We’re always looking for ways to share information with with our customers, contacts and folks that are interested in learning more about our company and our smart, easy-to-use applicant tracking software. And, recently, we’ve keenly interested in the social media space as we’re designing Newton’s social recruiting strategy (yes, it’s coming and it’s going to be sweet). So, we figured it would be fitting to develop a strong presence on Google+. Please “like” our Newton Software Google+ page or add us to one of your circles.
1. HR and Recruiting professionals need to be the Chief Marketing Officers for jobs.
Write concise, narrative job descriptions that tell the story about the position. Some employers are still inclined to advertise job requisitions designed to screen candidates by listing every skill, requirement and degree imaginable. It’s time to get more scientific and strategic about job advertisements. Put emphasis on the word “advertisement” and tell your story. Avoid the obligatory laundry list and get higher click through rates. That’s right, make your job ads interesting and more people will read them.
2. Emphasize unique qualities that show you appreciate employees.
Tell applicants what makes your company a great place to work. Free flowing artisan coffee and all you can eat snacks are nice. Gaming areas and nap rooms fine too but in many circles, these “perks” aren’t really that unique and furthermore, they aren’t things professionals look for in a job. It’s time to tell applicants about the meaningful things that you do well. Maybe it’s an education stipend, some sort of special training, great benefits or simply flexible hours. The key is to share the unique and valuable qualities that let applicants know that you care about all of your employees. Above all, job seekers want to know that they will be treated well, compensated fairly and appreciated. Tell them.
3. Make the transaction easier.
Creating a cumbersome application process is restrictive and ineffective. For example, requiring applicants to create a user name and password to apply for a job not only presents a barrier but it also predicates that the applicant will come back and apply for other jobs, check on the status of their application or update their profile with new skills, degrees or certifications. They won’t. Very few companies have the brand equity to command this type of interaction with top applicants. People have too many other places to update their professional profiles these days to expect them to come back to visit your careers “portal”. And, while this may make me wildly unpopular with some of the HR crowd, when was the last time you hired someone that applied to 6 jobs at your company or came back to update their original profile, resume or application? Top applicants aren’t going to come back and “login” and they don’t knock twice.
4. Less is better.
Tailor your application process to capture the information that will allow you to assess applicants. In short, an online application behind a job ad is NOT a true application for employment. Employers shouldn’t ask for date of birth, social security number and other sensitive personally identifiable information (PII). Most applicants won’t provide that type of information. And, more importantly, why collect risky information from every applicant you receive knowing that you won’t even speak with 90% job posting respondents?
Ask for information that will allow you to better access applicants’ skills and experience to determine if they meet the minimum qualifications necessary to be successful for the job. And, remember, there’s still no better initial assessment tool than a resume.
Streamline you application process this year. The shorter your application process the better. Our research shows that every step added to the online application process diminishes completion rates. Use applicant tracking software to make your online application process leaner, smarter and faster.
5. Communicate with every applicant.
Whether an applicant is a go or a no, employers are obligated to communicate with every applicant. This is especially true for consumer brands, nonprofits and any other employer whose applicants can be their customers. The application process doesn’t end when the applicant clicks the submit button anymore. This isn’t 1990. We don’t have to send applicants a rejection letter via the USPS. A simple email goes a long way and there are applicant tracking tools available that make the entire communication process nearly effortless.
Aside from doing the right thing, employers that notify applicants about the status of their candidacy mitigate risks and protracted inefficiencies by reducing duplicate applications and follow up calls to HR and hiring managers. And, in our age of social media and the overall democratization of public sentiment, it doesn’t hurt to treat others like you’d want to be treated.
Newton Software’s Recruiting Software Blog was recently listed as one of the top 50 recruiting blogs on the web. Beyond content specifically related to our award-winning applicant tracking software, our blog is a great resource for people that want to stay on top of trends in the corporate recruiting space, HR Technology and more.
You’ve probably never seen a corporate advertisement that reads “We don’t do anything better than before – we simply stick to the status quo.” Innovative companies, especially in the multibillion dollar Human Resources software sector, often strive to set themselves apart from their competitors through new features, faster services, and lower prices.
However, this was not always the case for the giants in the HR Technology space. Over the course of the past two decades,these “old-world” companies have actually embraced the software status quo. For years, ‘sticking with what works’ made sense, as these companies pulled in billions of dollars in profit every year from selling the same old ‘boxed’ software packages while charging for periodic upgrades, maintenance and deriving the bulk of their revenue and profit from services.
Today, these big software companies are really starting to pay the price for sticking with the status quo for too long. They are scrambling to catch up with both nimble startups and open minded corporations that have embraced new technologies and ways of doing business; most notably they’ve welcomed cloud computing from the very beginning.
Wharton recently published an article that provided some interesting cases of cloud computing chipping away at traditional software business models. From knowledge@wharton: “For example, Forrester calculated that Microsoft’s Exchange e-mail program will cost a company with 5,000 employees $28.22 a month for each user. By comparison, Google’s fully loaded corporate suite — including Gmail, calendar and productivity applications, along with technical support — for a company with 5,000 users will cost $8.59 a month for each user.”
The article also highlights the disruptive changes that cloud computing has brought to the various other corners of the software industry; including consumer productivity software, business services software, and video gaming software. In each of these sectors, the traditional models of selling ‘boxed’ software and charging for upgrades has slowly been eroded by ‘Software as a Service’ models that instead focus on monthly fees void of any long term contracts. Companies like Sonar 6 and Bamboo HR are offering customers #HRtech products that exist entirely in the cloud – making access as simple as signing up online.
Another software sector that has been drastically shaped by cloud computing and SaaS pricing structures is recruiting software. The days of a company needing to ‘unbox’ a recruiting software suite and install the program on every computer and server in the company are long gone. The days of having a company ‘tech guy’ walk downstairs and troubleshoot local server-side glitches are over. There are very few companies, if any, that continue to push the innovation envelope in the world on on-premise software.
Businesses now are able to utilize applicant tracking software that exists entirely in the cloud – including communication tools, customer service, data analytics and instant updates. Newton Software is proud to be the company that pioneered cloud-based applicant tracking software, having fully embraced a new age of delivering hiring technology from the very beginning.
Only recently have the corporations of old realized the importance of cloud computing – they’ve started rapidly buying up smaller companies and establishing their own cloud based applications. However, they may be too slow to catch up. Today’s world of software, one where online applications are easily accessed by anyone, is no longer about over-inundating a market and establishing a customer ‘choke hold.’ It’s about adapting to customer and providing the best possible solution for a specific niche.