Whether you are a small or large recruitment company you are looking for an end to end recruitment software solution. In a study prepared by ADP Group, 1 in 10 medium size companies employ an en-to-end system to manage the recruitment process. There is no single recruitment software company that delivers 100% of the technology requested by recruitment companies because each company runs on a different business model. There are similar key requirement that a recruitment company is looking for in a software provider.

Key Recruiting Tasks are:
1.    Tracking Applications
2.    Find/search and match candidates to requisitions
3.    Post jobs
4.    Initial screening/scheduling and interviewing
5.    Track company compliance and produce management reports/analysis
6.    Process New Hires
7.    Prepare and manage requisitions
8.    Skill/personality assessment tests
9.    Put together job offers and write offer letters

turboRECRUIT helps recruiters with the above 9 keys recruiting tasks. If recruitment companies are looking for other key tasks turboRECRUIT can always be customised to the recruiters needs. BUT within reason.

Please feel free to comment.

We keep on talking about a ‘candidate short market” yet the unemployment rate are the lowest ever in Australian history which is great but my concern is about the candidates that are rejected. I am sure that at some point you were looking for a job that you thought you would be great at, you apply and you hear nothing from either the company or the recruitment agency. A lot of jobseekers apply to many jobs and they only hear back from a couple companies, days, weeks, or even months later stating ‘sorry you have been rejected’. It can be frustrating to the jobseeker because they may want to know more in-depth why they were not chosen or at least acknowledged that they have applied to the job.

I recently read in article in Recruitment Daily written by LinkMe discussing a research about ‘What do jobseekers hate most about recruiting?  In this article the top complaints mentioned were; 1. recruiters never call back a jobseeker, 2. recruiters not notifying jobseekers if unsuccessful, and 3. recruiters’ not receiving any calls after they register on a database. Whether we are a jobseeker or a recruiter we can all relate to this 3 complaint issues.

The turboRECRUIT product can help minimise jobseekers complaints by allowing recruitment companies the ability to send atomically ‘thank you for applying to this job emails’ or when a client is rejected with the click of a button the jobseeker will be indicated via email that they are not successful. turboRECRUIT also has a candidate management centre that is designed for jobseekers to apply online through recruitment company website and automatically receive job vacancies emails. The candidate centre provides jobseeker the opportunity to choose which type of work they are looking for, location, and monetary status which can be emailed to the jobseeker, weekly, fortnightly, or monthly all depending on what the jobseekers chooses.   With the user-friendly turboRECRUIT software the recruiter’s job will be make easier and simpler so that the jobseekers will less frustrated with the whole recruitment process. If you want to find out more about turboRECUIT and other related changes to turboRECRUIT please have a look at our newsletter for the lates news.

You can also comment its too easy!


 

We have been promoting turboVOICE our new product that uses voice technology called Interactive Voice Technology (IVR). IVR is an automated telephony system that interacts with callers, gathers information and routes calls to the appropriate recipient. IVR systems have been around for many years across different channels such as: telephone banking, call centre, customer facing or retail roles.

 

This technology can be used by recruiters, giving them the opportunity to take advantage of alternative channels of recruitment. It allows a new call to action to be through telephony. Your recruitment campaign message can be delivered 24/7 giving the candidates the ability to respond anytime.

The candidate can be reached by two options:

1.  An email that is sent out to the candidate informing them that they are to call a number with explicit directions
   
2. On the job ad, the candidate is prompted to call a number

Both options work, giving the company the opportunity to convey brand messages using music and tone of voice to personalise the message and soften the screening procedure.

This technology helps recruiters to reduce costs, reinforce company brand image, and increase candidates’ understanding of the role.

Is this technology you would use? Please comment your thoughts!

Thank for listening to our podcast session on The Art of Advertising we look forward to hearing your thoughts about the podcasts session.

The 3 key areas of The Art of Advertising for are job are:
1.    The creation of a job itself and making sure that the content provided is unique to that specific job. Key words are supposed to be contained in the job description and title, this help candidates search for jobs and help the recruiter locate better candidates. The first paragraph is key to any ad because that is where the candidate will get an idea if they are interested in the job or not. The body is just supporting material.
2.    Leveraging the features of job boards such as Seek, MyCareer, and CareerOne for example categorising each specific job opportunity like job salary.
3.    A lot of recruiters are afraid to ask screening questions because they think it will discourage candidates to fill out the application. The reality is screening questions will help you save time and help you to better filter your candidates which is really viable in a candidate short market

If you have any opinions or suggestions please feel free to comment bellow.