Crelate https://www.crelate.com Modern Talent Relationship Management Wed, 17 Apr 2019 21:40:23 +0000 en-US hourly 1 26502534 Onboarding for Recruiters: Focus on the Candidate https://www.crelate.com/blog/onboarding-for-recruiters-focus-on-the-candidate Wed, 10 Apr 2019 17:00:01 +0000 https://www.crelate.com/?p=14905 It’s true that the candidate experience has become a major priority for staffing and recruiting professionals. The key to gaining referrals and building a talent pool depends on delivering a strong candidate experience.   But what creates a great candidate experience? Many of the same things that create a great employee experience. What many people don’t realize is that by treating your candidates the same way you would a new employee can be […]

The post Onboarding for Recruiters: Focus on the Candidate appeared first on Crelate.

]]>
It’s true that the candidate experience has become a major priority for staffing and recruiting professionals. The key to gaining referrals and building a talent pool depends on delivering a strong candidate experience.  

But what creates a great candidate experience? Many of the same things that create a great employee experience. What many people don’t realize is that by treating your candidates the same way you would a new employee can be the key. Onboarding is the most crucial element of successful candidate experiences. First impressions are often important, and onboarding is the first interaction and employee has with an employer.  

Retention: A Must for Candidates 

While you aren’t exactly trying to hold on to candidates, retention is still a great goal to have.. When you’ve successfully retained a candidate, they become a strong source of future referrals. Not only can they recommend you to their future employers, but they also refer their contacts as candidates that help build your talent pool. 

The lack of effective onboarding is a primary reason why companies lose 17% of their new hires within the first three months and why 20% of all staff turnover occurs within 45 days of employment. While you aren’t technically employing your candidates, these metrics are still important. Ineffective onboarding, for employees and candidates, can leave people feeling out of the loop, or even unwanted. Make sure you are building a candidate onboarding process. 

Suggestion: When your search firm is selecting clients, ask them about their employee onboarding process and how it resonates with people? What is their average employee retention? If they are unable to retain employees, it’s a good indicator that their onboarding process could use some optimization. If you have concerns, express them so they can be addressed without impacting business for all parties. 

The Technology Gap 

If we know that onboarding is the beginning of a successful candidate experience, why is it still a problem for many recruiting and staffing professionals? In many cases, there might be too many candidates to focus on each one individually. Your time is a limited resource, and though you want to focus on your candidates’ experiences, you might not have time. 

Turning to technology can ease the challenges stemming from your booked calendar. Relying on a rock-solid ATS or CRM can help you automate your communication process as well as retaining vital candidate data. Research has shown that 36 percent of HR professionals blame insufficient technology for their inability to automate and better organize onboarding programs, further inhibiting their ability to establish proper onboarding techniques. 

Make sure your candidates don’t feel neglected, and lean on technology to focus onboarding efforts on all candidates. 

Continued Communication 

It isn’t a new idea that continuous communication is important for both new employees and candidates. This communication should exist throughout the hiring process, but it should also continue after you’ve placed a candidate.  

Just like focusing on retention through onboarding, effective communication is essential to building relationships. Checking in with recent placements to see how their new position is treating them builds trust, showing them you care about their career path. Contacting past placements can put you front of mind when they decide that it’s time for their next move. For both cases, continuous communication via phone, email, even text is key. 

Many talent professionals might be tempted to rest on their laurels and let communication lapse, but with is the current market’s aggressive competition for new talent and record low unemployment rates, recruiting and staffing professionals need to check in with candidates more frequently, even after they have been placed. 

Whether your candidate experience is well-established or you’re just starting out, Crelate offers software solutions to solve your ATS and CRM needs. Learn more about our offerings and features today. 

The post Onboarding for Recruiters: Focus on the Candidate appeared first on Crelate.

]]>
14905
Are You Preparing Your Candidates for Success? 3 Tips for Long-Term Development https://www.crelate.com/blog/are-you-preparing-your-candidates-for-success-3-tips-for-long-term-development Wed, 03 Apr 2019 17:00:03 +0000 https://www.crelate.com/?p=14901 What are you doing to develop and prepare your candidates for success during and beyond their job hunt? Many recruiting professionals take the time to sit down with candidates they are placing and prep them for interviews. Is that enough?  Planning past the interview to develop talent for the long-term can reap obvious rewards for candidates and create good resources and relationships for you going forward. Developing your candidates is […]

The post Are You Preparing Your Candidates for Success? 3 Tips for Long-Term Development appeared first on Crelate.

]]>
What are you doing to develop and prepare your candidates for success during and beyond their job hunt? Many recruiting professionals take the time to sit down with candidates they are placing and prep them for interviews. Is that enough? 

Planning past the interview to develop talent for the long-term can reap obvious rewards for candidates and create good resources and relationships for you going forward. Developing your candidates is essential to building a reliable talent pipeline. Here are a few things to focus on with your candidates. 

Focus on Development as if They Were Your Friend

The key to the long-term development of your candidates is to think of them as your friend. You’re not merely placing candidates for the short-term, you’re building relationships and creating friendships in your social circle. When you have good friendships with people in your network, they’ll be more open to hearing about career advancement opportunities that you propose. Then you can start sharing coding camps, conferences, or training events to develop long-term skills. 

In terms of overall talent development, a recent LinkedIn survey of 2,000 business leaders found that more than half (57%) put soft skills over hard skills when it comes to what they need their employees to develop. The top four soft skills are leadership, communication, collaboration, and time management. While these may be innate in many of your shining stars, they can always be improved upon (at coding camps, conferences, and training events).  

Working on honing those important soft skills not only helps a candidate become a top hire, but it also helps your reputation for providing great candidates. It’s a win-win for everyone. 

Growth Hacking 

For modern entrepreneurs, growth hacking is an incredibly powerful technique to grow your brand quickly. Its concepts aren’t limited to businesses though, they can be applied to your candidates’ personal brands as well. 

Growth hacking or growth marketing is a non-traditional approach to increase the growth rate and market adoption of a product/service. It involves experimenting with different ideas and focusing on the ones that are most scalable. 

For your candidates’ personal brand, growth marketing becomes the actions taken to promote themselves, network and engage with potential employers. When relationships are built with potential employers and professional contacts, growth hacking can be used to rapidly expand a candidate’s network or reputation of reliability, which often equates to successful career development. 

Build Them into Your Network 

As a recruiting professional, you no doubt have a well-developed professional network. Outside of finding candidates and clients, you can leverage your network to further develop talent. Networking events are one way to build a network, but with your candidates, connect them to your network and allow them to build reciprocal relationships of their own. According to a LinkedIn survey, 85% of all jobs are filled via networking.  

With formal networking functions, which generally take place on a regular (for example, weekly or monthly) basis, candidates should be prepared to commit to several visits before they assess the value. The regulars will be used to seeing the ‘oncers’ come and go, and you will notice that they are much more inclusive when you show you’ll come back. 

Develop and train candidates to expand their network and recognize where they are valued contributors. Helping them build their network will help you down the road when your former candidates can drive their network to you, expanding your business. 

Crelate provides CMS and ATS solutions to recruiters and staffing firms to help them manage candidates and their placement process. Schedule a call with our sales team to learn how we can develop your talent pipeline. 

The post Are You Preparing Your Candidates for Success? 3 Tips for Long-Term Development appeared first on Crelate.

]]>
14901
Resistance is Futile: How to Get Employees On board with New Technology https://www.crelate.com/blog/resistance-is-futile-how-to-get-employees-onboard-with-new-technology Wed, 27 Mar 2019 15:55:34 +0000 https://www.crelate.com/?p=14866 Is there such a thing as too much innovation? When your employees are slow, or outright resistant to new technology, you may have hit the limit.  But what if it isn’t the tech’s fault? What can you do to get your team onboard with updates and new tools? We’re all creatures of habit, but here are […]

The post Resistance is Futile: How to Get Employees On board with New Technology appeared first on Crelate.

]]>
Is there such a thing as too much innovation? When your employees are slow, or outright resistant to new technology, you may have hit the limit. 

But what if it isn’t the tech’s fault? What can you do to get your team onboard with updates and new tools? We’re all creatures of habit, but here are a few pain points that you can avoid when implementing new technology

The First Hurdle: Company Resistance 

Oddly, the first big roadblock to employee adoption is often resistance from company leadership. Even after the new technology is implemented, leaders who aren’t committed can hinder adoption for a long time. Securing support from your company’s leadership team helps to illustrate the importance of adoption to all employees. 

Most companies realize the importance of digital transformation, but they struggle with knowing how to deploy, use, and integrate innovation to achieve their strategic priorities. Leadership buy-in is essential to successful deployment, allowing the people who drive strategic plans to tie new technology into their process. 

The Case for Resistance 

Often, employees exhibit a traditional “change resistance” a lack of interest in learning the new program. They feel innate need to return to the old approach, and a constant desire to find the ‘new model’ to be either faulty or slow, and over-complex. 

It’s understandable for people to feel that way. We all get familiar and comfortable after we use a tool for a while. When driving adoption of a newly implemented tool, it’s important to not only illustrate the benefits to your employees but also listen to their concerns. When you know what about the new system frustrates them, you can target training to solve their problems. 

Recruiting professionals usually have a very efficient routine that they’ve worked on for years. When you propose a new tool that changes that routine, you may meet stiff resistance. Make sure that the technology you’re implementing will benefit them. Innovation for innovation’s sake gets in the way of the success of your team. 

Building a Following 

Outside of professional training, employees are an excellent resource for any new technology implementation. There will be a group of early adopters who are open to the changes and some power users who dive right in and learn the ropes. Lean on them to help educate and encourage their coworkers. 

Rather than make changes and command others to adapt, convince your team of the market value that investments into technology could reap. Identify potential champions within your company to get them on board with the vision. Trainers and leaders telling you about a great tool can only go so far, but seeing a coworker thriving with new technology truly drives adoption. 

If you’re planning on implementing new technology such as a CRM or ATS, we can help drive employee adoption. We have a data migration eBook that addresses concerns  and questions about adopting new software or you can schedule a time to speak with our Customer Success team to learn about the resources and training Crelate offers to ensure smooth transitions and fast adoption.

The post Resistance is Futile: How to Get Employees On board with New Technology appeared first on Crelate.

]]>
14866
Prepare Your Team for Success: 3 Ways to Improve Your Talent Sourcing https://www.crelate.com/blog/prepare-your-team-for-success-3-ways-to-improve-your-talent-sourcing Wed, 20 Mar 2019 18:00:36 +0000 https://www.crelate.com/?p=14758 Even with a large body of clients, the key to filling openings for those clients a good talent acquisition team and successful talent sourcing practices. Once you have a team assembled, building and improving your talent sourcing process can be a difficult process. Even for established recruiting and staffing firms, there are aspects of the […]

The post Prepare Your Team for Success: 3 Ways to Improve Your Talent Sourcing appeared first on Crelate.

]]>
Even with a large body of clients, the key to filling openings for those clients a good talent acquisition team and successful talent sourcing practices. Once you have a team assembled, building and improving your talent sourcing process can be a difficult process.

Even for established recruiting and staffing firms, there are aspects of the sourcing process that can be tweaked or improved. Here are a few examples.

Optimize Your Prescreening Process

One of the first and easiest ways to improve your talent sourcing process is to increase efficiency. Not only should you look to trim the fat and remove unnecessary steps, but you should also examine if your team’s time is best spent where it is currently allocated. A study done on HR.com shows HR recruiters spend 67% of their time pre-screening candidates and 28% of their time scheduling candidates. These are huge steps that can be trimmed down to save time and money. Advances in AI technology are the perfect solution for tasks such as pre-screening and scheduling that require a lot of time but don’t require a human touch.

The More Data, the Better

When your team is tracking a large volume of candidate information that’s presented to clients, it’s important to collect all possible data that might be useful down the road. Not only does it reduce the possibility for errors and confusion, but it can also improve future searches

A thorough and complete data collection process allows your team to know exactly who they’ve connected with and what their strengths and abilities are. If a client decides that they aren’t the right choice for a current opening, you have a wealth of info available to find a different opportunity for them.

Using the data is only part of the process, first, your team must collect the data. This is where a CRM or ATS software solution can make a recruiter’s job easier. Not all options are created equally; make sure that the software you are selecting has the features that you need. Can you track the progress of a candidate through your pipeline? Is any information that’s added immediately updated across your organization? Make sure you shop around to find the right solution.

Make Things Easy for Your Team

The more complex the systems you have in place are, the harder it is for your team to use them. After all, you’re trying to improve your talent sourcing, so making things efficient and easy should be a focus. All the technology in the world won’t help if your team can’t or chooses not to use it. Make sure that when you are adding technology to your organization that it will integrate well into your current systems.

Many dashboards and AI-enabled tools have been making their way into many talent acquisition functions over the last few years.Randstad Sourceright’s 2019 Talent Trends Report reveals 72% of hiring professionals are investing in people analytics to enhance talent attraction and engagement. A growing majority of talent leaders also said tech helps them make smarter hiring decisions, while 71% believe these tools reduce risks. Lean on the tech available to improve your targeting, allowing your talent sourcing to find the best candidates available.

Looking to bring a high-powered, data-driven ATS or CRM solution to your organization? Get in touch with us today to see how Crelate’s software solutions can improve your talent sourcing.

The post Prepare Your Team for Success: 3 Ways to Improve Your Talent Sourcing appeared first on Crelate.

]]>
14758
Crelate Brings Innovative Recruiting Solutions to SourceCon Seattle 2019 https://www.crelate.com/blog/recruiting-solutions-at-sourcecon-seattle-2019 Tue, 19 Mar 2019 18:07:49 +0000 https://www.crelate.com/?p=14840 The post Crelate Brings Innovative Recruiting Solutions to SourceCon Seattle 2019 appeared first on Crelate.

]]>

Attendees of SourceCon will learn how simple it is to collaboratively engage potential candidates using an all-in-one recruiting software solution.

Crelate, a leading provider of modern recruiting software, announced today that it will demonstrate its industry-leading talent acquisition solution as a Silver Sponsor during SourceCon, March 19 – 21, 2019 in Seattle, WA.

Several Crelate team members will attend alongside Crelate CEO, Aaron Elder, to demonstrate Crelate’s sourcing tools during exposition hours in booth 111. The team also plans to attend labs, keynotes and social hours to understand what is and isn’t working for recruiting and sourcing professionals.

“Every member of the Crelate team speaks with customers. When our development and support teams have real conversations with recruiters and learn from those on the front line of sourcing, it drives better design decisions,” said Aaron Elder. “With SourceCon in our backyard this year, it’s a perfect chance for our team to get that direct feedback.”

Attendees of SourceCon Seattle can visit the Crelate booth to learn how using a unified Applicant Tracking System (ATS) and Customer Relationship Management (CRM) solution helps attract high-quality candidates with capabilities such as:

  • Engagement tracking to connect and track interactions with passive candidates
  • External libraries to source candidates from outside databases
  • Recruiting analytics and custom dashboards to improve team efficiency
  • Sourcing solution integrations to tap into an array of passive audiences
  • Web parsing tools to add candidates to a talent pipeline

Visitors of booth 111 will also have an opportunity to participate in a charitable cause by helping Crelate decide how to split a $500 donation between two local talent-focused organizations. In 2018, Crelate changed its approach to conference giveaways by supporting charitable missions instead of distributing plastic goods.

“Conference trinkets frequently end up in the trash so Crelate made a commitment to allocate future ‘swag budget’ to charities that improve our community through work empowerment,” said Aaron Elder.

 

About SourceCon
SourceCon originally began as an idea to develop an educational conference uniquely dedicated to internet and telephone researchers, sourcers, sourcing leaders, and those interested in learning more about the art and science of recruitment sourcing. The SourceCon website was launched after the very first SourceCon conference in 2007 and has been a destination site for information, knowledge, and news for the sourcing community ever since. In the summer of 2009, SourceCon was purchased by ERE Media and the tradition continues. Today the conference and blog serve as one of the top resources for sourcers and recruiters who source.

About Crelate
Crelate is a recruiting software company that empowers recruiters to manage talent and demand pipelines in a single solution. With fast and powerful capabilities, Crelate optimizes the recruiting process from sourcing to placement. Since 2012, the Crelate team has focused on enabling customer success and prioritizing innovation based on user feedback. Customers have called Crelate the “Best ATS on the market” and a “Recruiting game-changer.” Join over 900 leading recruitment teams that improve their hiring efforts with Crelate. Visit www.crelate.com for more information.

The post Crelate Brings Innovative Recruiting Solutions to SourceCon Seattle 2019 appeared first on Crelate.

]]>
14840
Crelate Adds Two Customer Success Specialists https://www.crelate.com/blog/crelate-adds-two-customer-success-specialists Tue, 19 Mar 2019 01:57:36 +0000 https://www.crelate.com/?p=14776 The post Crelate Adds Two Customer Success Specialists appeared first on Crelate.

]]>

Welcome to the Crelate team, Bryanna and Ryan!

Customer success is our main priority at Crelate. That’s why our Customer Success team keeps growing. We’re excited to welcome Bryanna Garza and Ryan Fonda, who’ve joined the team as Customer Success Specialists; bridging any gaps between what Crelate does and what customers need Crelate to do.

Some—but not all—of a Customer Success Specialist’s daily routine will include onboarding new users, creating helpful videos, running user training sessions, and answering support tickets. More importantly, Bryanna and Ryan will be gathering feedback to share with our product team so that we can continue to invest in Crelate’s future as a leading recruiting software provider.

More about Bryanna | Crelate Customer Success Specialist

Bryanna grew up in Eastern Washington and graduated from Washington State University in 2014. She’s always repping “Wazzu” gear and shouting “Go Cougs” to support her alma mater.

After college, Bryanna moved to the Seattle area to experience the city life. Shortly after her move, Bryanna adopted a fur child named Kiyah. If you ask her what Kiyah looks like, she’ll instantly turn into a proud dog Mom by showing you numerous pictures on her phone.

In her free time, Bryanna loves to go on random adventures, try new restaurants, and enjoy any outdoor activities (as long as there are no bugs). 😊

More about Ryan | Crelate Customer Success Specialist

Ryan grew up in Western Washington in the city of Bellevue. In 2008, he graduated from the UW Foster School of Business with a BA in Business Administration. After graduating, he applied his degree to experiences in retail management, sales, and operations.

When he’s not working, you can find Ryan spending time with his wife and dog or hosting family and friends for a game night. Their favorite games include Catan, Dominion, and Dominoes. Ryan also enjoys camping, hiking, playing basketball, and running outdoors.

Ryan’s favorite food is sushi and he recently returned from a trip to Japan so that he could experience sushi in its origin.

 

Ready to learn more?

Both Ryan and Bryanna are excited to join the rest of the Customer Success Team at Crelate! Are you ready to learn how Crelate helps recruiters maximize success? Find time on the calendar to schedule a demo with our Customer Success team.

 

The post Crelate Adds Two Customer Success Specialists appeared first on Crelate.

]]>
14776
The Advantages of Looking to Other Verticals to Fill Your Talent Pipeline https://www.crelate.com/blog/the-advantages-of-looking-to-other-verticals-to-fill-your-talent-pipeline Fri, 08 Mar 2019 17:28:42 +0000 https://www.crelate.com/?p=14754 For many positions, there are no substitutes for industry experience. The skills and knowledge gained cannot be replaced or taught easily. However, with talent shortages making hiring difficult in many sectors, companies are increasingly looking to other verticals when hiring talent. By searching outside of specific industries, companies can look beyond their limited pool of […]

The post The Advantages of Looking to Other Verticals to Fill Your Talent Pipeline appeared first on Crelate.

]]>
For many positions, there are no substitutes for industry experience. The skills and knowledge gained cannot be replaced or taught easily.

However, with talent shortages making hiring difficult in many sectors, companies are increasingly looking to other verticals when hiring talent. By searching outside of specific industries, companies can look beyond their limited pool of candidates and find talent that will bring a fresh perspective to their team. If done correctly, cross-industry recruiting can be a solution to your talent search.

Attract More Candidates

The first, and arguably most useful advantage of looking outside your vertical for talent is that it allows you to gain access to more candidates. When faced with a shrinking talent pool or a growing skills gap, looking at other verticals may be the only option. The key to success lies in identifying experience and skills that translate into your industry.

In addition to availability, companies may look to other verticals because those candidates want to change career paths. Whether they are unhappy in their current role, or ready to change directions, these scenarios are common.

For instance, 93% of call center and customer service employees expressed interest in moving to a different industry. Companies that can offer a better career outlook, better status, or a better culture are a large draw for many candidates. Culture is especially good for convincing employees to change industries, even to industries with a social stigma attached.

Diversify Team Skillsets

Have you ever been a part of a team that all had the same skills? Or maybe your team has all built their career in your industry, and you all have the same biases and habits. Bringing in new talent from a different industry can bring diversity to your team’s skills.

Adding new skills to your team can increase your overall performance, but it also offers a fresh perspective on the challenges you face every day. Candidates who have spent all their time in the same industry can form the same habits and blocks. Patterns that restrict thinking limit problem-solving in a team. Talent from other industries hasn’t formed the same habits, allowing them to see other pathways to solutions.

When you can train the industry-specific skills needed in your organization, seek out candidates with useful skills from other industries to strengthen your team.

What to Avoid

Just as candidates from other verticals can bring a new perspective, they can also bring bad habits. When looking at other industries, understand that you are getting the skills you want but also avoiding cultural disruption. In the end, you’re working on building a team, but you also need to protect the culture you’ve worked so hard to create.

What should you look for? The easiest skills to pivot into your industry are soft skills. Not only are soft skills useful in any team, they are also highly sought after for management talent. By building these skills into your team, you have high-performing employees who have a pathway to management.

When faced with limited talent pools, looking outside your vertical can help fill your open positions. At Crelate, we provide results-oriented CRM and ATS solutions for the recruiting and staffing industry. Contact us today to add these tools to your organization.

The post The Advantages of Looking to Other Verticals to Fill Your Talent Pipeline appeared first on Crelate.

]]>
14754
How To Build an Industry Leading Talent Acquisition Team https://www.crelate.com/blog/how-to-build-an-industry-leading-talent-acquisition-team Wed, 27 Feb 2019 22:32:19 +0000 https://www.crelate.com/?p=14511 When assembling a talent acquisition team, many companies focus strictly on the tools and technology they are using. While it’s true you’ll need to provide your team with the latest tools; making sure you have skilled professionals using those tools is key in the competitive recruiting industry.  The best tools are wasted if you don’t have […]

The post How To Build an Industry Leading Talent Acquisition Team appeared first on Crelate.

]]>
When assembling a talent acquisition team, many companies focus strictly on the tools and technology they are using. While it’s true you’ll need to provide your team with the latest tools; making sure you have skilled professionals using those tools is key in the competitive recruiting industry. 

The best tools are wasted if you don’t have the right people using them. To beat out your competition and keep your clients satisfied, you need a crack team. Here are some of the things that you’ll need to search for when assembling your talent acquisition all-stars. 

Human Resources Skills 

Regardless of the industry your company or team serves, baseline experience in Human Resources is a huge boon. HR experience allows recruiters to have an inside look into how the hiring process works at most companies. They can anticipate difficulties that some candidates may face and source talent that makes HR departments lives easier. 

Today, many HR departments are changing their work processes, shifting focus from hiring “fast and cheap” to hiring quality talent that will have a positive impact upon a business. With that change in mind recruiters with HR experience are positioned to align with the new focus and provide the best talent to your clients. 

Networking and Connections 

It’s no secret that a well-developed professional network and the ability to make connections are key in the recruiting industry. Successful recruiters are the ones who can continuously grow their network and connect the people they know to solve problems. 

Even though networking and connections are important, many pros claim they don’t have time to grow their contacts. New data from LinkedIn found that more than a quarter (26%) of working professionals say they don’t have time to build professional relationships, and nearly half (48%) say they’d rather use their free time for family or social engagements.  

Even if the talent acquisitions professionals you’re seeking don’t currently have a developed network, make sure they have the skills and aptitude to build one. Even if they are extremely talented at closing deals, they’ll need connections to fill positions for your clients. 

Industry Background 

Industry experience goes much further than knowing the lingo and who the big players are. Talent acquisition professionals with relevant experience can predict clients pain points and seek out candidates that serve those needs. They can also reduce the wind-up time needed when hired by hitting the ground running. 

Waiting for a recruiter to learn more about an industry can be costly and result in improper placements. Keep your clients happy by hiring experienced recruiters who can relate to their unique challenges and give them the right candidate the first time. 

Current Events 

The recruiting industry and overall hiring practices are frequently changing. While hiring a talent acquisitions expert with a proven track record is helpful, you also want someone who is flexible and adaptable. When the rules of the game change, as they will, your team needs to be ready to play in the new environment. 

One great example is the changes to the hiring process around the world after the recent rules added with GDPR. The new data privacy laws are changing the ways that HR professionals and recruiters approach background checks and general talent sourcing. The recruiting firms that adapt quickly to the changes put themselves in front of their competition and serve their clients better.

Make sure you’re looking past the main skills your recruiters have to the abilities that support your team. You know better than anyone, taking your time in the search to find the right candidate helps find the right fit, the first time. 

The post How To Build an Industry Leading Talent Acquisition Team appeared first on Crelate.

]]>
14511
A Look Into the ASA Q3 Recruitment and Staffing Data Survey https://www.crelate.com/blog/a-look-into-the-asa-q3-recruitment-and-staffing-data-survey Wed, 20 Feb 2019 15:00:50 +0000 https://www.crelate.com/?p=14191 The American Staffing Association (ASA) recently released their data survey for the third quarter of 2018. In the ASA Q3 survey they detail the growth of the labor markets as well as the trends and projections the data has uncovered. Steady Growth In Q3 of 2018 U.S. staffing companies employed an average of 3.2 million […]

The post A Look Into the ASA Q3 Recruitment and Staffing Data Survey appeared first on Crelate.

]]>
The American Staffing Association (ASA) recently released their data survey for the third quarter of 2018. In the ASA Q3 survey they detail the growth of the labor markets as well as the trends and projections the data has uncovered.

Steady Growth

In Q3 of 2018 U.S. staffing companies employed an average of 3.2 million temporary and contract workers per week, marking four and a half years above 3 million.

The overall theme of quarter 3 seems to be continued and steady growth. While year-to-year numbers surrounding staffing employment increased by a small margin, the growth is on par with previous quarters. Compared with 2017, Q3 showed growth of 0.1%.

In terms of temporary and contract staffing, Q3 sales totaled $35.1 billion which is 4.2% higher than the same period in 2017. Compared to Q2 staffing employment increased 0.7% and sales increased 1.5% in Q3 2018.

Challenges of the Current Labor Market

Although the steady growth is a good sign, it does present challenges to staffing and employment professionals. The labor market is very tight and finding talent is growing more difficult every day. ASA President and CEO, Richard Walquist highlighted some of the challenges their findings support:

“In a growing economy and ever-tightening labor market, businesses are placing an even greater premium on staffing companies’ ability to source qualified flexible and permanent talent. Because job seekers have more options today than at any time in the past decade, employers really need to sharpen their focus on employee engagement in order to attract and retain top talent.”

Using this data, many search firms are investing more into their talent pipelines. Looking at their processes from top to bottom to identify efficiencies and better targeting practices. 2019 will be a year requiring executive recruiters and staffing agencies to trim the fat and compete even more for talent.

How Does Quarter 3 Stack Up?

While Q3 featured steady growth in both employment and sales numbers, it fell slightly short of Q2’s growth. Previous years have shown drops in growth during Q3 but 2018 shows a larger gap in numbers than before.

Looking forward to Q4 numbers and into 2019 recruiters and staffing professionals are in for stiff competition for talent. Strong growth in employment and sales following the 2008 recession is beginning to level off in the face of 30-year lows in national unemployment numbers. Industry experts are forecasting continued growth following strong preliminary reports in Q4.

Equip yourself with the best tools to reach even the toughest talent pools. Crelate’s CRM and ATS offerings give you the power to take advantage of upcoming employment growth.

The post A Look Into the ASA Q3 Recruitment and Staffing Data Survey appeared first on Crelate.

]]>
14191
Crelate February 2019 Release https://www.crelate.com/blog/crelate-february-2019-release Tue, 19 Feb 2019 17:15:22 +0000 https://www.crelate.com/?p=14317 Our February release focuses on many engineering improvements aimed at providing better performance (behind the scenes) of our application. A couple of changes that we want to highlight below are the “Invite Suggestions” and the restructuring of our “Settings” section. As always, we’re thankful for our wonderful community. If you would like to see what […]

The post Crelate February 2019 Release appeared first on Crelate.

]]>

Our February release focuses on many engineering improvements aimed at providing better performance (behind the scenes) of our application. A couple of changes that we want to highlight below are the “Invite Suggestions” and the restructuring of our “Settings” section.

As always, we’re thankful for our wonderful community. If you would like to see what we-re busy working on next, be sure to check out our Product Roadmap. Your continued support and suggestions help us make Crelate better every day.

– The Crelate Team

NEW – Invite Suggestions
With Calendar events, we’ve introduced “Invite Suggestions” to help save you time. Currently, the suggestions include the Contact that you are logging the activity on, as well as all the related Contacts on the regarding Job such as the Hiring Manager or Sales/Client Contacts.
CHANGED – Settings UX Refresh
We revamped the Settings area so that things are easier to find. This includes better groupings as well as breaking apart some Settings pages that were too long and complicated on their own. Personal Settings have moved under the Crelate Menu.

And a few more goodies…
As always, this release has a wide array of other improvements based mostly on customer feedback and requests.

    • ADDEDCustom Picklists to Placements and Losses – We’ve recently introduced Custom Picklists to our main entities and now we’re extending support for that to Placements and Losses. To customize your Placement forms, a Business license is required.
    • FIXEDClosing jobs will unpublish them – Now when closing a job, we save you a step by also un-publishing your job from your Portal automatically.
    • FIXEDPlacement update error – Fixed a bug that was preventing placement edits when the date of the placement was not changed in the same update.
    • IMPROVEDSpreadsheet imports – Our importer now has better empty row detection and won’t hang on import if the first row in a spreadsheet is blank.
    • ENGINEERING UPDATES – We’ve made additional engineering improvements throughout the app to increase speed and performance.

The post Crelate February 2019 Release appeared first on Crelate.

]]>
14317