Get the value of a collaborative hiring process without the HR management burden
Recruiting and hiring has a lot of moving parts — applications, screenings, background checks, interviews — the list goes on, and because of new trends in HR it’s getting longer. Then add to this mountain of work even more responsibility, as HR teams are being measured by the quantity and quality of new hires. The reality is a bad hire can cost a company upwards of $50,000, according to a recent Fast Company article. That’s a lot to contend with on a daily basis.
So, what does the market do? It reinvents the approach. In an effort to make the hiring process work better to gauge cultural fit and engage more employees in the vetting process, the collaborative hiring model has emerged as a major HR trend and today’s progressive employers in public and private sector are rallying around it. And it’s quite successful. So can HR breathe easier? Not quite. The collaborative process solves one problem, but can create another.
Everybody’s in, but who’s on first?
Gone are the days of the top-down structure with hiring managers solely in the driver seat. Interviews are conducted by team members across the org chart, thereby increasing employee involvement and investment and helping both sides of the table better understand each prospective employee’s potential. The benefits are great, which is why Google, Apple and the like are big fans of this process. We don’t disagree. (Those guys are hard to argue with.) But what is the impact of collaborative hiring on the HR department?
While effective, collaborative hiring introduces yet another set of moving parts for HR professionals to wrestle with on top of their existing processes. As the process takes on new life and many more drivers take the wheel, it can be difficult to accurately record feedback and capture a universal means of evaluating candidates, thereby increasing the workload on an already stretched-thin HR department.
Consider the way the process breaks down:
How is each comment quantified and recorded for each application?
How do HR teams determine agreement among the groups of employees involved in the hiring process in order to move forward with a smaller pool of candidates?
For many HR departments in colleges and universities and private companies alike, there are limited resources to deploy but countless departments to serve. The task can be quite cumbersome — but shouldn’t all HR departments, regardless of budget or size, be able to tap into the benefits of the collaborative approach without the burden?
That’s where technology helps HR departments streamline and get the best value out of collaborative hiring without the added stacks of paperwork and cumbersome tracking. Applicant tracking software can increase productivity for these activities and help HR departments find talented employees who embody the right values and meet the required criteria.
The Key to Gaining the Full Benefit of Collaborative Hiring
What to look for in a Technology Tool:
Control the Process from Posting to Onboarding: The right tool provides the ability to manage the entire process more efficiently, reducing the paperwork from the beginning all the way through onboarding and all the communication from all the parties involved in the stages in between.
Manage Communication in a Single Interface: There has to be a central repository that captures communication and allows HR to keep all new hires in one place so you know where everyone stands at a single glance. The interface can also capture notes from all stakeholders involved in the process so information can be easily shared among them.
Score Applications: Modern tools provide teams with the ability to create custom scoring systems to unify the review process with a common language — making it less subjective.
Applicant Tracking: Determining where a candidate is in the process can be difficult, particularly with so many people involved. Applicant tracking tools enable HR teams to move each applicant through the process, one step at a time and always know where they are, where they’ve been and what’s left to do.
Customers who use these tools in a collaborative process have been able to reduce the average hiring time by two to three months and on the front end save up to four hours posting each position.
In the end, the collaborative process has a positive impact on the quality of new hires and the overall experience for existing and prospective employees. Likewise, it’s important to listen to HR experts who have designed and developed these robust tools to manage all the moving parts in the process and reduce the burden on HR teams. Applicant tracking tools are surprisingly cost-effective, some starting at $95/month with user interfaces that require minimal training time to be up and running.With this in place, HR gains much-needed administrative support without a significant time investment and can get out of the Catch-22 cycle and go back to being the hero.
Faith Bliga has nearly 30 years of experience in recruiting management. She successfully designed and implemented comprehensive recruiting and training programs for technical, engineering and scientific consulting firms. Faith is the National Account Manager for ApplicantStack, a web-based applicant tracking system.
We are excited to announce our placement in the new FrontRunner’s quadrant for ATS software — a ranking of top developers who meet their customers’ needs and provide top quality service. In a highly competitive field filled with other software providers, ApplicantStack proved once again that we have what it takes to help small to mid-sized companies.
The FrontRunner quadrant, which uses new research methodology from Software Advice to rank the top-performing applicant tracking products, praised several of ApplicantStack’s features, including our free customer service, web-based applications and onboarding solutions. For small and mid-sized companies, ApplicantStack can seamlessly incorporate new software to simplify the hiring process and make lives easier for those working in HR.
Software advice also cited ApplicantStack’s commitment to hosting our own software, so companies don’t have to invest in IT infrastructure (which is a waste of time and money, in our humble opinion).
We are committed to helping our customers and will continue to provide invaluable service for companies who want to get rid of paperwork and get back to their real jobs.
Visit Software Advice to learn more and see how ApplicantStack tops the charts! Or, if you’re ready to see for yourself, contact us to start your free trial.
As an applicant, we’ve all been there – applying for a job, then waiting anxiously by the phone while compulsively checking email, hoping for a status update on where we stand in the hiring process. For applicants, sometimes the hardest part of the process isn’t hearing the bad news that they Didn’t Get the Job – it’s the waiting for communication that’s the most difficult.
So why do some HR professionals seemingly “wait” to communicate to applicants that they didn’t get the job?
Most of the time it has to do with lack of resources and time. To follow up with applicants each step of the way is very time consuming, so to add this step to the process can be overwhelming to some. However, communicating to applicants in each step of the hiring process whether or not they got the job is not only professional and considerate, it’s also best interest of your employer brand, making this a must-add step in your process. Your employer brand is just as important as your company brand, so setting a positive image is extremely important. Customers talk, so do applicants. You don’t want to run the risk of developing a negative reputation that could impact the number of applicants you receive in the future.
While the standard “thank you for your time, etc.” mass, automated email is useful for large groups of unqualified applicants, consider utilizing a more personalized approach when informing your final candidates that they didn’t get the job. You don’t have to make a personal phone call to every single candidate you’ve interviewed, but if you’ve narrowed your options down to a few applicants, then you should take a few moments to personally thank them for their time. Serious candidates invest a good amount of time into your interview process, so thanking them for their time is both professional and considerate.
Be Quick To Communicate.
If you know an applicant has been disqualified, then reach out to them in a timely manner to let them know they will not be moving forward in the process. Do not wait until the job requisition is closed to inform all applicants of their status in the process, which unnecessarily keeps candidates in limbo for a long period of time. If email notifications become time consuming, considering utilizing an applicant tracking system that can automate emails quickly and easily.
Utilizing the right etiquette in your hiring process is a win-win for both company and applicant. If you need help streamlining your hiring process and improving organization and efficiency, considering utilizing an applicant tracking system. You can sign up for a live group demo.
When choosing software, many companies want to know – who’s the best? Unfortunately for the shopping end-user, all vendors claim to be the best so you’re left figuring out for yourself which system truly is the best.
Here’s what you should be looking for:
When choosing a new applicant tracking software system, or evaluating your current one, efficiency is key. After all, software is developed to make your life easier – if it’s making your life harder, then it’s not fulfilling its end of the deal. Questions to ask yourself are:
Is your applicant tracking software fast or slow?
Are there frequent “time out” periods?
If there are technical issues, is technical support easily accessible or do you need to wait an entire business day for a response?
Is your applicant data accessible from anywhere?
Are you able to perform basic recruiting functions?
At ApplicantStack, we offer free trials that allow our future end-users see just how functional our software is for their company, and how it fulfills efficiency expectations. Although we don’t require contracts or long-term binding agreements, some vendors do, so look for trial opportunities before getting into any binding agreements.
Actual time-saving features.
Time and efficiency go hand in hand. If the applicant tracking software you choose isn’t efficient, its clearly not saving you any time. Aside from the efficiency questions stated above, its important to ask yourself these questions when determining if your applicant tracking software is truly saving you time:
Are features easy to use?
Are there frills and features that aren’t useful that are just making the system bloated and harder to use and navigate?
Does the software offer intuitive collaboration tools that makes communication with hiring managers more efficient?
Does the software enable me to communicate?
Whether you’re a small business or large enterprise, cost is always a factor when choosing the right applicant tracking system. As a growing company, Applicant Tracking software is critical to ensuring you’re managing applicant data efficiently and safely, so it’s a good monthly investment to make. Make sure you ask yourself these questions:
Is this something I can afford?
Will I need budget approval for this?
How long will the budget be approved? Quarterly? Yearly?
Will rates ever change?
What are start-up costs?
Are there installation costs?
Are there any hidden fees?
ApplicantStack offers pricing starting as low as $65/month which is good for smaller companies with fewer recruiting initiatives, but we still stay very competitive as the plans grow for larger corporations. We are extremely transparent in our pricing and don’t charge start-up costs common in the industry.
Online advertising for vacancies in Health Care and Technical occupations were the only bright spots in an otherwise disappointing job climate, according to information released by the Conference Board for the month of August.
Overall, 2011 is advertised job vacancies fell by 163,900 from July to August, 2011. This drop followed a previous decline of 271,000 from June to July. According to June Shelp, VP at the Conference Board, “Following a very strong first quarter, labor demand has fallen off in the second quarter and into the third quarter [of 2011], reducing the earlier gains.”
Despite the overall soft performance, there were some encouraging results in specific industry sectors. In particular, health care and technology showed increases in the number of online job postings of 26,300 for a total of 513,700. This strength traced to occupations such as: registered nurses, speech-language pathologists, family and general practitioners, and occupational therapists.