myStaffingPro Applicant Tracking System Expands Usability with New Enhancements

March 3, 2011 (Lima, Ohio) – myStaffingPro, a leading applicant tracking vendor, has expanded on the usability of the system with three key enhancements. The new enhancements include

Applicant Note Type Field- Provides users with functionality to separate and sort system generated notes from user created notes. Users can take advantage of this enhancement to quickly review feedback and the applicant’s status in the hiring process.

Redesigned Build a List of Applicants – Delivers a streamlined interface with in-line limits, new search options, configurable results, and functionality to search and sort by more than 20 fields. The result is a more flexible experience that enables users to receive the search results they are looking for.

Reports Super User Access Level – Expands the user’s access level so that they can build reports with up to 25,000 rows of data at one time.

When You Aren’t Sure You Want to Recruit Any More

In this compliance-conscious environment, I’m going to start with full disclosure and hope you will keep reading: I am not a recruiter. I’m not married to a recruiter. My children are not recruiters. I don’t even have any close friends who are recruiters.

But I know a lot of former recruiters who’ve used what they learned starting out in recruiting to build successful careers in something else.

Some of them even asked my advice somewhere along the line or took one of my company’s assessments — and, interestingly enough, most of that happened after we ran into each other at one holiday party or another.

Workforce Management Encounters Challenges in Challenging Economy

Practices even recently par for the course in workforce management are becoming ineffective, according to results from the “2010 Workforce Management Trends Survey,” WorkForce Software’s survey of more than 800 human resource professionals. Respondents report new challenges in employee leave management. Additionally, in response to organizations’ continuing mentality of “doing less with more,” overall employee fatigue is beginning to take root.

Don’t Give Up on Your Aging Boomers Just Yet

Older employees may be the most loyal, knowledgeable, wise, motivated, and the hardest working human resource an organization has. The good news is many are choosing to stick around, and with Boomers staying longer, there’s still time to utilize their talent and experience, as well as transfer their precious knowledge to younger Gen X and Gen Y employees. But companies would do well to act swiftly. Boomers may be staying longer but they won’t stay forever.

Quality of Hire: The Top Recruiting Metric

We talk about “top” talent and “top” performers, but how do you know you’ve reached the “top”? Is there some kind of altitude marker? A sign that reads “Welcome to the Top”? Unfortunately, no. But out of all the recruiting metrics in your talent capital toolbox one indicates a recruiting job-well-done above the rest: Quality of Hire.

Hiring the “A” Team: The Right Ingredients for Recruiting Success

Shifting demographics are significantly impacting the composition of the talent pool. In today’s global economy where the most critical competitive differentiators are derived from a higher performing workforce, HR professionals need to support their organizations with a firm strategy that addresses hiring challenges. To sustain and drive a market leader position, hiring the ‘A’ team is a necessity, not an option.

The Measurement and Valuation of Human Infrastructure: An Introduction to the CHI Indicators™

Did you ever wonder why some teams really seem to ‘click’ and others don’t? Or why chronic problems persist in some teams, despite coaching, motivational programs, and other interventions?

Recession Recruiting

Many employers haven’t even considered the simple concept of offering prospective candidates the ability to enter their email into a simple employment newsletter integrated into your career site. By using email subscription services such as Constant Contact, you can begin to harvest email addresses of candidates from your site. Another great option would be to setup a LinkedIn Group, a Facebook fan page, or a Twitter account for prospective employees. This would allow prospective candidates to follow your jobs in the social channels, and provide you with a way to capture their interest. Your recruiters can post future positions into these channels, which auto-broadcast them to this pool of prospects online, helping to capture the initial interest of prospects, and recycle them when future positions arise, helping to leverage these easy tools to fill future positions.

Warning: Businesses May Be Sailing into a Perfect Storm for Talent

With unemployment rates at high levels everywhere, logic says plenty of “talented talent” is ripe for the picking as soon as organizations are ready to hire — and the data suggest that many will be hiring soon. As the executive summary of “Companies at a Crossroads” says, “A growing shortage of people with the experience and talent to manage across a global marketplace, are common problems shared by businesses worldwide,” and these words provide part of the answer.