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The Link Between Applicant Tracking Systems And Social Media

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Today our generation, especially GEN Y are enthralled with social media
For employers it is crucial to be connected to those tools to really grow as a company and show what your brand has to offer to current and prospective job seekers. You want to ensure that you are targeting the market, or demographic for each specific job so you can use these social media tools to align skill and top talent with the applicable job.
So how can a strong applicant tracking promote their brand to ensure that high quality CV‘s are coming through their system?
you need to make sure that you are being consistent with your organizational  brand so that candidates that come through, know exactly what type of culture you harness. (Ex: If you are known to be green friendly, ensure that most communication with employee’s is done paperless). With that being said, updating status’ on twitter, attending networking events, and advertising for job’s on linked in will do wonders for your brand because you are getting out there and targeting all job seekers, and then the applicant tracking system is what is going to filter to you the strongest candidates out of that group.
Let’s face it, people talk. When you are out there posting a job description for an IT job and perhaps the prospective employee isn’t educated in the IT field, however her husband is – she is going to go home that night and potentially tell him about that job, even though he is currently employed, that may pique his interest in which case he will end up checking out that job and potentially applying. So, there is always a few layers underneath that individual person who happens to glance at a job posting, that is why ensuring your brand is strong and you are staying connected in every aspect within the realm of social media is important. This will help applicant tracking system grow exponentially within the next decade because without attracting applicants, applicant tracking systems will eventually burn out.
When it comes to your career website, it is of the utmost importance that it is in alignment with your brand.
One way to make sure your applicant tracking system is in touch with your company’s brand would be customize your applicant tracking system to your career site so that this saves a lot of time and energy when it comes to the filtering aspect of the applicant tracking system. In essence, your tracking system would follow the career website.
At VidCruiter we are still looking for ways to become more innovative as possible. To learn more about us, please contact us today!
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Filed under applicant hiring system, Applicant Tracking System, HR best practices.

Is Interviewsoftware.com Directory a Scam?

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NOTICE TO FUTURE CLIENTS AND VIDEO INTERVIEW SOFTWARE VENDORS !

interviewingsoftware.com

Something happened to me this weekend and I just had to write about it. 

Some of you may have recently been approached by this directory http://interviewingsoftware.com/ about posting company information and clients lists for “reviews”.

There are lots of directories that I use and trust  such as:

These directories are used by millions of people around the world everyday.
However this weekend, doing my work and trying to contribute to a directory, I found that when I clicked on a link from an email I received from  Interviewsoftware.com (the “directory”) , to my surprise I was redirected to a competitor’s (VideoView) client survey. Why was this being  hosted on interviewingsoftware.com?

Either I am incredibly brilliant or somebody at interviewingsoftware.com was sleeping at the switch. They had me fooled for a second.

Since this great find of mine, it seems that I have awaken the neurons of interviewingsotfware.com because now it is almost impossible to track the relationship they have with VideoView.

What is discouraging about this whole thing is that next time I get a survey from an “independent directory” I will think twice about trusting them. It just hurts everyone. 

(see below images of survey etc…)

It doesn’t even stop there… This “directory” is asking us to trust them with confidential information by tendering through them. http://interviewingsoftware.com/video-interview-tender-award-assistance.html

How many of you have received a tender notification from this site to date? Let me guess, none. I know we haven’t….

One last thing, my fellow industry pioneers, how many of you have given them competitive information… ?

 How do we make sure this doesn’t happen again?

Sean Fahey 

CEO VidCruiter

 

 

This is the email I received:

 video interviewing software

 Which asked me to sign up to a survey from

VideoView. Notice the URL in the survey.

Why is this directory associated with a

company?

Then I received this email back:

 

 

Which sent me to this survey:

(notice the URL’s again)

 

videoview survey scam


 

 

Filed under Uncategorized.

Artificial Intelligence – The New Brain Of Recruiting?

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Nowadays organizations are trying to do their part in being more economical in today’s workforce. For starters - job sharing. Instead of hiring more employees’s to tackle a job they distribute that job into equal parts among already employed individuals. This seems like a strategic and money saving method utilized to cut business costs, and use that money for other things that the corporation needs with their annual budget.

 

When it comes to recruiting software, we are still emerging in regards to different hiring software’s that can cut and costs on employers and hiring managers. Artificial Intelligence can help alleviate human resource managers and recruiters from the tedious tasks of the interviewing, selecting, and screening process. In a world where monetary success hinges on trying to be as strategic and timely and possible – Artificial Intelligence is a huge breakthrough.

 

In order for AI to be successful in recruitment we will need to streamline the questions the needs and the requirements of the position so that the selection process can be as seamless as possible. How can computer software help recruiter’s select the best candidate? In the early days of AI research, they studied how different algorithms could be used to help interpret various decisions that didn’t have definite answers. Researchers were able to figure out why some decisions were better than other’s using different calculations to make important choices – such as hiring the right fit for the job.

 

AI in the last 20 or so years, has gained the power to be able to distinguish between good not so good and bad when it came to various resolutions using what was called an “embodied agent”. AI continuously studied the neural net that mimics the human brain, which controls various reasoning and thought processes in order to make a sound decision which is Integral in order to get the best candidate for the position.

 

As of today AI is still not able to tell us who is excellent and when that day happens I think we will see a revolution in recruiting. At VidCruiter we continue to monitor the world of AI so that when that day comes we will be the first to offer this product. As with all other innovations we built we continue to innovate in all aspects of what we do and this core value will also apply in the field of AI for recruiting.

 

To learn more about how our recruitment system can save you time and money, while ensuring you get the best hires contact us today!

 

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Filed under applicant hiring system, HR best practices, online job interview video software, talent acquisition.

Online Recruitment Myths

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Overcoming the lies and wrong expectations of online hiring

There are many online recruitment myths that are blindly leading many organizations to hiring over the Internet. This is often the reason why online hiring is making it worse for some organizations to source people. They are doing it for the wrong reasons and with the wrong process. This article will try to dispel the top three common myths about online hiring and how can you steer clear from the false claims and misguided “advantages” of online recruitment.

Online recruitment works all the time

The belief that online hiring works best all the time is not true. It must be done right first of all for it to provide great results for hiring organizations. How can you do it right? First you have to understand your human capitalization needs and how your organization actually operates. There are different ways in getting into online hiring and your success with it depends on how well you align this hiring outlet to the direction of your company, as far as hiring is concerned. Is the organization seeking to expand in international markets? It is now more prepared to work with a more diverse workforce? Is it now opening to telecommuting? These operational questions can have direct bearing to how online recruitment can be applied to the overall recruitment and selection process of your organization.

Online recruitment is simpler

In many ways it is simpler but if you are not careful the result can be the exact opposite. Many organizations go for the hit and miss approach to the demise of the entirety of their online hiring campaign. Ideally online hiring should be done right the first time. Screwing it up once can have serious repercussions in the future knowing that online hiring is experiential in nature. If you use the wrong technologies or the inappropriate systems you could end up with a very slow hiring process with multiple bottlenecks along its length. This can easily turn off applicants and with the Internet a closely knit network, news can spread around. This is the last thing you want in the midst of your online recruitment. You must be able to provide the right online hiring system. Without this you can complicate further the way you source and pool people.

There is a learning curve in online hiring. It is best to know as much about it before diving into it head first. Research for the right complimenting technologies, understand the online job market, tap into online recruiting tools that match the way you operate your business, and make sure that you do not rush things. Test the waters, assess your recruitment performance always, and understand that online hiring is an advantage only if you use it right.

Online hiring can do all things

Online hiring is not a recruitment panacea. It will never cure your hiring bottlenecks overnight. It is just one of the things you can pursue in recruitment that can improve the way you process applicants. And if you try hard enough to refine your online hiring measures you might just make your hiring success significant enough, a far cry to your present negative slide in hiring. Online hiring can give you opportunities to tap into ideal technological tools that can give you real time information on your sourcing and pooling activities, or give you the ability to source out resumes of the talents you are looking for at any given time. These online technologies can improve your reach and accuracy in listing down possible candidates for your job openings therefore giving you more hiring options.

 
Learn more about how you can improve your hiring by requesting a product demonstration of out remarkable applicant tracking system today!

 

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Filed under applicant hiring system, HR best practices, talent acquisition, video interview platform, video interviewing.

Winning The War For Talent Through Employer Branding

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Why employee branding is key in better hires

The war for talent will only get more fierce tomorrow so the best time to face the challenge is now. How can you act on the global struggle for better human capitalization? The first thing you need to sell is your organization not just individual jobs. Job applicants today know more about what they want and this is not confined to the functions and designations they want to serve in, but also to the very organization that they want to work for. Employment branding communicates to the job applicants and tells them more about its business, its social and economic significance, what it wish to become and achieve in the future, and what it has to offer to the people that work for it (above and beyond compensation and benefits). Letting job seekers know more about you as an organization builds up a stronger campaign to convince them to finally apply for a job and join your company.

Communicate the difference

Within a certain industry there can be very minimal differentiation of products, services, even salary offers. But what if you can meet job expectations better by telling people who you are and why your customers love you? This can easily align with talent prospects’ feelings towards your brand and associate it with their personal definition of a “perfect” organization. When you achieve this brand applicants will become a very specific pool of talent, determined by who you are in the industry. This makes them the best people to hire and can propel your business to the next level.

Be true to your brand

Differentiation is not all there is. The integrity of your unique brand identity (or proposition for that matter) is as important as the most expensive ad campaign you can afford. In the end, to use employer branding for your recruitment it must stand close, be comprehensive,and have realistic scrutiny of your activities, processes, and internal policies. This makes up that image to job seekers and the circulating stories of what you say you are, what people think you are, and what people know really know about you. If you fall from being true to your branding claims then this can bury you alive and make the whole branding intervention a waste.

Nurture your brand

While it is true that employer branding comes from customer perception, it is also true that branding can be strengthened and nurtured, taken care of, and maximized. How can you actually do this? This is done by being aware of people’s perception about your brand. You can then capitalize on the things that are real and true to you internally. This makes alignment easier steering you from unclear, confusing, and sometimes contradicting claims of who you are. If you are not sold out to your own brand, then you also have a very weak brand proposition to your customers and job seekers. And this can put you in a fatal ground as far as the war for talent is concerned.

 

Ask us about a free trial of the top online hiring system on the market and find out how we can help you improve the way applicants view your company’s branding today!

 

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Filed under applicant hiring system, applicant recruiting system, HR best practices, talent acquisition.

The Rise Of Training Expenses

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Are rising training costs worth it in the end?

Training and development is one of the most important facets in talent management. It focuses on improving what the organization already has in terms of it’s human capital. Because businesses change and work systems are innovated all the time to meet the demands of customers, it is important for organizations to continually improve how they do things. This is the secret to sustaining the quality of its human capital. Without training it is very easy to fall back in the race for business supremacy. The lack of it can even mean stunted professional growth for employees. Today it is not enough
to get the best talents out there. They need to be developed to ensure optimum performance. This necessity is what pushes training expenses up to the ceiling.

The need to learn is not a matter of choice

The need to train people is no longer just a choice. Organizations need to train its people year in and year out. There is no other way to sustain the momentum a business is enjoying but by engaging in training programs that are designed to hone better the people that makes the company functional and profitable. This need is expensive. Companies spend billions of dollars a year all over the world to train its people and this will only increase as business gets more competitive every year. The key here is maximizing every program to the point that it has good ROI. Through careful training needs analysis and a sound evaluation and follow-through program, the training program can provide returns that dwarf the investment for it. Quality training is the only way to justify its high costs.

The volume of things to be learned is increasing

Training costs are going up because the business world and the economy itself are driven by knowledge and information. People who are not trained to handle built-in technological tools in their daily tasks, for example, can be very inefficient and unproductive. This gap in learning can also affect the worker’s confidence to do the job resulting to low morale. This can affect performance and the quality of the worker’s deliverables. A simple training to get them up to date with the tools of the trade is enough to get him in sync with the demands of his job.

The need to update learning is necessary

The business landscape today can be summed up in 2 words – change and fast. Innovation that is injected to the way people work is delivered in blinding speed. Organizations that could not keep up are seen to be seriously affected as far as business competitiveness is concerned. Training is needed to keep people abreast with the latest changes and keep them working on a high level. The content of the training people went through 6 months or a year ago can prove to be obsolete today. Updating learning inputs is pushing training costs up – but it also present the organization an opportunity to seize competitive advantage. The choice is simple. Train or vanish.

Ask us about a free trial of the top online hiring system on the market and find out how we can help you save money on your training costs.

 

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Filed under HR best practices, talent acquisition, Video recruitment, video training system.

The Secrets To Facilitating Interviews

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The ways you can interview convincingly

Facilitating interviews is not just asking questions and listing down the answers. It is about optimized
assessment of a job applicant, giving you, the recruiter, a solid grasp of the person you are about to hire.
The burden of interviewing in corporate hiring and selection is indeed great as it is often seen as the
last chance of ensuring the hire is worth the investment. Here are some secrets to facilitating fruitful
interviews.

Come prepared

Do not treat individual interview sessions the same and equal with the others that you have done for
the day. Never forget to read the resume of the applicants you will be talking to for the day. Take time
in learning about the applicants’ professional record, their transition from job to job, their strengths, the
contribution they made in their past jobs, and more. Also do not forget to investigate the background of
each candidate as this can help you interact with them better as you start asking them your questions.
Knowing details of the applicant’s professional run can also enable you to formulate a sound interview
plan. Why is this necessary? This can help you clear out inputs in the resume and details that might
seem out of place. You can also try piecing up the puzzle of an applicant’s professional inclinations giving
you more jump boards in directing questions, forming impromptu inquiries that can help you assess the
applicant better.

Be the embodiment of the employer brand of your organization

You have to understand your role as a recruiter of your organization. In the eyes of the applicant you are
the organization you represent so it helps that you mind your words and professional ethics. Also think
about the impressions you are sending out to the applicants. Are you dressed up accordingly? Is your
grooming enough to portray the right image to the applicant? How professional you look can directly
reflect on the level of professionalism the organization expects from its employees. Also invoke values
and principles that the organization hold dear as far as its employee branding is concerned. Whether
you like it or not your punctuality is already a reflection of your corporate brand.

Engage the job applicants

Do not just keep on firing questions that can end in rapid succession giving you nothing but superficial
facts. You need more than that if you want to interview people the best way possible. Do not forget to
be pleasant, to be a good conversationalist as this can win trust and builds rapport. This is the best way
to really know not just an applicant for a job, but a person, who you might be hiring the next day. By
engaging applicants you also get to have a feel for their real personality, not the façade that they try to
put up just to get through the interview and bag the job. In a time when job fit and organizational fit is
important, you need to have a deeper understanding of the person sitting in front of you. Remember
that he or she will be working in the organization for a long time.

Ask us about a free trial of the top online hiring system on the market today!

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Filed under applicant hiring system, talent acquisition, Uncategorized, video interview platform, video interviewing.

Simplifying The Reference Check Process

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Get reference information fast and easy today!

Reference checks are innately time consuming and can even be a recruitment bottleneck if not managed well. Simplifying it can do a lot for your hiring, speeding up your applicant screening processes and give you a more holistic assessment tool that is both reliable and very effective. Confirming the claims people write in their resumes is not only assuring honesty or integrity, it is also a necessary check of competence that will eventually affect the talent pool you have within your organization. By simply calling referees and talking to them about an applicant’s employment history, you gain a better understanding of a candidate’s professional bearing. This will enable you to decide better to hire him or not. This too can affect the future of your company’s business as the human capital sits on the very center of organizational growth. How can you actually simplify the way you confirm references? You start with people and then focus your attention to the process.

What about people?

You simply look at an applicant’s references and decide if these are ideal referees. It is important for you to understand that personal references (parent, cousin, family friend with no professional ties with the applicant) are not ideal referees. They can give you very limited professional inputs about the job applicant not to mention the biases that they have affecting the reliability of their answers. Personal references are only allowed when the applicant does not have any professional experience. Referees must also be aware that they are a reference for someone’s application. This is why it is important to talk to referees initially before the actual interview. You can confirm availability, schedules, and ensure awareness that he or she is a reference person for someone. By understanding “people matters” in the reference checking process you can develop a more systematic way to go over confirmations. You can initiate procedures that anticipate people concerns and address common issues before you really have to deal with these things, which is when a simple reference check becomes a hiring process liability.

What about processes?

Where do you position reference checks? Is it early on the selection process or right at the very end? How will it actually affect an application? Can the information gained from these reference confirmations affect your decision to hire or not? How is the assessment from the reference check integrated into the whole recruitment process? These questions are very important in streamlining the process of reference checks. It can strategically change the way you handle references and the information they provide. This can then be a basis in simplifying the reference check protocols and the whole hiring process. This can also give you a vantage point when and where to use applicable technologies in checking references.

What about reference check technologies?

There are online reference checking platforms today that you can tap to post your questions for the reference check. You simply provide referees access to the platform, give them the ability to remotely answer the queries when they want to, where they want to.

Ask us about a free trial of the top online reference checking system on the market today! Automated reference checking works and it can make all the difference for you today.

 

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Filed under applicant hiring system, Automated Reference Checking, HR best practices, talent acquisition, Uncategorized.

Winning An Interview

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What you can do to better your odds for a job

Winning an interview is actually winning a job where you can thrive and grow professionally. How can you do that? There are a hundred ways you can better your odds of winning an interview but only a few can actually land you a job that you are naturally inclined to. Besides, what good is a job if you are having problems to perform best its tasks? A good job fit is indeed an integral part in employment.Here are some of the key ways you can ensure that you both win an interview and a job which you can excel in.

Complete grasp of your resume inputs

Always take time to internalize what you have written in your resume. Exacting recruiters know your resume inside out and they usually have a copy in their hands when they are interviewing you. Be sure you can recall what you put in there including the dates, your transition from one job to the next, your key accomplishments from each designation you held in the past.

Compelling professional story

To win an interview you must have a very good professional “run”, a convincing track record of your field of specialty. How can you actually achieve this? First of all you need to be able to convey your key professional decisions and how this proved to be advantageous to your previous employer/s. You simply help the interviewer piece up your work experience in such a way that he or she can have a good hold of your employment past and enough for him to visualize your employment future. A resume cannot do this on its own and it is up to you to carefully tell your story through the answers you provide to the interviewer. Your story will be assessed in relation to the job you wish to fill so be sure each input you provide in your story adds all up in such a way that recruiters can see your future performance and how you can positively contribute to the business of the company.

Show confidence

Confidence in the way you speak and answer questions can tell recruiters a lot of things about you. First of all is that you are showing to recruiters that you are sure of yourself and you have the right attitude and bearing for the job. Nervousness can mean you are not convinced of yourself and that you have doubts how you performed professionally so far. Again it is all about impressions. Confidence comes naturally when you understand the job you are applying for and that you know you are the best man for it. In a very fierce job market you need to stand out and this is the best way to do just that.

Coming in prepared

You need to come in an interview mentally and physically prepared. Coming into an interview with only a few hours sleep can easily manifest itself in the quality of your responses and your ability to hold an engaging conversation. Having enough sleep also give you clarity of thought and a stable mood. You also need to come in appropriate attire. How you look and how you interact during the duration of the interview is a reflection of your level of professionalism. Remember that first impressions do last so make sure you come in to be unforgettable.

 

Ask us about a free trial of the top online hiring system on the market today!

 

 

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Filed under applicant tips, talent acquisition, Uncategorized, video interview platform, video interviewing.

Overcoming the Limitations of Online Hiring

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Exploiting online recruitment for your organization

There are many limitations to online hiring. Often times these limitations are used as reasons by many organizations not to engage fully in online recruitment. But this can also limit their reach and stop them from exploiting the full potential of e-recruitment for their organization. Overcoming limitations of hiring online can be a better approach compared to shunning online hiring altogether for its inherent weaknesses. The best time to hire online is now. Globalization is at its peak and international competition is a reality for both local and international brands. The global market is for everybody and the secret to winning the war on business is winning the war for talent first.

Lack of physical contact

Online hiring is known to have limited physical contact with job seekers and applicants. This can present a lot of problems – or so many organizations thought. Fortunately there are online technologies that can help with this. A good example is an online video interviewing platform that allows both recruiters and applicants to interact in real time. The limitation of contact is diminished and it is very possible to assess both words and actions of applicants like they are there in the same room. This answers the issue of physical contact while making sure that the interviewing process is free from scheduling strains. The impracticality of having an actual appointment with an applicant from Asia in the company’s recruitment office in the US is no longer necessary.  Recruiters are not handicapped to make accurate assessments even if the applicant is not within their reach, physically that is.

Overly wide coverage

One of online hiring’s biggest strength can also be its most serious liability. This is true in the case of Internet hiring’s global reach. Yes, talents from all over the world can now be reached but how can they all be processed in time? A wider hiring net demands a wider capacity to process individual applicants. Doing it the usual way could never cut it. The wider reach can automatically mean a more expensive hiring process as more recruiters would be needed to screen resumes, weed out qualified candidates, and schedule and facilitate interviews with each of the short listed applicants. This can simply be a logistical concern that can overwhelm a conventional hiring team. Again there are technological solutions that can help with this situation. One of which is the applicant tracking system. This software or sometimes software-as-a-service helps organizations manage its recruitment efforts from posting jobs to accepting applications, and scheduling interviews. This can lighten the burden of recruiters and enable them to launch mass hiring without breaking a sweat.

Overcrowded technological solutions

Online hiring can be technologically overwhelming. While technology is an integral part of its efficiency and accuracy, it can also present to be a problem without the proper understanding of one’s hiring process. Without this foreknowledge it would be difficult to find the right technologies that can complement the organization’s foray into online hiring. Technology can only be an asset when it aligns perfectly to the way an organization source and pool talents online.

 

Ask us about a free trial of the top online hiring system on the market today!

 

 

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Filed under applicant hiring system, HR best practices, online job interview video software, talent acquisition, Uncategorized.