Applicant tracking -  recruiting software for the staffing industry

Recruiting tip - Applicant

The Power of Interview Preparation:
Partially reprinted with the permission of Bill Radin

... "The Short and Long of It
There are two ways to answer interview questions: the short version and the long version. When a question is open-ended, I always suggest to candidates that they say, “Let me give you the short version. If we need to explore some aspect of my answer more fully, I’d be happy to go into greater depth, and give you the long version.”

The reason you should respond this way is because it’s often difficult to know what type of answer each question will need. A question like, “What was your most difficult assignment?” might take anywhere from thirty seconds to thirty minutes to answer, depending on the detail you choose to give.

Therefore, you must always remember that the interviewer is the one who asked the question. So you should tailor your answer to what he or she needs to know, without a lot of extraneous rambling or superfluous explanation. Why waste time and create a negative impression by giving a sermon when a short prayer would do just fine?"

Applicant tracking news

Why Corporate Recruiting May Be Doomed

ERE Articles, Wed, 10 Mar 2010

How different is what you do today from five years ago? Are you able to find and hire top-notch people faster than before? Have you invested in systems, technology, and process improvements to lower costs and improve the speed to find and present qualified candidates? If not, you are clearly lagging behind those who [...]

Diversity Recruiting, Candidate Relationships, and HR Bosses

ERE Articles, Wed, 10 Mar 2010

Want to get updates from the community delivered straight to your inbox daily? Make sure to subscribe to the community newsletter so you don’t miss a conversation. Here’s what’s going on in the ERE community this week: Are you clueless about diversity recruiting? Developing and nurturing candidate relationships Working for a boss that doesn’t know recruiting Monthly retainers for recruiters How [...]

For Gen-Yers, the Conversation’s the Resume

ERE Articles, Tue, 09 Mar 2010

The Brazen Careerist has launched an interesting experiment in social recruiting, introducing what the site and its founder Penelope Trunk call a “social resume.” Aimed squarely at the young Gen-Yers for whom Brazen Careerist was designed, the social resumes allow these early career professionals to offer hints at their potential. Besides all the usual biographical stuff [...]

Senior Staffing Consultant (IRC2073)

Jobs in Recruiting, Tue, 09 Mar 2010

The Senior Staffing Consultant ensures the staffing function executes high quality, compliant recruiting processes including: sourcing, interviewing, assessment, selection and onboarding. This position is responsible for managing the end-to-end recruiting process for assigned client groups and positions, as well as leading staffing process improvements, developing surveys, training reports and metrics. - Effectively partner with hiring managers, interview teams and HR generalists to anticipate staffing needs of the business and develop and implement appropriate staffing plans, recruiting strategies, selection criteria and action plans. - Utilize a consultative approach with hiring teams for sourcing, assessment, and selection in order to recruit high quality candidates in a cost effective manner (direct sourcing, employee referral, internet mining, etc.). Proficiently manage complex offers/negotiations. - Develop and implement staffing metrics and analyze against benchmarks. Leverage the applicant tracking system to develop and maintain recruitment status reports to provide information to senior leadership. Ensure the accuracy of all regular staffing reports. - Manage the candidate experience throughout the recruitment process. Ensure the most positive experience through accuracy of information relayed and timely response to information requests. Utilize creative, customized approaches to supplement traditional sourcing methods. - Develop job-specific behavioral and competency-based interview questions, and coach hiring managers and teams on interviewing and candidate assessment techniques. - Identify, develop and share recruitment and assessment best practices across the business. Identify and/or create tools and processes that increase efficiencies and support the achievement of business objectives. Recommend innovative business processes to improve staffing effectiveness. - Develop and maintain strong external relationships to enhance the company’s reputation in the marketplace and facilitate recruiting efforts. Establish effective working relationships with colleges, universities and professional organizations to ensure an optimal pipeline of quality, early career talent through campus recruiting and internship programs. - Maintain current knowledge in business, marketplace, legal and recruitment trends. - Ensure applicant flow, recordkeeping and sourcing/reporting practices are in compliance with OFCCP/EEO guidelines and internal processes. - Bachelor's Degree or higher required. - 6-8 years experience in a similar role with organizations/search firms known for best-in-class recruiting and staffing practices. - Experience recruiting for biotechnology, healthcare and/or pharmaceutical companies and developing talent pipelines through campus recruiting preferred. - In-depth experience in competency-based interview and assessment techniques. - Demonstrated proficiency creating and reporting staffing metrics. - Strong sourcing/internet mining techniques. - Ability to provide creative solutions for the acquisition of passive "A" player talent. - Experience with various applicant tracking systems is strongly preferred. - Proficiency in MS office suite (Word, Excel, PowerPoint). - Excellent organizational and time management skills. - Strong interpersonal, communication and consulting skills. - Ability to effectively interact with all levels of the organization.

Technical Executive Search Consultant

Jobs in Recruiting, Tue, 09 Mar 2010

Aramco Services Company (ASC) is the U.S. subsidiary of Saudi Aramco, one of the world's leading crude oil producers and refiners.  ASC provideds critical services to Saudi Aramco including the recruitment and relocation of key professionals; procurement of materials and services; management of company-sponsored university students; and engineering support for major projects. ASC is searching for a Technical Executive Search Consultant to assist with the development of sourcing strategies and the recruitment of high level, hard-to-find technical and research experts for Saudi Aramco's oil, gas, refining, and petrochemical operations in Saudi Arabia. Position will initially be contract with conversion to regular after performance is established. Requirements: Bachelor's degree 10 years oil and gas recruiting experience Experience should be concentrated in the sourcing and recruiting of engineers and scientists in the energy sector Background should include executive search firm experience and recruiting experience with major oil and gas company Successful track record and established network within the energy sector are required Must have extensive experience using a variety of sourcing tools Experience recruiting for international assignments, especially the Middle East, is a plus Technical experience/degree (geoscience, engineering) would be an advantage

One-to-One Recruiting: The Importance of Personalizing All Aspects of Recruiting

John Sullivan, Mon, 08 Mar 2010

The most powerful recruiting advertisement I’ve seen in the last two years didn’t originate from Google and it wasn’t found on a social media site; instead it was a “take your breath away” billboard designed to attract a single person. Usually billboards are a complete waste of money, but this one dared to go where no [...]