The post UK Recruiter – October 2015, Recruitment Technology Showcase appeared first on Recruitment Software for Recruitment Professionals | HRS.
]]>The Recruitment Technology Showcase is an event is for recruitment Decision Makers looking to accelerate business growth with the latest in innovations in recruitment tech.
Whether you are looking for video interviewing tools, recruitment marketing or applicant tracking systems, UK Recruiter bring everyone together under one roof so you can review what is on the market over a few hours, opposed to a few days.
Attendees are invited to listen to a speed pitch from exhibiting suppliers and then take a look at what they have to offer through a short product demo. A short-list of preferred supplies can then be created, something that can take weeks when trying to fit in research and demos during day-to-day business.
On top of the recruitment technology on display event attendees will also have the opportunity to network with other attendees and get involved with break out learning sessions from industry experts (everything from legislation to social recruiting).
The HRS team will be there showcasing the latest in Recruitment Marketing, Applicant Tracking and CRM solutions. For a quick introduction click play on the video below.
If you would like to book some time in with HRS at the showcase or would like to learn more prior to the event request a call back from a HRS tech expert. You can also download a brochure or book an online demo.
Key information, dates and deadlines:
- Location: London (Near Russell Square, exact location revealed soon).
- Pre register your interest for updates from UK Recruiter: Monday 31st August
- Early bird tickets: Tuesday 8th September
- Standard tickets (available after early bird tickets)
- Event date: Thursday, 8th October 2015 from 10:00 to 17:30
- Recruitment Technology Showcase Website
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]]>The post Got a spare 90 seconds? Click play on HRS’s latest video! appeared first on Recruitment Software for Recruitment Professionals | HRS.
]]>HRS, recruitment software for recruitment professionals. Manage the entire recruitment workflow from single, powerfully integrated system. With features including intelligent CV parsing, powerful Boolean search, big data reporting, candidate and job matching, recruitment marketing, including; social media outreach, job board connectivity and targeted email, HRS is proven to increase placements and accelerate business growth.
To see HRS in action head over to the demo page and access a screen share demonstration.
Professional Recruitment Software
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]]>The post Recruitment terms explained | Recruitment Terminology Dictionary appeared first on Recruitment Software for Recruitment Professionals | HRS.
]]>Updated: 21st Jan 2017.
Whether you’re new to the world of recruitment or just want to brush up on the industry lingo, the Recruitment Terminology Dictionary has been created to give meaning to those industry-specific phrases.
We have split the content into 3 main sections, if you have any content suggestions please let me know by emailing hello@getHRS.com or connect via the social links listed below.
Types of recruiters
Agency Recruiter
An agency recruiter works for a recruitment agency finding and placing candidates for various companies.
Contractor
An individual hired to deliver a specified service as laid out in a contract.
Head Hunter
A recruiter who focuses on searching for a qualified candidate for a specific role, usually for more senior positions, sometimes approaching those who might not be actively seeking a new role.
In-house Recruiter
A recruitment professional that finds and places candidates in the company they currently work for.
Niche Recruiter
Refers to a recruiter who operates solely within a specific field and/ or sector.
Permanent Recruiter
Specialising in placing candidates in permanent placements/roles.
Temp Recruiter
Recruiter who operates solely in placing candidates in temporary placements/roles.
For useful information, tips, industry news and resources sent straight to your inbox sign up for the free Recruitment Newsletter by HRS.
Types of positions/placements
C-Level Jobs
C-level roles are high-level positions, usually senior management. Job titles/roles include ‘CEO, CFO and CTO’.
Entry Level Job
A position that does not require in-depth experience, largely aimed at graduates and those entering a specialism for the first time.
Internship
Usually an unpaid position for someone to gain work experience. Popular with the Graduate recruitment market.
Maternity Leave Cover
Covering the absence of an existing employee when they have a child, usually, these types of placements and contracts are only for a short period of time.
Recruitment Terminology
Applicants
People who apply for job postings at companies or recruitment agencies. Applicant’s progress to candidates if they are a suitable fit for the corresponding role.
ATS
Acronym of Applicant Tracking System: software designed to help recruitment professionals monitor candidates and applications. Also referred to as Candidate Tracking Systems (CTS).
Back Office
Key tasks required to keep a recruitment agency running. These commonly include invoice creation and placement information
Benefits
Programs and incentives employers make available to their employees in addition to their salary. (Extra holidays, healthcare, parking permit, flexible hours etc.)
Boolean Search
A type of search that allows users to increase the relevancy of results by using AND / OR variables. As a recruitment professional you may want to search your database for ‘Sales Manager’ and then increase the relevancy of that search by drilling down the results by adding additional criteria, for example, ‘London’ and ‘B2B’.
Company Culture
Company culture is the sum of the business and includes the values, routines, work environment, management structures, expectations, and objectives of a company.
Direct Hire
Term used when a candidate is not an employee of the staffing company but is directly on the client company payroll.
Human Resources
A department responsible for the management of employees. Responsibilities generally include (but are not limited to) recruitment, training and retention.
Job Analysis
The process of gathering information about a job to identify and describe the duties, tasks, and abilities necessary to perform the job.
Job Board
A job board is a place to look for or advertise a job online. Recruitment professionals can utilise job boards to get their positions in front of the right candidates.
Recruitment Software
Software that helps recruitment professionals find, engage and place candidates with clients. For more information on Cloud, social and mobile recruitment, software, speak to a HRS tech specialist or see the software in action at: HRS Demo.
Recruitment Timeline
A schedule outlining the key recruitment steps and timescales to complete each phase of the process.
Screening Matrix
A tool which provides a summary of candidates and qualifications. A screening matrix helps determine who will proceed through to the next stage of the recruitment timeline/process.
Sourcing
Searching and networking methods used by recruitment professionals to source and attract top candidates.
Staffing Manager
HR professionals responsible for every aspect of a company’s staffing needs, often an in-house role.
Strategic Staffing
The plan behind recruitment can include contract, temp-to-perm hiring etc.
Recruitment Marketing
Using marketing techniques and practices to engage candidates and clients.
Social Recruiting
The process of acquiring candidates and sourcing talent through social media.
Staffing Manager
HR professionals responsible for every aspect of a company’s staffing needs, often an in-house role.
Talent Acquisition
The process of acquiring talent for your company, bringing in a skilled individual for a particular role.
Talent Pool / Candidate Pool
A database of job seeker profiles used by recruitment professionals to match job openings to available applicants.
Save this blog to your favourites and check back regularly for updates. For news, tips or advice on all things recruitment sign up for the HRS newsletter and get the latest info straight to your inbox. For more free recruitment downloads head over to: HRS free downloads. Find, engage and place more candidates with HRS professional recruitment software.
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]]>The post 6 reasons Excel doesn’t cut it as a recruitment CRM / ATS appeared first on Recruitment Software for Recruitment Professionals | HRS.
]]>Since its introduction in 1985 Microsoft Excel has become one of the go to applications for all manner of business / data related tasks. Straight out of the box Excel is a great tool for storing and sorting relatively uncomplicated data and with advanced knowledge Excel is capable of much more. But is it capable of effectively managing the requirements of a modern day recruitment professional?
6 reasons Excel doesn’t cut it as a recruitment CRM /ATS:
1. Data storage, presentation and search
Excel can store a massive amount of simple data (4.3808666e+12 cells!). The quantity of data Excel can store is not the issue it is the type of data, the way data is presented and the search-ability that limits recruitment professionals.
Ideally every candidate in your database will have a CV linked to his or her profile, which will need reformatting before sending to companies. Dependent on the position they may also have other documents such as a portfolio. If you are working from Excel you will need to jump between multiple programmes and have an extremely organised filing system to avoid misplacing vital information. As new candidates register data will quickly accumulate making it increasingly difficult to find what you need, when you need it.
Create an Excel spreadsheet with several thousand populated rows and try searching / scrolling. Be prepared to wait as your computer catches up.
2. Collaboration and privacy
Companies with multiple recruiters often utlise Cloud storage applications such as DropBox to share documents. Standard Excel documents are limiting as they can only be edited by a one user at a time. Documents downloaded from Cloud storage, edited and then placed back onto the network often result in lose of data as changes from users are overwritten.
At times you may want to hide specific data from a selection of users. Within Excel you can password protect individual sheets but this is no guarantee the data is secure. A simple Google search will reveal free downloads that can bypass Excel’s password protection. A potential issue if you are using Excel to store sensitive information.
3. Data back up and recovery
As client and candidate data is integral to the success of recruitment, it is vital information is backed up regularly. Excel’s Auto-save functionality can back up data as you work but does not safeguard your data. What happens if the file corrupts or the machine you use crashes, or worse, stops working completely?
Backing up and recovering data when using Excel will require setting up a shared network or relying on more manual methods such as email and external hard drives.
4. Analytics and reporting
Advanced reporting and analytics helps recruiters make informed business decisions, they also help identify potential problem areas before they become an issue.
As a senior recruiter or team leader you may want to monitor the performance of staff on an ad hoc basis. Within a standard Excel workbook this is not possible without advanced understanding of key functions and formulas.
5. Admin and repetitive tasks
Inputting data to Excel can be a time consuming, manual process. If 20 new candidates register with your business 20 sets of data have to be input, 20 CVs have to be formatted and filed. The lack of automation within Excel can cause recurring tasks to take over a working day, ultimately reducing the number of deals closed
6. Integrations and workflow
Chances are if you use Excel to store data you will be using a word processing application to keep notes in addition to your calendar and an email application to manage communications.
The more time you switch between packages the more time you waste. As recruitment continues to evolve you will become increasingly reliant on multiple applications. This will create a disjointed and complex workflow, which will increase the likelihood of mistakes.
Excel is a great application that does have an array of uses within the world of business, however it is not cut out to manage the modern day recruitment workflow.
At HRS we develop recruitment software for recruitment professionals. Our solutions allow you to manage the entire recruitment workflow from a single, powerfully integrated system. With features including key task automation, intelligent CV parsing, social media and job board connectivity, powerful LinkedIn integration and two-way email management HRS is proven to drive efficiency and increase profitability.
If you would like to take a look at the latest in recruitment technology book your personal online recruitment software demo or download a HRS recruitment software brochure today.
- See HRS in action
- Download a HRS recruitment software brochure
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]]>The post HRS Pro and Broadbean appeared first on Recruitment Software for Recruitment Professionals | HRS.
]]>As an Official partner Broadbean’s posting, tracking and search products are fully embedded as standard within HRS Pro (no hidden fees!).
Enabling access the largest global network of job boards directly from HRS allows professional recruiters to improve efficiency and significantly increase the visibility of vacancies.
The HRS integrated workflow allows Broadbean users to write a job ad once and post it to unlimited job sites in a single click.
Publishing across relevant sites and networks gets open jobs in front of active candidates. Linking your Broadbean account to your CRM helps recruiters efficiently manage applicants. With the HRS Broadbean integration applicant CVs are parsed immediately and tagged within the long list of the associated job. If a candidate record already exists within the database, that candidate will have an updated CV added to their record and the long list of that job will be tagged with that candidates details.
If you want to see HRS recruitment solutions in action book your place on a recruitment software webinar or speak to a recruitment tech specialist today. For a full list of HRS recruitment software features head over to the dedicated recruitment software section or download a HRS brochure.
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]]>The post The 2015 Recruitment CRM Checklist appeared first on Recruitment Software for Recruitment Professionals | HRS.
]]>In the market for a recruitment database? Download your copy of the CRM Recruitment Checklist or use the online version below to quickly evaluate available systems. If you have any more criteria to add leave comment, drop an email to hello@gethrs.com or connect via social media.
Make sure the system you go with does the job you need it to.
Once you have filtered out the providers that fit the bill check out our blog: 10 questions to ask recruitment software providers.
If you would like to find out more information on HRS software solutions head over to the dedicated recruitment software section, download a brochure or book a place on a screen-share demo.
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]]>The post The Recruitment Software Dictionary appeared first on Recruitment Software for Recruitment Professionals | HRS.
]]>Whether you are actively looking for a new system or just want to see how solutions have progressed, the recruitment software dictionary has been created to help clear up the technical terms and phrases associated with recruitment software.
Scroll down to check out the Recruitment Software dictionary or download your .pdf version at: The Recruitment Software Dictionary.
Analytics
The analysis of meaningful patterns in data and statistics. Analytics within recruitment software will enable professional recruiters to spot areas for improvement and potential problems before they become an issue.
ATS
Acronym of Applicant Tracking System: software designed to help recruitment professionals monitor candidates and applications. Also referred to as Candidate Tracking Systems (CTS).
API
An abbreviation of application program interface. An API is set of rules and procedures that allow applications to share features and data. HRS recruitment software links with leading job boards including Broadbean through an API.
Back office
Key tasks required to keep a recruitment agency running, these commonly include invoice creation and placement information. Recruitment software should help improve efficiency minimising the time spent on back office admin.
Big data
Taken directly from Forbes: Big data is a collection of data from traditional and digital sources inside and outside your company that represents a source for ongoing discovery and analysis.
Boolean (search)
A type of search that allows users to increase the relevancy of results by using AND / OR variables. As a recruitment professional you may want to search you database for ‘Sales Manager’ and then increase the relevancy drilling down results to show records that include ‘London’ and ‘B2B’.
Cloud (recruitment software)
The practice of using a network of remote servers hosted on the Internet to store, manage, and process data (rather than a local server or a personal computer). Selecting Cloud recruitment software over local server hosting should reduce initial outlay, as expensive IT hardware is not required.
CRM
Acronym of Customer Relationship Management: a system for managing your organisation’s information. A recruitment specific CRM should enable consultants to make more placements by increasing efficiency, extending their reach and making information more accessible.
Cross-platform / multi-platform
Cross-platform recruitment software allows you to access your system across multiple operating systems. Regardless of whether you work on Apple or Windows platforms your recruitment technology should work seamlessly across all devices as standard.
Data migration
The process of transferring data from one system and uploading to another. Often a complex process as systems are set up and programmed differently. Data migration between recruitment software systems enables recruiters to take their valuable client and candidate data across to a new system.
iFrame / inline frame
HTML embedded within a webpage or document. An iFrame may be used to display current vacancies from your database on your website.
IMAP
Acronym of: Internet Message Access Protocol. A protocol for retrieving email messages, IMAP emails are linked to a mail server so changes made from one device are synced. If you open an email in your recruitment software the action will be replicated in your standard inbox.
Mailshot
The ability to bulk send email to your contacts. When speaking to providers about mailshot functionality ask about the reporting included, it is important hot leads are recognised and relevant action is taken.
Mobile optimised / mobile ready
Recruitment software that is mobile optimised / mobile ready allows consultants to access candidate and client data on the move. Providing consultants with the tools to search your database, update records, add and match candidates whilst away from their desk could be the difference between loosing and placing a candidate.
Parsing (CV parsing)
The process of breaking information down into smaller chunks so that it can be transferred to a new destination. For example candidate CVs could be parsed straight into your recruitment database creating a new candidate record. The process of parsing within recruitment software increases recruitment efficiency. A potentially time- consuming task can be reduced to seconds.
Remote access / remote desktop
Software that allows a computer to run in one location and be accessed remotely from another device. Recruitment software providers may utilise remote access to install systems over the Internet.
SaaS
Acronym of Software as a Service – a cloud based distribution model in which software is hosted by a vendor and made available over a network (e.g. internet). The pricing model for SaaS applications is typically a monthly or yearly per user fee enabling customers to add or remove licenses as required.
Server (based recruitment software)
A device that manages a centralised application (e.g. recruitment software) so that multiple users can access.
Ticket system (support tickets)
A system that enables recruitment software providers to manage and address customer issues efficiently. Ticketing systems allow customers to log issues and track the progress of fixes, ensuring both parties are kept up to date.
XML
Acronym of Extensible Markup Language – a coding language that defines a set of rules for encoding files in a format that is both readable by humans and machines.
Come across some new phrases? Send an email to hello@getHRS.com or connect via social media on Twitter, Facebook, LinkedIn or Google Plus.
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]]>The post HRS Connect December Deals special offer! appeared first on Recruitment Software for Recruitment Professionals | HRS.
]]>December Deals is different to other events as suppliers exhibiting MUST offer a very unique and one-off incentive. With the launch of HRS Connect we are exited to reveal our December Deals offer.
HRS Connect: Free set up (normally £100 per user) OR 10% off user licenses (£58.50 per user, normally £65 per user)*
Manage the entire recruitment lifecycle from a single, powerfully integrated system. Engage candidates, connect with mobile, social and the Cloud. Book your personal product walkthrough to find out how HRS Connect software can help you:
- Find, connect and engage more candidates
- Enable mobile and social recruiting
- Increase efficiency
- Reduce monthly outgoings
- Accelerate business growth
December Deals takes place on Thursday 4th December from 10am to 4pm at The Bishopsgate Institute, 250 Bishopsgate, London. To attend this event is free of charge for all Recruitment agency owners, managers and directors. To book your free of charge place please email teri@recruitment-international.co.uk.
Look forward to seeing you there!
*Offer subject to 12-month contract. Exclusive to December Deals event – 2014
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]]>The post Report: Recruiter perceptions of software and technology use appeared first on Recruitment Software for Recruitment Professionals | HRS.
]]>Software Advice recently surveyed approximately 100 recruiters to determine how they perceive the value, benefits and obstacles of implementing recruiting software. Results revealed that recruiting professionals feel recruiting software significantly improves their key performance indicators and is well worth the investment. Highlights from the report:
- 91% of recruiters use recruiting technology.
- The vast majority of recruiters (89%) said that recruiting technology was either “extremely” or “very” important for performing their jobs well. Level of importance of recruitment software:
- 93% reported that software provided a strong return on their investment.
- 3 common key performance indicators: low cost per hire, reduced time-to-fill open positions and high quality of hire–were said to be significantly improved by the use of software.
Of recruiters who did not use recruiting technology or software, 50% noted that a limited budget was an extremely significant obstacle to adoption. At HRS we provide cost effective, feature rich recruitment technology. Using Cloud technology you pay for the licenses you use, add more users as you grow and switch them of should you have to downsize. Flexible contracts let you manage that all important cash flow.
Working closely with our customer base HRS products match the changing needs of the modern recruitment professional. Key features include:
- No long term contracts. Add or remove users as required.
- All upgrades included in monthly price.
- Social media integration.
- Powerful job board connectivity, seamless integration with Broadbean.
- Intelligent CV parsing.
- Advanced LinkedIn integration. Search, parse and view candidates all from within HRS.
- Full mobile compatibility. Access your full database away from the office.
- Super fast boolean search. Search within any field in a candidate or contact record. If it’s in there you’ll find it.
If you want to take your business to the next level and grow with HRS head over to our dedicated recruitment software pages or book a product walkthrough with one of our recruitment tech specialists. Embrace mobile, social and the cloud and take your business to the next level. For the full Software Advice report click here.
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]]>The post Questions to ask recruitment software providers appeared first on Recruitment Software for Recruitment Professionals | HRS.
]]>Selecting recruitment software is a decision that doesn’t come around often. If your recruitment software isn’t enabling consultants to find and place more candidates it isn’t working. If you are in the market for new recruitment software make sure you ask potential providers the right questions so you know the system you purchase does the job it needs to.
Check out our top 10 questions to ask recruitment software providers:
- How will your recruitment software empower my consultants?
The outcomes determine the worth of your recruitment software. A recruitment CRM should make a recruiters life easier enabling them to the source more clients and place more candidates. When speaking to a potential provider ask what features and integrations will help your consultants during their working day. Don’t get hung up on the industries current buzzwords, find out how the solution will empower consultants.
- Do you have experience within the sector?
It is important your recruitment software provider has knowledge of the industry. Ask how the company was formed, what experience senior staff have and how they are currently involved in recruitment. You want your providers to be experienced but you don’t want to hand your precious data to a competitor that also develops recruitment software.
- Do you develop in-house or outsource?
Are you buying from the source or from a middleman? A provider that outsources development is likely to have far less control compared to a provider that develops in-house. If you need to speak to a developer or product specialist how easily could you get them on the phone?
- What platforms / devices does the database work on?
A modern recruiter works on the go and outside of traditional hours. Regardless of whether you work from Apple or Windows platforms your recruitment technology should work seamlessly across all devices as standard.
- Are future upgrades included in the price?
Recruitment software is moving at a rapid pace, to help future proof your organisation check what upgrades are planned and what upgrades are included.
- What training options are available?
Ask potential providers about their training delivery options (phone, on-site, training centre etc.) It is also worth considering what happens when you take on new staff, how will they be trained?
- What support is available?
With the right training support requirements should be minimised, however it is important support is on hand should you need it. Check what times support is available and how you can contact support representatives.
- Is it available as a Cloud solution or a server based solution?
Dependent on your IT setup and business requirements it may be more beneficial to work from the Cloud in comparison to a server based database (or vice versa). Ask potential providers which solution would be more suitable and why. If you regularly work away from the office or across multiple devices a Cloud based recruitment solution may be more suitable.
- What is the contract length and break points?
If you pick the right recruitment software you shouldn’t need to leave, but it is worth making sure you can should circumstances change. Make sure you have it in writing that you can export your data and that you aren’t locked into any over the top, lengthy contracts.
- Is the solution scalable?
If you hire additional consultants how will this affect the price? If there comes a time where you need to downsize can you cancel user licenses? Modern day software should work with your business, as your requirements change so should your software.
If you have any questions of your own let us know, leave a comment below or get in touch through Twitter, LinkedIn or Facebook.
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