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 Tuesday, 13 November 2007

What is an integrated career page?

When you advertise your job openings on various mediums, the candidates normally view your advertisement there and eventually cross check it with your career page.  Suppose these openings don’t show on your career page at the same time or if you do not have a career page, then a candidate does the next best thing, he/she applies to the generic e-mail ids provided on your website e.g info@company.com or hr@company.com

Such generic e-mail ids attract a lot of junk mail and trash mail and the chances of you deleting a quality resume by mistake is huge.  Hence, it becomes imperative for you to have an updated career page that is not only live and real time at all times but also directs all the resumes to the inbox of your recruiter.  So an integrated career page becomes essential because, not only is it cost effective, it is also maintenance free.

You can, here, integrate the career page with our job site.  This is a small technical process which can be easily sorted. An IT person from your company and our specialist will spend a couple of hours trying to understand how your career page or web site works and integrates or merges (in a broad term) your career page with our job board.

Having an Integrated Career Page is the first step towards having your own simple and efficient Applicant Tracking System (ATS).  You could choose have the larger complicated ones, or a more simple one which starts with integrating your career page.

What is an Applicant Tracking System

An Applicant Tracking System, also called a candidate management system, is a software application designed to help an enterprise recruit employees more efficiently. An ATS includes a corporate career site, allowing companies to post jobs onto their own website, as a way to attract candidates. Candidates may apply for specific jobs or generally to the company. Effective solutions store this candidate data inside a database to allow effective searching, filtering, and routing of applications.

 

Why Is ATS Important ?


Companies Having Integrated Career Page
Companies Not Having Integrated Career Page
Real Time Job Ads

Yes
No
Dynamically Searchable Resume
Yes
No
Enterprise wide Accessibility
Yes
No
Company Ownership
Yes
No
Builds company Brand
Yes
No
Better User / Candidate Interface / Experience
Yes
No
Cost of Maintenance less
Yes
No
Avoid junk mail in you company mailbox.
Yes
No
Avoid loss of database when an employee moves on
Yes
No
Avoid loss of database due to technical or mechanical error
Yes
No
No more paperwork
Yes
Yes
Easy access from anywhere in the world
Yes
Yes
Helps keep notes for future reference, on a candidate
Yes
No
Company wide reports view for the management
Yes
No
Helps re-distribute work load for better results
Yes
Yes
Allows Job Specific Screening Questions
Yes
No
Tracks the flow of the Application Process
Yes
No
Allows for Simple Email Blasting to Groups of Applicants
Yes
No
Allows for Multiple Logins enterprise wide
Yes
Yes
Dashboard view of hiring status
Yes
No
Quick resume search
Yes
No
Tag based search
Yes
No
Less search time and more call time for your recruiters with candidates
Yes
No
Quick and easy search of internal and external candidates
Yes
No
IM facility
Yes
No
Candidate ownership with a recruiter within the enterprise.
Yes
No
Saving your search string.
Yes
No
Your job posting is never down
Yes
No
Eliminate costly agency fees.
Yes
Yes
Reduce the cost per hire
Yes
No


To sum up, implementing an Applicant Tracking system allows a company to effectively advertise its job requirements over a wide area,  organize and filter candidate data for further reference, reduce company costs, and above all increase productivity.

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Tuesday, 13 November 2007 14:50:52 (Eastern Standard Time, UTC-05:00)  #    Disclaimer  |  Comments [32]  | 
 Saturday, 10 November 2007
Would you say every country is self sufficient with opportunity providers and appropriate, qualified talent alike? No? Well, how then, would you fill that void?

The answer is to spread your horizons and look beyond your boundaries. With the governments of almost all the countries relaxing their rules for easy movement of Technology (IT) talent from any one point in the world to the other, the world has become flat in its true essence. And with this there is no better segment to be in than IT. I would like to share one such fabulous success story with you. This will also disillusion our fellow recruiters who swear by one job board or another for total solutions. Believe me, NOTHING WORKS.

As we are all aware that US is known as the land of opportunities and home for large and small corporations alike. One such 20 year old, NASDAQ listed,over $500 million company had this gigantic task of employing a huge number of experienced candidates for various positions that they had open. They tried all the job boards, newspapers, references or whatever other means that they could to fill those positions at the earliest, but are not really successful. So here is what they do. They fall back on us to try to gather such talent from anywhere in the world to work in the US on H1b's Visa's

How did we accomplish it? We worked in different shifts, looked up all the leading job boards, ended up with almost the same candidates on them,launched a campaign and ultimately with all the push and shove, managed to get a handful bunch to work for the US. In the entire screening and grunt work process we realized that one thing really works perfectly. It is always a mix of various sourcing strategies with the scales tipping more towards the personal networking and references.


We were able to tap technology professionals from all over the world with top-notch skills from - Singapore, New Zealand, Malaysia, UK, U.A.E (Dubai), South Africa and India. All together we had hard to find skills over 50
professionals approved for USA on H1b Visa.  
        
iitjobs global job advertisement, global technology database and networking enabled us to successfully execute the project.

About The author - Firozy is a IT recruiter working with matrix7i. She has a extensive recruitement experience in key skills such as SAP and Oracle. She can be reached at firozy AT matrix7i.com


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Saturday, 10 November 2007 12:31:45 (Eastern Standard Time, UTC-05:00)  #    Disclaimer  |  Comments [6]  | 
"Coming together is a beginning, staying together is progress, and working
together is success." - Henry Ford


Power of Global Job board combine with Networking serves a large client in Australia   


Simply put, Recruitment is the fine art of finding a right person for a  right job at right time.
Although difficult for these three factors to fall in line; it is not impossible either.

An e-mail from my VP for the technology (IT) requirement for an Australian company baffled me initially.
'Cause, some of the skills mentioned therein were completely new to me. And I confess, I had
never even heard of them as they were very recent skills set. Therefore, to be able to pre-screen a
suitable candidate, a little research was imperative. Post research, I realized that most of the skills were Oracle Applications related. And the next thing was to funnel resumes for the same.

Our team strategically sourced candidate names from iitjobs. After some screening and a little chat with one of the candidates we also learnt that the required skills were interrelated. And that made Resume funneling a bit
easier.

However, since most of the prospective candidates were available either on weekends or at night, tracking and talking to them and to convince them of this opening posed a problem too.

But as luck would have it, the very first candidate I spoke to turned out to be the most suitable one too. Talking to him was a great experience and I learned a lots more about the required skills and their inter-relatedness.

But, what still puzled me was - why a large resourceful Australian company would outsource recruitment ? Of course, the company urgently wanted candidates with extensive in BPEL (Business Process Execution Language)experience. Running out of time, they were unable to find a suitable candidate in Australia since BPEL is a tough terrain and hence a rare skill.Naturally, urgency played a role too.

Probably a sum total of all such factors prompted them to tap into our expertise and resources to broaden their search globally vis-a-vis friendly Australian immigration policy - 457. And within just 2 weeks we gave them a
suitably qualified candidate.

But there were 2 vacancies, and they were still short of one.

We called up the selected guy to know if he has any friend/colleague with similar expertise. He could win an iPod if he recommends a suitable candidate and that candidate gets selected. And voila! He popped out two
names and one of them got selected.

And surprise of surprises, this new candidate did not have his resume on any job board. But thanks to an eager referral we were able to track one more candidate who fit the bill perfectly.  I think that speaks volumes about power of networking. Of course, prompt response and quick efficient processing by the Australian company made a
difference too.

We encourage referrals. And while tracking and talking to prospective candidates, we often get such useful references from most of them. It was a rewarding learning experience that reasserts the truth about what Henry ford
has said.

About The author- Rucha is a IT recruiter with Matrix7i. She has over 5 Years of recruiting experience with some of the top staffing companies operating in the IT domain. She can be reached at rucha AT matrix7i.com

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Saturday, 10 November 2007 12:18:34 (Eastern Standard Time, UTC-05:00)  #    Disclaimer  |  Comments [10]  |