| Does your company use the latest hiring software | | | | efficiency and decrease a company's average cost |
| available on the market today? If you are going to | | | | per a hire. Without software, filling a highly |
| be successful in your candidate search during times | | | | demanded position is extremely difficult due to the |
| like these, you need an edge. The old method of | | | | volume of applicants. What could once be |
| posting an email address for resumes on your | | | | accomplished by relying on email folders and |
| corporate contact page doesn't work anymore. An | | | | spreadsheets becomes unmanageable without better |
| open position which might have attracted a dozen | | | | organization. |
| applicants in the past is now bringing in scores of | | | | Think about the number of workers who have been |
| resumes, a large number of which are qualified on | | | | laid off from long term, seemingly stable jobs which |
| paper for the open position. Modern recruiting | | | | they always assumed they would retire from. Each |
| software can help you differentiate and compare | | | | of those men and women has a skill set in their |
| skills, education, and experience. | | | | chosen profession. Some of those professions will |
| When something becomes a premium or prized | | | | experience permanent downsizing as jobs ship over |
| possession, like a job, it is necessary for those who | | | | seas. Many job seekers are applying to multiple |
| control that prize possession to make it even more | | | | positions and industries in an effort to make a career |
| valuable and unattainable so they can "thin the herd". | | | | change. Hiring software leverages powerful |
| If three candidates apply for a job which pays | | | | database technology to categorize available |
| $50,000 a year, the employer, after evaluating the | | | | candidates and match their personal profiles to |
| available candidates, may need to concede something | | | | appropriate open positions. This advantage |
| to get the right person. The position obviously isn't as | | | | increases a corporate recruiter's ability to recycle |
| desirable as others on the market if there are that | | | | applications into other available job openings even if |
| few applicants. On the other hand, if one hundred | | | | the role a candidate originally applied for has been |
| people apply, systematizing the application process | | | | filled. |
| will offer clear organizational advantages towards | | | | Ask your corporate recruiter what he or she is using |
| landing the best candidate for the job. Hiring | | | | for hiring software and whether it has been upgraded |
| software provides the best available solution for | | | | in the recent past. Unless you're a software designer, |
| managing large numbers of applicants during the hiring | | | | you probably won't know the difference between |
| process. | | | | programs, but you'll at least find out if your recruiter |
| In the United States right now, unemployment is at | | | | is confident in the software he or she is using to get |
| ten percent and not looking to improve any time | | | | the job done. Technology has changed the job |
| soon. The good jobs are all considered premium and | | | | search industry and the recession has changed the |
| the number of candidates applying for them is higher | | | | market. If your recruiter doesn't have the very latest |
| than ever. Recruiters representing companies with | | | | hiring software, you are at a severe disadvantage. |
| active hires rely on technology to increase overall | | | | |