recruiting have taken hiring agencies by storm. The process of using social media for hiring is beneficial for the company, the hiring agencies, and the candidates. Following are some advantages of social media hiring:

1. Better Quality Hires

Gen-X is best reached on social media and is happier to apply online from anywhere without having to relocate. The portals of Facebook, LinkedIn, and other job sites like Indeed, Glassdoor, etc. are lucrative for millennials.

2. Increases Job Visibility

Newspaper advertising and referrals have become outdated as jobs are increasingly being posted on multiple online platforms at the same time. For better job visibility social recruiting is the best source.

3. Employer Branding

The platform to build a solid and credible employer brand is social media and that is the basis for employee retention.

4. Screening Candidates

With the availability of mass applications screening, parsing, and filtering resumes is a cakewalk. The use of online recruiting software has made the archaic process of recruiting redundant and made the process of hiring easier.

5. Shorter Hiring Cycle

With effective communication hiring cycles have shortened, employee retention has strengthened, and companies can now boast of stability in staff.

The Best Online Recruiting Software

Recruiteze offers a dependable platform which has streamlined the hiring process. The recruiting system and the candidate database have consistently been their main forte. The recruiting software by Recruiteze has aligned the Application Tracking System (ATS) and the requisition management system.

The software enables online job posting, customizes the workflow, maintains the candidate database, offers unlimited e-mail templates, and maintains regular communication with the candidates.

Resume parsing, uploading resume bulk service and maintaining a career page is a lucrative deal. If you are skeptical as to how the process of online recruiting fits in, try the free trial by Recruiteze. The results will help you analyze and understand the benefits of the recruiting trend that is being followed by small and big companies.

When it comes to hiring and recruiting great people, the challenges that are faced by small organizations and businesses are quite similar to the ones faced by large businesses. The latter has the advantage of employing people who are pros at recruiting or outsourcing the complete hiring process to professional headhunters. These businesses are able to attract top candidates with their brand value, stock options, benefits apart from monetary ones, and career advancement opportunities.

Small businesses have their own perks such as the true flavor of teamwork that is best enjoyed in a small firm. People stay close together and take on different responsibilities which makes them experts at multi-tasking. Employees can clearly see how their hard work is impacting the company. These businesses, however, face a serious challenge when it comes to getting great people on board. Thanks to technology such as Applicant Tracking Systems, small businesses can now easily join the big leagues and hire just like the world’s bigger companies do. This blog details how a small business can hire, interview, and recruit great people with the help of an ATS.

1.   Attract the Candidates

One common misconception that commonly prevails in the market is that websites are designed only to attract customers. The website is the face of the company. It should be designed to fulfill the needs of job seekers as well. The career page should be exclusively targeted to attract job seekers. The “About Us” section should highlight the company’s history, achievements, and everything that would make a job seeker interested in working for them.

Creating job listings and posting jobs manually to career pages and other job portals is a lethargic and monotonous job. But, an Applicant Tracking System (ATS) automates everything related to recruitment. An ATS automatically creates job listings and posts the job vacancies on career pages as well as online job boards. This quality recruiting solution comes with a small widget that automatically gets integrated with the ATS and syncs with the company’s branding. This way, it gives the exact look and feel to the page as that of the existing website.

An ATS helps recruiters expand their reach to find quality hires because candidates are able to apply directly from the career page itself. The recruiting software enables the recruiters to create a customized questionnaire that helps them to understand the candidate’s capabilities, interests, and skills in a better way.

2.      Use Social Platforms

Enticing great candidates through online job boards and the career page is halfway done. It’s time to understand the power of social media to attract more talented high quality candidates. Social media platforms such as LinkedIn, Facebook, and some other professional sites help the recruiters find their perfect match.

The ATS comes in handy at this stage as it helps to draft email templates. This means the same message can be sent to all potential candidates without having to retype the same message a number of times.

When a candidate responds to the email with his resume, it is automatically imported in the ATS. A new profile is created for every candidate who applies to the company and all the candidate information is stored in the candidate database.    

3.      Personal Interaction Sessions and Interviews

After the candidate enticing work is done, it’s time to get them in for personal interaction sessions or interviews. The integration of ATS into the HR system leaves ample time for recruiters to interact and get to know the candidates personally. It is very important that a candidate interacts and speaks with various team members as it helps the team members determine if that candidate is a good fit for their project or not.  

The interviews can be scheduled by the ATS automatically by getting the best dates from both the interviewer and the candidate. Also, the ATS will send reminder emails to all the people involved in recruiting along with the candidate. The hiring team can view all the candidate details in the recruiting software.

After each interview round, the candidate assessment is completed by the hiring team and the same is stored in the ATS. The recruiters can track the candidate’s performance through each round easily.

4.      Ask the Right Questions

The interviewer can begin the interview by asking about the objectives and qualifications related to the job applied for. Following that, it will be useful to understand the candidate’s capabilities.

Employees in small companies perform various other tasks apart from their own role. So, the interviewer needs to assess the candidate’s willingness to take on additional roles. The candidates should be ready to take on new challenges apart from the assigned ones. Flexibility and openness is the call which the candidate has to take on.  

5.   An Offer They Cannot Refuse

After the interview session, the recruiters may have found their perfect candidate but the war isn’t over yet. The main task is to convince the candidates to join the team. If candidates are eagerly looking for a job change, they may agree to any offer that is made by a company. But in most cases, this isn’t the case. Even if candidates say yes, they might not necessarily join the team.

So, the best way is to ask the candidates about their expectations from the company along with the salary package they are looking at. This way the recruiters can filter out the candidates who do not fall in their range or expectations. Offering some extra benefits apart from the fixed salary such as paid vacations, work from home options, paid home trip, etc will definitely encourage the candidates to join the team.   

Good candidates always clamor for exciting job positions and the toughest task is to pick a talented person for the company. The time and money spent in hiring one employee goes to waste when the recruiter finalizes a candidate and that candidate doesn’t show up or leaves the company within a few months of joining. So, hiring quality employees who will remain with the company long term is the actual goal.

Some Final Words

An ATS helps to streamline all the underlying recruiting processes thereby boosting the candidate experience and brand value of the company.  By using the modern day Applicant Tracking System (ATS), the small businesses get ample time to focus on business expansion as all the recruiting needs are taken care of by the ATS itself.

In a nutshell, a team of great and loyal employees gets created without any difficulty by integrating the existing HR system with ATS.

Free Online ATS

With Recruiteze, you can manage your jobs, candidates, job portal, clients, hiring managers, schedules, notes and communication. Recruiteze combined with iReformat, can provide unparalleled efficiency by combining resume formatting with our free online ATS. With the resume formatting tool you can format a resume using pre-defined custom templates within 15 seconds. A formatted resume can be submitted to the hiring manger within 15 seconds using custom email templates. Now you can see how you can greatly benefit from an ATS combined with resume formatting. Try Recruiteze today for free!

Recruiting and hiring are almost as vital to business survival as food is to human life. Employees come and go due to various reasons and the firm has to fill the vacancy without much ado and time lapse. The process of recruiting is an ongoing process in nearly all small and large businesses. Did you know that you can make recruiting easier with our free online ATS? Recruiteze offers the best free recruiting software on today’s market. Get started today.

The business has to study and analyze the core network and niche areas from which recruiting for the business can be facilitated. Finding an appropriate man to handle the intricacies of the job can be challenging. HR managers keep trying various methods of recruiting for different jobs.

Traditional Channels vs. Modern Channels  

The battle between traditional and modern methods of recruiting is almost in an ending phase. What may work for one business may not be suitable for another business, even if they are in the same line of product or service.

The traditional channels of hiring employees have been local newspaper advertisements, local employment office postings, temporary agencies, or internal hiring methods. Out of these, newspaper advertisements and internal hiring were long a part of the major hiring strategy. With internal hiring, employees were motivated to work harder to be eligible for promotions and trust was an indispensable part.

With the changes in technology and job structures and almost every internet user being active on social media accounts, the traditional methods of recruiting are no longer valid.

To tap the top talent in the technological phase, the traditional methods are becoming insufficient. This gave rise to modern recruiting channels over a period of time.

Following are the reasons why modern recruiting channels are more favorable over the traditional methods of recruiting:

1. The traditional methods of recruiting were more time consuming and based on lengthier paper forms.
2. With traditional methods of recruiting a biased human-opinion based recruitment was done. Modern methods heavily rely on qualifications and experience.
3. The direct costs in sourcing, screening, and recruiting as well as the indirect costs in employee retention and settlement are much higher if the use of technology isn’t made judiciously.
4. Social media is a new buzzword and has become an inevitable part of everyone’s daily life.

Thus in a broader horizon, the use of technology is really important in the process of hiring and recruiting.

Why Use the Social Networks

The recent study by Global Web Index states that internet users have on average more than five social media accounts. With a plethora of sites and job portals, easy login, and easy application processes, social media has come a long way in the process of hiring.

An average internet user spends nearly 50 minutes daily checking social media accounts. Using social networks is hence the smartest, most cost-effective, and fastest way of recruiting people. The qualifications and experience can easily be compared on the resumes and the right man can be hired on board within a few hours.

Explore the Right Networks

Using the right social network channels can be effective and oriented towards the results.

Here are five effective ways a company can tap the right social media networks and acquire top talent:

1. Tap Job Portals

Various job portals that pertain to your area of interests are the right source to post advertisements and elicit applications for various posts. Connect your career page with the job portals so that the advertisement can reach out to millions of people with a single post. Even posting repeatedly becomes convenient if you can connect the company career page with the job portals.

This can be easily achieved by installing the online ATS- Applicant Tracking System as your employee hiring software. This system integrates various job portals with your hiring page. With one click posts are done across multiple platforms.

Traditionally posting across various job sites like LinkedIn, Indeed, etc. was time-consuming and a tedious task. The most famous online recruiting software Recruiteze understood this requirement and added the feature of integrated job posting in the software.

2. Facebook Is the New Rage

With various groups on Facebook, this site comes in handy with a lot of career options. Join the groups pertinent to your industry type. Post relevant job-related ads and content. Make sure the content is appropriate, unique, and attractive. Job application forms can be sent out to the niche job groups.

With more than 1.50 billion users Facebook has taken the job search to a different level altogether. There are groups pertaining to the industry type, groups pertaining to qualifications of individuals and groups that cater to the local regional requirements. A smaller and more relevant niche is the idea behind these help post groups.

3. Posts by Employees

The employees working within the organization are the biggest assets and word-of-mouth referrals. If the employees post across their social media links, the job post can definitely reach numerous people within seconds. The trust of applicants in the company policies is manifold if the core employees post applications.

The new applicants can most likely be acquaintances of the employees and will be more comfortable settling in their new jobs and will be more trustworthy.

4. The Philosophy of Hashtags

The latest sites like Instagram, LinkedIn and other portfolios follow a system of hashtags (#) where you can tag the right category like #softwareengineer, #webdeveloper, #contentwriter, etc.

Looking for niche areas and tracking them is much easier than surfing and hunting. Make use of the job-specific and company-specific hashtags so that the candidates can also locate the job openings without much ado.

Candidates also use hashtags on social media to look for jobs instantly. Moreover, this exhibits a warm and cordial company work culture.

5. Generate Leads Based on Work Culture

You can generate job applications if you promote your work culture and company in an interesting way on social media. The website, the punchline, and some catchy videos on the site would make the work culture look fascinating. At times, candidates apply for a job if they are attracted to the work culture.

The company work philosophy has to be well-highlighted through its advertisements and posts.

Design Appropriate Content

Content is all over the media. The major recruiting channels on social media are LinkedIn, Twitter, and Facebook. In a competitive and tech-oriented world, the right content has to be posted in succinct words targeting the right audience. An effective strategic approach should be adopted while sending the message across various platforms without harassing the candidates.

The target should be entering communities which share similar passions and look for candidates in a subtle way. The aim should be to promote advertisements at relevant places and not be in the category of spams.

The Latest Trend in the Field of Recruiting

Online recruiting software is the latest trend in the field of recruiting. The cloud-based software of Recruiteze is the most effective recruiting tool. When there are a multitude of resumes on the desk and tracking various applications gets difficult, it’s time to switch to the latest ATS format of recruiting. The Applicant Tracking Software (ATS) helps companies with job posting, accepting applications and resumes, filtering them, and scheduling interviews with the shortlisted candidates. The cost to use the ATS is much lower than the traditional recruiting services.

Benefits of ATS and Reformatting

Recruiteze offers an integrated system of the applicant tracking system and reformatting along with requisition management system.

The ATS system customizes the workflow and posts and publishes job offers across various platforms like LinkedIn, Google, ZipRecruiter and many more such sites.

With unlimited access to the candidate profile and data, Recruiteze makes it easier to hire for multiple posts at the same time. Contacting candidates in bulk or individually is now easier with Recruitize software. A custom Career page can be easily plugged into the company website, thus, making all job openings display easily.

With the Reformatting feature, the resumes of the candidates are formatted as per the company guidelines and all features are well highlighted, which are likely to be missed in manual recruiting.

Our Free Online ATS Can Help

Hiring and recruiting candidates in sync with social media is the new recruiting phenomenon where Recruiteze helps post across relevant job portals and seek applications from the most talented pool. For more efficiency across recruiting departments and the company, Recruiteze is the most practical solution. Try our free online ATS today.

There are so many options when purchasing a small company applicant tracking system, or ATS, that it can seem quite daunting. Rather than jumping right in and reading the features and benefits each system boasts, it may seem a bit simpler to go into it prepared with a bit of a formula in mind.

Which Small Company Applicant Tracking System Is Right for You?

The Formula to Choosing a Small Company Applicant Tracking System

You have to weigh out the features, the ease of use, and pricing to determine which small company applicant tracking system is right for you.

Features

Of course you’ve got to have the right features. The system won’t do you any good if it doesn’t perform the functions you need.

You also don’t want it to have too many features you don’t need because it raises the cost and makes it harder to learn to use.

Ease of Use

An applicant tracking system shares some things in common with a car. Bear with me, it’s not as crazy as it sounds. An ATS is a tool and one that you’ll rely on. You need to be able to do what you need to do on it without distraction and maybe even to enjoy it. It should simplify your life, not add troubles or be such a pain that it doesn’t feel like it’s simplifying anything. For this reason, how a small company applicant tracking system “feels” when you use it is very important, like driving a car.

If you really hate the interface for your applicant tracking system because it looks so ugly, you don’t understand it, it requires too much clicking or complicated moves, or whatever reason, it won’t feel like it’s simplifying your life. In fact, it may add frustration. That’s not right at all.

Pricing

Cost is important and so are payment options. Small businesses particularly need flexibility because their needs may fluctuate a great deal.

This makes it important for you to find a small company applicant tracking system that has all of the features you need and want, or at least the most crucial ones, at a cost that is reasonable for you to pay. This isn’t as hard as you would think because applicant tracking system vendors have calculated the prices of their small business offerings to meet these customer needs.

You also want to avoid contracts like the plague. Nobody likes contracts, but they’re particularly harmful to the small business owner who may need to upgrade, downgrade, or even cancel their applicant tracking system plan at any time. If you get locked into a contract that looked fine six months ago, but is now too costly, you may lose your cost savings from your applicant tracking system. And what if your business grows and you need to hire more people or use more advanced features but you are locked into a contract? Your applicant tracking system will be providing only part of the benefits you want and need.

Putting It All Together

Evaluate your business’ hiring needs, perform the research to learn which small company applicant tracking system features address those needs, utilize free trials and demos before purchasing an applicant tracking system, and avoid contracts.

You could make this step easier by writing down the features and benefits you want and then making a mark beside each one for the small company applicant tracking systems you are considering.

Considering Features

Here are some features that you might want to particularly pay attention to. Don’t just check to see if the system offers the feature, research the specifics about the feature.

Automatic job posting when you create a new job opening

When you create a new job, your applicant tracking system can automatically share that job opening with all of the major job boards. If you can have that, why not have use it? It saves so much time and headache, and that’s the point of an ATS.

Be sure that the applicant tracking system you’re considering has this feature and make note of how many job boards it says it connects with automatically.

Compatible with Other Software and Devices

Do you already use hiring software or other office software? Would you like to or need to use your applicant tracking system while on the go? Will you be sharing the system with another owner or hiring manager within your business who will want to use it at another location or on the go?

For any yeses that you may have just said aloud or silently, you need to investigate the applicant tracking system’s compatibility with mobile phones and tablets, operating systems, and other software like Microsoft Office.

Search Parameters

Applicant tracking systems should offer you the ability to search your candidates. Definitely get one that does. You should also consider how much control you have over the search and what parameters it can search by. The more of them, the better.

Analytics and Reports

You’ll probably want a small business applicant tracking system with analytics and reporting. What’s not to like? The only good reason not to have this is if you already have such a great analytics and reporting setup somewhere else.

But you don’t want to just read the features list and go, “Oh, they offer analytics and reporting” and stop there. You also want to see how it displays its results and which metrics it measures for you. They need to be meaningful to your business.

Careers Page

It’s hard to come up with a reason why you wouldn’t want your applicant tracking system to have a careers page feature. Even if you already have an excellent careers page, your small company applicant tracking system can automatically update your job openings for you.

Take the time to learn more about how it helps you build your careers page, what you can customize on it, and more.

Automatic Replies

This is one of the most convenient features of an applicant tracking system. If you tell the system what keywords represent the ideal candidate and what parameters to look for, it can rank candidates as high matches or low matches and automatically reject candidates. Some applicant tracking systems will notify the candidate right away that they aren’t being hired so they won’t waste their precious time waiting to hear that the possibility isn’t being pursued. It is also possible for the applicant tracking system to notify candidates that they are being moved through the hiring process.

Check to see that the applicant tracking system does offer this, how you can customize the messages it sends, and how much control you have over how it ranks candidates.

Multiple Email Templates

You could find yourself in a bit of a mess if your applicant tracking system only lets you create one email template and you find yourself needing multiples to send to different hiring managers or to different candidates. Check before purchase to see if it allows you to create multiples, or if you don’t need this feature right now, that you can easily upgrade when you do.

Workflow

Make sure the applicant tracking system you are considering offers candidate workflows to show you where candidates are in the hiring process. This makes it wondrously easy to keep up with the progress of each candidate.

Also make sure you can customize the workflow to your business’ needs.

Unlimited

Most of the time you won’t want limits. If you can get unlimited bulk upload, unlimited email templates, unlimited job requisitions, and so on, without having to pay a lot to have it, why limit yourself?

Test Drive It

The applicant tracking system vendor should offer at least one of the following, a free trial, a demo, or a free version of their software. This way you can discover for yourself what the features really do, not just a description of it. You can also see things no one can tell you like how it “feels” to use the software. Some software is just irritating to you.

Pricing

Some small business applicant tracking systems offer monthly plans rather than contracts. Look for these. These monthly plans should allow you to upgrade, downgrade, or cancel at any time. Ensure that they do.

Conclusion

Looking for the right small company applicant tracking system can be daunting. It might seem simpler to you to go into it with this simple formula: compare the features, the feel of the software, and the pricing plans. You want the features you need but not many of them that you don’t need, software that you enjoy using and understand how to use, and monthly plans with the ability to upgrade and cancel any time. This formula helps you achieve the benefits you are looking for in a small company applicant tracking system without risk.

Free Small Company Applicant Tracking System

Using the right online recruiting software for your business can save you lots of time and money! Thankfully, Recruiteze is here to help you!

Recruiteze is our free small company applicant tracking system that allows candidates to easily apply to be added to your database immediately. End-users can access candidate resumes online and make changes quickly. This is only the beginning and our cloud-based recruiting systems offer so much more. Give Recruiteze a try and start hiring smarter!