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Google Is On The Verge Of Shaking Up The Recruitment Industry

July 20th, 2017 | Posted by ATS in Google | Machine Learning | Recruitment Software - (Comments Off on Google Is On The Verge Of Shaking Up The Recruitment Industry)

When Google announced it was entering the recruitment space, some wondered why? A behemoth like Google would have done its due diligence before deciding to use its power to offer job seekers and employers alike a difference choice.

 

Google Is On The Verge Of Shaking Up The Recruitment Industry

In her article,  for HR Dive, titled Google for Jobs now open to site owners and job seekers Valerie Bolden-Barrett writes in part;

“Google for Jobs is a potential game-changer for employers and job seekers that stands to revolutionize recruiting. Right now, the new search largely pulls from major recruiting websites to formulate search results — but this new behavior could change how the big job boards work. They were already keeping an eye on changing behaviors from applicants that opted for mobile capabilities. Google could further disrupt the marketplace.

Much like LinkedIn and Glassdoor, which forced employers to reconsider external channels of input, Google for Jobs could herald changes in recruitment strategy. Google’s use of AI and machine-learning in the process is nothing less than what’s expected of an innovative high-tech company, and is largely in-line with what experts predicted for online recruiting going forward.”

It has also been reported that the new job search engine will have filters to narrow down jobs. For example, a candidate can sort by full-time or part-time, the job titles, category and posting date. And, that Google will also add a filter for commute times, so candidates do not have to apply for dream positions that require sitting in traffic for two hours.

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Recruitment Software And The Challenges It Presents For Job Seekers

June 9th, 2016 | Posted by Apex Time Solutions in Payroll | Talent Management | Time and Attendance System | Workforce Management Software | Workforce Management Solutions - (Comments Off on Recruitment Software And The Challenges It Presents For Job Seekers)

We, at ATS are users of recruitment software and, over they years, have had feedback from applicants, who have used application tracking systems to apply for various positions. Some have lamented about the inherent difficulties they have faced when sending their resumes through these systems, in the hope that it will somehow get to the top of the pile and/or noticed by the HR manager. A recent post by Lynda Spiegel for The Wall Street Journal titled “How Job Seekers Can Get Around Flaws in Hiring Software” might be the antidote that some job seekers need when navigating through the algorithmic world of recruitment software. She writes in part;

“Job hunting may be the one of the few instances where technology doesn’t improve our lives. That’s because most companies use Applicant Tracking System (ATS) software to parse the resumes they receive. This helps recruiters by simplifying the task of assessing resumes. But research indicates that the ATS rejects a startling 75% of resumes because of formatting, insufficient use of relevant keywords and other criteria that have nothing to do with candidate qualifications.”

In a tight job market, a 75% rejection rate will not be a comfort to many job seekers. However, Lynda Spiegel article provides some helpful tips, that might help combat the rejection rate. These tips include:

  • “Job seekers should avoid fancy resume formats because interpreting lines and boxes can flummox ATS software. A contemporary sans serif font and a pop of color for the headings is all that’s needed for the document to be ATS-friendly and still visually attractive for a human recruiter, if it gets that far.”
  • “Despite what many job seekers have heard, they shouldn’t upload a PDF resume; while ATS is getting better at reading PDFs, they don’t always process them well.”
  • “Job seekers should keep headings simple, such as Summary of Qualifications, Experience, Education, Achievements.”

Recruitment Software And The Challenges It Presents For Job Seekers

When using any software, whether it’s time and attendance, ERP, HR, payroll and or in this case, recruitment software, companies should ensure that their vendors, tailor the solution to suit their business requirements. For example, if the recruitment software is configured in accordance, to the type of candidates that a company is looking for, perhaps the rejection rates will decrease. In the end, however, it will require some initiative on the part of the job seeker to make sure their resume get noticed.

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Still Stuck In The 80s? Well, It’s Time To Move To The Cloud

June 2nd, 2015 | Posted by Apex Time Solutions in Cloud Based Time Management Solution | Collective Bargaining | Employee Time and Attendance | Employee Time Tracking | Time and Attendance Blog, Workforce Management Software - (Comments Off on Still Stuck In The 80s? Well, It’s Time To Move To The Cloud)

Ah yes, the 80s were all about John Hughes movies, big cell phones, white computer monitors, ripped jeans and the list goes on. Some have argued it was the one of the best eras ever and times were much simpler. And, while this may be true for some things using that old white computer with dos-based software will not cut it in today’s digital era.

For those companies still struggling to grasp the concept of the cloud or why it has such staying power here is a synopsis of a report from a research giant Forrester that reads in part; “Public cloud services continue to drive big changes in the markets for software, hardware, and IT outsourcing, while providing a foundation for age of the customer innovations. How much and when will cloud transform these markets? In this research, we project that the public cloud market will reach $191 billion by 2020, from 2013’s total of $58 billion.”

Still Stuck In The 80s? Well, It's Time To Move To The Cloud

If your company is using a time and attendance solution that is no longer meeting your needs, or worst, is part of the 80s type of technology, here are three reasons to switch to ATS cloud-based solution:

Ease-of-Use, Flexibility and Mobility
One of the largest benefits of moving employee time and attendance in the cloud is the ability to access real-time information from any tablet, PC or mobile device, anywhere, at any time. The adoption of ATS cloud-based time and attendance solution empowers CEOs, CFOs, Payroll and HR managers, by giving them more flexibility to access on-the-spot information.

Rapid Deployment
Who has time to spend on a 12 month software deployment? Unless your company has multiple locations, several collective bargaining agreements, multiple work and payroll rules, and perhaps in excess of 1000 employees spread across various jurisdictions- there is really no reason for long implementation, reminiscent of 15 years ago. And, in this era of cloud computing, it is easy to deploy an ATS cloud-based time and attendance seamlessly and efficiently. ATS cloud-based time and attendance solutions are designed to integrate with every payroll, HR, ERP, Recruitment and CRM application.

Lower Cost and Better Collaboration
At the outset the most obvious benefit in adopting an ATS cloud-based time and attendance is that it will provide business with significant savings. For example, your company no longer has to be concerned with purchasing a server on which to house software, or the use of your IT resources to manage the data. Managers can access the application, using any browser, from any workstation, or mobile device to view attendance, extrapolate data and review and respond to employee time-off requests.

So, is your company thinking about moving to a cloud based time and attendance? If so, it’s not too late. And, if you are a fan of some or everything 80s, you can listen to Def Leppard or AC/DC on your favorite device, while at the same time, access up-to-the minute business analytics on employee attendance.

To learn more about ATS time and attendance you can download a demo. You can also register for one of our monthly webinars, and to speak to an account executive, call us at 1.866.294.2467.

Still Stuck In The 80s? Well, It's Time To Move To The Cloud

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Spotting The Right Talent: A Bit Of Luck, Art, Science Or A Little Bit of All Three?

October 8th, 2014 | Posted by Apex Time Solutions in Business Software Automation | Talent Management | Time and Attendance Blog, Workforce Management Software - (Comments Off on Spotting The Right Talent: A Bit Of Luck, Art, Science Or A Little Bit of All Three?)

Hiring the right talent has morphed into a multibillion dollar industry with software tools that can decipher key words in seconds, that relates to a particular job and an array of skill-sets. It seems however; the more sophisticated the hiring tool, the harder it is to find the right candidates. As with most software tools, using simple key words, albeit, some of your industry’s terminology will likely yield some results in attracting the right candidate.

In an article authored by Claudio Fernández-Aráoz and published by Harvard Business Review states in part, “A few years ago, I was asked to help find a new CEO for a family-owned electronics retailer that wanted to professionalize its management and expand its operations. I worked closely with the outgoing chief executive and the board to pinpoint the relevant competencies for the job and then seek out and assess candidates. The man we hired had all the right credentials: He’d attended top professional schools and worked for some of the best organizations in the industry, and he was a successful country manager in one of the world’s most admired companies. Even more important, he’d scored above the target level for each of the competencies we’d identified. But none of that mattered. Despite his impressive background and great fit, he could not adjust to the massive technological, competitive, and regulatory changes occurring in the market at the time. Following three years of lackluster performance, he was asked to leave.”

Sometimes spotting the right talent is hard, even if you are armed some of the best tools on the market. Some companies use an internal process that include; having existing employees’ interview potential candidates. Their rationale is that if a candidate can mesh personally with their future potential co-worker, chances are they will be a good fit. The process of hiring talent is a complicated one and some companies, like Amazon’s rigorous hiring practices take it to a whole new level.

The best approach to hiring the right talent might simply mean trying different approaches and finding one that fits your corporate culture as oppose to following the herd mentality. Some companies use social media sites like Facebook, LinkedIn and/or Twitter to attract candidates.  Others, meanwhile, use recruitment software and mixture of posting vacancies on their website and asking internal employees for referrals. Whatever your strategy, stick to practices that works best for your company while keeping an open mind to different ways in the process of hiring talent.

Spotting The Right Talent: A Bit Of Luck, Art, Science Or A Little Bit of All Three?

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