Archive for the ‘Recruiters’ Category

Recruitment Software Provider Experiences 600 Percent Growth

Friday, June 26th, 2009

Despite the face that hiring is down in many industries, some recruiting software providers are still experiencing better than average growth. According to a recent press release from Arbita, the company grew by 600 percent during the first half of this year.

In the first six months of 2009 the company added 652 new customers, which is an average rate of 3 new Arbita users a day. The majority of these individuals signed up to use the company’s job posting software, OnePost, but many have begun to utilize other services provided by Arbita.

“Over the last six months, we have onboarded more new customers than during any other period in Arbita’s history,” said the company’s General Manager Jennifer Marcy in the recent press release. “To have achieved this milestone against strong economic headwinds is humbling and serves as a testament to the dedication of our amazing customers.”

Aside from so many new customers, officials from the company say new acquisitions and partnerships, the addition of new products and services and the hiring important personnel helped to bring about the increased growth.

“There is no question that our strategic partnerships have greatly increased the value we’re able to deliver to customers,” said Arbita’s Executive Vice President of Sales and Marketing George LaRocque. “And our relationships with top brands like MrTed, SmartRecruiters, Broadlook and The Future of Talent Institute have expanded our reach in the recruitment community and cemented our position as the most cooperative and connected company in the community.”

In addition to this, several thousand individuals from the recruitment profession paid to attend seminars, webinars, workshops or purchased learning materials from Arbita Consulting and Educations Services (ACES).

“Arbita ACES was made possible in large part by our acquisition of JobMachine through the merger in 2008,” explained Don Ramer, Arbita’s Founder and CEO. “The JobMachine acquisition connected us with tens of thousands of recruiting professionals who have purchased workshops, consulting, professional development or other products developed by Shally Steckerl and Glenn Gutmacher. We have formed and cemented enduring customer relationships with a significant number of these recruiting professionals and we expect this community to remain a fertile source of new customer relationships for years to come.”

Recruiting Software Goes Mobile

Monday, April 13th, 2009

One company is now offering a mobile recruiting software tool, making it easier for recruiters, employers and companies to stay in touch with the hiring process.

Sendouts, a provider of staffing and recruiting software, has announced the release of Sendouts Mobile, which gives recruiters and account managers real-time access to the Sendouts Pro application from their mobile device. Users can access candidates, companies, job orders, notes, tasks and appointments from any mobile browser. Users also can add notes, contact information, appointments and activities on the go.

“Sendouts is your ‘Fastest Path to More Placements’ and with Sendouts Mobile, recruiters have access to their database anytime, anywhere, from any mobile browser,” Don Breckenridge, Jr., president and CEO of Sendouts, said in an article by Talent ManagementTech.

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Company Unveils New Generation of Paperless Products

Wednesday, November 26th, 2008

TempWorks Software, a Twin-Cities based provider of staffing and recruiting software, announced the unveiling of major updates to its DocCenter and WebCenter products. DocCenter allows applicants to electronically complete and sign documents at a kiosk, shortening the on-boarding process, eliminating paper, and saving recruiters valuable time. New WebCenter features will allow electronic access to W2’s, saving WebCenter users’ several dollars per employee on year-end expenses.

“The four organizations that have placed orders for the DocCenter and WebCenter during the past month seem very excited,” indicated Cory Hintz, COO of TempWorks. “The latest installments of these modules are easier and less expensive to deploy than their predecessors. They organize strategic documents and make them immediately accessible from service rep’s desk and not in a file cabinet collecting dust.”

“Our mission has always been to help our customers reduce costs by using our software,” states TempWorks CEO, Gregg Dourgarian. “These corporations spend easily avoidable sums annually on end of year forms, postage and labor. By using the Employee portal of our WebCenter, our customers save time printing, reprinting and answering questions regarding year-end documents. These technologies save ninety percent of the potential expense of dealing with ADP or Paychex, and over fifty percent of the expense associated with year-end processing using traditional back office staffing software,” continues Dourgarian.

TempWorks development staff claim that these initiatives are only the beginning of a series of cost-saving product releases that await the staffing industry in 2009. “Whether it be paper timecards, background checks or job board interactions, TempWorks intends to leverage staffing software to remove inefficiency and paper processes wherever they may exist amongst our customer base,” concludes TempWorks President, David Dourgarian.

Finding the Right HR Software

Tuesday, July 15th, 2008

Good hiring managers know that the problem of filling a staff vacancy is not necessarily over once a new employee is chosen. Talented individuals can be not only difficult to find but also hard to keep. Because of this, retention is a big concerns for human resource departments.

A 2007 study found that one-third of employers lose 10 to 25 percent of their new hires with in the first year. Another one-tenth of businesses experience the same problem with 25 to 50 percent of new employees within the same time period.

Since companies lose time and money on training employees that decide to leave soon after, HR software provide Nobscot has created an automated new hire survey system, FirstDays, designed to assist in reducing new staff members departures. FirstDays helps to determine organizational weaknesses in recruitment practices by providing customizable surveys for both employees and supervisors and point-and-click reporting tools.

Together these features uncover problems that lead to retention trouble such as inaccuracies in job descriptions as explained during employment interviews, unfriendly co-workers, weak communication and failure in conveying company
goals.

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Recruiting More People Or The Right People

Friday, July 11th, 2008

Recruitment strategies are ever-changing and today’s world of technology offers a variety of options for people searching for job postings, and for employers searching for people! In an economy where there are more people seeking a particular job than in the past, employers are looking for ways to discern the best candidates and making hiring decisions for the long-term. They have the luxury of evaluating a broader based of highly qualified candidates today than in recent years past.

But are professional recruiters leaving the best candidates standing at the door?

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Employee Verifications, Illinois-Style

Tuesday, April 29th, 2008

Illinois employers could soon be the federal government’s E-Verify and other online employee verification systems to check into the legal status of those they are considering hiring.

Recently a unanimous state senate vote passed Senate Bill 1878, which stands to lift the prior year’s ban on using these programs. The repeal bill states directly that businesses are no longer “prohibited” from using these employee verification systems. Now they are only “discouraged” from doing so until the kinks in the E-Verify are worked out and the program is functioning at a 99 percent accuracy rate. Some believe this to be a response to a federal lawsuit filed last summer by the U.S. Department of Homeland Security.

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What recruiters wish jobseekers knew about what jobseekers wish recruiters knew…

Friday, January 19th, 2007

So was that title confusing enough? Jason Alba makes some very thoughtful points about follow-up from recruiters and what expectations everyone should have of each other during the process. The commenters make some excellent counter-points as well.

The thing that struck me as I was reading through the whole thing is this idea that returning a phone call or email is a “basic courtesy” and that when it doesn’t happen, someone isn’t getting something they’re entitled to. While I agree that returning phone calls and emails is a nice, even courteous thing to do, I find myself disagreeing very strongly that a response to an unsolicited phone call or email is actually all that basic a courtesy to which everyone is entitled.

I mean, think about it. Do you return the call of every telemarketer or sales person who leaves a message in your voicemail? I know you don’t respond to every unsolicited email you get. We all- jobseeker, recruiter, and everyone else- return calls when we think that doing so is a good use of our time. That’s not rude; it’s just practical.

That’s not to say that we’ll only return calls in order to directly and immediately benefit ourselves (although that’s certainly how some people return messages), it’s just that we all make choices about how to respond to phone calls and emails in the way that makes the most sense for our personal priorities, whatever those may be.

So how can you give yourself the best chance of being a caller/emailer that’s on the priority list if you’ve never worked with me before? Here are a few tips that will help you get on my personal priority list. I suspect these tips will help you with other recruiters, too:

- Give me complete information. I get random messages all the time from people whose voicemail just says, “My name is John Smith. I’m looking for a job. My telephone number is 555-1212.” I have a very specialized recruiting practice, so the simple fact that you’re looking for a job doesn’t actually help me all that much. All that message does is tell me that you’re a poor communicator. It’s not the way to get a call back from me. “My name is John Smith, and I’m a [web designer/plumber/forklift driver/salesperson] looking for a new job. My number is…” will increase your chances of getting a call back from me, even if what you do isn’t what I do. Maybe I happen to know someone who needs forklift drivers.

- Make sure that I can actually get your contact information from the message. That means you should repeat the number, slowly and clearly, at least twice, and spread it out in a couple of places in the message. If I have to sit there and puzzle out whether you said “five” or “nine,” you’re probably not getting a call back. This goes double if you’re calling from a cell phone, which have a tendency to cut out right at a critical moment, like while you’re leaving me your number.

- Tell me who/what referred you. People referred to me by a colleague or friend will always get their calls returned faster. Even if you’re calling because you heard my company’s ad on the radio, I’m still more likely to call you back than if you hadn’t told me that. After all, I’ve heard those ads too, and I know what kind of response they’re supposed to elicit. If you call me based on those ads, I’ve got at least an educated guess about how I can help you.

- Be articulate and use proper English. The person who sends me an unsolicited resume with “hi i was told send my resume to you” isn’t getting a response. Sorry. I don’t have to have perfect comma usage from everyone, and I can certainly be understanding about English not being your first language, but if English is your native language, there’s no excuse for not using complete sentences.

One other thing, while we’re on the topic of priorities. While I do need to talk to job seekers in order to fill my open jobs and in that way our priorities are aligned, your job search is never going to be as high priority to ME as it is to YOU. After all, it’s your paycheck at stake, not mine. I have to develop a candidate pool in order to be successful in the long term, but as others have correctly stated, my immediate priority is the jobs on my desk, while your immediate priority is getting a job for YOU. So if you aren’t hearing back from me right away, by all means call again. If your call doesn’t mesh with my priorities one day, it might a week later, but by then I might be working on so much other stuff that I don’t remember your call. So try a couple of times before giving up on a recruiter- we generally try at least a couple of times before giving up on a candidate, after all.