- Veteran hiring
- Recruitment trends
- Disruptions in HR technology
To read this month’s issue, click here.
ABOUT THE WEBCAST
Today’s job seekers have interacted with technology for most of their lives – impacting their expectations for how they work and how they look for jobs.
Millennials in particular are more connected to technology than all previous generations.
Join us for an exciting and educational webinar featuring Vice President Shannon Seery Gude as she explains the 5 do’s and don’ts of recruiting today’s savvy digital job seeker, while answering the questions:
- How do they find jobs?
- How does your employer brand and online reputation influence them?
- How do they prefer to communicate with companies?
- What discourages them from applying?
- How can your company engage them better?
November 4th, 2014
11 a.m. PDT / 2:00 p.m. EST
Shannon Seery Gude
VP Digital & Social Strategy at Findly
In the October issue of Findly’s Healthcare Matters, update on:
- Jon Market & Employment
- Physician & Practice Administration
- General Healthcare Matter
To read this monthly issue, click here.
Company’s Latest Innovation, CX Apply, a simple solution that gives companies a Mobile Apply capability for their ATS, in Just One Day
SAN FRANCISCO (October 6, 2014) – Findly, the on-demand talent market leader and a Symphony Technology Group (STG) company, today announced the release of CX Apply, its new mobile apply solution that enables companies to provide a faster, easier and better candidate experience on their existing applicant tracking system (ATS). Implemented in just one day, this disruptive technology gives employers the power to deliver a completely mobile apply process that is more in line with the expectations of today’s jobseekers.
The use of mobile devices has exploded in recent years, and it’s expected that the number of global smartphone users will grow to 1.75 billion by the end of 2014. At a time when 68 percent of candidates use their mobile devices to search for jobs at least once a week, organizations that do not enable candidates to apply from those same devices will struggle to hire top talent.
“Our research indicates that mobile career site views will increase over the next five years,” said Aberdeen’s Human Capital Management Research Analyst Zach Lahey. “Solutions that are easy to implement and provide mobile access to the recruiting process will greatly benefit companies seeking to keep pace with the mobile recruiting revolution.”
With the new CX Apply solution, companies can transform their existing apply processes and present a simpler and faster candidate experience, more designed for today’s always-on-the-go candidates. Until today, this transformation took weeks or months to implement, with the release of CX Apply, this timeframe is now just one day.
Differentiated features of CX Apply include:
- Quick Implementation: Implementing CX Apply takes just one day, and there is no need for companies to change any part of their current processes or systems. The solution sits over the existing system and the jobseeker will benefit immediately from a modern, mobile experience.
- Integrated Assessments: CX Apply is the only solution on the market that can fully integrate assessments from today’s leading assessment providers during the apply process. As a result, mobile candidates can complete all activities from their mobile devices as they apply, vastly increasing completion rates.
- Multiple Apply Flows: CX Apply supports multiple apply flows so you can present different candidate experiences, without the need to build and maintain multiple mobile apply websites, which has been the practice in the past.
- Candidate Automation: CX Apply supports the native candidate workflow/filter/scoring features of a company’s ATS so their qualification steps remain automated, and quality hiring is retained.
- Real-time Resume Updates: CX Apply provides ongoing resume updates so companies always have the latest candidate information, even if the candidate never comes back to the company’s ATS or career website again.
- Elimination of Double Logins: Companies who have a talent community and an ATS, typically require a candidate to register twice, interrupting the candidate experience. CX Apply eliminates this problem of requiring applicants to log in or join twice, resulting in higher conversions of both passive and active candidates.
“To be competitive, employers must be able to connect with top talent, and increasingly, the best candidates are looking for opportunities on their mobile devices,” said Jason Kerr, Founder and CTO of Findly. “As Findly continues to be the leader in talent innovation, we remain committed to delivering first-to-market solutions that revolutionize the way employers find the right talent, and job seekers get the right jobs.”
“With the new CX Apply, we can turn an ATS into a robust, fully functional mobile candidate experience in a single day, rather than the weeks or months it typically takes to implement such a solution,” Kerr continued. “As a result, employers gain the ability to transform their application processes, and meet jobseekers’ demand for simpler, faster, and more convenient ways to apply for jobs.”
Additional information about Findly CX Apply and the innovation it brings to talent acquisition can be found here.
Findly leads the world in talent acquisition innovation. Findly’s award-winning solutions combine unrivaled mobile and social capabilities, employer brand strategy, creative, digital and media placement with applicant tracking and assessments to address the challenge of finding the right talent at the push of a button. Built for today’s digitally savvy and highly mobile workforce, Findly delivers a compelling unified platform of technology and services to acquire, manage, screen and engage only warm candidates. The result is a more strategic use of talent and enhanced competitive advantage. Learn more at http://www.findly.com.
About Symphony Technology Group
Symphony Technology Group (STG) is a strategic private equity firm with the mission of investing in and being a partner in building great software and services companies. In addition to capital, STG provides transformation expertise to enable its portfolio companies to deliver more value to clients to retain and attract the best talent and to achieve best-in-class business performance. All STG portfolio companies are expected to grow through innovation. STG’s current portfolio consists of 12 global companies with combined revenue of approximately $2.5 billion and thousands of employees spread across North America, Europe and Asia. For more information, please visit www.symphonytg.com.
# # #
Note to editors: Trademarks and registered trademarks referenced herein remain the property of their respective owners.
Stacey Havel, Findly
Tel: 212.999.9653; 706.596.1945
Creating an engaging work atmosphere can be one of the best ways for recruiters to bring in new hires. If a candidate sees that a business is a welcoming one that encourages employees, they will then feel comfortable with a company. A great way for human resource representatives to improve the corporate culture is to increase employee engagement. HR reps can improve the hiring screening process by engaging employees in a few of these ways:
Starting off right
When starting off the applicant screening process, recruiters should make an interviewee feel comfortable. This will only make the interview go smoother, but it will help the new employee adapt better to the company.
A great way to get new hires acclimated to a company is by engaging them right off the bat. Lawrence Ragan Communications says 77 percent of new employees feel welcome when they participate in orientation programs. A business can thrive by having new hires attend a quick meeting that will let them engage with other employees and learn about the company.
Town hall meeting
A business may have a set way of doing things, but it never hurts to get opinions from different departments of the company. Continuing old practices such daily meetings with very little change can prevent a company from growing, which in turn can affect the recruitment of potential new hires.
One way to change up things in a company is by holding a town hall meeting. During this time, hiring managers can ask current employees how they are feeling about their daily responsibilities, the company or even how their prospective interviews went. By setting up a meeting with every employee at a company and asking for their opinions, a HR rep will be able to let employees get their voices heard.
A boss or a hiring manager will want to know how their own performance is. In the corporate world, a boss may be a little intimidating to approach, but this can easily be avoided by setting up online reviews.
Inc. Magazine recommends doing bottom-up reviews. This is when employees do reviews of their own bosses. Letting employees in on the review process can help them feel more engaged and discuss with bosses their ideas for the future.
Findly is an on-demand solution for companies who need to hire the right talent at the push of a button.
Findly CFO Barak Ben-Gal was a recent guest on the podcast CFO Thought Leader. On the podcast heard here, A CFO’s Guide to Informing Management Decision-Making, Barak discusses his career journey in finance and accounting, how Findly helps companies find the right talent and shares his advice and career experiences with aspiring and current financial professionals.
When it comes time to interview candidates during the applicant screening process, it’s important for hiring managers to fully understand a candidate and whether they would be an appropriate fit for an open position. With numerous sites offering tips and tricks on how to nail an interview, though, it can sometimes be hard to fully understand how prepared a candidate is for a role. When it comes time for an interview, it’s important for a hiring manager to be prepared and already knowledgeable about a candidate’s history so they can ask the right questions and hire the best person for the job. Here are three tips on limiting bad hires.
1. Create a solid job listing
Beginning with a strong job listing for an open position is the best way to weed out candidates who may not be right for the job. Job seekers often apply for numerous jobs at once in the hopes of quickly landing a role, so when they find a job listing posting qualifications that generally fit into their skill set, they may apply without much further thought.
This can result in a deluge of applications from under qualified candidates, making more work for hiring managers or HR professionals who are eager to get the right person in for the role. To curb this from happening, a company should focus on creating a detailed job listing complete with ideal characteristics, experiences, background, education and other details. Detailed job listings prompt only the best suited candidates to send in their resumes, streamlining the hiring process.
2. Administer tests
Sometimes it takes more than just a vote of confidence to be sure a candidate can really carry out the tasks that will be assigned to them if they earn a company position. According to TLNT, it’s hard to fake passing a test when it’s administered during the interview, making these tests valuable to predict high or low performance later during employment.
Tests do not have to be lengthy or extremely in depth to give a hiring manager an idea of a candidate’s skills. A brief test quizzing a person on their knowledge of Microsoft Office programs or other software can give great insight into their basic skills. These skills can always be improved upon with training, but it’s important for a hiring manager to trust a candidate’s skills before making an offer of employment.
3. Train interviewers
It’s not easy to conduct a candidate interview – taking notes on a person’s answers and behavior, as well as asking the right questions, can be tough and shouldn’t be left up to a novice to handle alone. Rather than sending in a newcomer to handle interview questions, it’s a good idea for an experienced HR professional to train others to ask the right questions during an interview, as well as to teach them how to comfortably gauge a person’s responses and read through the lines.