Role of social media in Human Resource Management

Human resource management will play keyrole in development of organization; the inception of an employee will place at recruitment department.

It’s always hectic to post jobs on career sites and current openings page. Job seekers will notice if they are on your site or if they have gone through your career page, which leads to less number of attendees and more time to search for right candidate. It doesn’t matter whether you are a recruiter from organization or consulting company, always need to wait for more candidates to appear so that you can select best talent. 

So, here come the questions

•          How are you posting jobs? With ATS?
•          Are you getting adequate number of attendees?
•          Found talent, you are looking for with job you posted on career page or job portal?

If your answer is no, where are you lacking then? What drags you back?

Facebook has over 1.5 Billion users among those 79% of users using mobile phones to access Facebook.

Here are some other stats of Facebook:

• 52% of job seekers use Facebook to look for work.
• 84% of job seekers have Facebook profiles.
• 81% of job seekers want to see job opportunities on Facebook career page. 

Source: http://linkhumans.com/

Twitter stands as second powerful social networking site. Next to Facebook, Twitter has 1.3B users from all over.

Here are some Twitter stats:

• Twitter has Monthly Active Users 288M.
• 80% twitter active users are from Mobile.
• 500M tweets are sent per day.

Twitter can be most successful in terms of hashtag because if you post any job on Twitter with hashtag and jobseekers is using same hashtag in his search then your job is done in searching the candidates.

Source: http://www.jeffbullas.com

LinkedIn is an obvious choice for most recruiters and for good reason. LinkedIn is professional social network with genuine followers and employees of an organization. Most companies use LinkedIn as their job portal for recruitment.

Here are the stats which amaze you:

• LinkedIn has 350Million users
• 120Million people will access LinkedIn daily
• Over 25 Million LinkedIn profiles were viewed every day.
• LinkedIn has 42 Million unique visitors per month.
• 13% of LinkedIn user doesn’t have Facebook profile.
• 59% of LinkedIn doesn’t visit their Twitter profile.

Source: http://www.jeffbullas.com

These are the stats of social networking sites and their influence on recruiting. If you are posting jobs on social sites then you’re making space to rank yourself, as shown in stats every social network has its own mark. 

Facebook is having most of users, Twitter has scope to find the exact job post and LinkedIn is most used by professionals and jobseekers.

Most of the organizations are active on social networks and post content social pages with blog posts, images and videos.

Are you using social networks as your job portals? No! Why?

You may face following hurdles in using social networks as job portals.

• Need a specific person to post jobs on Social profiles.
• Difficult to get the details of the candidates who are interested or applied through social profiles.
• Have to login each and every social network to post jobs.

What if you are using Applicant Tracking System which will help you to post jobs on different social platforms from its dashboard? Using ATS you can post job from dashboard and you can create career page on your site with any technical knowledge.

If you want to discuss with us, reach us at support@99ats.com

Now post your jobs and parse your resumes from job portals

Great News J

Mitigating employees work with creative techniques is always difficult task for employers. When it comes to hiring we help you to increase your recruiting team productivity which leads to increase your organization productivity.

Still logging into different job portals to post job? With 99ATS you can post jobs on job portals like jobomas and headhonchos from dashboard.

And also if you are facing issues to parse your resumes from job portals, we have solution for parsing.

From 99ATS parse resumes from job portals like Naukri, Monster, Timesjob and now Dice

We are still working with other portals and job boards to integrate with 99ATS, soon we are going to release news with multiple job portals.

Happy to help. Write us at support@99ats.com

Applicant Tracking System – Return on Investment

Human resource is the department which plays a vital role in ROI the company or firm, confused??

Recruiters are the people who will select the candidates for departments and all aspects when these people are putting their effort in their work definitely the flow of the organization will be towards profit or success (whatever) :P

When you are going to provide some help in their recruiting system that will be Ice on cake which will increase revenue of the organization.

Applicant tracking system will help the recruiters in posting the job, extracting and filtering the candidates. When you are scheduling interview for job posting, time has to spend in terms of interview date, time and status of the candidate. You can do all updates like offer made, accepted and rejected.

Benefits of Applicant Tracking System:

1.       Less number of costs per hire which reduces the investment.

When you are scheduling interviews with less number of candidates with expertise as per your requirement, the investment spend will be less compare to manually arranging interviews. 

2.       Time spend to recruit the candidate will be less.

Without Applicant Tracking System if you are hiring, you are wasting so much of your time. All you are doing is arranging interview, collecting resumes and finalizing the candidate. Which is long process and time spent is more compare to using ATS. In a word “you can finish your hiring in less matter of time”

3.       Candidates will have best match for their role.

Going through each and every resume then looking for candidates will skills will take ages to select candidates to next round. By using Applicant Tracking System and its filtering option you can select candidate with adequate skills and relevant experience.

4.       No paper work, files will be stored in cloud.

We are in a generation where technology is leading entire human environment. If you still having hard copies for openings then you’re bit procrastinated, now is the time to change yourself and get benefited from technology.

5.       Export candidates from job portals.

No more wandering through job portals to get candidates’ details, with help of Applicant Tracking System you have to login in ATS and through which you can extract candidates from multiple job portals.

6.       Post your job openings directly on social networks.

Similar cases will occur when are posting your jobs on job portals, forget to login all portals and posting. Simply through ATS you post your openings on multiple job portals and candidates who applied can reach you your career page. 

Things to consider while selecting ATS

Everyone knows how difficult is recruiting process, Hiring managers and Recruiters are people who struggle more in this process. These people will start with gathering resumes from portals and selecting suitable candidates and go through resumes to filter out duplicates. When candidates are selected recruiters will arrange interviews and proceed further to finalize candidate status. To overcome these obstacles, one needs an Applicant Tracking System in recruiting. 

Following are the things to consider while selecting an ATS

Career Page:

You have an opening in your firm and you want to post in careers page. ATS should provide career page where you can post jobs with relevant description and other requirements like experience and salary.

Extraction from job portals:

                When you post jobs on career page the chance of getting candidates’ profiles is less compared to resumes available on job portals. As a recruitment department you will have logins for major job portals, an Applicant Tracking System should let you to extract resumes from job portals.

Advanced Filtering:

                Most of recruitment process will delay when team gets more resumes to fill up position and filtering profiles manually will take more time and efforts. Where your ATS should provide the filtering like job applied for and job posted by also you should be able to create customized report to send resumes to client.

Outlook Integration:

                When organizations leave their email to get candidates resumes from website or job portals, will reach the recruiters outlook. Your ATS should provide integration with outlook so that recruiters can select the candidates from outlook with single click.

Reporting:

                Reporting will be major whether it may be internal or with candidates’ interview process. When your candidate reporting mostly called it as status is done with Applicant Tracking System your productivity will be more and time consumption will be less. Also your ATS should provide role-based reports and updates.

Market is full of ATS providers but your recruiting will be simple and easy when you select right ATS.

Performance improvements/Enhancements

Enhanced Candidate Module

Under Candidate details, you can now find/fill as many details of the candidate

Multiple submissions to manager(client module)

Under Jobs> Job Details> potential, you can now submit multiple candidates to manager with single click as shown in the fig:

Enhanced Partner Permissions

Under Administration > User settings > User Manage Roles, You can now manage permissions for users to Create/Edit/Delete Partners in ATS.

1- What’s New in this Release

1.1– Introducing Candidate images

Wondering how this feature helps you? Here we go…

Under Candidates > Now you can upload candidate photograph from the direct link available,

The following screenshots would help you in uploading the image to the candidate

Fig:1(a)-to select and upload an image

-Displays photograph of the candidate (if exists) as a thumbnail in candidates list

1.2– Employee Referral Portal

You can now inform all your employees to source resumes for the open jobs in your organization and give them the platform to keep track of the candidates they have referred. Procedure to refer a buddy!

Step 1: Employee can now sign-in/ sign-up to the referral portal

  http://your-account-name.99ats.com/internallogin.aspx 

Step 2: Under open jobs > Refer a candidate, enter the candidate details and submit it as shown in the Fig: 1.2(a)

    Fig: 1.2(a)

Step 3: Candidate will receive an email with a link to upload resume, apply to the referred job

and also can check the status of his/her own application

Features of Employee Referral Portal-

- Search open jobs

- Refer candidates for selected jobs

- Check for Application/Referral Status

P S: IJP’s (Internal Job Postings) are also available now, where employees themselves can apply for the available openings!!

2- Performance improvements/Enhancements

2.1– Enhanced Search Mechanism

Under Search, you can now run search on entire resume starting from Name to any other words mentioned in the resumes with accurate results instantly.

2.2– Provision to add Internal Job Id during Job Postings

Under Jobs > Post New Job > Provide additional details, you can now add Internal Job Id.

Applicant Tracking System

What is an Application Tracking System (ATS)? You may have heard the ATS called many different things such as a “Recruitment Database System”, “e-recruitment System”, "Jobmatch” or "Talent Management System" etc.

“An application tracking system (ATS) also called a candidate management system (CMS), is a software application designed to help an enterprise recruit employees more efficiently. An ATS can be used to post job openings on a corporate website or job board, screen resumes and generate interview requests to potential candidates by email. Other features may include individual applicant tracking, requisition tracking, automated resume ranking, customized input forms, pre-screening questions and response tracking, and multilingual capabilities.”

Recruitment Work Flow

What are some benefits of using ATS’s

• Speed up the recruitment cycle
• Cost benefits
• Quality improvements
• Candidate Management
• Reporting capabilities
• Automation of administration heavy tasks
• Integration with other productivity software

Partner Management System(PMS)

PMS, which will enable you to add/manage partners(sub-vendors) to 99ATS and thus providing a login credentials where they can submit their candidates to suitable jobs assigned/shared with them. This will help users to track/manage submissions of sub-vendors accurately.

8 Important Tips in Recruitment :

Do you think you put all your efforts in sourcing the right fit but could not able to get your hands on hiring and on boarding? Do you struggle yourself multitasking like sourcing, screening, emailing, short listing, telephoning, interviewing, negotiating all at once? Couldn’t you figure out what is holding you back from going the extra mile? Do you wish to improve your Hiring effectiveness? Here are 8 awesome tips that help you get best at your recruitment productivity.

 

Tip 1: Be Clear About End Results – Asking questions gets you clear about your wants and end results. Whether you work for a corporate or consulting firm, asking these questions yourself and answering them will increase your recruitment productivity to multifolds.

·                     How many positions you got to close?

·                     What is the target date for each position?

·                     Do you already hold a job description or should you have to write one?

·                     Are you clear about the job profile of each vacant position?

·                     What should be the sourcing strategy for each position?

·                     Are you going to hire through consultants, internal references, job boards

·                     What are the screening and short listing criteria for each position?

·                     What is the interview process? How many rounds of interviews will be conducted?

·                     Who will be responsible for conducting each round of interview?

·                     How are you going to engage your potential candidates throughout Interview process?

·                     Who will be negotiating the salary, employment terms and DOJ?  

·                     What is your Induction (On-boarding) plan?

Tip 2:  Get Started – ‘’A journey of a thousand miles begins with a single step’’ Should I say more? When you have your functional graph ready, just get started without second thoughts. Taking the first step is the most hard but crucial thing in successfully accomplishing even difficult recruiting projects.

Tip 3:  Prioritize your task – You have to be sure that you are not just active but productive. Getting great at recruitment comes with understanding and identifying the most important 20% tasks. Always go ahead completing 20% hard tasks first which will make the other 80% of your job easy. Hard working will yield results for sure but it takes time, you have to be a smart worker to achieve desired results within shorter time span. Task prioritization is an art; do develop it to become a productive recruiter.

Tip 4:  Write To-Do List For The Day – When it comes to note keeping, I love diaries and organizers. During start of the day, write your entire day’s work plan in a diary, organizer, sticky notes, excel sheet, g mail task manager, or any other online to do list keeper which you feel comfortable. Make sure to write attainable to-do list, stick to your to-do list and commit yourself to complete all the written actions within end of the day. Remember this saying: “Failing to plan is planning to fail”. So plan your day well in advance to become great at recruitment productivity.

Tip 5:  Multi-tasking Trap – Actually there is no such thing as Multi tasking. Research confirms that our intrinsic human minds could not do more than 2 functions at the same time. People are hardly good at multitasking but they will be good at switching tasks because multi tasking does not exist for humans. Avoid overloading yourself. Do only one task at a time and do it in the best possible way.

Tip 6: Set Target Time & Date – when you work without target date and time, you tend to drag/postpone that task unless you are committed and self motivated. Whenever you start working on a recruiting project, set target date to complete that particular assignment because goals pressurizes you, helps you stay connected to the job in hand, inspires you to complete it with desired results. Have a working plan for the entire hiring project, allocate fixed time frame for each and every recruitment activity depending on the magnitude of the project. If you wish to increase your recruitment productivity, set yourself realistic target and drive towards it.

Tip 7: Pat your back & Gift Yourself – Have you accomplished the task? Have you achieved an extra mile? Have you received “Effective Recruiter” award at workplace? Great, it’s time to party! It doesn’t require such great achievements to pat your back and gift yourself. It might be a simple job you might have done in a unique way or you might have received appreciation from your immediate boss or a potential candidate, pat you back for each and every simple triumph of yours. Cherish that moment and cheerfully gift yourself because gradually it improves your productivity and pushes you to do great things.

Tip 8: Practice & Stay Focused – What is the point in reading oodles of productivity improvement techniques and forgetting them next moment? We live in the age of information overload. We see results when we put something in to regular practice. If you wholeheartedly wish to improve your recruitment productivity follow these tips, keep practicing, stay focused and motivated to increase your recruitment productivity to multi folds.

99ATS- New Feature Release

Dash Board : 

99ATS- New Feature Release

A new version of dashboard is launched. You can figure out “Candidate Status, upcoming interviews, upcoming joining’s etc. 99ATS Dashboards is very easy and intuitive to use and being cloud based, users will be able to log on from anywhere in the organization for more information. 

Version Release on 20th July 2012

• Job Health Report – This report will help user to isolate work priorities among the list of jobs available
• User Activity History- Now a user can understand more about their activities on 99ATS - Daily, Weekly ,Monthly and so on.
• Now with a click a user can share Jobs to Social networks like Linked IN, Facebook etc. from Jobs page – For instance, please check http://vendordemo.99ats.com/careers.aspx

99ATS- New Feature Release

DO NOT CALL/DO NOT EMAIL :

Now, 99ATS is allowing a user to identify candidates with a note (DONOT CALL/DONOT EMAIL)  to make sure your valuable time doesn’t get wasted connecting to a wrong source.

99ATS - White Papers- Web-Based Vs. Web-Enabled Software

Disadvantages of Web- enabled Software:

•   Slow and complex
•   Outdated Technology
•  Can’t be integrated with other applications

Before we set out to discuss which works best for your business, let us figure out the similarities and differences!

What is web-enabled software?

Like the name suggests, web-enabled software has to be “enabled” to be used over the internet. Web- enabled applications are primarily written to become desktop applications, which are only modified to be accessed over a Web browser. Most vendors just add a new layer to the existing software to enable their software to function over the internet. The system remains the same underneath and performs the same functions as before with the only difference that the program input and output is now accessible on the web. This adaptation in most web-enabled software solutions makes it slow and complex.

Vendors who own older generation software only enable the software to be used over the web to sell their product. To avoid risks and expense associated with writing new software from scratch, vendors mostly modify their older generation applications and sell them as web-based software. However this does not change the old engine of the software. Customers who invest in such software applications continue to get outdated technology performing the same functions as before underneath a new layer that is written so that the application works on a web browser.

When a vendor offers to web enable its software, it indicates that the application is old and the vendor is willing to only invest in modifying the same old application. Most web-enabled software applications cannot survive the test of time. In case you have already invested in web-enabled software, ask your vendor the time that it would take to completely rewrite the software to make it truly web-based.

Advantages of Web-based Software:

• Extensible
• Up-to-date technology 
• Future Proof 
• Flexibility

 What is Web-based Software?

 

On the other hand web-based software is designed from the very beginning to be accessed over the Internet. Web based systems are written as per the latest design and technology standards that we are accustomed to. Web based applications are also future proof since they adhere to the latest Internet standards. They offer a lot of flexibility for future changes.

Web-based systems are highly scalable. Multiple users can access the application simultaneously without facing any performance issues.  Web

–based systems are far more maintainable than web-enabled.

Web-based applications have built-in security features and can also be integrated with other applications and platforms. Web based applications are also much more user-friendly than web-enabled software applications.

To decide between web enabled and web-based is like deciding between Intel I or Core 2 Duo for your PC. You cannot expect superior performance, scalability and reliability if you have chosen a web enabled software.

In conclusion

Technology is constantly upgrading itself and it is important to be cognizant to leverage it at advantage. Software development, to keep pace with changes has shifted towards web-based solutions instead of desktop applications.

To get the best out of your software in this competitive economy, get software that is leading edge.