Whats the Best Applicant Tracking System (ATS)

Whats the Best Applicant Tracking System (ATS) Applicant Tracking Systems (ATS) are used by recruiters and companies worldwide as a reliable  method of recruiting employees but it is important to have one that is easy to use and reliable, to gain the best return on investment. But which one is the easiest and best to use? And which gives the best results for recruiting the top talent? Here are the best Applicant Tracking Systems available at the moment: iCIMS Talent Platform: Firstly, iCIMS Talent Platform offers you an intuitive online applicant tracking system,  based on job publishing and employee referrals. iCIMS Talent Platform is one of the oldest  application in this area, by used by thousands of companies worldwide for eight years. As  promising as it might sound at first sight, this application will force you to manually review multiple sites or manually contact vendors, if you represent a decentralized company, using the application into more than ten different locations, that have to share the same platform. SuccessFactors: SuccessFactors is dedicated to those executives, who dont have time to organize recruitment,  not even online. The application is based on a reducing method of time and costs, by  identifying the right candidates, although seeing the demo, I can affirm it offers the same  performance as the previous apps. TrackerRMS Recruitment: TrackerRMS Recruitment is designed for mostly mobile use. It will automatically generate alerts, when it find the perfect candidates for your jobs, so you wont miss a thing of your recruitment. If you wish, you can establish a database of candidates profiles, so that during  the next recruitment, you can pick an old CV and think about hiring or not that person,  already interested in your company. This application can also be your virtual assistant,  sending emails, establishing meeting or initiating calls. Compas: Compas offers not only social media connections, but connections to Gmail and Outlook too. The application is entirely web-based so you even access it whilst youre away (if you so wish!). Besides the traditional job-posting feature,  you will also benefit from unlimited storage, calendars and other features similar to an agenda. Much more, if you have used previously a different ATS, Compass is able to gently import  your data, so the conversion is quite natural, you dont have to worry about losing important  information, while upgrading. Resumator: On the other hand,  Resumator  is a cloud-based application, probably you will find its  interface friendlier and easy to use. The companies, that use it, are easily promoting jobs  through social media, review online documents (including CVs and articles to be posted  on the companys website) or hire qualified candidates. Resumator is reckoned to properly  support companies with more than 1.000 employees geographically scattered. HiringThing: HiringThing tries to simplify and organise the hiring process. You can intuitively post jobs,  receive and  analyse  applications. Since its cheaper than the previous applications and less  optimised (no cloud feature, for instance), its mostly used by small companies and NGOs.  HiringThing can rank your candidates, preview their performance in simple charts and allow  you to contact them via email. PCRecruiter: PCRecruiter is a helpful assistant for managers addicted to web-based tracking solution. Besides tracking candidates, the application can also prompt you data about sales or marketing strategies developed by your company. Few of the managers using it have complaint about the new entries, sometimes you have to refresh the page, in order to be sure the new information has been added. BambooHR: Finally, a new application trying to draw attention: BambooHR. Despite its exotic name, this cheap application is able to offer you a reliable web-based management system for small and middle sized companies. You will have real-time access to your data, either you are the manager of the company or an employee and the relevant data is embedded into rich-visual spreadsheets. Unfortunately, BambooHR doesnt offer a proper social media connection  you will have to manually contact your candidates, using the contact info in their CVs. Taleo: With over 5000 companies and nearly half of the Fortune 100 using this platform, Taleo is the best ATS out there. Talent Intelligence is a central part to the Taleo process and is  a unified approach to talent data. It gives managers up-to-date insights into candidates, thus making the application process simpler and quicker. It also outlines the best practices and industry-level benchmarks, thus better equipping teams and organisations with the ability to recruit better talent as well as awarding the best performers at their company. Which is your favourite ATS? Let us know in the comments below! RELATED: Applicant Tracking Systems: Why Usability is Crucial for ROI

Can Free Resume Writing Format Be Bad?

Can Free Resume Writing Format Be Bad?Free resume writing format is a new trend in the world of resume writing. Although it sounds good, it is hard to believe that the use of free resume writing format could be bad. Here are some tips that can help you choose the right resume format and get your resume a good response.First, avoid the free format. It may sound like a good idea, but the fact is that these free resume formats will not make your resume look good. Instead, the format may cause a common rejection by a lot of employers.The major issue with free format is that it is typically done by amateurs who don't know how to write a resume. Not to mention, a person who uses the free format will have no idea about how to be professional. When a resume is free, the personal touch is very important. Hence, using this format will often result in your resume looking amateurish.On the other hand, there are several professionally-done formats, which can be used as a free format as well. The drawback with professionally-done formats is that they usually require a bit more time and effort on your part. There is a great chance that you will not get good results from them.The format that you should pick depends on what you are trying to convey. If you need to communicate to a wider audience, you should pick one that is easily understood. On the other hand, if you are trying to relay your skills to employers, then you should use an easily readable format that communicates the message to them clearly.Although it is difficult to judge the quality of your resume based on its format, if you have any doubts about it, it is best to pick one that is easy to read. An easy-to-read format will also make your resume a standout from the others. Since most resumes are read on screen, the best way to get noticed is by being easily identifiable.Another major benefit of using a professionally-made format is that it will take away all of the time and effort that you spent on the job. Your r esume will automatically get a high ranking for its attractive appearance and clarity. This will help you get hired faster because you will have a good chance of being hired since you looked good on paper.Finding the right format can help you land a job. Make sure that you know how to choose the right format before using the free format.

How Can You Measure Success on a Diversity Program

How Can You Measure Success on a Diversity Program Priding yourself on being an organisation that boasts a fully diverse and inclusive workplace, but just how do you measure how well youre doing compared to others? Do you simply count the number of diverse staff you have or is it a tick-boxing task in the recruitment process? One thing is for sure and that is recognising the need for a diverse workplace will always put your head and shoulders above those who dont. But just how do you measure it? Well, our panel of diversity and inclusion experts can tell you. Natasha Broomfield-Reid What gets measured gets done, fact. Accountability is a key driving in the success of diversity and inclusion training, and all too often in the past organisations have dipped their toe in the water and deliver a single course (usually unconscious bias) and seen little impact as a result. Instead organisations need to put in place a structured programme and clearly measure their impact. Equal Approach has developed a new Return on Inclusion Tool to support organisation to measure the financial return of their inclusion programmes, which can evidence the return on investment of each pound invested in DI strategies. Natasha Broomfield-Reid, Head of Development at Equal Approach. Caroline Stokes Measure your situation at this point, have a vision for where you want to be in 1 years time, get buy-in from the organization with some steps on how you’re all going to get there then track it from an activity and results level. Caroline Stokes, Executive Headhunter Coach. Founder of FORWARD. Nicola Crawford It’s always useful to have an open dialogue with your HR team, compare hiring stats to previous years, compare percentages of applicants from different groups and see if there are any trends to gauge successes or points for improvement. A staff survey  can also be a useful tool in assessing how staff feel about equality and diversity in the workplace. HR can undertake a study into pay equality and staff turnover should also be factored in along with exit survey responses. Nicola Crawford, CFIRM, Chair of the Institute of Risk Management. Joanna Abeyie For me, I have always felt most proud of my involvement in a diversity scheme if talent had been retained and promoted in that industry or business as a result of it. Getting your foot in the door is one thing, and in some cases diverse talent wouldnt get an opportunity unless they apply via a diversity scheme because the businesses are not inclusive in their hiring practices and dont have fair selection processes. But, if its just an internal exercise to appear to be doing the right thing then its just a brilliant piece of PR for the named business and nothing more. The real measure of success is how hard youve really tried as a business to set this person up for success and to retain them in your business, or business sector. Joanna Abeyie, Managing Director, Hyden, SThree.  Suki Sandhu Measurement of diversity can be both sensitive and tricky. There are many different metrics you could use as a barometer. For instance, employee satisfaction surveys and feedback, tracking diversity, employee retention as well as how many diversity events you’ve held or supported. Sometimes it’s difficult to put these into place, so you could start with something simple like the number of employee resource groups (ERGs) you’ve established over the course of a year. Suki Sandhu, CEO and founder of  Audeliss. Charlotte Sweeney Measuring diversity and inclusion activity is important and, unfortunately, overlooked by some. Without this, it’s difficult to show the impact the work has had on the business as well as impossible to create your own business case for change. It is important to know what you are measuring and, for the biggest impact, should be both diversity AND inclusion. When measuring diversity you should consider elements such as the demographic data from a representation point of view as well as throughout the whole employee life cycle (recruitment, promotion, access to training and development etc). When measuring inclusion you should consider elements such as employee perceptions by group via the employee engagement / opinion survey. Charlotte Sweeney, Managing Director of Charlotte Sweeney Associates Ltd. Sarah Nahm When most people think about measuring the success of diversity and inclusion, what probably comes to mind is the commitment from large tech companies to release their diversity stats every year, and disappointment when progress is slower than hoped for. Instead, listen to your employees. Find out what they care about. Is it unconscious bias education? Mentorship programs? Growth and development opportunities? More transparency around compensation? Would they like to see more underrepresented minorities in management? Use what you find to direct your strategy and set goals, and be sure to report out on progress and wins. Sarah Nahm, CEO, Lever.

How to Make Employees Happy

How to Make Employees Happy Successful businesses have three things in common: an excellent leader, satisfied customers, and happy employees. Compensation can only keep employees long enough. But a positive work environment with attractive perks and benefits to supplement their salary can make happy employees stay for longer. Treat your employees as your first-level customers because that’s what they are. You should make them feel as valued, needed, and appreciated. Let’s face it: High employee turnover can cause huge losses for companies in different aspects. This is why employee satisfaction and happiness are vital to every organization’s success. Before we get into the “how’s,” let’s see why businesses with happy employees thrive. Happy employees have the right attitude. Unhappy employees often exhibit low spirits and mediocre or even subpar performance. This despondent attitude can instigate a negative vibe in the workplace. On the other hand, happy employees have a positive attitude that motivates them to perform better and deliver quality work that exceeds even the highest expectations. Happy employees are productive. When your employees are happy, they’re less likely to burn out, get stressed, and call in sick. They’re also more determined and willing to take on new tasks that will help them develop their skills. Happy employees put in more effort at work and always end their days with a smile on their faces, rather than watch the clock the whole day, just waiting to leave the office. Happy employees are team players. Employees with a positive, can-do attitude can motivate and influence other employees. They’re also more willing to offer help to support their coworkers in various tasks or projects. This positive outlook ignites a collaborative work environment where people work toward a common goal. Happy employees are people pleasers. When you talk to cheerful people, the response is positive. Happy employees make the perfect point of contact for clients. This is important especially in customer service industries or client-facing positions. Happy employees inspire creativity. Positive people tend to be more creative. This means happy employees who have a positive outlook are better at coming up with solutions or thinking outside the box whereas frustrated employees might not even consider finding a solution and will instead focus on finding blame. Cultivate Employee Happiness The benefits of having happy employees go above and beyond for businesses. This is why it’s crucial that you ensure your employees arrive and leave work with a smile. The steps toward nurturing a workplace that employs happy people can be costly at first, but in the long run, these people will help the company grow and achieve success. Here are a few things you can do to make your employees happy: Promote work-life balance to relieve people of burnout and stress. Provide a comprehensive employee benefits program including group life insurance. Encourage professional growth and personal success. Stimulate a positive work culture and environment to shape the right attitude. Work is hard and stressful. But when you foster a culture that promotes work-life balance, you breed happy employees. And when these people are satisfied at work and with what they do, they become fully engaged with the organization and thus more productive. The infographic below expounds on the tips above and will give you more ideas about how to take better care of your employees. Start fostering a healthy workplace now to make your employees happier!  About the author: Bea Rico is an engineer turned digital marketing professional who has an affinity for long-term financial planning and an advocate of healthy living. On her free time, she enjoys yoga and weightlifting

How to Write a Resume For a High School Teacher

How to Write a Resume For a High School TeacherAlthough there are different resume writing techniques available in the market to help you out, English teachers should be careful to employ a professional approach. Having a good resume will also include a proper curriculum and skills. You should write your resume after you have conducted a thorough research and study of your profession.It is important for English teachers to be objective about their potential employers. You will notice that most teachers who are in the teaching profession can face difficulty in recognizing that their writing is lacking in certain areas. They usually put too much emphasis on the quality of their writing and not enough emphasis on the part that is lacking. For example, teachers often forget to mention their proficiency in English grammar.To correct this situation, you need to learn how to improve your grammar and knowledge about the English language. Even if you do not consider yourself to be a bad write r, your resume should still show your writing skills. Using proper grammar and punctuation in your resume is essential.You should also have a clear understanding about the teaching of English as a second language before you start making a resume. The teacher qualification exam and related academic qualifications may also be mentioned on your resume, if they are relevant. Make sure that all the facts are listed in order to make it easy for a recruiter to read it.The first and most important fact that is required for any person looking for a job is their education and experience. The interview is going to be very short and you should focus your attention on getting a position. A lot of employers spend most of their time reading resumes. Even if you present the employer with a great resume, it will not help him get the job.If you want to make a resume for English teachers, it is better to write a content-rich one that is targeted at the particular sector. In order to make it more profe ssional, you should not use acronyms such as X, Y and Z on your resume. The recruiter should be able to decipher the meaning of these words.Another important consideration when writing a resume for English teachers is the contact information. The contact information must include your email address, social security number, mailing address and telephone number. Include all the necessary details so that the recruiter can contact you as soon as possible.By adopting these methods, you can now rest assured that you will be able to land the job as a high school teacher. If you feel that the information on your resume is not accurate, you should not hesitate to provide updated and accurate information. Although it can be tedious work, doing a resume for an English teacher will give you an edge over your competitors.

6 Ways to Help Your Employees Prepare for the Future CareerMetis.com

6 Ways to Help Your Employees Prepare for the Future The old adage “A rising tide lifts all boats” applies to the world of companies and their employees.The more your employees grow in their personal and professional lives, the better it is for your business. So, you have an interest in their professional futures. And that interest extends beyond a living wage and matching 401To maximize your employees’ output, you need to help them secure their professional futures through skills training, employee benefits, and pathways to rise within your company.Some employers balk at such career investment, seeing it as a “loss” if workers decide to move on later. But that’s a short-sighted approach. There’s no losing when you help an individual advance in their career. They will remember the positive experience.And you’ll see a return in the form of a five-star Glassdoor review, new hire referral, or positive word-of-mouth advertising for your brand. When you do good by your employees, they’ll return the favor.Here are six ways to help them prepare your employees for their futures.1) Offer Employee Insurance ProgramsFor your employees to have a bright future, they need to be physically and mentally healthy. Comprehensive employer-sponsored insurance programs are practical tools for helping your employees plan for their future.Comprehensive insurance programs are also good recruitment tools for attracting qualified candidates. And a robust employer-provided health plan helps keep retention rates high. That’s because the majority of U.S. adultsconsider health care coverage a key factor when deciding whether to stay at a job.Providing end-of-life planning and burial insurance also helpemployees prepared for the future. Educate employees with end-of-life workshops and training on life insurance options. Unlike health care, these insurance plans aren’t one-size-fits-all.evalEach employee will have different needs and circumstances that require different policies. Younger folks may not see the benefits of en d-of-life planning.But the average cost of burial insurance is lowerwhen you buy it at a younger age. So, information like this is likely to encourage them to start planning early.2) Start a Mentorship ProgramMentoring programs are low-cost ways to invest in your employees’ future. Because you’re using your existing employees, your upfront costs are low. But your return from building personal connections, teaching new skills, and expanding innovation arehuge.Supporting a mentorship demonstrates to workers that you’re serious about helping them move forward in their careers.evalThe results? Increased loyalty and productivity.There are several choices to make when building a mentorship program.For one, you’ll want to decide whether the program is mandatory or voluntary. Mandatory programs spread the benefits across your company. But not everyone will appreciate the opportunity.And connecting the right people will take more planning and may become unwieldy for companies with la rge numbers of workers. Open invitations, on the other hand, attract motivated people who want to connect and learn. So, it’s an easier way to get your program up and running.Another consideration for your mentorship program is the type of connections you want to make.Don’t assume your only option is to pair up a new hire with an experienced employee. These one-on-one connections work well, but you can also pair a mentor with a mentee in other ways The more internal networks your employees form, the better they will work as a team. And, the more external connections, the more resources they bring to your sales and recruitment efforts. So, make networking a priority in your work culture.To increase networking opportunities for your employees, avoid silos when assigning workspaces. Mix things up with seating charts that intermingle different departments, personalities, and skill levels.Organize office spaces to encourage spontaneous interactions among workers. And keep remote work ers and satellite offices connected through video and conference calls.Assign mentors to new hires. Provide gift cards for coffee runs and quick get-to-know-you meetings. And make sure your company’s organization chart and directory are complete, up-to-date, and available for everyone.Finally, organize networking opportunities yourself. Partner with business owners and thought leaders in your community to host mixers and educational presentations. When you combine education and networking opportunities, you’re doubling your investmenteval4) Provide Professional Development OpportunitiesEncourage employee growth and development through a strong professional development plan.Companies with formalized training programs report higher incomes per employeethan those lacking one. And continuing education helps your employees plan their future careers within your company. This helps raise retention, improves job satisfaction, and helps you identify rising stars.Provide professional grow th opportunities that fit the company’s goals, but don’t forget the employee’s needs. They may not be the same thing. When possible, align these two goals for maximum benefit.Alignment takes understanding individual experiences, skills, and interests of your employees. You may want to cross-train some team members to meet your firm’s long term goals. But don’t make arbitrary assignments or choose the most skilled workers. They may have little interest in learning the new role, and the work will suffer as a result.Too often, employers offer top performers more opportunities and stretch assignments to broaden their skill set. But this strategy â€" while effective in the short term â€" only benefits a few employees.Whereas, assigning a mediocre performer with high motivation and interest will benefit the company and the employee in the long run. Plus, putting all your professional development eggs into one basket leaves your team dependent on a few to execute. So, keep profes sional development available, targeted, and democratized.5) Teach Leadership SkillsStrong leadership skills facilitate better collaboration and innovation in the workplace. But they’re also helpful to an employee’s life outside of work.Soft skills like communication, empathy, delegation, positivity, and creativity are all qualities of a healthy individual. And workers can use them to become better parents, friends, and citizens outside of work in addition to becoming more effective in the office.Talk toyour employees about leadership skills and give your employees opportunities to grow them.Discuss which skills they already have, which ones are progressing or under development, and which ones they need to focus on moving forward. Then, help them look for opportunities to develop and practice the leadership skills you talk about.Encourage team members to speak at conferences to improve their public speaking. Rotate jobs so workers can exercise their problem-solving skills. Assign individuals to run meetings to practice group communication.These kinds of activities will give them the practice they need to truly develop leadership skills.6) Help Them Recognize What They’re Capable OfMany employees want to learn and grow, but often are afraid to ask for a promotion or don’t feel that they are capable of keeping up with the responsibilities of a higher position. Many are quick to doubt their worth as an employee and might begin to feel unmotivated.Especially in such cases, it’s important for you to openly recognize your employees’ work and point out the things they’re doing well, giving them extra praise for difficult projects or exceptional results. When you point out the things they do well, you help them to see their value as an employee and build their confidence.Along with helping them with their confidence, you need to help them see their potential by talking about ways to move up in the company.Find out where they would like to take their caree r in the future and help pave a path for them. Talk about what they need to improve upon and set small goals as baby steps to get them to their main goal. Show them that, although they may not have the skillset they need quite yet, they have the ability to learn and cultivate those skills and that their goals are not far out of reach.These six things are only a few of themany ways you can help your employees prepare for the future. Experiences like these are invaluable, real-world opportunities. But they’re only as valid as your trust in your team. Trust them to do their work and trust that if they experience failure, they’ll be able to fix it and bounce back, having learned through their mistakes.If you don’t give workers the freedom to fail, you’re squashing much of the impact these experiences bring. Employees afraid that any failure will be punished won’t take advantage of new growth opportunities and won’t feel motivated. It’s essential that you create a culture w here initiative and failure are the stepping stones to success.

Join the happiness at work telesummit - The Chief Happiness Officer Blog

Join the happiness at work telesummit - The Chief Happiness Officer Blog If you really want to dive into the topic of happiness at work you should absolutely sign up for the Happiness at Work Summit which starts today October 4th and runs for 4 days. Youll get tips and ideas from some really smart people including Srikumar Rao and myself. I had a great 1-hour talk with Uta Langley, and when you sign up for the summit, you will get my take on why happiness at work is so important and how exactly you can become happier at work. And its free!! So sign up right here. Thanks for visiting my blog. If you're new here, you should check out this list of my 10 most popular articles. And if you want more great tips and ideas you should check out our newsletter about happiness at work. It's great and it's free :-)Share this:LinkedInFacebookTwitterRedditPinterest Related

Your LinkedIn Questions Answered!

Your LinkedIn Questions Answered! LinkedIn is the most popular social media platform for professionals, but it doesn’t mean everyone utilizes it the right way. If you have questions about how to improve your LinkedIn profile development, you’ve come to the right place. Many people have legitimate questions about LinkedIn, so we’ve done our best to gather the most common questions and answer them for you here. 1. How is LinkedIn Different From Other Social Media Platforms? LinkedIn is viewed more as a professional social media platform rather than one designed for entertainment. People use Facebook, Twitter and other platforms to connect with friends or catch up on the latest celebrity gossip in real-time. That’s not what LinkedIn is about. Any LinkedIn profile service will also tell you to clean up your other profiles so it doesn’t tarnish your LinkedIn profile. 2. What Information Should You Include on LinkedIn? Many people make the mistake of making their LinkedIn profile look exactly like their executive resume. A good LinkedIn profile writing service will tell you to use your resume as a base for information, but go into more detail about accomplishments and achievements on your LinkedIn profile. This is your chance to show your personality a little more than you can in a resume. Use the opportunity to brag on yourself as well! 3. How Important Are LinkedIn Groups? Be selective about the groups you join and participate in them frequently. This is a great opportunity to meet new people in your industry. If you’re searching for a job, you may find your next employer in these groups. There are thousands of different groups, so definitely use them to your advantage. 4. Can You Find A Job Through LinkedIn? Sometimes you’ll see job postings via LinkedIn, but you probably shouldn’t rely on them. The key to good LinkedIn profile development is to get your profile noticed by recruiters or hiring managers. Even if you don’t see actual job postings, it doesn’t mean you can’t get your foot in the door to land an interview with a well-developed profile. 5. How Can You Best Utilize Your LinkedIn Profile? Highlighting your achievements and building on your resume are the best ways to utilize your LinkedIn profile. Be sure to remove any unprofessional pictures or anything you wouldn’t want an employer to see. Be active on LinkedIn and you never know who you may cross paths with along the way. Although these are the most common LinkedIn questions, we know you may have many more. Feel free to contact us at any time with any of your burning LinkedIn questions.