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.

There are 100's of job boards and there are new job boards popping up every month. Out of the 100's of job boards how many do you actually use?







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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.