Choose your next ATS in 5 easy Steps

Applicant Tracking

Applicant Tracking

Research- Start hunting for ATS vendors relevant to your industry only. Refrain from making assumptions on this stage and ask for referrals, evaluation and the best would be a trial. Shortlist whether your desired ATS caters to staffing, small business or big enterprises. All major ATS vendors do share few of their customers list on website; not all but yes quite a few that can help you figure out your industry types. Do check reviews & feedback about their services and confirm with industry peers, how stable & effective their tools are when in-use.

User experiences- Most important how easy it is going to be for my people to use this ATS. Goes for both sides; Employers & Candidates. You don’t want to loose grip on this one. So form a team or call your IT chaps that can play around with the software and share a word or two about its interface. It should be easy for sure, intuitive and quite logical to use. For technology buying go for the one which is simple, nimble and clear on display or else you’ll be lost in flashy designs and swanky automation tricks.

Performance- Now if we go by basics, we won’t get any trouble. Run the ATS trial or system for a while. Ask them to show complete process in product demonstrations. Don’t hesitate to repeat the same on their customer’s website and as a candidate, try uploading the resumes and see how it works at their end as well. You won’t be asking for more here if you want advanced features like sourcing social profiles of candidates, searching or matching profiles in database and having all this done in One click makes more sense.

Support- Majority of the companies play ballgame here and you won’t know till the end that majority of the ATS vendors earned major part of their revenue from support. So be specific and clear in your transactions. Go minutely with their SLA and service terms condition. Ask all this in the integration stage only and know how often you’ll need them. Calculate the support costs before you go ahead with payments.

Payments- Finances do affect our choices in selecting a staffing solution and when our recommendations count, we want the very best for our employers. Every service comes at a cost and before you pay zero-in your top requirements in lieu of price you’re ready to pay. If convinced that above all amongst other vendors this ATS can give me the best user experience & improve my applicant tracking, its time to say yes and pay forward.

I’m sure if these 5 steps are in order; your ATS will rock candidate and employer experiences and bring optimum productivity levels in workforce.

Today’s 6 Must-have for Resume!

Resume Sections

6 Must-have

1 Summary at the top- Give strong reasons for your candidature that highlights relevant skills, expertise and strengths related to job advertised in short bullet points. Summary helps hiring manager to build right frame of mind while evaluating your candidature. In short gives strong reason to read next sections of the resume. Read Theladders to hone your summary writing skills perfectly described by them.

2 Actionable items- If you can highlight the key deliverables from your previous job, it would let the hiring manager know your exact potential and estimated contribution to the job advertised. Rather than just telling your role in the previous job, speak out what you did and as a result what was the actual outcome from your act. For e.g. the customer’s renewal rate doubled by 10% by your support. They want to evaluate you quantitatively. Having difficulty in measuring it, then read this Idealistcareers.org

3 Use Keyword as SEO- As many as 80% of employers use keywords to decide which resumes are worth a look via Livecareer. So don’t forget to include relevant keywords in your resume straight from the job description. Mostly employers mention this in the job description itself. So all you need is to copy and paste in your resume. Keyword rich resumes are easily picked when read through automated software’s like ATS/ HRMS and makes it discoverable to the employers.

4 Skills- When you have the desired skills don’t hesitate to showcase them. Mention with your experience, skills you acquired and results that you drove by your efforts. Technology driven jobs are mostly scrutinized using skills field. Also if you have any certifications or projects earned, it adds more to the volume. Apply the thumb rule skills mentioned on resume should be relevant to job advertised via Jobsearch.

5 Awards/Recognition- When applying in big companies; Awards and Training makes you stand out of the crowd. So mention with the context the award you earned and what it means to your current job. Showcase your accomplishments and your brand that employer can leverage to build a healthy workforce. Be specific with details to capture and retain interest. To know the nuances of this section read ResumeEdge.

6 Social Profiles- Nowadays, 10.9% of resumes include a social media link, and the number continues to rise (Source: Mashable) So mention your linkedIn profile or Website/Blog link on resume by which employers can cross-check your candidature and validate your info. Twitter, Facebook are secondary references and individual discretion is must. Do check the relevance of disclosing these networks with the job applied. It speeds up the process and may be you’re just a call away from them to throng first stage of interviews. So be alert, active and Social when applying for your dream jobs.

Hope you liked this light read on Resumes. Share your views in comment section.

 

Searching Resumes; the Semantic way!

Semantic Search

Semantic Search

Human wants are endless and we keep on searching what makes us happier, better and efficient. So as goes for recruitment industry that has taken a radical shift with more new methods coming in for recruitment, sourcing and social media. Now Semantic searches are done on resume databases to find closer results for job advertised or vice versa, but one has to be tech savvy to get the best results grilled out. So here’s a brief about Semantic for the laymen:

“Study of meaning, inherent at the levels of words, phrases, and sentences. It also stands for word-to-word searches and meaning of words and phrases at the conceptual, contextual and grammatical level. In short it means a lot.” The best way to know more, please watch this presentation on Slide share by the best in business, Glen Cathey.

Now every new company claiming as HR solution provider has got foot in the door and made competition fiercer than ever. Here customer needs to be aware of marketing gimmicks and real-implications of having technology in place. So how can one use technology to its fullest. Very simple, seek the answer within.

  • Chalk out the objective of having it in the first place. Pros/Cons
  • Real- time benefits, time-frame of seeing visible changes.
  • Business growth and acquisitions of new customers or markets.
  • Creating a niche or a distinct brand of itself in the market.

If the technology answers these simple questions, you can opt for the solution a lot easily. Now coming back to Semantic in resume search, let’s see how this can make a difference in your resume reading.

A Save money, save time by getting the best out-of-resumes for job advertised and closest match as per skills, core competencies and other organizational attributes required.

B Understand resume, know more than others by using Semantic search to carve out relevant Key skills required in a candidate. As Semantic helps organizing both structured and unstructured data, the ideal matches comes a lot faster than by traditional ones.

C Match technologies understand differences between job descriptions and candidate resumes thereof it lets you find out the standout candidates easily.

Now what effect it can bring to your searching; eliminate the need of recruiters to have specialized knowledge of industry specific keywords or terminologies, reduce your time considerably to find relevant matches, meaning beyond words, groups or sentences. Deep understanding of titles, skills, concepts, Relationship between the words and concept analyzed automatically via fuzzy matching. So its time for you to take your search to next level via Semantic search option and make your hiring proficient. Please share your feedbacks on this amazing technology and how better we can lift our resume searches.

HR Bite: Is Social Recruiting Good?

Social Recruiting

Social Recruiting or Sourcing.

To know what’s in trend is of utmost importance to HR managers. They need to catch up with the trend & be onboard. For e.g. Social Recruiting has impacted the recruitment horizon so profusely, that it’s difficult to separate nuances of professional and personal life.

Pros:

1 You get to know more about your ideal candidate, his social profile can definitely influence your decision of whom to select.

2 Background checks, validating info, cultural fit for the organization & his likes/dislikes, comments can tell you bit more about the person than what is written on the resume.

3 Skill check, competency and social connection also add points.

Cons:

1 Intrude to your personal side of the story & probably a reflection which falls on your professional font. ( I agree it all depends how people look at it)

2 Sometimes it conflicts with the information vis-à-vis resume info. (Candidate reaction; oops! From where it came? )

3 Choose your actions carefully as social media is the next-big- thing of business & you don’t want to loose the battle. (But why? that is my personal zone, exactly that is what triggers the problem).

Peace: Be proactive, intuitive, and adaptable to the environment. Speak clearly where it steps in your personal interest vs. professional. Take onus for all your social interactions as good companies always respect that. Rest if you like the post, don’t forget to post your comments below.

5P’s of HR

Resume Parser

HR Essentials

1 People- Nothing is more valued on this earth than us as Humans. So when it comes to managing people, the crux of management is even people. Wherever you go, it’s the people behind the game who give the end product which looks so perfect to you. As organizations go larger and larger, we need people synergize and work for a common goal. Anything that organization adopts is for the 360° benefit of people, even if we can’t see the immediate effect but it’s projected that way.

2 Passion- Most importantly, how we differentiate successful organization with others is on the ground of passion that one has to sustain best. People strive longer and give their best when they are passionate to do certain thing. Organizations here have to come up with a mechanism which fosters growth for people who are motivated to bring better results each time. A culture of passion, blended with commitment and servitude can change the fate of any company.

3 Performance- As we go in depth, what troubles most people is their performance review, take any particular organization. How they are judged by their peers, evaluation system to rank performance, sustainability in the organization and competing for higher ranks are other concerns. It should be fair, reasonable and a transparent system which encourages individual to be awarded for his hard work, skills and temperament to handle challenges.

4 Pay- Show me the money! Nobody can defy it. People work for money and it’s a straight fact for the record. If you want to scale your business, value people and pay them accordingly. Here leaders of organization have a task in-hand which needs to be done deliberately to encourage more people willing to work with them. If organization can match the economics well they can breed talent, hone skills and encourage bringing out the best in them.

5 Perks- That’s the favorite part because you can never calculate them in lieu of money. It comes as a package with your job and makes your job distinct from the lot. Like Google gives massages and yoga, a play room, back-up child care, SC Johnson & Son send packages and flowers, pick up groceries, shop around for the best deals on car insurance, take your car in for service including oil changes and you can let us know what perks you get on job in comments below.

Stream Line the Process for Greater Efficiency

There is a challenge that companies with Enterprise Resource Planning (ERP) systems sometimes face and it involves resumes. Despite the automation efficiencies of ERP, manual data entry is required for resume information. It is the nature of the beast, because resume information doesn’t necessary comply with the templates of ERP. The problem gets worse as companies discover that the same resume is sent by more than one staffing firm, creating duplication in the data system.

A final roadblock comes with the labor-intensive difficulties with simply screening the resumes. A real serious problem can arise if the company tries to correct the situation by allowing a parallel database for employment/recruiting information. That really should not be necessary and data should be able to easily fit into existing ERP databases.

RChilli Inc. can make things a lot easier. A leader in the resume parsing industry, RChilli Inc. respects the amount of time and money a company spends on installing and ERP software system. Recognizing that manual entry is an efficient and having a secondary database is not really productive, RChilli Inc. provides the kind of resume processing service that the human resources company with an ERP system needs.

  • The ability to save resume information directly into an ERP database. With the purchase of an Enterprise Web API, a client can move resume data directly into the company’s ERP database. This can be used for unlimited resumes;
  • Data fields can be customized to prohibit duplication of data. It goes that saying this also helps identify which staffing firm presented the resume first, so that to agencies are not trying to claim the same commission;
  • Automated screening is part of the package. RChilli Inc. can reduce screening time by as much as 80% in that allows recruiters to spend more time reviewing usable data and identified the right candidate for a job;
  • No more manual data entry. It is all automated for the ease and convenience of a client.

ERP systems are meant to make operations much more efficient. There is no reason why the employment function of any company should not be as productive as other units. RChilli Inc. can bring the data processing and analysis of resumes into the modern era and enable the recruiting staff to be on the same page as the rest of the company when it comes to database management and processing. Perhaps the best value derived from the automated and ERP friendly services of RChilli Inc. is incredible time-saving that occurs. Any company that receives more than 100 resumes per month will quickly discover how more time is spent contacting the ideal candidate than trying to find that person if the RChilli Inc. product is used.

More Effective Searches in ERP

Enterprise Resource Planning (ERP) software is driving the operations of many companies and its value for human resources as a department are quite clear. Yet, problems still remain in the area of employment because of the need for continued manual data entry. There’s also the problem of resumes not being processed at all and when they are, data searches can be as poor as keyword only investigations of data. Employment recruiters need to have all information from received resumes to do in-depth searches of the data to find just the right talent. If this is not possible then the ERP data system is not being used for optimal effect.

RChilli Inc. understands the importance of ERP to the companies that have bought into the package. Realizing that resume information needs to be examined and processed in a timely fashion, RChilli Inc. has developed resume parsing services that:

  • permits resumes to be taken from web-based portals answers directly into a database;
  • convert any format of the resume into a HR XML structure for quick processing into database storage, or to be used for display.

When it comes to actually pull the information for analysis and review, this world-class resume parsing company has the capability of:

  • Processing any resume in no more than two seconds;
  • Permitting customizable fields to suit the needs of any given search for talent;
  • Segregating data fields to allow for more intense talent searches;
  • Allowing database updates by the latest resume entry with no manual intervention and less chance of human error as a consequence.

All this is accomplished with easy integration into any ERP database. RChilli Inc. is able to make the use of the human resource module within an ERP system that much more productive and efficient.

Resume shouldn’t just sit in email inboxes waiting to be processed.  The data has to be easily obtainable with analysis free of any quirks or problems. These are benefits that come with the package that RChilli Inc. can offer to any client. The automated nature of all services means that manual entry is a thing of the past and the time savings is enormous. Boolean searches are also possible using the RChilli Inc. product and the results are as close to what the actual needs for the job opening as possible. RChilli Inc. is also very sensitive to the budgetary constraints of any prospective client. Consequently, cost of all services is highly reasonable.

ERP systems are highly efficient tools for operations. RChilli Inc. corrects some problems that are common with employment data within ERP databases and assures all clients that talent searches are conducted with the best possible data.

Helping out the Brand

A company with a known name should have no trouble receiving resumes from job seekers looking for greener pasture. Unfortunately, that doesn’t always happen was a rather interesting reasons. Resume sent by email are not responded to, and applications on the company career web portal take too much time to complete. Prospective candidates would rather just send resumes and not have to fill out lengthy applications, and they do want to hear back from the company. Inability to send resumes only can cause a very good candidate not to bother contact the company directly and use staffing firms instead. Staffing firms don’t come cheap and any means to allow a talented person to be in direct contact with the company can save an awful lot of money. RChilli Inc. can help make that direct contact easier.

One of the leading resume parsing companies in the industry, RChilli Inc. is aware that companies with ERP systems often have no choice but to collect resumes from staffing firms. In addition to an ability to easily integrate with an ERP database, RChilli Inc. can make it easier for candidates to submit directly to the client.

  • Resumes can be very easily received by email or web forms, and insertion into the database is not a problem at all;
  • resume processing can be as quick as a second or two, allowing for quick response to any interested job seeker;
  • RChilli Inc. is able to deal with any resume format, so resumes can be sent either via the web portal or email and be easily translated into a readable document;

There’s no need to worry about additional hardware because RChilli Inc. uses a Cloud-based scalable model and any companies resume parsing requirements can be scaled using the Cloud API Mode l that RChilli Inc. employs.

The benefit derived from this is that resumes can be received by the company even on desktops without having to pay a staffing firm for them. In fact, RChilli Inc. can customize the databases so that an attempt to send a duplicate resume from a staffing firm can be stopped and the company is not charged for it. Of course, the best possible result is the ability to accept resume information directly from the company website into employment database. Corporate websites receive an enormous amount of visitors in a given day and is a great place to receive literally hundreds of resumes weekly. That by the way is not problem for RChilli Inc. because its products are able to process literally thousands of resumes on a weekly basis.

The brand of the company is one of its bestselling points and a great attraction for prospective job seekers. RChilli Inc. offers companies the opportunity to take advantage of that brand to bring in highly qualified talents without having to solicit or seek the services of staffing firm, making the entire employment recruiting process for the company that much more productive.

Get Rid of that Middle Man

It is certainly no secret that any human resources department does not want to deal with a staffing firm unless absolutely necessary. Staffing firms command commissions that can strain a budget. In addition, multiple firms may submit resumes on the same person and create problems that simply aren’t necessary. Companies with ERP systems try to avoid using staffing firms by having application forms on the website that are in tune with the information fields of the ERP database.

However, these forms can be excessively long or clumsy, causing talented candidates to not bother with filling them out but sending resumes to staffing firms instead. It would be better to have a way to just forgo the online application altogether, but too often ERP systems require resume information to be manually entered, creating serious costs in money and hours.

RChilli Inc. recognizes the need for obtaining needed talent information without having to go the expensive route of staffing firms. One of the best resume parsing companies in the industry, RChilli Inc. has created services that allow a company to process information from a resume by;

  • Allowing resumes to be collected directly from emails or the career portal located on the company website;

Pproviding for more than 37 fields for data to be sorted;

  • Permitting easy interface with ERP databases;
  • Allowing the data fields to be customized to better fit the hiring needs of a company and also enable individual, high priority, talent data to be easily accessed;
  • taking resumes in formats such as DOC/DOC X/RTF/PDF/TXT/or HTML and convert information into an HR XML structure.

All of this with a screening process that permits resumes to be submitted and processed in just a matter of seconds, creating considerable time savings.

It means that resumes don’t have to be requested from staffing firms, but be accepted directly from candidates in whatever format they have written their job qualifications. RChilli Inc. also uses Cloud-based scalable models which will allow a company to forgo any investment in hardware for resume parsing. The services are automated so that recruiters do not have to spend needless time putting data into the system. It all is done for them in just a matter of seconds, and the RChilli Inc. is capable of processing thousands of resumes at one time.

Having to deal with staffing firms does not have to be a necessary evil at all. Human resources departments can easily forgo the use of the middlemen if they have RChilli Inc. services for resume parsing and employment data processing. RChilli Inc. can produce better results than any staffing firm when it comes to employment data and at prices that are considerably lower.

Bringing the Employment Function up to Speed

Enterprise Resource Planning (ERP) software is a dynamic technological tool meant to make operations even more productive. The problem with ERP is that it still requires manual data entry for employment/recruiting information. If that isn’t tough enough, human resources still has problems getting resumes from the corporate career web portal into the employment databases. It’s slowing things down and makes human resources look like something out of the Dark Ages. Upper management isn’t interested in excuses; they want results when there is need for high-quality talent searches. Human resources has to take control of the situation not just rely on staffing firms to get the job done. RChilli Inc. can take the heavy load off the corporate shoulders.

This leading resume parsing company can make integration with ERP databases incredibly simple, removing the need for manual data entry with state-of-the-art automation. It doesn’t matter where the job seekers resume comes from, RChilli Inc. can easily take the resume and put employment information into the database, and into numerous data fields that can set up by the client for more effective analysis and talent search. Just a few of the benefits which RChilli Inc. can offer client include:

  • Incredibly fast processing of resumes. The complete submission of a resume can take only 10 seconds instead of 15 minutes. Bulk submission of resumes poses no problem at all;
  • A heightened ability to use the corporate web portal. Job seekers don’t have to make use of staffing firms anymore but are able to submit their resume, in any format, directly to the company webpage;
  • Automated data entry that permits updating of resume data on a daily basis;
  • Data fields that can be customized to fit exactly what a given talent search needs.

So, exactly what does this all mean? It means that when an executive has a need for a highly important position to be filled the response is no longer “give me some time” but rather “it’s going to be done in no time at all”. The latter is music to a VIP’s ears. Human resources is no longer thought of as a burden but more of a vital player in a fierce competitive game. RChilli Inc. permits a database of homes with activity to be constructed without any need for monotonous data entry. Within an ERP run system, employment is now better able to ramp up operations and bring the function into the modern times.

RChilli Inc. makes talent searches more effective, creates databases that can be easily managed, allows for resumes to come from numerous sources, and eliminates the overreliance on staffing firms to fill critical positions. It’s all good.