Choose your next ATS in 5 easy Steps

Applicant Tracking

Your next ATS in 5 steps

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 Search

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?

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.

Social Recruiting or Sourcing

Social Recruiting or Sourcing

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

5P's of HR

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.

Put Away the Spectacles

The old-fashioned way of doing talent searches was to put out a notice in the newspaper and with the resumes command. Then, recruiters would look over page after page of qualifications, trying hard to find the best candidate. That’s a very serious problem in this day of the lightning quick economy. Companies simply don’t have the time to waste and a talent search cannot take weeks but just days and preferably only hours. That’s a tall order for any employment recruiter but the hiring departments expect to be serviced and the reputation of human resources is on the line. Employment recruiters have to identify qualified candidates quickly and present them to hiring managers ASAP. RChilli Inc. can come to the rescue in these tense situations.

One of the best resume parsing companies in the world, RChilli Inc. brings an end to the days of reading through responses. With automated service is geared towards identifying the best candidates, RChilli Inc. can:

  • accept resumes from job boards, emails, desktop career portals, or outside firms and turn information into highly readable HR XML formats;
  • take over the time-consuming task of screen resumes and reduce the whole process by 80%;
  • input data directly into any database, including ERP;
  • process literally thousands of resumes in a matter of hours.

That last point is particularly important for any company that receives a large volume of resumes on a routine basis. Such companies gather employment department bought down in resume analysis with any major talent search, and that can be like trying to drive a truck through deep mud. RChilli Inc. became one of the world’s best resume parsing companies by producing totally reliable employment data automatically. The data fields can be customized for that major search company is doing, and the processing of a resume doesn’t take minutes; it takes a matter of seconds.

The results of what RChilli Inc. can do will put a big smile on the face recruiter, but an even bigger smile on the face of a hiring manager looking to fill position. Suffice to say that upper management is going to be extremely impressed with efficient way critical positions suddenly become filled.

A director should resources may worry about the cost of the road is no need to do that. There is no per cost resume. A one time cost will allow unlimited use of the services provided by RChilli Inc. and that can be an amazing benefit for companies with large volumes of monthly resumes. The ability to process and analyze considerable amounts of employment data data in a hurry with total reliability are qualities that RChilli Inc. brings to the table for any prospective client. Along with the other services, these are enhancements that can end the resume reading drudgery and put an employment office at the front in any race for qualified talent.

Let Time Work for You

There is no question about the time being a thief and the old proverb is certainly proved in the race to get top talent to fill an open position. Far too much time is spent poring over dozens of resumes and can rob a company of any advantage in snaring that important tech person so badly needed. Recruiters have a very small window of time to operate in when looking for just the right person. They shouldn’t be spending precious hours processing data or trying to figure out the best search process to scan existing volumes information. Those are things that a good resume parsing company can do, and they can do them so much better. In relation to resumes, these companies are like having a powerful magnet next to a haystack with iron needles hiding inside it.

  • They can pull the information right out of the massive words that make up a bulk batch of resumes and construct a top-notch Boolean search which can cut through the number of resumes like a hot knife through soft cheese;
  •  Data entry is not a problem and man hours spent doing is exhausting work is reduced to mere seconds;
  • A good resume parsing capacity permits recruiters to go through what information they need to select the top talent and then to be able to contact them immediately.

The importance of that last note cannot be understated. A highly skilled person may be under consideration by a number of companies and the ability to identify such individual, and make contact expeditiously, can make a talent search easy and incredibly efficient.

RChilli Inc. is one of the very best resume parsing companies. All of the above can be done and the RChilli Inc. product goes even further.

  • Resumes can be processed in the blink of an eye, and RChilli Inc. is the only company that can provide essential support investigating hidden content such as what really are the total years experience and any particular gaps in education among other fact identifying services;
  • Data fields can be customized to better help the employment section of the human resource department conduct informational searches;
  • The format of any given resume is something that is not a problem. Resumes that are in formats such as Doc, DOC X, RTF, or PDF are easily processed into information that aids in any talent search.

The days of spending hours reading through resumes are thus gone forever. RChilli Inc. can automatically sort and deliver exactly what information is needed.

It is critical for any talent search to have time work for the company and not drag it behind the competition. A company can ill afford to spend countless hours reading through all the resumes individually. RChilli Inc. has the tools necessary to craft a candidate investigation that pinpoints exactly what is needed to take the process from the starting point to the interview stage as quickly as possible, leaving possible competitors for talent far behind and choking on the dust.

Beat Your Competition to the Commission

Staffing firms exist in a world of almost frightening competition. Companies who use them offer incredible commissions, sometimes as high as 30% or more of the open position’s base salary, but these corporations don’t always make it easy. They will commission several staffing firms and award the prize to the one who brings in the ultimate hire. It’s an amazing challenge and quick turnaround is essential, since the firm that submits the candidate first is the one who gets the claim to any final commission. Time can’t be wasted dissecting large bodies of resume files. Whatever can help a staffing firm cross the finish line first is worth its weight in gold. Resume parsing definitely has the Midas touch.

Information processing capacity of a good resume parsing firm is nothing less than astounding.

  • Literally, thousands of resumes can be processed within a 24-hour period and just the right information can be extracted from all that paper;
  • These time-saving allies of a talent search can create databases that segregate by work experience and the industry potential candidates once worked in;
  • Resume parsers can also create databases that staffing firm can use for individual clients, making the search process that much faster. These services all mean that a staffing recruiter doesn’t have to waste precious man-hours sifting through the paper volumes of resumes. He or she is better able to have results at the fingertips, and can source a good candidate in the nick of time and present the paper work to the client company. The consequence is being one step ahead of competing firms in a rough business and that is the best possible thing to have happen.

RChilli Inc. is a flagship company in the resume parsing arena. This isn’t just bragging but plain and obvious fact. In addition to being able to do everything mentioned above, RChilli Inc.:

  • Reduces the resume screening process by 80%, generating considerable time savings;
  • has the capacity to process more than 25,000 resumes in one night and screen through resumes faster than a whole team of recruiters;
  • Allows staffing firms to touch base quickly with the best candidate and databases can be segregated for better results for important clients.

All of this at highly reasonable prices.

It all means that sought after commission is not just something to wish for, but well within the reach of those staffing firms who use the RChilli.com product. The search is far more efficient because manual input isn’t necessary, taking human error out of the picture.

Client companies are very demanding. They don’t have an awful lot of patience and loyalty is based on the ability to submit qualified candidates as fast as possible. Staffing firms need to survive in an environment where the competition might be a nanosecond faster when it comes to referring a candidate, and time can’t be wasted shuffling through all the paper. Hustle is a desired virtue in the staffing industry and RChilli Inc. can be like a speeding bullet, processing resume data quickly, reducing the time spent preparing and analyzing material, and getting that great candidate to the client before the competitors even know this person exists.

A Prisoner of the Nouns

Finding the right person in extensive talent search is certainly no walk in the park. Postings that are set up on social media networks such as LinkedIn or Pinterest can generate not just dozens of resumes but perhaps even thousands. This requires someone or some people to go through all of the information trying to process exactly what is needed to refer to the right candidates. The result of any job posting can be a literal of Mount Everest of data. Sadly, an expert recruiter can become entangled in the words and syllables of hundreds of resume pages. This will result in large amounts of man-hours wasted and when time is of the essence, the consequence can be a highly qualified candidate snatched up by a competitor. There has to be a way to sift through all the nouns and verbs and a good resume parsing company is able to do just that. What such a firm can do is:

  • Reduce the screening process to a matter of a few hours instead of a few days;
  • Interpret resumes that may come from social media network platforms or emails to help find that exactly right candidate, relying on experience and skills phraseology to quickly scan through the material;
  • Compile usable data that is easily transferable to existing databases;
  • Cut down on the time spent analyzing resumes and producing analysis that is concise

RChilli Inc. is a master in the art of resume parsing. There are so many ways to present a resume and not every company can handle the various formats. RChilli Inc. is able to process resumes that are presented in PDF, DOCX, HTML, and TXT among other formats. This means that resumes posted on social media network sites can easily be handled in the information quickly analyzed. The company has a handle on social recruitment and can make the experience of talent search via Facebook or other social mediums much, much easier.

Granted, a recruiter can still try to sort through all the verbiage in an opening with 10 or less resumes. This doesn’t create a challenge but it’s the high-volume responses that cause the headaches. It isn’t just the reading; it’s also the manual data entry that takes a person’s time. Why do this when there is a solution that saves time and is much more efficient? Rchilli Inc. has a commitment to clients that is unmatched anywhere else in the industry. It frees a recruiter from the chains of compound sentences and allows that person to more effectively conduct a productive search for just the right talent. Resume parsing is made better when a highly competent company is doing the work and RChilli Inc. is a proven leader in the field of resume parsing.