RecruitTrack
ATS
Continuing
in our efforts to assist the Fordyce subscribers in making informed and
intelligent decisions as they relate to the selection of their next ATS, I am
happy this month to review RecruitTrack by DGCC.com LLC. This
system is designed to scale to fit the size of your company and configurable to
capture the information most important to you. This product has both a desktop
version and a web-based ASP version. The desktop version can be set up for
remote access as well. The ASP version doesn’t require you to install anything
on your PC. You simply log on with a user name a password and go from there.
RecruitTrack’s
main features include an excellent resume parsing engine, integration with
MS/Outlook, an excellent and easy-to-use search interface, and a journal that
you can use and is designed to assist you in building relationships between you,
your clients, and your candidates. All drop-down lists, including the journals,
are completely user-definable and can be personalized for your company. The
individual record and job order records also include custom fields that can be
defined.
Once
you log in, you open up to a screen where you can access any of the information
you are looking for. They use one screen for "individuals" to
encompass both candidate (applicants) and hiring managers. I have seen this
design model before and I believe it better utilizes what is known as
"relational" database design technology. To designate a contact as
either a candidate or hiring manager you simply check the appropriate box, or
both. They also have an internal contact checkbox, which I think is a very good
idea. This allows you to put personal contacts in your database and use the
Outlook client to email message to those types of contacts as well. Most ATS
systems require you to go outside of the software program to send a message to a
relative or maybe your broker, etc.
The
interface for individuals is fairly simple and the initial screen contains all
the contact information, status, and compensation information for that person.
The rest of the record is in a tabbed format and has tabs for EEO (if you are a
staffing firm as well), Journal, Skillset, Work History, Education, Background,
and Attachments. You can attach any documents to any record. The only
restriction is the size of your hard drive. The resume-parsing engine is able to
extract contact information, work history and education. There is also a Match
function on the individual record that allows you to match a candidate directly
to one or more job orders.
The
Journal is an interesting feature I have seen in a couple, but not many,
competitors. This feature allows you to log and keep track of your day-to-day
activity. Everything and anything you do in a days work can and should be logged
to the journal. Adding a candidate, sending a resume, setting up an interview,
making a placement, etc. all goes in the journal and the good part is you don't
have to type it in there. Journal entries are logged by a simple drop box.
To make your life easier, the journal is fully searchable. The journal can also
be set to remind you to complete tasks, such as setting a follow up task to
contact a candidate after an interview.
A
powerful feature is the Skillset tree. This is a skills coding system that
is also completely user-definable. As in most tree views, it is not limited to
one level; you can get as detailed as you need it to be. You can use it to track
items that may not be true skills, but are important to the search process, such
as relocation preferences, certifications/licenses, industry experience, foreign
language proficiency, or years of experience. The tree view to gives you an
at-a-glance snapshot of this candidates attributes.
The
Employers screen is very simple, as it should be. There is the company name,
along with the associated phone numbers and address for the account. Nicely done
is a full list of all the contacts in that company that you have in the
database. You also have Journal and Job Order tabs in this screen showing all
the present and past activity with this client, if any. There is also a Skillset
tab for the employers. These skills can also be copied to any of the employer
contacts as well.
The
Job Order screen is also very simply with tabs for Skillsets, Hires, various
Contacts, Fees, Comp and other information you might need to fill this order.
The compensation tab changes to accommodate the differences between temporary
and permanent jobs. The Job Order record has an Activity tab, that allows
you to match candidates to job orders and then track them through the search
process.
Their
Calendar is a standard, Outlook type item used in the usual manner and the Task
screen keeps your to-do list and allows you to check off items as you accomplish
them. The calendar is integrated with Outlook. The task list shows you any
journal activities that have not been completed. You can send any of these tasks
to your Outlook calendar.
Searching
the database is simple and intuitive. You can search Individuals, Employers and
Job Orders with ease. You can conduct simple searches using a name, company or
any part thereof. A more advanced search interface allows you to conduct
searches against specific data fields and also add conditions including ANDS,
ORS, and NOTS. You can also use the SoundEx search that searches for people with
similar names. There is also a Skillset search feature allowing you to zero in
on the skills a target candidate has. You can also combine the skillset and
advanced searches. You can also search attachments directly. You can save
your search criteria or create lists from your search results. The list can be
exported to Excel or a standard text file for further manipulation.
Pricing:
Desktop licensing starts at $2000 for the 1st user and goes down from there to
$1000 per user for more than 10 users. The ASP (web-based) licensing costs $200
for the initial setup and starts at $150 per month for the 1st user and $100 per
month per user for additional users. These prices include the first year of
support and upgrades. Annual support fees after the first year are $250 per
user. If you have your database hosted by them the cost is $30 per month and
there is a $50 per month charge is you want to be able to post your job orders
to your webstie. There are additional fees for resume processing if you process
over 500 resumes per month. There are also additional fees for database
conversions.
I
want to thank Gilda Sebenick, Managing Partner at DGCC.COM LLC, for her help in
writing this review. Anyone with any interest in this service can contact Gilda
via telephone at (310) 539-8775 x 2 or (877) 558-1095 x 2 or via
email at gilda@dgcc.com. You can also sign up for a free demo of their product
at www.recruittrack.com.
Webhire
TalentScope Maximizes Online Recruiting by Helping Talent Managers Reach Passive
Candidates Faster and with Greater Accuracy
Lexington,
MA, October 03, 2005
– Webhire, Inc., a leader in talent management solutions, today announced
Webhire TalentScopeÔ,
a new service designed to let recruiters reach active and passive candidates
through keyword advertising. Advertisers have quickly discovered the
effectiveness of reaching a targeted audience with keyword advertising programs,
such as Google Adwords. Now, Webhire brings that same power to employers looking
to fill open positions.
Webhire
simplifies the process of buying keyword ad placements by offering a turnkey
package customized to the jobs customers are trying to fill, monitoring results
of the campaign and automatically reporting those results back to the employer.
From the customer’s perspective, it’s as simple as posting the position to
any of the 2,000 plus job boards in Webhire’s network.
“We’ve
made over 100,000 impressions of our brand to a targeted audience for a fraction
of the cost it would take to reach that many people with traditional recruitment
advertising,” said John Higgins, Senior Manager, Talent Acquisition at G&K
Services, a Webhire customer and early adopter of TalentScope.
“We are excited about the possibilities of this program’s ability to
extend our advertising budget, leverage our employment brand and to help us
build relationships with these potential candidates over time.”
Webhire
TalentScope is the first in a series of talent relationship management products
and services offerings that Webhire will bring to market over the coming year.
TalentScope enables staffing professionals to access passive talent,
improve their employment brand, and build a pipeline of quality candidates
through easy to use keyword advertising. Webhire’s
Google Qualified AdWords Professionals work with Webhire clients to determine
the most appropriate keywords and content topics, then strategically place
context-sensitive ads with major search engines.
Ads are linked to client-branded, custom microsites that encourage
passive candidates to take action, whether it is getting information about the
company, signing up for future employment alerts or searching and applying for
specific opportunities.
“Webhire
has taken a technology that recruiters understand very well – job posting –
and enhanced it with services that leverage the power of the Web’s largest
search engines to attract both passive and active candidates,” said Mark
McAuliffe, research analyst, workforce acquisition at HR.Com.
“Millions of searches are performed each day on Google.
Webhire has once again taken a leadership role in the market through
innovation by combining the ease of job posting technology with the power of
those search engines to provide a simple and cost effective tool for online
talent sourcing.”
The
introduction of Webhire TalentScope directly supports Webhire’s belief that
the future of talent management lies in the ability to strategically manage the
entire employment life cycle; from initial attraction, sourcing and selection
techniques to executing effective hires through a positive, meaningful candidate
relationship, continuing through employee retention.
This new service gives companies of all sizes the opportunity to take
advantage of sourcing talent through keyword advertising, resulting in the
selection of more qualified candidates, and the ability to hire, promote and
develop better employees for the long term.
“There
are many tools and technologies available that enable recruiters to effectively
connect with active job seekers,” said Susanne Bowen, Chairman and CEO of
Webhire. “Our customers, especially those in highly competitive hiring
situations, are in need of solutions that give them access to the elusive
passive candidate. We are excited to announce a service that enables them to
quickly gain entry into the world of the passive professional. Effective
penetration of that audience significantly improves the quality of their talent
pipeline and provides a compelling competitive advantage.”
For more
information on candidate sourcing and talent management solutions, visit www.webhire.com.
Weddle’s
2005/6 Guide to Association Websites
It has been a
while since I reviewed something from Peter Weddle, surprising knowing the
prolific author he is. He recently sent me his CD containing his brand new guide
to association websites, a wonderful resource for passive candidate recruiters.
There isn’t much to write about here as it is simply a document containing
profiles of over 1800 websites operated by professional, technical and trade
associations both in the USA and abroad.
This guide gives
you the association name, physical location, and URL (website) for each entry.
It also notes whether the association offers a job board, resume database,
and/or networking service. These sites are also categorized by their
occupational, industry, and specialty.
Looking for an
accounting association? Go to the A’s, look up Accounting/Finance, and be
prepared to be kept busy for a while. There are literally dozens of industry
categories…something for everyone.
This
item retails for $49.99 and is available on the www.weddles.com
website. I want to thank Peter for providing a review copy of this terrific
resource. Anyone with any questions or comments can reach Peter via email at weddles@optonline.net
or visit his website for more information.
New
Big Biller ATS Feature
I
noticed in the most recent issue of Top Echelon’s “Networking News”
newsletter that they have added a new feature to their excellent ATS, Big Biller.
We have reviewed Big Biller in this column in the past and I would encourage
anyone in the market for an ATS to give this one a look.
The
new feature regards resume parsing. When you get a new resume in the door that
you want parsed into your database (of course, you have to be a Big Biller user)
you simply email the resume to a parsing email address and their system
automatically parses the resume into your database. You can email just one or up
to 20 resumes at a time. I wanted to mention this feature as in all the ATS reviews I
have done I do not believe I have ever seen this feature before.
You
can check out the Big Biller ATS at www.bigbiller.com.
tinytechjobs.com
I saw this in my
email recently and thought I would share it with you. Seems to be a very
specialized science and engineering job and resume site. They claim over
30,000-targeted visitors per month. Straight from their email:
tinytechjobs
is the place to find candidates with R&D skills in science and
engineering. From microtechnology and biotechnology to IT and nanotechnology, tinytechjobs
reaches diverse talent in top schools, government labs, and in the
semiconductor, microelectronics, chemical, biotechnology/pharmaceutical,
cosmetics, optoelectronics/photonics, energy/environmental sciences,
automotive/transportation and many other industries. These are the people you
need to fuel your R&D pipeline. And they frequent tinytechjobs.
One job posting costs only $150,
stays up for 60 days and is viewable across our network of 15
partner sites. That's 15 postings for the price of one!
With tinytechjobs
you can:
·
Instantly post jobs online in real time
·
Manage postings with an easy-to-use interface
·
View candidate applications online and by
email
·
Access job activity statistics for each posted
job
·
Search our resume database containing
thousands of qualified candidates
Contact
tinytechjobs today to get started filling those small tech jobs: 510.868.1043 or
sales@tinytechjobs.com.
TIP
www.yahoo.com
Used to be
everyone searched AltaVista for resumes…these days it’s all Google but
actually one of the oldest search engines on the Internet is at www.yahoo.com.
This service used to use Google results but now uses its own search technologies
to spider the web for results to your query. Their search box is right on their
home page and you can check the help page for the search string features.
I recently typed
in (resume OR homepage) +programmer +java (without the underline) and was
returned 2.4+ million hits. Obviously a lot of refining is in order here but it
gives you an idea that searching for resumes is not for Google only. Note they
use the + (plus sign) for ANDs but still use OR spelled out for ORs. Standard is
the use of parenthesis for OR groups and quote marks for phrases. Using the
example above you would substitute the keywords of your choice for the words
programmer and java and add others as you wish for your needs. Maybe some
geographic parameters would be in order.
Add this to your
passive candidate search methodology and you won’t be disappointed.