Online Recruitment Tools

Online Recruitment Tools

Online Recruitment Tools for the Modern Recruiter

2 min read

Online Recruitment Tools

Key Features of Online Recruitment Tools to Make Recruiting Easier:  With low unemployment and strong competition for qualified candidates, there has never been a better time for online recruitment tools.  Implementing online recruitment tools to not only work more efficiently but also to save valuable time in the recruiting and employee onboarding process is now easy thanks to full-featured applicant tracking systems such as ApplicantStack.

Here are just a few key features of online recruitment tools:

Automate screening by using pre-screener questions

  • Setting up pre-screener questions is a fantastic way to save time
  • Add scoring and knockout questions and focus on only the top-rated candidates
  • See Save Time with Pre-Screening Questions for more detailed information on pre-screener questions

Rediscover candidates you already have in your database that might be a fit

  • Use search and reporting tools to find candidates that match certain skill sets
  • Use advanced Boolean search options to only focus on candidates that match the current job requirements
  • View a candidate’s profile where key data is stored such as resume, cover letter, and applications along with any past feedback

Provide automated communication and scheduling flexibility

  • Set up automatic email responses to candidates letting them know you received their resume and application
  • Easily use our scheduling feature that integrates with most calendars
  • Allow candidates to also choose available times on your calendar eliminating calls or emails
  • Enable all team members to arrange candidate interviews without your assistance

Collecting and managing Manager feedback

  • Centralized data in one spot makes collaboration simple
  • Use the standard feedback forms or create your own
  • Score/rate candidates so you can focus on the top-rated candidates in one convenient place for your team to review and make quicker job offers before your competitors do
  • Build your own phone screen templates and reference check forms to store feedback and notes

Reporting on all the progress

  • Use our standard reports to see which sources are providing the top candidates
  • See how long it takes to fill a position and see if there are any bottlenecks that require attention
  • Run EEOC reports to stay compliant
  • See job workflow and candidate summaries, and so much more

Take advantage of the online recruiting tools for the modern recruiter to save time and hire the right candidates faster!

 

Online recruitment tools are also known as cloud recruitment software and recruitment tracker.

To learn more about ApplicantStack, Click here to request a Free Trial!

Human Resources Valuable Time

Human Resources Valuable Time

Human Resources Valuable Time

Addressing Human Resources Valuable Time:

Recently, I had an email exchange with a Human Resources Manager who indicated she was too busy to evaluate an applicant tracking system (ATS).  As a former technical recruiter and someone whose colleagues are former HR professionals, I get it.  The hundreds of resumes sitting on your desk and in your inbox, the mounds of paperwork, the countless email exchanges back and forth trying to schedule interviews with the candidate and team members, the feedback forms that require attention, the progress reporting to management, the thousands of other tasks that fill an already busy day…no wonder there isn’t any time.  Most human resource professionals do not have a second of their valuable time to find the tools that can assist them.  The amount of time it will take to research all the different options available, implement and learn a new system, and justify the expense are all items that I am sure my recent contact has been grappling with.

If knowing that taking out 30 minutes (a guesstimate at the amount of time it takes to initiate a free trial and post your first job ApplicantStack Getting Started Video [4:49] could potentially save hundreds of hours in the long run, why wouldn’t you do it?

Here are just a few of the problems that could be solved with an ATS

Problem 1:  The hundreds of resumes sitting on your desk and in your inbox

  • Save time by having all your resumes and applications organized and centrally located and easy to search via multiple criteria
  • Use screener questions and scoring to focus on the top candidates
  • Set up automatic email responses to candidates letting them know you received their resume and application
  • Easily move the candidate through your recruiting process – workflows can be set up to mimic your current process

Problem 2:  The mounds of paperwork

  • Store all new hire and employee onboarding paperwork electronically
  • Never worry about having out-of-date forms in different systems…it’s all stored and managed centrally
  • Easily see what forms applicants have completed
  • Create checklists to streamline the entire process
  • Enable new hires to sign all state and federal forms, elect health insurance, view employee handbooks, watch training videos, and more before their first day of work

Problem 3:  The countless email or phone exchanges trying to schedule interviews with the candidate and team members

  • Easily use our scheduling feature that integrates with most calendars
  • Allow candidates to also choose available times on your calendar eliminating calls or emails
  • Enable all team members to arrange candidate interviews without your assistance

Problem 4:  Collecting and managing Manager feedback

  • Again, centralized in one spot
  • Use the standard feedback forms or create your own
  • Score/rate candidates so you can focus on the top-rated candidates in one convenient place for your team to review and make quicker job offers before your competitors do
  • Build your own phone screen templates and reference check forms to store feedback and notes

Problem 5:  The reporting on all the progress

  • Use our standard reports to see which sources are providing the top candidates
  • See how long it takes to fill a position and see if there are any bottlenecks that require attention
  • Run EEOC reports to stay compliant
  • See job workflow and candidate summaries, and so much more

Problem 6:  The thousands of other tasks that fill an already busy day:

  • You might have some time in your day to get to these now

 

Find out more about ApplicantStack by starting a free trial here.

How to Save Time with Pre-screening Questions!

How to Save Time with Pre-screening Questions!

Pre-screening Questions

Pre-screening QuestionsGoing through hundreds (sometimes even thousands) of resumes can be very time-consuming.  Being a human resource professional, there are many items on your to-do list and freeing up some time is always a plus.  That is where Pre-screening Questions can come in handy.

Here are a few ways to save time using pre-screening questions:

Location-based Pre-screening Questions:

Once you have a clear understanding of the job requirements you can easily set up pre-screening questions to bypass those candidates that don’t meet the job criteria.  For example, if your job is for a specific location, you might want to make that a pre-screening question.

“Are you able to work in the New York City office?”

or you can be extremely specific about the location

“Are you able to work 9:00 am – 5 pm EST in the office located on 23rd Street and Madison Ave. in NYC?”

Answers to both questions can be set to “Yes” or “No” where “No” would be a knock out question.

Salary-based Pre-screening Questions:

Another pre-screening question that can save you a lot of time is to set up a yes or no question for a salary-related question.  (Please be aware of your state and local laws regarding salary questions – some states are no longer allowing salary-related questions).  If you are looking to hire someone for a job and know the salary cannot exceed $85,000, getting a clear understanding of salary expectations might be beneficial.  Consider creating a pre-screening question such as:

“The salary for this position is $75,000-$85,000.  Is this salary range acceptable to you?”

Where the answer provided is either “Yes” or “No” where “No” would be a knockout question:

Experience-based Pre-screening Questions:

Experience-based questions are another fitting example of pre-screening questions.

If you are looking for candidates with a minimum of 3 years’ experience as a C# developer, you could set up experienced-based questions with a range:

“How many years of C# development experience do you have?”

With the following ranges:

< 1-year

1 – 2 years

> 2-years

You can either set up a value for the ranges and/or set <1-year experience as a knockout question.

Having multiple pre-screening questions can save valuable time for a human resource professional in finding the top candidates and ultimately the right new employee. 

Try ApplicantStack for yourself and see just how easy setting up pre-screening questions are!

Click below to start your Free 15-day ApplicantStack trial:

Request a free no obligation trial!

 

 

HR Etiquette: How to Tell Candidates They Didn’t Get the Job.

HR Etiquette: How to Tell Candidates They Didn’t Get the Job.

searchAs 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.

Get Personal.

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.

ApplicantStack is a complete applicant tracking & onboarding system for HR professionals. Post jobs online, recruit via social media, communicate with applicants quicker and much more!

Free 15 Day Trial!

ApplicantStack is a complete applicant tracking & onboarding system for HR professionals. Post jobs online, recruit via social media, communicate with applicants quicker and much more!

Start a Free Trial!

 

Effective Communications During the Recruiting Process

Imagine receiving 50 or more applicants for every open position and the necessity to communicate with each and every applicant from the time their information is received through the many stages of your recruiting process? If you review the list below of just some of the reasons to contact applicants and hiring managers, you will soon realize that communications alone can consume a good part of your business day! Electronic or phone communications may include:

  • Acknowledgement of receipt of Resume or Application
  • Requests to the Applicant for additional information
  • Responding to requests from the applicant for additional company information, benefits information, etc.
  • Responding to applicant requests of their current status
  • Requesting available dates and times from managers to schedule phone screens or face to face interviews
  • Requesting available dates and times from applicants to schedule phone screens or face to face interviews
  • Forwarding resumes to staff for review
  • Requesting/recording the Hiring Manager’s Review and Feedback of an applicant
  • Collecting feedback/evaluations from staff after interviews
  • Confirming interview schedules or changes to interview schedules
  • Letter of no interest to the unqualified applicants
  • Permission to conduct a background check
  • Informing an applicant that a position has been filled, cancelled or put on hold
  • Responding to status reports or updates to managers

Respecting candidates includes acknowledging receipt of their applications, giving them some sense of what’s coming next and eventually letting them know the outcome. Most companies want to be timely and professional toward applicants and managers, but with limited resources and time, do not communicate effectively or at all.

4 Steps to improve Communications during the Recruiting Process

  1. Establish a clear, consistent, courteous and timely process for communicating with applicants and hiring managers during your recruiting process. Document the process and decide which stages in your recruiting process require written or verbal communication. Applicants who have been selected for further consideration in your selection process should continue to receive consistent, timely and accurate messaging. While applicants who did not meet your minimum qualifications, should be communicated with almost immediately.
  2. Communicate the established process to everyone involved in the recruiting process including hiring managers, recruiters and support staff. Make it clear who is responsible for which communications to avoid confusion and possible duplicate or conflicting communications to the same applicant. This is especially important when there are multiple recruiters working with your applicant database. Nothing could be more embarrassing than one recruiter sending a “we’re not interested” email and another recruiter trying to schedule an interview with the same applicant—it happens more than you think.
  3. Automate communications when possible: Implementing an applicant tracking system enables you to automate emails as your applicants are moved through different stages in the recruiting process. Many systems have “triggered” email capabilities which save time, eliminate errors and help your company to maintain a more professional image and reputation.
  4. Track all Communications: Once again, an applicant tracking system is of great value here. Communications are automatically recorded—even date and time stamped, so staff involved in the recruiting process can view the most recent or pending communication or activity related to an applicant. If automation is not an option, using your calendar or an excel spreadsheet that can be shared by everyone is recommended.

Benefits of Effective Communications during the Recruiting Process

  • Shows respect and appreciation to applicants regardless of their qualifications
  • Keeps hiring managers and other staff informed about the status of open positions
  • Protects companies against false accusations and legal repercussions if candidates misinterpret your communication
  • Eliminates excessive phone calls, leaving messages and telephone tag
  • Tracks all activity related to an applicant for future use
  • Most importantly, confirms your company operates with integrity and transparency

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