Tag Archives: Get candidates

The Best Ways to Collect Resumes

Resumes are screened, filtered, ranked, shared and stored as a vital part of the hiring process. There are several ways an applicant can submit their information and some of these methods provide useful benefits to you as the employer. We’ve compared various methods of resume intake to show which should be left in the past, and which make the screening and hiring process easier. Continue reading The Best Ways to Collect Resumes

The Connected Generation

“One day my father-in-law, who is a confirmed non-internet user, was asked to give a talk at a school regarding Remembrance Day. He spoke about the war and how proud he was to be Canadian and why we have Remembrance Day. When he opened up for questions, one of the children asked why the Canadian flag had two red strips and a red maple leaf on it. He thought quickly on his feet, but wasn’t completely sure of his answer. Before he had finished a youngster had done a Google search and had the correct answer. Needless to say, he was embarrassed and learned a valuable lesson about this generation… you can’t fool them.”

Generation Z (born between 1995 and 2011) are the new generation just starting to enter the workforce.  Each generation brings unique qualities to the age bracket before them, and the rapidly changing global technology has defined Gen Z.

The above story illustrates how connected this young generation is: they use technology instinctively and immediately. This constant connection is one aspect that defines this age group. To a greater degree than the Millennials before them, Gen Z’s rely on and are always attached to their mobile devices. This allows them to be globally aware, constantly socially connected and capable of finding out information instantly.

For an in depth look at Gen Z in the workplace, read the Dawn of Generation Z white paper.

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One Step to Improve Your Careers Page

As an employer, you want your careers page to create a great candidate experience. This helps to raise a company’s brand awareness and improves public perception. What’s more, almost all candidates would refer others to an organization if they had a positive experience.
A good careers area should be inviting and easy to use, which sounds simple enough. However, when using an ATS, there is one careers page solution which immediately challenges the usability and functionality of your website:  an iframe.
Despite how common it is to find frame-in-frame solutions for any type of website, an iframe is absolutely the worst way to build a careers page.
Some of the issues caused by hosting your ATS in an iframe include:
  • Lack of security
  • Tricky navigation
  • Non-responsive design
  • Bad for SEO
  • No ability to save & share jobs

For a full explanation, check out our white paper, where we cover the negative aspects, and some methods to avoid the issues.

Get the white paper here   

4 ways to Buck the Conventional Job Description

Is it starting to seem like all your job descriptions are the same? A description of your organization, the typical duties of the position, a list of qualifications followed by some mandatory requirements. If that sounds familiar, it’s probably because most job descriptions follow the same old script. Yes, traditional job descriptions are boring… so how do you make your company stand out?

Be completely honest, good & bad

A new hire will learn soon enough about all the gritty details of a job at your company, so why not be up front from the start? A detail that seems to detract from a glowing dream job description might turn some people off, but this is a good thing. The people that can’t or don’t want to handle the negative side of a job aren’t going to last long in the position anyway, and those that decide to apply for the job despite a negative point in the description will be more likely to stay for the long term. Continue reading 4 ways to Buck the Conventional Job Description

iOS vs Android on Mobile Recruiting

The numbers are very clear: candidates are far more likely to complete a job application on their desktop, instead of their mobile device. Applying to jobs is simply not as good an experience on mobile as it is with a full screen and keyboard.

While that information may come as no surprise, new research shows that there is a huge difference in the click-to-apply rates for the different types of mobile devices. A study from Appcast has found that candidates using Android devices are 2.25 times more likely to complete a job application as their peers using an iOS device.

Why are Android users more likely to complete their job applications?

Continue reading iOS vs Android on Mobile Recruiting

Click to Apply Rates for Mobile Applications

There’s an interesting article on ere.net which describes a study on the impact of mobile recruiting on click to apply rates. One main conclusion of the article was that the more time-consuming a job application is to complete, the greater a chance mobile candidates will drop-off, or give up.

Application rates drop by a staggering 365 percent if an application takes more than 15 minutes to complete.

Essentially, the more questions an employer adds to their application process, the fewer candidates will take the time to complete it.

Some other important points:

  • Encouraging mobile applications is important, and the main reason for this is sourcing cost, which is greatly reduced with more mobile applicants as compared to desktop. Employers can double their applications simply by reducing the time required to apply.
  • While research shows that candidates want an easy mobile application process, they simply aren’t finding this. This difficulty is compounded by the fact that it is inherently more difficult to apply to a job on a small touchscreen.

Read the full article here >>