Sendouts Recruiting Software Blog

Sourcing New Ways to Source

In order to become a magnet for top talent, staffing and recruiting expert Barb Bruno says it is important to find at least one new way to source per quarter.

Barb reminds recruiters that the lack of top talent is actually a good thing. After all, if it was simple for clients to find top talent, they wouldn't need recruiters.

Recruiters should take Barb's advice. The good news is, it shouldn't be too challenging of a task. The industry has more available sourcing tools than ever. The biggest challenge with sourcing is knowing when and how to use the available tools. Use name generating software like Broadlook or TalentHook to quickly generate current titles, companies, e-mail addresses and phone numbers. For more network-based sourcing, most recruiters are using online social and business networking sites.

As recruiters embark on sourcing expeditions, they should keep in mind that more sourcing means more candidate information. They'll need systems in place to manage the information overload. An Applicant Tracking System (ATS) with advanced sourcing tools will import resumes in real-time from Internet job boards and social networking sites into a recruiter's database.

Take Barb's advice, and remember to stay organized along the way. Using Barb's words, "Become a magnet for talent."

Got WOW Customer Experience?

I was on my way to a conference in Las Vegas sitting on the airplane, (I know what you are thinking really rough job, right?) and in a snap I remembered why I fly Southwest Airlines. The free peanuts? Nope. The unassigned seats? Nope.  The fact that they fly only one type of airplane to keep their costs down? Nope. All these things are great reasons why Southwest airlines is the airline of choice for people nationwide. But for me it’s all about the people and their commitment to the customer experience. Let me give you an example;  Just a week earlier I flew out to South Carolina on an airline I won’t mention.  They were running late and as soon as I stepped on the plane a flight attendant TOLD me : ”Sir, can you please move you are in my way!” and asked if I could please sit down, that I was holding things up. I sat down, shut up, and behaved myself the rest of the flight.

Fast forward just one week where David Holmes our flight attendant welcomed us in a nontraditional way asking us to participate in a rap. That’s right a rap! The entire plane stomped and clapped as he rapped the normal boring announcements,  you know the ones that normally put you in a coma and make you feel as if the person on the other end of the mic is getting tortured. Here he is brining it home:

An ATS IS A Recruiter's Personal Assistant

As a recruiter, your daily tickler looks insurmountable. From sourcing and interviewing candidates, to coordinating assessments, to determining and negotiating offers, you wear many hats. Unfortunately, those tasks are just the tip of the iceberg. Not only do you have a zillion tasks to accomplish, but you have to do it better than your competition.

A recent article for the Fordyce Letter Online explained how the right Applicant Tracking System (ATS) can help you manage your day. The article highlights the top 10 features recruiters should look for in an ATS.

When it comes to choosing an ATS, the primary point is to help recruiters focus on what they do best -- filling jobs with the right candidates.The right ATS will be your best friend and biggest asset. The wrong ATS could be a major liability. With the right system in place, recruiters will have a streamlined workflow and increased productivity and revenue.

After checking out Don's "Top 10"  list, see how recruitment expert Lou Adler evaluates ATS performance. Adler includes an actual "test," albeit brief, so recruiters can see exactly how their ATS measures up. In addition, Adler points out:

A good ATS, properly implemented and used correctly, will significantly enhance a company's ability to hire more top employees. The cost of missing a great hire because of inefficiences in the recruitment process is just as costly as making a bad hire.