Posts Tagged ‘Careers Site’

A Guide to Fast and Efficient Hiring Practices

March 4th, 2013

best hiring practicesDespite high unemployment rates, many HR professionals and recruiters are still finding it difficult to attract talented candidates to fill open positions at their firms. HireRight’s 2013 Employment Screening Benchmarking report notes that 52 percent of respondents said their biggest challenge is hiring and keeping talented employees. In fact, employers may actually be discouraging excellent candidates from applying, writes Kathleen Davis in an article about the report and its detailed infographic at Entrepreneur.com.


First impressions are important not only for job seekers but for employers. As many as 75 percent of job seekers told HireRight that a job posting’s look will influence whether they bother to apply, and that they spend less than half a minute examining any given help wanted notice.


To improve the situation, your business should make sure that job postings convey your brand—some 51 percent of applicants said that job notices don’t offer accurate branding messages. What’s more, giving your candidates a strong first impression of your company paves the way to them becoming customers, even if they don’t wind up working for you. The report notes that 32 percent of respondents said they were less likely to buy products from a business that failed to respond to their applications.


Even when your job notices do properly reflect your company’s brand, it’s important to keep them fresh. After a notice has been up for about 15 weeks, candidates tend to think the job is no good.


With people living out more of their lives on the Internet, social media is playing an increasingly important role in the job recruitment process. HireRight reminds employers not to settle for using Facebook and LinkedIn, but to also use blogs, Twitter and YouTube to get out the message.


When was the last time you tested how long it takes to fill out an online application for your firm? HireRight’s report shows that 60 percent of applications made online took at least 10 minutes, while an astonishing 8 percent took an hour. Given the state of recruitment software available now, your application should require five minutes or less for applicants to fill out.


The report also underscores the importance of courtesy. You may practice excellent customer service with your clients and customers, but how are you treating your job candidates? Providing a personal touch and treating each applicant with courtesy will prompt 90 percent of them to encourage their peers to come to work at your firm.


Companies with poor hiring processes stand to lose the best job candidates to their competitors, as well as deter potential customers. Prudent business owners will want to take a close look at their practices and try implementing some of the changes suggested by HireRight’s report.

Dice Rolls into the Candidate Sourcing Tool Market with Open Web

February 19th, 2013

Last week, Dice, the leading career site for technology and engineering professionals, rolled into the candidate sourcing tool market with Open Web, a recruiting tool that allows users to search approximately 50 social and professional networks and billions of web pages to create an aggregated or “super” profile of a candidate’s professional experience. Very similar to TalentBin and Entelo, Open Web from Dice allows recruiters to search for candidates with desired skills and experience across the web from one interface. The profile aggregation functionality pulls together the disparate pieces of information from across the web so recruiters can easily put together a meaningful story about candidates. “Open Web not only pulls in information about candidates’ professional experiences but also about their interests making it a valuable tool for collecting the underpinnings that contribute to assessing cultural fit,” said Jeff Winter, a professional recruiter and General Manager at technology search firm Gravity People in San Francisco.

Screenshot from Infoworld

Screenshot from Infoworld

Open Web is likely just the first roll for Dice. There are rumors that the tech job advertising leader is currently testing technology that will allow recruiting firms and employers to use the Open Web technology to update their candidate databases with the most current profiles of past job applicants. This could be another great tool for recruiters and employers that are constantly sourcing high-demand passive candidates. And, if that’s not enough, Dice promises to release a professional-facing tool that will enable tech professionals to view and interact with their Open Web profile as recruiters and employers see it.

The Hiring Sciences Hunch

Historically, Dice has been a strong player in the technology advertisement vertical. Their pricing has always been fair and their reputation is as good as, if not better, than any traditional job boards in the business. The release of Open Web starts the latest chapter for Dice, expanding their footprint into the white hot sourcing tools space. We don’t think Open Web is a big gamble. Dice has a unique advantage that can’t be overlooked. They’ve been active in the recruitment market for over 20 years. They understand their users and their buying trends. This is not just a group of smart engineers and fresh MBAs sitting around room guessing what recruiters do all day. These guys have seen the market evolve for 2 decades and they are jumping in the game with lots of chips.

Our hunch is that Dice with their significant customer base and brand recognition has a strong opportunity to run the table in the sourcing tools category. Their entry in this space will certainly create competition for smaller vendors with fewer offerings and little brand recognition. Open Web also gives recruiters a good alternative to LinkedIn which has created some negative equity recently with it’s aggressive sales tactics and high prices.

For more information about Open Web, contact dice: http://www.dice.com/

“Hiring managers visit many places in their search for candidates with the right skills and experience for their open positions.  In today’s social grid, that’s a big dig – consuming a lot of time putting together disparate pieces of information from across the web,” said Scot Melland, Chairman, President and CEO of Dice Holdings, Inc.  “Now, Open Web makes it easy by consolidating all kinds of valuable, public information about technology candidates in one place.  In a few seconds, employers get unique profiles with real depth allowing both an understanding of the candidates’ qualifications and how to approach tech professionals on a more personal, direct level.