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Survey Says…
- Author: Melody Storms
- Posted: July 8, 2008
- Category: Tools and Resources
- Tags: Applicant Tracking, Employee Retention, Recruiting, surveys
- Comments: 0
While our decades in the talent management industry give us a unique understanding of the challenges faced by employers, we are constantly working to improve our knowledge base by conducting formal and informal surveys that cover the entire spectrum of talent management.
Our surveys typically last for the length of a quarter. We then collect and analyze the data, and present our findings in our Knowledge Center. We also send the executive summary to all participants, and to anyone else who would like one (to be added to our list of subscribers, contact us today)
If you have five minutes to spare, we’d love your participation in one of our open surveys:
- How do applicant tracking systems rank?
If you have an ATS system, will be replacing one, or buying one, we invite you to take this survey. - What are your major recruitment and retention efforts?
If you want to know how your organization stacks up when it comes to recruitment and retention efforts, please take a few moments to fill out the following survey. - How effective are job postings?
If you have ever wondered or asked yourself the same question we are asking, then you’ll want to be part of this survey!
For more information on any our surveys, please contact us today.
Tip of the Week: Choosing The Right ATS
- Author: Melody Storms
- Posted: May 20, 2008
- Category: Tools and Resources
- Tags: Applicant Tracking, Metrics, Tools and Resources
- Comments: 0
About 10 years ago, Applicant Tracking Systems were just being birthed for the small and mid-sized companies. Larger companies were already using them in some antiquated form in the mid to late 90s. Coupled with the launch of the first employment website in 1994 (Career Mosaic), followed by Monster.com a few years later, the way that recruiters were sourcing and tracking candidates began to change.
Stacks of paper resumes were now physically being scanned into an ATS, which at the time was really nothing more than a database containing searchable content on candidates that had applied for a job. But within a few fast years, candidates were directed to apply online at a corporate web site, which now provided the recruiter and/or hiring manager a more efficient way to receive resumes.
Additionally, digital applications allowed them to track the hiring processes better. They now knew:
- Where candidates were coming from;
- How long it took to fill their open positions;
- How long it took to go from offer to hire;
- Where any candidate stood in the hiring process
- And a ton of other strategically-important metrics!
What makes each company out there unique also makes it necessary to have an ATS that can be customized instead of bought “off the shelf”.
So, with over 200 companies to choose from, how do you even begin to know which one is the one for you?
When I speak with a client about their ATS, I hear things like:
- “Our ATS can’t do [insert need here]”
- “My ATS doesn’t pull the reports that I need for better metrics”
- “We don’t use the system properly (or at all) due to lack of training”
- “We can’t get a hold of support”
So the first (and most important) step you need to take in choosing an ATS is knowing exactly what you want…and why.
That’s where we come in. RCI Recruitment Solutions can partner with you to create a diagram/process map that will help you determine what your specific needs are. Then, working with you, we can customize an ATS to fit those needs.
To get started, give me a call at (561) 277-1259.
We also offer a 60-minute webinar that will provide you with an in-depth look at Applicant Tracking Systems and other recruiting technologies. For more information on our whole series of 60-minute webinars, visit the RCI Center of Excellence Talent Management Learning Series.
Help Wanted, Dead or Alive
- Author: Amitai Givertz
- Posted: May 28, 2007
- Category: That's Life
- Tags: Applicant Tracking, Talent Management
- Comments: 0
As I was going through the military blogs this morning to research a somber post for this Memorial Day I came across an incredible report on MSNBC, Army urged dead soldiers to return to duty.
Reading about the Army’s sorry leadership and staffing blunder lead me to a reflection very different from the one I imagined I would be sharing now.
Thinking about the upset that the families of the 275 officers who were killed or wounded in action, and who subsequently got letters calling them back to active duty must have felt — the insult on injury — has left me subdued for sure.
But seeing the MSNBC report also reminded me about something I had read on Dave Lefkow’s blog last week, I see dead people… on ZoomInfo. Reading that post again, and realizing the mortality of your talent pools should not preclude good talent management from leveraging opportunities regardless, gave the Army’s shocking mismanagement in this instance some context.
I guess Memorial Day is a day for remembrances and reflections of all sorts, no?
