Key Metrics for a Recruitment Dashboard

In the arena of Recruitment, the Recruitment Dashboard plays a vital role in the hiring process. The Recruiters leverage positive recruiting metrics on their dashboard to handle and keep track of the recruiting process in every stage. This recruitment dashboard is used by the recruiters in order to improve the efficiency and measuring success because hiring is one major domain that always has scope for constant improvement.

Recruitment dashboard leverage analytics on a variety of factors that aid in the hiring process and help in developing new strategies that impacts the organization towards a better management perspective.

Let us take a look at some metrics that can be used in the recruitment dashboard. Based on these metrics, you could use different tools in the hiring process for your business.

Noted Recruiting Metrics for a Recruitment Dashboard:

1. No of Applicants per Job Opening:

This is a great metric for measuring your job popularity. It gives an idea on, how many people are applying for the job and how many resumes are going to the next level of interview process.

Also, this metric helps to predict certain factors like narrowing down your job description that redirects to suitable candidates for applying for the open position.

2. Prediction of Cost Per Hire:

Cost management during a hiring process is an efficient way to allocate your spending. Some of the HR metrics with the ‘cost per hire’ helps to predict,

• Recruitment Time Cost.
• Cost of Hiring Manager and Employees involved in the hiring process.

3. Quality of Hire:

This recruiting metric is ideal to know whether the person appointed is good for the organization. This can be achieved by measuring the performance during the 1-year time period of the hire. Low rating indicates it as a bad hire and based on this, the actions are carried out to overcome the issue.

4. Tracking the Source of Hire:

Why do organizations need to track the source from where the candidates are approaching for the job opening? Smart recruiters use the source of hire and use the top channels such as LinkedIn, Job Advertisements and other Social Networks.

•  Track the number of applicants from each source.
•  Knowledge will be gained on; how many were qualified for the next level from each channel.

 5. Job Satisfaction of the Candidate:

Use this metric to analyze the employee’s satisfaction with their new position based on the realistic experience from the employees. This helps to transform the experience into perspective for the employees to have a better job satisfaction with the organization.

Conclusion:

The Key metrics used by the organization in the recruitment dashboard help to analyze the hiring process in every possible way to improve the efficiency of the hiring process and get quality candidates for their open position.

Resume Parser for Smart Recruiting – The Key to Efficient Hiring

In today’s recruiting world, online recruiting and social media recruiting find a predominant place. Web-based sources including job boards, professional networking sites, search engines, social networking sites etc. are the hunting grounds for the recruiters to look for resumes.

The challenge here is, there are ample resumes available on the job boards but parsing the resumes and transfering the candidate information into the database is a time-consuming process.

Resume Parser is the future of recruitment technology. In a recent survey, experts found that recruiters spend most of their recruiting time to extract resumes and transfer the applicant’s details to their database. Recruiters are starting to turn to technology and are investing in resume parsing software for the effective transfer of candidate information.

Resume Parser for Smart Recruiting

What is Resume Parsing?

Resume Parsing software generally helps the recruiters to speed up their hiring process by automating the resume data extraction. This software uses highly effective technology for resume parsing and can be easily incorporated into the recruitment process.

How Resume Parser Works?

Scanning all the available resumes manually is highly impossible for the recruiters. While recruiting, the applicant tracking system(ATS) uses the resume parser as a value-added feature to scan and identify keywords, phrases and skills to find out the successful match for their job openings.

The Resume Parsing software actually speeds up the screening time and enables the recruiters to search the whole volume of resumes directly from their ATS by including different criteria such as skills, Job titles, keywords, education, professional certifications and finally their geography.

Benefits of using a Resume Parsing Software:

· It can seamlessly integrate with any ATS to extract the resume in a structured format.

· It can handle wide variety of document formats such as DOCX, DOC, PDF, HTML, RTF, TIFF, XML, and EML.

· It helps to build an optimum ideal resume database for sourcing, analysis and reporting.

Conclusion:

Resume Parsing software plays a major role in the smart and efficient way of recruiting process. This becomes the key attribute for building a structured database for the recruitment team. Hence, the resume parser is said to be the key for an effective hiring process.

The Best Way to Follow Up on a Job Application

Before the actual onboarding of a job post applicant, an organization goes through a step-by-step process to find the most competent candidate to fill a role. Though a search can take time, it is important to not rush into any hiring as it may lead to additional human-resource turnover and missed opportunity costs. And thus, investing in a thorough and detailed hiring process to bring talented professionals who will benefit the company grow, makes a lot of sense.

Finding the best ‘fit’ for an organisation, is very challenging. A right employee recruiting strategy and systemised hiring process can be vital to organisations.

It begins with identifying the hiring needs, planning, creating a perfect job description and then attracting the right talent pool with a good job posting on multi platforms. Once a job is posted, it needs to be promoted well following which begins the Herculean task of analysing and sorting these potential candidates and received job applications.

Following are a few ‘musts’ to-do in any hiring processes in today’s competitive times:

• Get the candidate data systemised and share among all the hiring team members.
• Do a focused screening of prospective resumes for qualifications, work-experience, skill sets and other related compatibility criteria. This will ensure any unfit candidature isn’t being taken forward.
• Pre-screen candidates through a message, email or a telephone call to not only save the interviewing and selection committee’s time but also to check their congruency with the job. Sometimes, a candidate may look good on resume, but a pre-screening interview provides a better picture. Pre-screening could also be done by arranging initial meet-ups and video calls to check on the basics like communication skills etc.
• Also search for potential qualified candidates using relevant keywords on job portals like LinkedIn and related social media. There you may find a candidate who may not be actively looking for jobs, but matches well with your requisites and may turn out to be a boon for your organisation. Nothing wrong on checking on them by dropping a message, mail or call.

Following these will lead to the formation of a comprehensive talent database using which the hiring managers can begin the next step of organising the right interview panel, scheduling interviews and recording assessments to pick out the best ‘fit’ for a job.

Some studies also suggest that the best candidates are off the market in 10 days and thus it's important to act quickly, especially when you know you're interested in a specific applicant. Even if no decision has been made yet, a follow up with the candidate is a must to ensure you're on their radar. Also, respond to their queries and concerns right away to keep them updated throughout the process.

Another crucialpoint to never misswhilefollowing up on a job posting by a recruiter is to keep a track of each hiring stage, assess its information to ensure quick review with the hiring team and forwarding of best candidates for recruitment.

A lot of multi-nationals including Fortune 500s now invest in incorporating Applicant Tracking Systems, to speed up and support the Hiring Team and Managers to focus more on other criticalities related to hiring. With an automatized system in place, the entire hiring process gets more efficient, faster and simplified to bits, starting from multiple job postings, importing data from mail responses, parsing applicant’s resumes, creating candidate databases, segregation on various levels and generation of a fantastic talent pool that can be tracked at every hiring stage and used in the future as well.

One such good option is Resumemantra, that offers a well-integrated cloud-based recruitment software solution and Applicant Tracking System that streamlines the entire hiring process. It helps in structuring a job post, offers customised multiple job postings, resume screening services, tracks the hiring schedule, provides summarily information on open recruitments and their assessments, creates candidate databases and guarantees that you do not miss out any tiny bit anywhere in the whole process.

How to get the most out of your job posting

             The process of finding the perfect talent for a job isn’t a simple thing for any hiring manager. Right from the point of sourcing to the point of actual recruitment, there is a lot of effort that goes in. But do you know that just by creating the right job posting/advertisement, the chances of fetching the right talent pool could be enormously increased. And, ensuring to not miss out any detail/information of the applicant(s), also plays a very significant role in recruiting that ‘Perfect Fit’! So, as a recruiter/hiring manager, what really can you do to make your job posting stand out and make the most out of it? Let us look at some basic points and also check out how technology could play to be your perfect hiring partner.

Jazz-it-up!

The very first rule: Job posting must be such that it catches the eye. Half job done!

• Precise, well-structured and engaging description of the job in a job-post makes a big difference. Remember, no one likes anything boring. Keep the job-post simple, direct yet elaborate enough and it will take you a step closer to fetching the right fit.

• Avoid stating the obvious and ensure describing things that are really important for both the organisation and the candidate to know. For e.g.: the working hours, the travel demands, the need to meet the deadlines etc.

Pay attention to the structure of the job-post

• Ideally, start by introducing the basic information like location, the Company, highlight its mission, values, industry recognition, followed by the required-job role along with the role’s hierarchy, required minimum qualification, skill-set, experience and other important criterial etc. aligning it with the company.

• Create a simple ‘what-you-will-be-doing’ section and highlight specific responsibilities of the job to make it better.

• Customise the Job Posting Page appealing to a specific talent segment. For e.g. hiring for senior positions, interns, freshers etc.

• Post it on multiple portals to ensure creating a bigger talent pool. Also share on social portals and don’t forget paying attention to the other important ones like Glassdoor, Indeed etc.

• Tag your job advertisement to multiple industry segments, expand the acronyms (if any) to increase the visibility in search results by seekers. Also consider sponsoring the job posting for more visibility.

If dealing with larger recruitment volume, a good idea would be opt for a well-integrated recruitment software solution that could support in not only adding structured data to your job posting, but also let you customise it, offer multiple job posting, provide summarily information on the open recruitments, create databases for any future references and ensures that you do not miss out any tiny bit anywhere in the entire process.

Automate the hiring process:

• Rationalise the entire hiring process using technology. Manual extracting of applications is a tedious job. Automate the process of data extraction using services like Mail / Resume Parsing and optimize the entire process.

• Incorporating a highly efficient cloud-based Applicant Tracking System can help immensely by sourcing the right talent faster, tracking resumes, scheduling interviews, assessing at each stage, sharing results and feedbacks.

The Application Tracking System by resumemantra, is one such perfect hiring support for your organisation. It helps you focus more on the recruitment and hire the best.

Online Recruitment Software with Candidate Database

                  Recruitment software is the handy solutions to the recruiters who wish to steadfast their hiring process. Managing a data of recruitment portal proves to be the vital step for easy hiring. The database usually carries lots of resumes and job opening details of each organization. Cloud based central database are used by the staffing agencies and recruiters to track their status on their job openings, job seekers and clients and their contacts from a single location.

Cloud based candidate database

The major goal of candidate databases is to acquire the right talent faster than ever before. Recruiters actively source existing data from job portals for their next great hire. This way HRs can improve the hiring efficiency of the business.

In database the job requirement and the candidate resume will be pre-scanned for the skills matching process. Then the matching resume will be flagged and the software will auto generate emails or sms to schedule the interview process. This makes the entire process faster and easier by achieving automatic shortlisting and interview scheduling.

“A recruitment software with the candidate database is a potential Asset”.

In Staffing, the recruiters maintain a pool of candidate database and it holds a lot of value for the recruiting company. The candidate database saves and appreciates the time when it is updated and maintained on a regular basis.

The Candidate Database is nothing but a complete record of each and every candidate who has applied through their recruitment portal. It allows the recruiters to keep track of the prospective applicants for the current and future positions.

How to access the Candidate database?

The Candidate Database is a combination of Emails, Documents, Resumes and other PDF’s. In order to access it, use relevant keyword searches across the resources. While sourcing new applicants, search your database to see whether they have been assessed in the past for the similar job positions.

Create Talent Pools

Using the Candidate Database, the recruiters need to segregate the promising applicants to the active job openings. Recruiters can organize the talent pool with separate tags with multiple resumes and reach out to them during the candidate search to exact the exact skill which matched the job.

Conclusion

The Online Recruitment Software with the candidate database is a potential asset to find the best fit for the organization faster and easier. The right talent is hired in less time with the support of the resources.

Top 5 Recruitment Strategies you did not know

           The Recruitment Process is one of the amicable tasks of the Human Resource Management. Recruitment in general, is defined as a process followed by the organization to find the ideal candidate for the job from a pool of qualified candidates.

What is a Recruitment Strategy?

Recruiters follow different tactics to bring the best talent to their companies. The Recruitment Strategy involves the recruitment goals and the best possible ways of achieving them. By implementing creative recruitment strategies, we will be able to get the jobs seen by the candidates who are looking for a new role. It helps to hire the great candidates faster, more consistent and significantly with fewer efforts.

Top 5 Noted Recruitment Strategies to follow:

1. Employee Referral Program(ERP)

Employee Referral Program is an effective recruitment method from within the company. Employees often refer their family, friends and coworkers, when they believe could become their best team members and this will lead to highly qualified hires for the company. When the employee refers a person, the current employee wants a faster response, quick interviews and strong recognition from within the company.

2. Write Better Job Descriptions

Recruiters have to accurately describe the position they are hiring for, in order to attract the right type of candidate who will be successful in it. By writing a better job description, it will be easier to describe the skillset required for the job position and gives a clear idea of the role, they are looking for.

3.Think like a Marketer

When the business evolves, the recruitment also evolves. Like potential customers, potential employees are a major asset to the organization. Make sure to develop an employer brand to pave way for more candidates coming on their own.

4. Inform Past Candidates of New Job Opportunities:

Maintain a relationship with the candidates even though who did not receive job offers from the company. Remind the unsuccessful candidates about the job position when a suitable job opportunity becomes available.

5. Leverage the power of social media:

Social media connects with the candidates at the personal level. Using this, look for the candidates with the exact qualifications you are looking for and send them messages with your requirements to find the ideal candidates.

Conclusion:

Search and find the ideal candidate with best possible recruitment solution available in the modern era.

Integrate your hiring process with parsing technology

                  For anyone, sorting out large data could be a time-consuming & tedious process. Especially if you are a recruiter, receiving loads of job applications and parsing each of them manually, leaves you exhausted even before starting your hiring process.

Nowadays with the technology innovation, dedicated software comes handy to ease this manual work. How nice it would be to find all the job applications sitting at its categorized respective folders so that you can just start off with shortlisting process. The organized workflow itself would help you achieve efficient and effortless hiring strategy.

Mail Parsing technology is one of its kind useful emergence for recruiters who have been doing manual sorting works so far. The mail parsing feature extracts great number of candidate data from emails and attachments and place candidates in their respective talent pipeline. This way hiring process is automated partially to save lot of data & time by means of reducing resume elimination.Each job lists have its unique email address which receives candidate database right from day one of job posting. Each mail with attached resumes are filtered and forwarded to respective database from which relevant data fields are extracted from the resume and other mail body and cover letter.

Unlimited number of emails on any given day can be parsed and categorized with cloud based recruitment portals. It takes only a few seconds to extract data and send it where it belongs to. The extracted data will be available in Candidate Database within few seconds.

On each candidate database filling you will receive notification to keep informed about the data being built in Candidate Database. So go ahead and parse resumes of .doc, .docx, .pdf formats and .rtf extensions. Sort 1000s of resumes using the advanced mail parser. Never lose a candidate with resumemantra.

Tailor your hiring process in structured manner using resumemantra’s mail parser. Just forward emails with resume attachments to resumemantra.com, get structured candidate data in return and save hours of manual data entry.