Secrets of the Job Hunt


Thursday, June 21, 2007

Recruiting Software

In the high paced world of business the old cliché is true: time is money. The less time an employer takes to find a qualified individual to fill a position, the sooner they can begin to reap the benefits from that person's productivity. Recruiting software can assist hiring managers in this process, making it a valuable resource to most companies. With several different features, such software will make it much easier to find the best candidates for a job based on skills, experience, and geographical location.

Recruiting software eliminates to needless hours spent shifting through resumes. Highly skilled employees are always in demand and, therefore, the sooner a hiring manager is able to locate such an individual, the less likely it is that the talented person has already been snapped up by another company, maybe even a competitor.

The auto-matching feature found in recruitment software takes a company's expectations of the employee they are searching for and cross references applications to yield only those employees who seem a likely fit. Some of the categories that the resumes of potential employees are searched for are: salary expectations, job location, title(s), years of experience in the industry, education, time spent on previous jobs, responsibilities, accomplishments, technical skills, and managerial experience (if applicable).

Other major features include resume parsing, scheduling tools to keep interviews and tasks straight, remote access, keyword searches, the ability to save one's job search results, e-mail, and the ability to promote job openings.

With plenty of options, it can often be difficult for a company to decide which software program to go with. Contemplating the choices in regards to several key questions can help eliminate unworthy software. As the goal to find new candidates or manage ones that have already been located? Would an ASP (vendor ran) program or in-house software fit one's company's needs more efficiently?

Can the recruiting software adapt to the company in question as it continues to grow? Does the company marketing the software provide full training? What format of customer service is available for the software? Also, can the software vendor provide references in the same industry that the company considering purchasing it deals in.

These questions help a potential recruiting software buyer to identify exactly what they may or may not need from a product. What may work for one company, may not be the best choice for another.

And remember, it never hurts to ask for a free trial of the software one feels is most likely the best choice for their business. This helps to avoid paying for and being stuck with a product that is not as useful as one had hoped.

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