When you compare apps with desktop systems, the difference in technological advancement is stark. Apps are beautiful. They demolish traditional desktop or browser systems in terms of usability. Ask yourself: have I ever needed to be taught how to use an app? And then compare that with the learning curve for a system on your computer. It should be obvious – apps are the future. End of story.
But it’s actually just the beginning of the story. The killer for small-screen devices is . . . small screens. Screen real estate is valuable. Up to a point, the more you have, the more productive you are.
You just can’t do much on a phone – the screens are too small, your fingers are too big, and you just need to see more to make sense of anything.
Phones are great for making phone calls (!) and reading and sending quick emails. And streaming YouTubes and music, and catching up on social media, and making life-when-you’re-stuck-somewhere less boring. But if you want to do some work, you need pixels, characters, information in front of you. On a desk the average number of computer displays per computer is nearing two – and the average size is 1920 x 1080 pixels per screen. (It seems from personal experience that as soon as workers get given two screens, magically a third or fourth appear from somewhere . . . ) And quite often a recruiter will have a two-display computer – AND a laptop, and be working them all at once.
We spend 40 per cent more time on our smartphones and tablets than our computers – but only doing simple stuff.
We have to provide many windows to information, and many tools for all stakeholders. Sometimes – when you’re not at a desk, or in a coffee shop without your laptop/Surface, you have to fall back on your phone. And you use it for what it is good for. And we learn from those things too – apps are easy! Apps are productive! Apps are – well, they’re just cool! We have to phase out desktop programs in favour of apps – for productivity and for enjoyment.
Taking the drudgery away, making life productive and fun again.
Computer programs grow. They start lean and mean and productive and easy. And then people add stuff to them, and not-so-gradually they become complex and really, really powerful. And people realise after a while they’re only using maybe 15% of them. And it’s just – hard! And they pull out their phone and they are reminded that apps are fun, and productive, and easy – and way more powerful that anyone would have a right to expect.
Guess what, people: that’s what recruitment systems are now – if you just decide to move out of the past into the future of apps.
According to an ongoing study conducted by Lou Adler, CEO of Performance-based Hiring Learning System, around 85 per cent of jobs these days are filled via some kind of networking. This is a great statistic for recruiters, because our whole job revolves around connecting talented people with clients that need new hires.
Recruiting is all about who you know, whether it's potential candidates, other recruiters or prospective clients.
However, many Australian recruitment professionals consider networking to be primarily talent-focused – if they are doing it, they're doing it to find candidates, not to build their personal network of connections. But networking might be more necessary to successful recruitment than agencies in Australia think.
Do I have to be networking as a recruiter in AU?
If you want to go far in the industry, then yes. Recruiting is all about who you know, whether it's potential candidates, other recruiters or prospective clients. LinkedIn might seem like the go-to method for building your network, but online connections are significantly less meaningful than relationships that have been built in-person.
The best place to start? Australian recruitment agency networking events. Even though they're designed for job-seekers, these meetups could supply you with a bunch of new contacts – ones you probably wouldn't have met online. Through these connections, you can bring more business to your agency – whether it's through new talent, new clients or a new recruiter.
How can TRIS help me network better?
TRIS Recruitment Software from Recruitment Systems is designed to make recruiters' lives easier across the board. Many recruitment software solutions try to automate the human-to-human component of recruiting, but this – like networking – is at the heart of the profession and can't be replaced by an app.
TRIS, on the other hand, eliminates the daily administrative tasks that recruiters must go through, allowing them to focus more of their energy on building interpersonal relationships across their network. Our mobile app, TRIS5, will arrive in 2018 and is specifically engineered to allow for speedy and efficient candidate management on the go.
Hopping on a flight? No problem – TRIS5 will automatically back up your work offline and sync once you have service again. No other software in the industry can do this; TRIS5 is wholly unique and wholly exceptional. For more information, please reach out to a representative from Recruitment Systems today.
09 Oct, 2017
4 ways for AU recruiters to build stronger client relationships
In recruitment, we can get so focused on building a solid talent base that we forget about who we're ultimately doing it for – our clients. Recruiters dedicate such an enormous amount of time and energy into candidate networking that the client relationships can occasionally fall to the wayside.
If you feel like this might be happening at your agency, it makes sense to address the issue – here are four of the best ways to build strong client relationships as an Australian recruiting business.
1. Take time to get to know the client
It might seem obvious, but you'd be surprised how often recruiters begin scouting talent without truly figuring out what the client is looking for. In the initial meeting or call with the client (and, honestly, at every stage of the process), it's important to be listening more than you're talking.
In the initial meeting or call with the client, it's important to be listening more than you're talking.
If you really absorb what the client is telling you they want rather than jumping to conclusions about the quality candidates you can think of for the job, they'll likely be more satisfied with the outcome. Same goes for the industry – you don't have to know it backwards and forwards, but a bit of research could make all the difference.
2. Work on selling a solution, not a person
In the same way that clients typically dislike it when agencies don't take the time to get to know the business, they're also unimpressed by recruiters who throw CVs at them in the hopes that something will stick. When you've learned exactly what it is that the client is after, you can work on selling them a solution to their problem – not just another warm body to fill a job opening.
Phrasing it like this makes it clear to the client that you understand what their problem is and that you have a way to fix it. In this way, you'll provide the personal touch while offering them something that can tangibly improve their business.
3. Work with HR
Sometimes, Australian recruiters tend to avoid their clients' HR departments – whether it's a personality clash issue or something else entirely, this can be detrimental to your success with that client. HR representatives tend to have some of the best insider information that can give you a sense for exactly what the client is looking for, according to Nicky Winch from Capgemini.
Even if the position your client is looking to fill isn't in HR, building a rapport with the department will get you in the good books and will give you greater insight into the company culture.
4. Maintain amazing communication
Above all, the key to building successful (and lasting) client relationships is having great communication skills. It's your job to reach out to the client, even if there aren't any updates on new candidates – they will want to know why. Always be responsive to calls and emails, and make sure you are keeping your clients in the loop.
Unfortunately, maintaining constant communication can be difficult as a recruiter; we spend all day scouring recruitment databases and managing candidates, so there's not a whole lot of spare time. Luckily, there are applicant tracking systems out there that can handle the tedious day-to-day administrative tasks clogging up your schedule.
TRIS Recruitment Software is a business solution that does all the dirty work for you, allowing you to focus on what really matters: finding quality candidates and building rock-solid client relationships. For more information, reach out to a representative today.
25 Sep, 2017
4 recruitment KPIs to keep an eye on in your AU business
As much as recruitment is about the intrinsic building of interpersonal relationships, there are strategic factors to take into consideration if you want your agency to succeed. Known as key performance indicators, or KPIs, these tools will help Australian recruitment agencies measure their performance and drive their business forward.
There are four primary KPIs that recruiters should be monitoring. However, don't forget that there's more to recruiting than getting the numbers right on paper – Australian recruitment guru Greg Savage explains this in the video below.
With that said, what are the best KPIs recruiters in Australia should at least be paying attention to?
1. Quantity vs. quality of candidates
As recruiters slowly accumulate contacts and build their candidate database, one thing will become very apparent: Whether they're recruiting based on quantity or quality. Talent pools that are full of high-quality candidates are not built overnight, but they are undoubtedly more worthwhile pursuing.
If you find yourselves with too many contacts, it might be time to re-evaluate your approach.
If you find yourselves with too many contacts, not enough of whom are the cream of the crop, it might be time to re-evaluate your approach. Focusing on quality will increase your success rate in the long run.
2. Sourcing data
When measuring both individual and agency-wide performance, it's important to look at which sources are successful and which are not. This 'success' can be measured in terms of the sheer number of candidates you get, the highest quality contacts or perhaps the ones that stick around the longest.
Are these contacts people you got in touch with through Australian networking events? Job ads? Social media trawling? Regardless, knowing and utilising this information will help you better target your candidates in the future.
3. Time to hire
Getting a hire is a great achievement, regardless of how long it takes, but a drawn-out hire is worth making note of. Slow processes might be alright in the long run, but quick hires are also integral to the continuous success of a recruitment agency.
How long is the process of connecting candidate to client to the signing of an employment contract? How many of these potential hires fall through? Is there anything you can be doing better to expedite the process? This data will be helpful as you measure your own success.
TRIS5 will handle the daily administrative tasks, allowing you to focus on measuring those KPIs and building personal relationships.
4. Technology performance
As recruitment becomes more digitalised, it also becomes key to look at how your applicant tracking system and recruitment software impact the business. Recruiters rely on technology to help them manage and organise their day-to-day, so measuring the efficiency of your system is important.
Unfortunately, many recruitment software programs are still only desktop compatible – this prevents you from working on the go and will soon be outdated. Luckily, there are some companies out there that are paving the way for new and innovative ways to manage candidate bases, even from your mobile.
Recruitment Systems is one of these companies. We're soon releasing TRIS5, our mobile recruitment management app – this revolutionary system will allow recruiters to stay updated on their candidate pool at all times. Like TRIS Recruitment Software, TRIS5 will handle the daily administrative tasks, allowing you to focus on measuring those KPIs and building personal relationships.
To outsiders, recruiting might look like a fairly easy job – you make connections, find suitable candidates, set them up with clients and wait to see if it's a fit. However, those who live and breathe recruiting know that it is far from easy, especially when you're dealing with a talent shortage like Australia's.
"It's becoming increasingly difficult for organisations to find the right talent with the needed experience."
Recruiters only want to offer their clients the cream of the crop in terms of job-seekers, but what if there simply aren't enough skilled candidates to go around in Australia? This has been a significant issue over the last few years, with Bullhorn's 2017 Australian Recruitment Trends Report revealing that over 65 per cent of agencies claim that they feel the pressure of the shortage.
Australia has a talent shortage?
It sure does. Nearly 40 per cent of employers in Australia reported difficulties in finding qualified hires in 2016, according to research from ManpowerGroup. Though this is an improvement on 2015 figures, there are still significant challenges in talent acquisition. Richard Fischer, ManpowerGroup ANZ's Managing Director, elaborates.
"Technology has shifted market demands and dramatically changed the way we work. It's not only reshaped existing roles but created completely new jobs that were unheard of only 10 years ago," he explains. "With so many new fields emerging, it's becoming increasingly difficult for organisations to find the right talent with the needed experience."
What should recruiters do about this shortage of talent in Australia? There are a couple of things that might help.
The first way to begin coping with a small candidate pool is by not relying solely on social media. A good chunk of the eligible workforce will be older, making it less likely that they'll be using social media, so recruiters need to use other methods of finding them.
It also makes sense to continue trawling for new candidates, even when you don't necessarily need them – this way, you always have something in the pipeline. If you're still having trouble, consider expanding your talent pool. HR Partners suggests considering some of the two million Australians with disabilities, as this is a pool that is commonly overlooked.
Finally, you might benefit from upgrading your candidate management software – by taking the administrative tasks off your hands, systems like TRIS Recruitment Software give you more time to focus on growing your talent pool. Reach out to a representative at Recruitment Systems today to hear more.
13 Sep, 2017
Let’s hear from the people: 4 tips to improve candidate experience
Customer service and experience is one of the most important aspects of a business. Don't think customer service is applicable in recruitment? Think again. As recruiters in Australia, we deal with 'customers' in the form of both our clients and our talent, making it extra important to improve the candidate experience.
The experience a candidate has with a particular recruiter can affect their decision to continue working with the agency.
With candidates in particular, the experience they have working with a particular recruiter can make or break their decision to continue working with the agency. There are a number of different ways that recruiters can perfect the talent experience and keep Australian candidates happy – here are four of the most important.
1. Be straightforward
Though this is applicable in virtually all walks of life, it's especially important when you're interacting with job-seekers. In the same way that no one appreciates being left in the dark, waiting to hear back from an interviewer, people don't appreciate it when recruiters are noncommittal or vague.
Keep it short, snappy and straightforward. If you get to the point, put all the cards on the table and then let the candidate decide whether or not they want to proceed, they'll understand you mean business and take things seriously.
Communication is integral to the candidate experience – Undercover Recruiter emphasises that recruiters should keep their candidates updated on the process every step of the way. Even if there aren't new updates, it's good form to check in with your talent to set their minds at ease.
Candidates are 95 per cent more likely to reapply for a different role if they had a good experience.
Engaging with candidates, making them feel valued and filling them in on what's going on will give them a positive impression of working with your agency. Even if a given individual isn't successful with one opening, they're 95 per cent more likely to reapply for a different role if they felt like the recruiter they worked with handled things well, according to a study conducted by Talent Board.
3. Offer feedback
In scenarios where a candidate isn't successful, or even before they go to an interview, it makes sense to provide them with feedback. Many people aren't necessarily aware of their strengths and weaknesses professionally, and it might be up to you – as the facilitator – to fill them in.
Whether you're providing someone with constructive criticism or giving them praise on a job well done, offering feedback is an essential part of engaging with candidates.
4. Keep up with technology
It might not seem particularly relevant at first, but staying up-to-date with recruitment software helps Australian agencies ensure the smoothest and best possible candidate experience. Without a proper system in place, recruiters can potentially waste hours on tedious administrative tasks – time that would be much better spent building meaningful relationships with candidates.
Luckily, recruitment technology is constantly evolving, making recruiters' lives easier by the day. With administrative and candidate management systems such as TRIS Recruitment Software, recruiters can manage their talent pools and still have time to spare.
For professionals who are constantly on-the-go and can't be bogged down by an unwieldy computer, Recruitment Systems has an exciting new product that will be released in 2018. Called TRIS5, this mobile app allows recruiter to work on the go, saving data offline and letting you keep working while in transit. Keep your eyes out for it next year!
Being a successful leader, particularly in recruitment, is a challenge that becomes exponentially more difficult during a transition period in the organisation. As a business grows, so do the individual teams, and so must the leader. Unfortunately, many recruitment managers maintain their same leadership approach as their team gets bigger – this could be a big mistake.
Leading a large team in recruitment is different to leading a small team, and employers need to be conscious of either making the transition with the team or passing along the torch. Neil Bolton, CEO of Recruitment Systems, debunks conventional leadership models and offers agencies some advice for how to effectively lead a growing business.
As a business grows, so do the individual teams, and so must the leader.
Managing leadership transitions in Australian recruitment
There is a debate that occurs commonly in recruitment with regards to which is a better leadership style, push or pull management. The concept is straightforward: 'Push' leaders urge their employees on from behind and 'pull' managers lead up ahead by example. Neil explains why there shouldn't even be a debate.
"I'm pretty convinced that the best way to be a leader is to . . . um, lead? That's where the word comes from, after all. It's no different to any other leadership job. Get out in front – don't be at the back. Pushing never works as well," he said.
This is especially true during periods of growth when teams need to see their manager out in front of the pack, leading the way. With that in mind, it's also important to keep tabs on the size of your team as the business grows.
Neil Bolton's pyramid model of recruiting leadership
Most recruitment agencies start out small; a manager will be leading a small team single-handedly, and will be doing so with ease. Problems can arise, however, as the team begins to grow larger – but don't worry, there's a solution.
"A leader can only really manage 15, perhaps 25 people before the hands-on touch is gone," Neil says. "But if the leader has trained fifteen other leaders then they can have teams of fifteen under them, which means you have 226 people all going the same way."
This approach effectively builds a leadership pyramid under one manager, both aiding the growth of your business and cultivating leadership qualities in lower-level employees. With the help of a strong leader and an intuitive administrative system, like TRIS Recruitment Software, your agency can move to the next level.
Recruiting sometimes feels like an age-old industry, especially given the rate at which it has evolved over the last few decades. Unlike years past, recruiters today have access to an unimaginable number of tools and platforms designed to help streamline their day-to-day processes.
For example, many agencies in Australia now use artificial intelligence and bots designed to hunt down quality candidates, as well as various mobile and desktop apps that do much of the dirty work for recruiters. As great as these developments are, there are a number of issues that have come with the rise of digitised recruitment.
One of the most pervasive problems facing the recruitment industry is the declining focus on human-to-human interactions.
One of the most pervasive problems facing the recruitment industry – and the business world as a whole – is the declining focus on human-to-human interactions. More so than many industries, recruitment is about building personal relationships, and software should be aiding recruiters in this regard, not attempting to do it for them.
A good portion of agencies throughout Australia are caught up chasing big numbers and are using recruitment technology to do so. Recruitment Systems CEO Neil Bolton elaborates:
"It's all about quality, yet so many recruiters are still stuck in the "spray and pray" method of attracting applicants," he explains. "Put an ad on Seek, get 200 applications, somehow determine the top "best" applicants, send the ten "best" ten to the client and pray."
This issue is further exacerbated by the impersonal nature of social media and the frequency with which recruiters are relying on it today.
"As recruiters, I don't believe we should be chasing a social media presence – we should be building human relationships," Neil claims. "Human relationships are real. If they are good they last for years. Social media, on the other hand, can be fake, transient and low-touch."
While social media can occasionally be helpful, it's paramount that recruiters don't rely solely on the internet to build the relationships they should be chasing themselves, in person.
Where is recruitment technology headed?
As an industry, we need to redirect the focus from expecting technology to do the work for us to allowing it to help us. Recruiters are constantly bogged down by administrative tasks they have to do each day; this is one area in which recruitment software can be an enormous asset without compromising the foundation of recruiting – the human relationship.
We need to redirect the focus from expecting technology to do the work for us to allowing it to help us.
TRIS Recruitment Software is specifically designed to streamline workflow, manage candidate pools, improve communication and eliminate the administrative processes of the day-to-day. Since the beginning, Recruitment Systems has been striving to stay ahead of the pack with regards to technology, which is why we're in the process of developing the newest innovation in Australian recruitment software.
Known as TRIS5, our mobile app will expand upon our current software, allowing recruiters to work on-the-go with a speedier, more intuitive user interface. Neil explains:
"Apps are the future of computing – browser-based software is very old and very difficult to write. But companies who have everything invested in browser-based systems really cannot move to an app-based architecture the way Recruitment Systems has," he says.
TRIS5 should be hitting the market in the first half of 2018, so stay tuned.
The digital age has brought many benefits to the recruitment industry, but it's important to remember what truly matters, both to candidates and clients: the human touch. TRIS can help give recruiters the much-needed time to go out and build the relationships they need in order to find the best quality candidates. Reach out to Recruitment Systems today for more information.
27 Jul, 2017
The way of the future: A chat with Recruitment Systems CEO Neil Bolton
Recruiting is, and always has been, about people. In today’s digital age, where so much of our business is done over the web, it can be difficult for recruiters to maintain focus on the personal aspect of the profession. Throw various tech-focused software systems in the mix, and the true purpose of recruiting can get lost in the fray.
Since 2001, Recruitment Systems has been developing software that uses today’s amazing technology to facilitate the person-to-person interactions so necessary for recruitment. Led by our innovative CEO, Neil Bolton, we’ve come along way in 18 years, and the road ahead looks equally exciting – here are some insights into Recruitment Systems’ past, present and future.
Like many similarly innovative companies, Recruitment Systems originated when someone found a gap in the market. While working as a recruiter earlier in his career, Neil saw a need for a recruitment platform that focused primarily on enabling recruiters to streamline their administrative processes, rather than attempting to change the way they actually recruit.
“If recruitment could be automated then computers would be doing it, and they’ll never be able to.”
“I created Recruitment Systems because I couldn’t find any system which had quality at its core. Other systems concentrated – and still do – on trying to automate what must always be a human process: That of matching a human’s aims, career objectives, beliefs etc., with an employer’s mission, vision and values,” Neil explains.
After the creation of Recruitment Systems’ innovative program, the Total Recruitment Information System (TRIS), the company rapidly expanded to multiple overseas locations and grew at an incredible rate. Recruitment agencies around the world recognised the value of a system that didn’t try to automate the personal component of recruiting.
“So much attention is given now to trying to build a “magic button” a recruiter can push and the system will somehow do all the human matching,” claims Neil. “A recruiter’s only value is in doing that human stuff – if recruitment could be automated then computers would be doing it, and they’ll never be able to.”
What sets TRIS apart?
TRIS was designed to streamline the recruiting process, particularly from the administrative side, and allow recruiters to dedicate more of their time to meeting candidates. The software does this by managing emails, scanning resumes, messaging applicants, syncing with calendars and job websites (such as Monster and SEEK) and creating necessary documents – effectively halving the administrative time spent by recruiters.
“The future is in apps. No-one would dream of using a browser-supported system on their phone.”
From the beginning, TRIS has been revolutionary software. Back in the early 2000s, Recruitment Systems was the first company in the world to integrate Outlook with any database. Over the years, the company has developed other handy tools, such as offline sync, allowing recruiters to continue working even when they don’t have internet access.
“Desktop systems are quite old, as is the whole browser concept,” he says. “The future is in apps. No-one would dream of using a browser-supported system on their phone – they’d use an app, as it’s a far better user experience. It will be that way with all computing, on all desktops, laptops, surfaces. We’ve been bleeding-edge all our life – we’ll stay that way.”
For this reason, Recruitment Systems’ team of engineers is continuing to drive the recruitment software industry forward with our exciting and innovative new products.
Looking ahead to the future
In an effort to stay one step ahead of both technology and our competitors, Recruitment Systems is in the process of developing TRIS 5, our new app. TRIS 5 will improve upon the current software and transfer it to a format that is easily accessible, providing recruiters with a far speedier, more intuitive interface than available within a browser or traditional desktop application.
TRIS5 has been released. It’s beautiful. It’s powerful. And you already know how to use it.
In addition to our new app, we’re working on multi-level security options. This will change the world. Neil explains why these updates and his new app will take recruitment technology to a new level that other systems can’t reach:
“Apps are the future of computing – browser-based software is very old and incredibly, unbelievably difficult for developing powerful applications. But companies who have everything invested in browser-based systems really cannot move to an app-based architecture the way Recruitment Systems has.”
Keep your eye out for TRIS 5 hitting the market in 2019.
As technology progresses, companies like Recruitment Systems are rising to the challenge of keeping up with it. We are looking forward to the future of recruitment apps and programs, and we’d love to hear from you if you have any questions or would like more information. Get in touch with a representative from Recruitment Systems today!
Recruitment agencies are in the business of hiring – however, that doesn't mean it's always easy for them to head hunt or hire the best recruiters on the market. In addition to ensuring that your daily administrative tasks are taken care of, it's important to be able to scout the best talent – not only for clients, but also for your own agency.
Here are some tips for finding, vetting and hiring another recruiter for your firm.
1. Keep your eye out
In the same way that recruiters are almost always looking for passive candidates, they should also be keeping their eyes peeled for potential new colleagues. There are many ways to find the best recruiters for your agency, including scouring unrelated talent pools – these can actually yield the most promising new hires for your agency.
Talent pools for unrelated job opportunities can yield the most promising new hires for your agency.
Neil Bolton, CEO of Recruitment Systems, claimed that he had better luck hiring personable non-recruiters who didn't come with bad habits and limited perspectives.
"When I was recruiting everyone 'knew' that a recruiter could only manage maybe 25 active contractors. But I hired someone from outside recruiting who did not have that internal restriction, and within two years she was running 70 contractors. She didn't know what the limit was."
If you encounter someone with the potential for recruiting, follow that instinct – you never know what could happen.
2. Do some digging
Once you've located some quality candidates, the next step is to take a look at their track record. Entrepreneur suggests asking recruiters questions like, "How do you source and manage candidates?" and "How do you assess cultural fit for your clients" to see how engaged they are in their job.
Ask questions about how they build relationships, how thorough they are and how they work on their own personal development.
In cases where a candidate shows potential but doesn't have concrete recruiting experience, ask questions about the ways in which they build relationships and networks, how thorough they are in their jobs and how they work on their own personal development.
3. Give them the day-to-day treatment
Observing how a candidate handles the day-to-day responsibilities of being a recruiter can be a revealing step in the process, primarily because you're hiring them for essentially the same job you have. Consider setting up a faux phone interview, or seeing how they would write a specific job posting.
It might also be beneficial to show them how helpful administrative platforms, such as TRIS recruitment software, can be for agencies. For a demo of the product, reach out to Recruitment Systems today!