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Feature Update: Talent Sourcing – SMS Integration

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Text messaging is an effective way to reach out for candidates. It’s prompt, it’s personal and you don’t need an internet connection to be receive a message. Therefore, we had already provided our clients with the ability to send text messages to a prospective candidates during talent sourcing. However, some clients preferred to communicate with their job-seekers through text messages to convey other messages as well. They oftentimes had their own set packages with SMS providers and were keen on preserving them.
The Fix: Configurable Messaging Settings
The messaging module can now be enabled on setting up a new BCC with a variety of service providers such as Souktel, Beecell, Unifonic and Jawal SMS. If the client has one of our integrated providers, the messaging module can be enabled for them in no time.

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To add to this, it only takes a few clicks to define the purpose of using this service. Some available touch points being:
1. Contacting Job-seeker

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2. Verifying the job-seeker’s phone number and marking it accordingly

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3. Enabling a job-seeker to reset their passwords via SMS

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If you’d like to speak to an expert to learn how Talentera can improve your company’s recruiting processes, please get in touch.

Feature Update: Job Postings – eQuest

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Integration with job boards though eQuest
When employers have a new vacancy, they would like to attract as much candidates as they can to their posted jobs. To reach more candidates, employers post to several job boards by repeating the activities on every new medium that they post on. This is a repetitive and tedious process that keeps recruiters from getting to more important things like devising a strong application process.
The Fix: With Talentera’s new feature enhancement, recruiters can now post to multiple job boards with a single submission via eQuest. All they have to do is create their job posting once, and submit it to other boards (like linkedIn, Dice etc) through eQuest in a few clicks. It’s that simple.

 

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Here is how this feature works:
– Post a new job
– Go to the final step to activate the job, and check eQuest
– You will be directed to the eQuest website to select boards to publish the job on

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If you are interested in activating this feature, all you have to do is file a ticket through your Talentera dashboard and we’ll get to configuring it for you.
If you’d like to speak to an expert to learn how Talentera can improve your company’s recruiting processes, please get in touch.

Feature Update: Requisitions/Hiring Approval – UX Revamp

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Gist: The User Experience for both Requisition and Hiring Approval modules has been revamped for enhanced functionality and user convenience.
What’s new?
– A more elegant, clear and readable design.
– All actions are now grouped in one single menu.
– A clearer label has been introduced that indicates the current requisition/hiring-approval status [Approved, Pending approval, Pending HR review…]
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– We have a new tab called the Activity log which contains all comments, history log and actions in a single place.
– The logs can be filtered depending on what the user wants to see.
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Don’t you like it when you mention your friend on Facebook?
We now offer the same experience.
A user can add specific user names or even a group of users by mentioning the role name in a comment.
Example: “@Barry Adams” will add comment for “Barry” and he will receive a notification as well.
You can also mention all recruiters by typing in “@recruiters” and the whole group will get notified!
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– A better experience for assigning approvers for a specific request.
– The brand new ‘Remind’ action sends a reminder email to the user when a request is still pending his/her approval.
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– A better experience when you wish to Change Ownership.
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We hope find all these enhancements useful.
If you’d like to speak to an expert to learn how Talentera can improve your company’s recruiting processes, please get in touch.

Feature Update: Job Sharing

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Have you created a new job and wanted to share with other team members?
Previously to share a job, you were supposed to list all team members one by one with whom you wanted to share the job.
The Fix: You can now share jobs with roles instead of with individuals.
To come to recruiters’ relief, Talentera’s new release update allows recruiters to share jobs with roles, where all users within the role receive the shared job automatically.
This enhancement also allows recruiters to exclude some users from a role. So let’s say you’d like to share a job with all recruiters except for user X, maybe because they referred someone else for the same job or because they ate your lunch, you can share the job with all “Recruiters” role holders and exclude user X, instead of sharing the job with all users separately.

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Here’s how to go about it:
  •         Go to My Jobs
  •         Choose a job you would like to share
  •         Click on the share button
  •         Select role / roles and share the job

Jobs Default Sharing Setting

Does your company require complete transparency in job sharing?
Maintaining this clarity for difficult in the past when recruiters were required to share a newly created job with all team members since they had to add every member’s name in manually.
The Fix: Default Sharing Settings
New jobs can now be created with default sharing settings across users and roles. This ensures that each time a job is created, it is automatically shared with the users specified in its default settings.
This solution can be enabled through the SMS setup page. If you are interested in automating your job sharing, file a ticket and we’ll get to configuring it for you.

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If you’d like to speak to an expert to learn how Talentera can improve your company’s recruiting processes, please get in touch.

 

6 Things Candidates Look for in a New Job

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While there are many resources on the skills that employers should look for in future employees, there is very little focus on the things that candidates require from future employers. Here’s a quick list of the things that candidates value most in a new job to help you answer the big question: How does your company face when it comes to offering what candidates really want?

 

 

1. Employer Brandemployer branding

Also known as a company’s track record, this single aspect has shown to be extremely conducive to applicant turnout on job ads because candidates are often as concerned about a company’s past as they are of its future. A good reputation as an employer, backed by positive word of mouth and compelling employment stories can be very appealing for candidates when they are hovering over the ‘apply’ button. To learn more, read our article on the Do’s and Don’ts of Employer Branding.

 

 

2. Compensation and Benefits

There’s no denying the importance of a competitive pay package in acquiring good candidates. When switching from an old job, a pay scale jump is oftentimes the most important factor for many people. Other than competitive pay, people also give a lot of weight to attractive benefits that are offered to employees. Candidates look more favorably at companies that offer multiple healthcare solutions, sizable contributions to provident funds and pension schemes along with a decent compensationnumber of paid leaves.  

 

A company’s ‘Compensation and Benefits’ structure can be a deal maker or breaker for potential candidates because this is usually what employer comparisons come down to. Therefore, it is important to spend time on devising the right mix and advertise how each element contributes to the annual salary package.

 

 

3. Growth Prospectsgrowth

The term refers to the growth of the company and the individual alike. Where the past enables candidates to build an opinion of the company, its business strategy helps them see whether it is well-positioned for the future. Candidates place a lot of value to personal growth in their career and the opportunity can only come about if they have job security.

 

Being able to see the foresight and viability of their employer’s strategies is key for candidates who wish to align their professional growth with that of the company. Will the company grow to a scale where I will get the resources and exposure to hone my skills? Will my job offer scope for professional and personal development? These are frequent questions candidates ask before accepting a new job.

 

 

4. Rewards and Flexibility

rewardsOther than pay and benefits, many employees appreciate additional rewards that let them know that they are valued. Although bonuses are one way of doing this, there are many non-monetary rewards out there that employers dispense to keep employees motivated. Team entertainment plans, early finishes on weekdays, corporate social events and different ‘pats on the back’ methods are just some of the countless options.

 

Although flexible timings are not rewards per se, they are a great way to show that you encourage your employees to strike a work-life balance, which can ultimately be very rewarding for your company. Since all candidates aim to maintain their life outside of work, this flexibility acts as a popular incentive. It also delivers a very employee-focused vibe for your company which adds to your employer brand.

 

 

5. Company Culture and Valuesculture

For candidates, another ‘top of the list’ aspect of a new job is fitting into the company’s environment. This incorporates many things like managerial hierarchies, corporate policies and the company’s values. Corporate values convey a strong message over what the company prioritizes and whether the candidates can align their goals accordingly. Creating a culture that nurtures employee well being, encourages hands-on learning and forgives mistakes can make candidates believe that your company is where they want to be.

 

6. Supportive Leadership

leadershipAnother crucial and valuable characteristic that is often overlooked is the role of leadership to a potential candidate. Having individuals within a company who guide, advise, instruct, and motivate their employees along the way positively influences both the culture fit and the role fulfillment of new employees. Candidates are likely to find themselves more drawn to roles or employers that are equipped with strong mentorship and leadership because this offers them the potential to develop under a more seasoned individual.

 

 

 

When recruiting, it’s important to keep in mind that it’s a two-way process. You will certainly be on the lookout for specific qualities that candidates must possess when filling vacancies but at the same time, those candidates will be scouting for employers that offer them the best opportunity to further their careers. Therefore, when you look to hire the most credentialed people, be mindful to not overlook whether your company offers all the necessary features to attract and retain them.


 

About Talentera

Talentera is an end-to-end recruitment solution that makes sourcing and hiring great talent super simple. We help our clients with everything related to hiring, ranging from scheduling interviews to managing requisitions and HR budgets.

 

How can Talentera help you?

To learn more about the scope of the product through a free guided tour with our professionals, click here.

8 Key Features to look for in a Career Portal Solution

An end-to-end Career Portal Solution ensures that you get each cent of your investment’s worth by automating multiple aspects of the recruitment process. However, since these solutions are expensive with even higher switching costs, it is important to analyze their utility.

 

If you have decided on adopting the software or are exploring the possibility, here are 8 features to keep in mind when considering a Career Portal Solution to ensure you derive maximum value out of it.

 

 

1. Ability to Adapt to your Recruitment Cycle

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Your organization is unique and how you hire can not only differ from other organizations but might even vary internally from one department or geography to another. Your requirements can drastically change depending on the scale of your organization, your target industry and the career level you hire for.

 

For example, you might have a simple recruitment cycle for entry level positions including phone screening, assessment, interview and subsequent hire whereas for managerial positions, the process might involve several more stages. Thus, it’s important that your Applicant Tracking System (ATS) provider has the ability to mimic and adapt to multiple recruitment workflows. However, your system must offer at least these features to streamline the hiring process:

 

  1. Easy development of Job Requisition & Approval
  2. Multiple means of Talent Sourcing
  3. Candidate Screening & Processing
  4. Tools for Management & Monitoring

2. Engaging Tools for Employer Branding

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When posting job ads to a community of fresh talent, it is important to be mindful of the organization’s brand image being portrayed. Since candidates tend to be far-sighted regarding their career, they focus more on the organization than the job itself. Therefore, your portal should offer a window into your work culture rather than plainly listing down all vacancies.

 

Coming across as agile, growth-focused and employee-centered through your portal can make a huge impact on the kind of talent you attract. Therefore, a lot of value can be added through a solution that focuses on correct branding by fulfilling at least these aspects. To learn more about employer branding, read our article on the do’s and don’ts of employer branding.

 

Diversity of Executions: Validate if your provider offers a host of templates to choose from whilst also offering a fully tailor-made solution.

 

Brand Conformity: Your career portal should look like an extension of your website. You do not want a job-seeker to think that they’ve been routed to another website after hitting the ‘Careers’ tab. This helps build your organization’s credibility in the eyes of the job-seeker. Check out how we’ve breathed Rotana’s work culture into their careers site here.

 

Multi-Lingual Capabilities: If your organization operates in or sources talent from a region where English is a second language, your portal should allow an easy switch between languages of choice to keep hurdles out of the application and recruitment process.

 

 

3. Features to provide a winning Applicant Experience

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Here’s the reality: Applicants don’t like filling long forms. Therefore it’s important to verify the variety of options the software provides to capture applicant information with minimal friction. Structured information is also crucial to allow for in-depth search and filtration later on. Here are a few features that will be key in achieving this ease-of-use and structured data collection during recruitment.

 

CV Creation Options: This is the first step applicants will come across and so it must be accommodating for them to move forward. Your solution should offer multiple means of CV posting such as direct upload, import from popular job sites and CV building within the portal.

 

Intuitive Job Search: Once CV creation is out of the way, the solution should enable applicants to search for jobs using intuitive filters based on keywords, job descriptions, location and job roles.

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This will provide triple benefit by easing the application process, ensuring a wider talent pool and preventing irrelevant CVs from piling in thereby saving time and effort for the recruiter.

 

Application Flow: Profile creation on career portals is a time-consuming task. Therefore, your chosen solution must reward job-seekers with complete profiles through a ‘one-click’ job application facility. This feature should promptly submit their profile for selected jobs without additional processes, unless the applicant opts to make changes prior to submission.

 

 

4. Features to Streamline & Automate HR processes

 

Helping organizations achieve seamless HR processes runs at the very core of an ATS. Therefore, the system should ease multiple sore points faced by HR managers to fully deliver on its purpose. Here are some very critical areas your system should take care of on its own.mag glass

 

Applicant Tracking: The system should allow a quick snapshot view of the number of candidates that lie at a particular stage in the hiring funnel. Similarly, the recruiter must be able to drill-down to any stage to scan through all candidates present there. This streamlines the whole process by providing real-time feedback on talent profiles and identifying bottlenecks in the process.

 

Communication Templates: Promptly reaching out to applicants is paramount to keeping them actively engaged with their applications until you make your final decision. Your solution should tend to this requirement through standardized templates on statuses like:

  1. Application acceptance
  2. Interview invitation
  3. Offer
  4. Rejection
  5. Having the ability to share these mass emails without switching to an email provider  can save a lot of the recruiters’ time.

 

 

5. Hassle-Free Interview Scheduling

Interview scheduling

 

The platform should support easy scheduling of interviews where applicants and interviewers can agree on a mutually suitable interview time without the need of manual setup via call/email coordination. This will significantly save recruiters’ time and will reduce no-shows through automated calendar reminders for both parties.

 

 

 

 

6. Smart ways to capture and identify Relevant Talent

 

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No matter how specific and well placed your job ads are, there is a high chance you’ll end up with numerous irrelevant CVs. Therefore, having a solution with a strong filtration system can save a lot of time for recruiters allowing them to focus on good candidates who can quickly be furthered through the hiring cycle. Here are some features that can come in handy with securing more relevant talent profiles.

 

Auto-screening: Applicants need to be filtered out based on various criteria before shortlisting. You need to ensure that your system automatically does this for you by filtering out irrelevant candidates based on criteria set by the recruiter. This can be achieved by adding these profiles to a separate folder that does not clutter the main talent pool.

 

Powerful CV Search: Being able to sift through CVs based on candidate’s previous job experience, job role, industry and company profile are all very important features that your system should provide. Additionally, having the option to go into advanced searches like ‘Keyword Search’ can be critical to finding relevant talent when databases grow large.

 

Questionnaires/Tests: Psychometric tests are growing increasingly popular in organizations as a necessary component of hiring. A good score on these tests ensures that the candidate is a good fit in the organization’s work culture and has the necessary skills to excel in the role.

 

Having the option to create customizable questionnaires can be a huge plus when you have thousands of CVs to sift through and very few interactive methods to judge the candidate’s personality before the interview.

 

 

7. Ability to hook into a diverse set of Candidate Sources

 

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Recruiters commonly use multiple means to source good candidates when filling a job vacancy. Your solution should give your recruitment team the ability to centralize all their recruitment efforts into one consolidated pool of talent, while giving them powerful tools and insights to gauge which source of candidates is working best for your organization.

Here are a few tasks that your solution must facilitate in order to serve this purpose:

 

 

 

Internal Hiring: Posting vacancies and allowing lateral movement of your best employees.

 

Social Media: Sharing jobs on social media handles. This can help in increasing traffic towards your Social Media page, starting conversations, building engagement with job-seekers and always keeping you connected.

 

Job Sites: Minimizing effort and maximizing reach by publishing open vacancies from the portal to the job boards you work with.

 

Careers Portal: Publishing unlimited jobs on your own branded career portal to attract the best candidates.

 

Partner Sites: Expanding reach by publishing vacancies from your career site with the click of a button.

 

Employee Referrals: Increasing retention rates, engagement & performance by enabling employee referrals.

 

 

8. Features to Measure & Improve HR Processes

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To accurately gauge whether the Career Portal Solution added value to your organization, it is important to have means of measuring its ROI in quantifiable metrics. Therefore, your chosen platform should provide succinct reports that allow you to measure:

 

  1. The number, diversity, and quality of candidates reaching each stage of recruitment
  2. The sources that helped your organization reach them
  3. The activities of the recruitment team
  4. A breakdown of the performance of Recruitment Agencies that were onboard with you

These executive reports will play a central role in your decision to change or continue with the chosen platform and empirically see the benefits or losses made.

 


 

Bonus Tip: Non-functional Considerations

 

Great SEO Compliance

seo compliance

 

When job-seekers search for career opportunities in your industry, company or vacant job roles, being present within the first few search results can be the difference between you capturing or losing great talent.

 

Validate that your chosen solution offers SEO compliance to:

  1. Boost visibility on google search results
  2. Help you enjoy strong online presence
  3. Make you the top-of-mind employer whenever a potential candidate  searches for a job that you are offering.

 

Reliable Customer Service

 

customer service

Ensure that your provider offers responsive and reliable customer support that can solve queries coming from beginners as well as those fluent in the system’s use.

 

The team should be able to provide:

  1. Consultation over challenges that you may face
  2. Thorough guidance over the product’s range in configuration and scaling
  3. Responsiveness

 

Mobile Access

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Since more and more people are beginning to rely on smartphones to do their work, your portal should run seamlessly on mobile screens.

 

LinkedIn reports quote that 50% of new applicants apply through mobile devices.

 

Mobile apps allow candidates to respond to your queries at any time and vice versa, which speeds up the whole hiring process. A solution that doesn’t account for mobile technology will miss out on tapping the wide talent pool that has moved beyond desktop.

 

 

With so many Career Portal Solutions available in the market, you have the luxury of choosing the most suitable recruitment partner from a wide variety of competent systems. However, you are more likely to reach a terrific ROI yielding solution that fits your needs like a glove if you develop a clear checklist of requirements before you begin your search. There is a lot that an ATS can offer and a lot that you can demand from it so ensure that there is an overlap between the two when choosing your ATS provider.

 

Here’s a checklist to help summarize the takeaways:

 

Features Checklist

Do’s and Don’ts of Employer Branding

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Employer branding is a process that is growing increasingly popular everyday. It comprises of ways that a corporation builds its reputation as an employer and nurtures a healthy relationship with current and future employees, as opposed to corporate branding which focuses more on investors and customers.

 

Ever wondered why everyone wants to land a job in Google? Sure, it is a fantastic company, but there are many other great companies that don’t enjoy even half the allure that Google does for job-seekers. The answer is simple. Google, and other companies like Facebook, Spotify and Netflix, work very hard to back their operational and financial success with carefully crafted employment stories.

 

All the effort they invest, starting from the timely release of snippets into their employees’ exhilarating work life down to stellar employee testimonials and candidate-centered job ads, pays off in double at the time of recruiting because they never struggle to fill their talent pipeline. In today’s fiercely competitive world of talent acquisition, it has become important to be one of those few companies that top candidates want to compete to become a part of.

 

If you seek the best candidates to take your company forward, now is the time to invest in building an employer brand that resonates your corporate values. But before you do, pay attention to these tips and caveats to ensure that you deliver a compelling and effective employment story for your company.

 

Do:

 

  1. Understand how job seekers perceive your employer brand today

It is important to figure out the general perceptions of your employees, stakeholders, competitors and public regarding your company’s reputation as an employer. Tools like qualitative/quantitative research, secondary research, online reputation monitoring and mystery recruitment can be used to obtain these insights. This will help in realizing your company’s present goodwill and can also uncover misguided perceptions that you would want to rectify before developing a new message.

 

  1.    Make sure that employer branding aligns with business goals

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After understanding what your employer brand is and incorporating employee feedback, you need to determine if the plans align with the goals of your company. One way to do this is to evaluate the phrasing and meaning of your Employer Value Proposition (EVP).

 

EVP is the statement that answers the unspoken question in current and future employees’ minds: What’s in it for me if I work here? By crafting an EVP statement that conclusively answers that question and, at the same time, drives people to achieve the goals of your business, you begin to give employees and candidates a sense of what is expected of them and what they, in turn, can expect from the company.

 

  1.    Engage with employees

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Much like charity, employer branding begins at home. Engaging with employees should be your first step in uncovering what working for your company is like. Pay close attention to their concerns and use surveys, anonymous questionnaires and one-on-one interviews, if need be, to find ways of enhancing employee satisfaction.

 

Create referral reward programs that motivate employees to reach out to passive talent in their network and spin off some “word of mouth” for you. Also remember to ask for employee testimonials that you can including in marketing collateral.  By encouraging them to share job posts, cover stories and HR-related content, you will turn employees into brand ambassadors.

 

 

  1.    Leverage Social Media

social media

 

Social media has evolved into an extremely powerful tool for targeted branding. It has an amazing reach and targeting tools that enable companies to focus their marketing efforts towards the most relevant audience based on location, demographic and interests. It also allows you to measure and test your campaigns and outreach programs.

 

All in all, it’s a space where you need to push out interesting, unique and compelling content that gets shared and wins you share of mind. For example, if you participated in a charity event, share photos. If you had a awards ceremony, announce it. If your employees did something exceptional, spread the word. Don’t miss out an opportunity to share a window into your culture.

 

  1.    Communicate what working for your company is like

squareWe all want to slide down the tube slide at Google Headquarters and play in the adult ball-pit that Invasion has in its employee lounge. These might be a little too “out there” for most companies but the idea is to share what makes you special and promote what it is that your existing employees love about your company.

 

Aim to showcase these features to potential candidates by adding pictures in your job ads, sharing entertaining but informative videos or introducing a recruitment blog that offers a window into your office environment. Doing this will convey how seriously you take your culture and employee relationships which can be a huge hook for potential candidates.

 

  1.    Monitor and implement

Once work on employer branding is in motion, you need to keep track of its performance and measure its impact on your workforce and the talent pool obtained. This can be done by monitoring review sites, job boards, search engines and social media. You should also actively compare users’ interest in your employer brand to that of your competitors. For a comprehensive overview, incorporate offline brand monitoring through employee surveys, voluntary turnover data and other HR metrics like accept to offer ratio and percentage hires from referrals.

 

Performance monitoring is only the first half of the job. You must make things happen in the light of all the data obtained. Collaborate with HR to take proactive steps to resolve issues that are negatively affecting your employer brand, be it by revising job descriptions, amending employee travel agreements or changing any other policies that are acting as pain points.

 

Don’t:

 

  1.    Mistake overall brand for employer brand

It is possible for a company to be known for great services and still have a poor reputation as an employer. Forever 21 is one example out of many cited by The Huffington Post based on aggregate employer rating scores.1 This illustrates how important it is to differentiate employer brand from your company’s overall brand which encompasses many other things (like consumer satisfaction, investor confidence, employee-customer engagement etc.).

 

What concerns your workforce is completely different from what concerns your customers, investors and suppliers. Therefore, employer branding should not be treated as a byproduct of your organizational branding as it has a methodology and impact of its own.

 

  1. Infer employer brand strength using the wrong indicators

If employee turnover is low, senior management can be misled to believe that their company is maintaining a healthy relationship with its employees. However, Bain & Company’s 2013 research found that employee engagement begins to decline as you progress down the organizational hierarchy.4 This shows how executives can be mistaken in assuming that their work staff is actively engaged with the company. Avoid this pitfall by regularly conducting employee surveys and discussions to know where your company really stands in your employees’ eyes.

 

  1.    Treat it like an isolated project

Communicating your employer brand will be an ongoing effort that must go hand-in-hand with other marketing initiatives that your company takes. To maximize its impact, ensure that you have people responsible to carry it through, a team accountable to its performance and that you deploy enough resources in the form of funds, time and manpower, to achieve its goals.

 

  1. Create wrong expectations by over-promising

We’ve all seen this happen at some point in our careers where we signed up for a job that turned out to be completely different once we got onboard. This can leave employees with a bad taste within their initial days and the impression can last their entire tenure at the company. To avoid doing this to your company’s name, be honest in your job ad about the role, responsibilities and what the candidate should expect. Be careful not to promise career growth, perks, opportunities or a corporate culture that does not exist. Remember, being authentic beats being momentarily cool.

 

Nurturing an employer brand is a great way to engage and attract top talent to your company but it requires a lot of commitment. The biggest challenge in building an employer brand is moving plans from paper to reality as it requires changes left, right and center. You will have to commit to conveying your employer story, keeping up with social media and changing your application process if required. Nonetheless, the trade-off is beyond worth it when you realize that you have the chance to capture great candidates despite being up against tube slides and ball pits.


1 Worst Companies To Work For, The Huffington Post, 2016

 

Here’s a quick summary:

 

Employer Branding Infographic

5 Key Mistakes to Avoid in Recruitment Marketing

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We are all aware of a time when potential employers held all the power in the employer-employee relationship. Candidates fretted over things like impressing the interviewer, making them believe that they were ideal for the job and essentially bending over backward to win the employer’s’ attention. Fast-forward to the present time and you will notice that the dynamic has completely changed.

 

The web has made it easy for people to access several companies and job vacancies. More and more people are living independently and are willing to relocate to build a career. With so many companies fighting for the attention of top talent, working on your employer brand has become a necessity. You want the best talent for your company and reaching it requires strategizing; something more commonly known as Recruitment Marketing.

read more…

8 Questions You Need To Ask Your ATS Provider

Switching from a paper or spreadsheets-based recruiting system can be intimidating, especially if your workforce is not used to a technology-based environment. Even if you’re switching from a recruiting software to a new one, the experience is sure to be different, which is why you considered the change in the first place.

 

There are a few ATS Providers out there with great Customer Service in place to answer your questions before you take them onboard. For help in implementing the right ATS for your organization, here are some things you should ask before you take the leap.read more…

Talentera ranked among top 25 HR Technology Solutions Worldwide

Talentera becomes the only Applicant Tracking System from the MENA region to join the league of the world’s top 25 HR Solutions in a report released by CIO Applications- 2017 – USA

 

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June 2017: Today, Talentera, a top-notch Applicant Tracking System that specializes in delivering faster, easier and smarter talent acquisition, has been recognized as one of the top 25 HR Technology Solutions by CIO Applications. CIO Applications is a US-based Technology & Business Solutions company that is highly revered for its contribution in filling the vacuum where decision makers are unable to find what solution is best suited to growing their organization. Read their latest magazine edition here.

 

Being the only ATS Provider from the Middle-East and the North-African (MENA) region to make it to their global ‘Top 25’ list is a noteworthy achievement for team Talentera as it validates their dedication towards empowering employers in hiring the best talent with ease and efficiency.

 

Of the company’s latest achievement, Talentera General Manager, M. Younas said,

“Reaching the top 25 spot is indeed a very proud moment. Our motto has always been to stay close to the customer through localized solution and localized relationship management. Keeping this focus over the past decade has helped us become a leader in our region and we’re now getting global recognition as well. But we’re not stopping here. We’ve got a fantastic team and a aggressive plans to enhance the product in a number of key areas including data-driven hiring, HR analytics and social recruiting. It won’t be long before you see us ballooning towards the top of that list.”

 

Here are some practices that helped Talentera reach the prestigious spot:

  • Adaptability: The platform can be fully customized to the customer’s requirements. It is also highly configurable to their needs which makes it tailored to their organizational workflows and makes its adoption much smoother. All this with a record-breaking setup time of 2-3 weeks ascertains that the system works for the customers, and not the other way around.
  • Localization: The system is integrated with UAE’s local universities, job sites and publishers which maximizes the reach and relevance of the job ads posted through Talentera-powered career portals.
  • Comprehensiveness: Talentera offers an end-to-end hiring solution that encompasses budget management, requisition systems, job promotion, interview scheduling, applicant testing along with user task management to automate and streamline the entire hiring process.
  • Customer Support: Talentera is most lauded for its reliable and responsive customer service which ensures efficient customer requirement gathering, swift problem resolution and ultimately a smoother recruitment process for its clients.

With work having begun on developing a sophisticated employee onboarding system to add to its suite and international expansion also in the works, Talentera is headed for rapid growth in the coming years.

 

About Talentera:

 

Talentera is a product of Bayt.com, which leads the jobsite market in the Middle East region. We are privileged to have served thousands of employers of every shape and size. At Talentera, we strive to build a top-class online recruitment solution that will help organizations from every discipline to recruit smarter, faster and easier.