In the dynamic world of healthcare staffing, having the right software solution can make all the difference in achieving operational excellence and surpassing competition. TargetRecruit emerges as the leading healthcare staffing software, equipped with a powerful suite of features tailored specifically to the industry’s unique demands. In this blog, we will explore how TargetRecruit sets itself apart by delivering exceptional functionality, enhancing efficiency, and empowering healthcare staffing agencies to thrive. Discover the eight essential features that make TargetRecruit the go-to choice for healthcare staffing success.

Advanced Candidate Sourcing and Screening:

TargetRecruit revolutionizes candidate acquisition by providing advanced sourcing and screening capabilities. Its intelligent algorithms and robust search tools empower recruiters to efficiently find and evaluate top-quality candidates. By streamlining the sourcing process, healthcare staffing agencies can significantly reduce time-to-fill and ensure the selection of the best-fit professionals.

Comprehensive Credential Management:

Managing credentials is a critical aspect of healthcare staffing, and TargetRecruit excels in this area. The software offers a comprehensive credential management system that enables agencies to track, verify, and maintain accurate documentation for healthcare professionals. By ensuring compliance and expediting the onboarding process, TargetRecruit minimizes administrative burdens and enhances regulatory adherence.

Seamless Job Order Management:

Efficient job order management is essential to meet the ever-changing demands of healthcare staffing. TargetRecruit simplifies the process with its intuitive and seamless job order management capabilities. Recruiters can easily create, assign, and track job orders, ensuring clear visibility into the status of each placement. This feature streamlines workflow, enhances communication, and ultimately accelerates the hiring process.

Automated Shift and Schedule Management:

TargetRecruit’s robust automation capabilities extend to shift and schedule management, a crucial aspect of healthcare staffing operations. The software enables agencies to create and manage shifts, assign professionals, and handle schedule changes effortlessly. By automating this process, TargetRecruit helps healthcare staffing agencies optimize resource allocation, maintain compliance, and minimize scheduling conflicts.

Efficient Timesheet and Payroll Processing:

Streamlining timesheet and payroll processing is a key area where TargetRecruit shines. The software offers a seamless integration with payroll systems, simplifying the collection and processing of timesheets. This automated approach eliminates manual data entry, reduces errors, and ensures accurate and timely payroll processing for healthcare professionals.

Real-Time Analytics and Reporting:

TargetRecruit empowers healthcare staffing agencies with real-time analytics and reporting capabilities. Recruiters can access comprehensive data insights, performance metrics, and actionable reports to make informed business decisions. By leveraging these analytics, agencies can identify trends, optimize recruitment strategies, and drive continuous improvement across their operations.

Collaborative Vendor Management:

In the complex landscape of healthcare staffing, effective vendor management is crucial. TargetRecruit provides collaborative tools that enable agencies to efficiently manage relationships with vendors, subcontractors, and partner organizations. This feature streamlines communication, facilitates data sharing, and enhances collaboration, resulting in improved coordination and stronger partnerships.

Robust Compliance and Security Measures:

TargetRecruit prioritizes data security and compliance within the healthcare staffing industry. The software adheres to industry standards, ensuring robust security protocols and protecting sensitive information. With TargetRecruit, agencies can operate with confidence, knowing that their data and the privacy of their clients and professionals are safeguarded.

Conclusion:
TargetRecruit emerges as the ultimate healthcare staffing software, empowering agencies to achieve operational excellence and surpass industry benchmarks. With its advanced candidate sourcing, comprehensive credential management, seamless job order and schedule management, automated timesheet, and payroll processing, real-time analytics, collaborative vendor management, and robust compliance measures, TargetRecruit delivers unmatched functionality and efficiency. Embrace the power of TargetRecruit to elevate your healthcare staffing agency, streamline operations, and thrive in the competitive landscape of healthcare staffing.

The post Maximizing Efficiency in Healthcare Staffing: Discover TargetRecruit’s 8 Essential Features appeared first on TargetRecruit.

The staffing and recruitment industry has undergone significant changes, primarily driven by incredible technological advancements. Today, recruiters are no longer bound by manual processes, paperwork, and phone calls, but instead are able to leverage comprehensive software solutions that wholly upgrade business operations. Although significant strides have been made with applicant tracking systems (ATS) and recruitment technology, there is always room for improvement and advancement as business needs continue to shift and change over time. Because of this, TargetRecruit prioritizes educating companies on the current gaps and pitfalls of common ATS solutions on the market today.

During our initial software evaluation process, we always ask potential clients to identify their biggest pain points with their current Applicant Tracking Systems (ATS). Our primary focus is to assist our clients in overcoming any gaps in their existing ATS solutions. Through our experience working closely with clients and through these conversations, we have gained invaluable insights into the recurring challenges faced by our industry over the past several years. 

Uncovered, one of the biggest challenges faced today is working with applicant tracking systems (ATS) that are incapable of being tailored to specific business needs. As a result, we compiled a list of the top seven pain points across the board and quickly discovered they are some of the most significant challenges shared by many staffing and recruiting firms worldwide.

The top seven pain points for staffing and recruiting firms when it comes to their Applicant Tracking Systems (ATS):

• Reporting
• CRM | Sales & Business Development
• Integrations
• Automation
• Customization
• Configuration
• Middle Office

At TargetRecruit, we specialize in providing enterprise software solutions for staffing and recruitment firms so we understand the unique challenges and opportunities that come with implementing new technology. By recognizing and addressing these common pain across reporting, CRM, sales and business development, integration, automation, scalability, and customization, we aim to help companies maximize their potential and achieve success in our ever-evolving industry.

We offer direct solutions to these pain points so that any staffing, and recruiting firms can utilize them to improve business operations, streamline and automate workflows, upgrade productivity, drive new revenue growth, and more. Applicant Tracking Systems (ATS) have been game changers, but with advancements in business come new challenges ahead. As we explore these challenges in detail, break down their pain points, and provide solutions that address each pain point, companies looking to upgrade their ATS, and modernize business operations can make informed decisions when searching for the right software solutions to match their business needs. 

In our new eBook, “From Frustration to Success: Tackling the Top 7 ATS Pain Points,” gain critical insights into the biggest challenges faced by our industry today alongside the actionable solutions that can overcome them. So, whether you’re looking to upgrade your current ATS or explore a completely new software solution for staffing and recruiting, this eBook is a must-read for any enterprise organization looking to stay ahead across the competitive landscape of staffing and recruiting. 

The post From Frustration to Success: Tackling the Top 7 ATS Pain Points appeared first on TargetRecruit.

Technology may be one of the greatest growth accelerators for a staffing business. In today’s increasingly digital world, there are literally hundreds of options available. In an incredibly challenging labor market with so many employers competing for talent, technology that delivers a game-changing candidate experience might be a smart choice.

To improve your business and prepare for growth, invest in foundational enterprise technology systems that increase efficiency and enable scalability. These could address critical operational functions in the front, middle or back office. To find your way at the beginning of your search, you must answer some basic questions before continuing.

Investing in an Exceptional Candidate Experience

Finding good people is the number one challenge for CEOs and for staffing firms. Millions of jobs go unfilled month after month. At the same time, a rising number of the employed have made the decision to quit one job for another.

Investing in a good candidate experience is important when many workers are looking for jobs. It should be easy and convenient for job seekers to connect with potential employers. Using new technology and a chatbot could greatly improve a staffing agency’s mobile process and have a big impact.

Attracting and retaining candidates requires more than a great candidate experience, however. It is the first step in the employment journey. If you are not prepared to follow through with what are quickly becoming non-negotiable expectations for today’s workforce, you may quickly get candidates in the door who will just as quickly exit if they are not satisfied with what they find once they are on your payroll.

It is important to understand that technology is an enabler. It cannot replace traditional contributors to a great candidate – and employee — experience. For example: 

• Are your pay and benefits competitive?
• Does your company culture embrace and involve?
• Is your workforce diverse, equitable and inclusive?
• Do you provide the training and career development opportunities employees want?

There are many apps to improve the candidate experience. There are numerous apps available to enhance the candidate experience.

The crucial question is whether the technology you are considering can meet the current expectations. Additionally, it should be able to easily incorporate new features as expectations evolve. If not, you might want to consider building a customized solution that meets your exact needs today and tomorrow.

Setting the Stage to Scale for Growth & Operational Excellence

In the staffing industry, it is important to find and hire talented people. It is also important to keep them engaged and satisfied. This is crucial for success. We know that employee engagement can be a key contributor to productivity and profitability. When employees believe in your mission and values, they are more likely to be engaged.

Job satisfaction is more basic. It relates to more elemental factors, such as pay and benefits, workplace amenities, safety, and the tools, equipment and systems needed to do the job. In the staffing industry, the number one priority is pay. If employees don’t get paid, it may be game over.

That is why the systems that underlay basic business operations and connect front office to back are so crucial. Candidates don’t care how time records connect to payroll; they just want to know that however it happens, they get paid accurately and on time.

If they don’t, everything else in the business can come to a standstill as everyone turns their focus to getting out the payroll by whatever means possible. Although not as visible externally, all the other steps in the pay-bill process are equally critical to your ability to operate your business efficiently and profitably, to say nothing of your prospects to scale your business for growth.

Should Your Focus Be External or Internal?

If you don’t have the ability to attract the right candidates to fill client orders, it may not matter how efficient your back office is. If your operational systems cannot support current business operations, let alone expansion, you will be unable to take advantage of market opportunities.

How can you focus on candidate experience if basic processes and systems are duct-taped? Is there a way to move forward on both tracks simultaneously? There may be.

Start with Your ATS

There is no question that the ATS is the workhorse of the staffing industry. Originally created for organizing candidate records, it has become a valuable tool for managing talent and fostering connections with promising candidates. Today, it can do far more, providing end-to-end system capabilities. It can help you: 

• Manage and accelerate the customer and candidate lifecycle
• Source, engage, and place the right candidates in the shortest possible time
• Bridge the gap between the front-office and back-office payroll and accounting systems, with centralized visibility, speed, and control

Where to Next?

Understanding the importance of a good ATS allows you to focus on researching whether to buy or build one. This research will help improve your talent pipeline and operational abilities. To choose the best option, seek advice, assess supplier expertise and outcomes, watch demos, and explore features of other solutions.

There is no shortage of options available to you. New solutions and apps seem to hit the market every week. So let the search begin.

Here’s a good place to start: “The future of ATS solutions isn’t buy…” a new eBook that offers insight into this mission-critical decision about the most important technology investment a staffing firm can make.

If you have any questions, we’d love to provide answers that can help you in your exploration. Contact us at sales@targetrecruit.com.

ebook

The Future of ATS Solutions isn’t Buy…

Download Now

The post Where to Invest Your Technology Dollars appeared first on TargetRecruit.

As we look beyond pandemic pain and begin to see better days ahead, TargetRecruit President Andy Widgerson takes a look back at staffing industry triumphs and turmoil in “Lessons Learned from Pandemic Pain,” just published on Staffing Industry Analysts’ Staffing Stream.

The Staffing Stream post shines a light on the ingenuity of staffing teams in addressing some of the pandemic challenges their businesses faced. In addition to the accelerated pace of digital transformation, the post focuses on some of the actions taken to emerge stronger, more agile and better prepared to seize opportunities in the post-pandemic world.

What were the biggest pandemic peaks and valleys for your business? Share your success stories with us.

The post Lessons Learned from Pandemic Pain appeared first on TargetRecruit.

A recruiter’s success depends largely on candidate and client satisfaction, which is why staffing technology prioritizes improving candidate experience and client services. In fact, there are thousands of tech tools available today that do just that.

Unfortunately, back-office processes and operational systems critical to the smooth functioning of recruitment enterprises too often get pushed to the back burner in favor of the “cool” tools that excite recruiters and help account managers win more business.

As with utilities like plumbing and electricity, when something goes wrong with staffing business basics like payment and billing, cool front-office tools can’t help you. When payroll is late or riddled with errors, the firm’s reputation can take a nasty hit. When customers question billing accuracy, their satisfaction and brand loyalty are in jeopardy.

Adding a new software solution dedicated to one or even a few back-office functions may offer a short-term fix, but it won’t address long-term needs. To ensure a sustainable difference in your ability to operate more effectively and scale for growth, it’s time to consider a fully integrated enterprise solution.

Battling for Tech Dollars and Focus

Staffing firms spend millions of dollars every year on competing technology applications that promise to deliver a better candidate experience or a better match of candidate to corporate culture. Lots of talent acquisition technology options vie for the attention of staffing firms and their limited technology investment dollars.

Staffing leaders face difficult decisions when figuring out where to put their focus. Recruiters tend to vote for automation in candidate engagement, video interviewing, and the ability to communicate more effectively to nurture relationships. Operational specialists in other areas of the business lobby for better marketing automation, timekeeping systems, or digital onboarding capabilities. These are all good strategies for leveraging technology to increase competitiveness. The problem is that the strategies are often short-sighted and the technologies not necessarily compatible.

Taking an Enterprise View

Most people tend to stay in their own lane, looking for opportunities to improve the way they do their jobs and achieve their specific goals. They do not necessarily think about how the actions and priorities of others can impact their jobs nor how their agendas affect others or the enterprise as a whole. Consider these scenarios from the recruiter’s point of view:

• You invest in a great mobile technology that makes it easy for applicants to engage with you on the go, but the tech directs them back to your website to complete a traditional application or a lengthy assessment
• You deliver a fast and frictionless candidate experience that culminates in a complicated onboarding process
• You introduce a sleek new timekeeping application without upgrading legacy back-office processes that may struggle with data transfer and lead to mistakes or delays in payroll

What happens to candidate experience in these scenarios? Your employer brand will definitely take a hit. In each of these cases, the decision-makers were short-sighted. From a practical standpoint, they may have overlooked how a single application interacts with every other application it touches. Beyond the impact on candidate and employee experience, this kind of siloed thinking can lead to maintenance headaches and integration nightmares. That may be why more companies are now looking to consolidate all their resources on a single platform.

Why a Single Platform?

The main component of your staffing technology stack may evolve from a homegrown solution to a cloud-based front office. Along the way, however, most firms hang on to the legacy systems and point solutions they added over the years to enhance client and candidate experience, digitize the business, and improve operational efficiency. Such a technology roadmap shows a somewhat haphazard journey, with more stops based on the capacity of the gas tank than on any structured plan.
Aside from minimizing the burden of maintaining multiple legacy solutions alongside a host of newer cloud applications, a single comprehensive system can provide enterprise visibility and that elusive single source of truth from front office to back. What else can it provide?

1. When you build your solution on a powerful platform, you can quickly and easily configure it to match your specific needs rather than rethinking your needs to match what the solution offers.
2. You can leverage data coming from different applications.
3. You can maximize efficiency.
4. You can count on top-notch security.
5. Perhaps most importantly, a secure, established platform provides opportunities to grow and adapt as your business needs change.

Prioritizing the Coolness Factor

If you were to rate the coolness factor of your technology priorities, getting all your applications to work together is likely not as exciting as introducing the latest chatbot or client portal. Prioritizing the platform on which you build your technology, however, can ensure every clever tool and smart application you deploy in the future is more likely to function optimally. That’s because integrating lots of different solutions into a highly flexible and powerful enterprise system gives you far more options and greater agility to adapt and grow in the future. How cool is that?

The post Beyond the Coolness Factor: Why Staffing Firms Should Reconsider Their Technology Priorities appeared first on TargetRecruit.

It wasn’t long ago that an ATS was revolutionary technology in the staffing and recruitment industry. Now there are thousands of different applications designed to source more effectively, deliver a better candidate experience, make the right hire, and more. In fact, there are now entire events dedicated to HR technology.

A visit (even a virtual one) to any conference exhibit hall would be accompanied by lots of loud bells and piercing whistles to grab a CIO’s attention. When it’s your job to ensure your staffing firm has the right technology for optimal functioning and market dominance, you don’t need more bells and whistles. You need power and flexibility. You can get that through a single-source enterprise solution that allows you to fully integrate your front office with your back. Is that enough?

When you are assaulted with competing voices, calling for this critical app or that one, a cone of silence might be a more helpful tool, because it would allow you to take a quiet step back for a broader, longer-term view of enterprise requirements. It would give you the opportunity to tune out the noise in order to define how you can most effectively use technology to help you manage and accelerate the customer and candidate lifecycle.

What do you really need?

When the staffing industry was founded 75 years ago, its mission was to match temporary worker to temporary work. That is still the basic mission of the industry, although the matching process is far more sophisticated and facilitated by technology today. Like the 12 secret herbs and spices in the world’s most famous fried chicken, the staffing industry has a secret recipe guiding the success of individual firms as well. It is the relationships recruiters and account managers forge with job candidates and hiring managers. Given the importance of these relationships, any technology you consider should address three things:

• Remove friction from the recruiting and staffing process (e.g., sourcing and matching algorithms, communications, automated interview scheduling) to free up staff to focus on relationships
• Be relatively intuitive and require minimal training or the solution will be a distraction and a contributor to staff turnover
• Allow for implementation without significant customization or heavy ongoing maintenance, which ties up IT resources and makes it extremely difficult to focus on the future

Experts in the predicting-the-future business tell us that over the next several years, the staffing industry will focus on technologies that improve efficiency and effectiveness. Make sure whatever you choose does not create more work than it is designed to improve. Look for a solution that offers options.

Where to start

In some staffing firms, the starting point for any exploration of technology needs is often a question of who owns or controls the technology conversation in your staffing firm. In many firms, the technology agenda is often heavily influenced by the business leader with the highest revenues or the loudest voice or the one who has the CEO’s ear. Hence the appeal of multiple point solutions with lots of exciting bells and whistles. What most non-technical leaders don’t get is that no matter how powerful or transformative the latest technology solution may be, expecting lots of disparate applications to work well together is no easy feat. It can require all manner of workarounds and retrofits and customization. Every time you stray from the original intent of a product, you add complications and set yourself up for downstream impacts that are difficult to predict. Staffing firms that are focused on growth should move beyond business strategies based on personalities and intuition. Serious businesses take technology seriously. They view their CIO as a strategic business leader who has a clear understanding of what technology the business needs to function optimally, stand out from competitors, adapt quickly to changing market conditions and grow.

What’s Due for an Upgrade vs. What Will Move the Business Forward

Ideally, your technology investments will primarily focus on ways to advance your business by improving the candidate and client experience. Reality often intrudes on that ideal, however.

Technology can be likened to the never-ending job of painting the Golden Gate Bridge. The final brush stroke is not a conclusion but a signal to start all over again at the beginning. Every technology investment should be evaluated in terms of the time and expense involved not only in initial implementation but ongoing maintenance as well as unplanned obsolescence. This is especially meaningful to any CIO facing yet another budget overrun due to broken apps and tired technology.

The further away you get from initial implementation, the more likely you are to discover that maintenance requirements can expand in unexpected ways. These hidden costs of ownership represent significant future risk for the organization. What might have once been considered resilient gets fragile with age. Take, for example, cybersecurity. As browsers keep rolling out upgrades to protect data, long-established apps you depend on could suddenly stop working. When that happens, any discussion of where to put technology dollars comes to an abrupt halt. Don’t wait for technology decisions to be taken out of your hands. Instead, consider how a fully integrated, single-source enterprise solution can help you better manage future maintenance issues by offering out-of-the-box security, performance, reliability and scalability.

Look Beyond Features and Functionality

The best evaluation of alternative solutions may seem somewhat sterile and unemotional, but that’s as it should be. Look beyond fancy features and powerful functionality to the total cost of ownership from birth to earth. Ask questions that look beyond what the solution can do today to how it will function in the future. For instance:

• If your business fundamentally changed at an unexpected pace, will the solution allow the flexibility to pivot or will it leave you vulnerable to someone else’s resources?
• Are there adequate resources available to help you maintain the solution in the future or will the knowledge and skills to do so be resident in an employee or consultant whose expertise may be lost due to unexpected job change at any point?
• How easy will it be to make changes? For instance, If you added an extra field or data point to an interface (e.g., 2020 to 2021), would every connected program require updating?

Ensure the Success of an Integration

Follow a few straightforward guidelines to increase your chances of a successful technology integration:

• Prioritize requirements. Consider a minimum viable product that satisfies your most pressing needs. It’s less risky. Plus, you often find a lot of requirements disappear with a little distance from the before to the after.
• Keep it simple. Avoid the tendency to try to capture every requirement across your business from day one and build something that is perfect. It’s entirely achievable, but it is expensive in terms of both dollars and days.
• Configure rather than customize. You will be better off getting up and running as soon as possible rather than trying to reimagine standard features and functionality. At the end of six months, you may discover you don’t really need those things that seemed so critically important at the start of the process.
• Work with the right partner. Look for a technology partner that understands the staffing business and what it takes to succeed in this industry.

Technology is an enabler, not a destination. Leverage it to help you better serve candidates and clients, without getting distracted by all those bells and whistles, no matter how loud or insistent.

The post Getting Past the Bells & Whistles of HR Tech appeared first on TargetRecruit.

AI is everywhere. More and more recruiters are being enticed by the potential benefits of the technology to their businesses. But before artificial intelligence, recruitment firms need to consider the following: automation & integration.

We take a look at the key reasons why automation and integration should come before artificial intelligence.

The Right Tech Stack

Having the right tech stack in place is key, not only to successful AI deployment, but also the general management of your data. Good quality data is fundamental for your AI to perform and so having the right controls in place over the quality of your data is also key.

Why does this matter? AI is generally very linear today, and is very good and fast at doing very specific things. Generally speaking: AI today doesn’t think outside the box like a human does, and it is going to do specifically what you ask it to do. So in order to get anything meaningful from it, you need to have the right data (specifically clean data) in place to make it work correctly.

It is best practice to have good quality clean data for your AI to perform well. Therefore you need your tech stack integrated to prevent siloed data.

Quality In. Quality Out

With artificial intelligence being so reliant on good quality data, recruitment firms will need to make sure their systems have reliable and relevant data in order for AI to perform. If the system has poor and inaccurate data, any AI investment will never realize it’s true potential. So how do you make sure you only have quality data entered into your system?

Automation can help with this. For example, by removing manual data entry when it comes to your mid-office, i.e. time capture, pay & bill.

You can also incentivize recruiters to put the right data into the system in the first place. Management will need to consider how to incentivize their recruiters to put the right information into the system at the right time. If it is made to be beneficial to the recruiter, then the business will benefit as a result. Automation and integration again help here because if you have a fully integrated tech stack then the data is always within the system and not an afterthought. Streamlined processes will make it easier for recruiters as there will be less manual entry required.

Differences Between Artificial Intelligence vs Automation and Integration

The majority of artificial intelligence applications today are all about decision-based tasks and processes built off data. It’s what you are doing with that data, how you are reporting for further insight and then taking action as a result of that insight.

Automation and integration is making sure you’ve got one source of truth for your data, so whichever system you look in, the data will always be the same. Many businesses use their recruitment CRM as that one source of truth and then everything is integrated via that CRM – that’s the cornerstone to your recruitment tech stack. If you have siloed information and if you’re not yet ready to fully integrate, then you must decide what that one source of truth is in your business. However, without integrations in place, the result will be either mismatched data across systems or a requirement for the manual effort to update said systems which are both inefficient and at risk from human error.

It’s All About the Right Processes

Before you consider implementing any artificial intelligence, you need to think about the processes within your business. Consider what human intelligence sits where and what data sits where. Is data being shared across your business, among your people properly (in or out of your system)? Automation (done correctly) is a more efficient processing method than doing it manually.

If, however, you have inefficient processes in place then by automating those you’re simply scaling that inefficiency – so you need to think about those processes and how that data is being shared before you scale it.

Other Considerations in Terms of Tech Stack

When you can automate processes well, you can do more, have more coverage, operate faster and more efficiently and essentially grow your business and grow your profitability.

The most important thing for recruitment business owners and operators to consider is that whatever technology solution they are considering deploying, they should ensure it has open APIs. With open APIs, the world is your oyster – you can integrate and change them out in the future to flex with your business. If there are no open APIs and you decide that one piece of your tech stack doesn’t quite work, then you’re stuck with it.

So, if you’re considering investing in any kind of artificial intelligence in your business, make sure you get your automation and integration in place first. What matters most is the quality of your data – this should always come first.

To learn more, listen to my recent podcast.

The post Why Automation & Integration Comes Before Artificial Intelligence appeared first on TargetRecruit.

With the ever-complex challenges facing today’s recruiting landscape, staffing and recruiting firms are under immense pressure to accelerate their digital transformation and automate processes. After all, recruiting process automation can help to lift productivity, get to the best candidates quicker, fill roles sooner and reduce hiring costs.

Automation and integration go hand-in-hand; it is impossible to automate things that aren’t connected. So is automation in your business being hindered by a lack of integration?

Advancements in technology have allowed recruiting firms the opportunity to use a variety of tools, but this can lead to challenges in getting them all to work cohesively, particularly if you have disparate software solutions performing different jobs but still have manual processes in between.

More tech vendors equals more integration issues, which leads to broken, convoluted recruiting processes which can negatively impact the efficiency of your business.

Sound familiar? Don’t worry, you’re not alone. Many recruiting firms still have systems in place which are not suitable for their current or future business needs. If you still have manual processes and disparate systems, then you are restricting yourself in your ability to operate effectively and scale your business.

In addition to the benefits to your team, your clients and candidates have high expectations of how businesses engage with them today; the frustrations of disjointed systems and communications can provide a poor experience for them and ultimately be damaging for your brand.

The benefits of integration can’t be understated, so lets’ take a look at the key takeaways:

• With a fully integrated tech stack, you can automate and streamline tasks or workflows within the recruiting process that would previously have been done manually, thereby freeing up time for recruiters to focus on what matters – speaking to their clients and candidates.
• Integration helps to improve business efficiency. If your various tools and technology are well-integrated, then you prevent duplication of tasks or having to wait for staff to complete manual processes in order for data to be shared with all the relevant parties.
• By having all team members on one platform, you can unleash the power of information across your entire business: they’ll win more business, stay ahead of the competition & increase margins.
• An integrated tech stack removes the need for outdated, manual processes which are both time consuming and costly; you’ll just need more staff to complete those processes as you grow your business. Things can get missed, poor communication can negatively affect customers, staff and project delivery; not to mention the faff of switching between different systems. Manual processes do not support a scalable business model.
• The pandemic has brought to the forefront of many hiring businesses the ability for their staff to work from home effectively. With remote working likely to be a permanent fixture, it is essential to have the correct integrated technology in place which supports more productive and efficient working.
• Recruiting is the canary in the coal mine; it’s the first to feel the effects of a downturn and it’s the first to feel it when the market is returning to growth.  Many firms will need to consider if they are really best positioned to take advantage of that growth as it returns and if their tech stack is future proofed to support the business’ ambitions moving forward.
• Don’t run before you can walk. Many recruiting firms are excited by developments in AI (artificial intelligence) and how it can potentially benefit their business. But before you think about AI, you need to get your other AI right (automation and integration), otherwise you’ll simply have another piece of tech which isn’t delivering what it should.
• When thinking about integration of your tech stack, remember these 3 keys things: stability, security, scalability.

Having integrated systems is no longer a luxury for any business, it’s a basic requirement to enable staff to work to the best of their ability, provide a better experience for clients and candidates and ultimately increase profit margins and scale with your business. By future proofing your technology now so you have a truly integrated and automated solution in place, then your business can grow exponentially.

Ready for more detail on integrating your tech stack? Read our latest whitepaper ‘Integrations and the AppExchange’ here.

The post Why Recruiting Businesses need Integrated Rec Tech to Capitalize on a Returning Market appeared first on TargetRecruit.

For staffing firms, the 2 most valuable software tools have traditionally been an Applicant Tracking System (ATS) and a Customer Relationship Management (CRM) system. An ATS will help manage information about candidates and job-seekers, track notes, search and match jobs, schedule interviews, and ultimately record details of placements. A CRM, on the other hand, will allow you to keep track of your contacts, accounts, opportunities, notes, and every related activity. Whether your agency operates full (360) desk or split desk, combining both sets of functions of CRM and ATS solutions within your organization will drive team collaboration like never before.

This blog focuses on the most important features you should look for in a cloud recruitment CRM for your staffing firm. Here are the must-have features of a Staffing CRM:

1. Built for the Staffing Sales Model

 As a staffing firm, your sales and recruiting activities need close coordination and cannot operate in silos. If you choose a generic recruitment CRM software, you will spend months customizing the solution to suit your business processes. Hence, the most important feature for a staffing CRM is that it should be custom-built for staffing. If you have a solution with fully integrated CRM and ATS functions, that obviously has clear benefits.  Your recruiters and sales team can access and share data and intelligence between both platforms, without the need to switch back and forth between different systems in their daily routine.

 2. Automation

Your sales team shouldn’t be doing manual data entry or telling the CRM what they have done. They should be spending time on what they do best; like building relationships and chasing targets. A Staffing CRM should enable the sales team to drive more success with automation. You can rapidly design and automate any business process with a staffing CRM. Automatically send alerts, assign leads, update data, and schedule outbound messages – all is possible from your fingertips.

3. Collaboration

You would expect a staffing CRM to give you a complete view of your leads, opportunities, key contacts, and communications. But internal account discussions are equally important. That is when a collaboration feature within the staffing CRM comes into play. With the collaboration feature embedded inside your CRM, your team can have internal discussions about an account or an opportunity to share knowledge, get updates, and take action accordingly, and keep all that information accessible to all users rather than hidden in private email messages.

4. Great Visualizations

 Standard tables and spreadsheets are difficult to work with and are rarely intuitive. They can make the entire process of reviewing and tracking very monotonous. With a Staffing CRM, you can empower your sales team with great visualizations so they can see the information they need at a glance, or deep dive for more detail. TargetRecruit has a Kanban view that replaces clunky tables with one-page summaries of opportunities or leads or any other object. It also allows users to select records and quickly move them from one column/stage to another, dynamically updating status, running workflows where appropriate and getting an instant update.

5. Analytics

A suite of standard reports for lead and opportunity management is a critical requirement for a Staffing CRM. It should allow you to easily track which deals your sales reps are spending their time on, calculate the conversion rate, and more. A staffing CRM should also have dashboards and the ability to customize reports and dashboards.

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TargetRecruit recruitment CRM software provides you with a “360 degree” view of your customer and candidate relationships. Our CRM will help you measure the success of your sales and marketing efforts end-to-end (from leads to opportunities to placements).

The post 5 Most Important Features of a Staffing CRM appeared first on TargetRecruit.

Applicant tracking systems can transform your staffing business as long the candidate database is well managed. The internal database software of the applicant tracking system should be the most obvious initial sourcing strategy as it accelerates the search for finding the right candidate for a job order without incurring additional advertising or sourcing costs. The importance of managing your candidate database well needs no explanation, but it is not always easy. Here are ways to manage it well and ensure you beat your competition to time-sensitive placements.

Use Skills Along with Keywords

When you add skills to candidate profiles (either manually or through the automated parsing process), it becomes easier to perform candidate searches. Keywords are a great way to search for candidates but there are instances where keywords are hidden in resumes or inappropriately used. To get precise search results, make sure each candidate has skills tagged and then finding candidates matching the core requirements of a job order will be simpler.

Avoid Duplicate Creation in the First Place

The faster you find out that a new candidate has a potential duplicate in the CRM, it is easier to manage. This means that recruiters need to be guided well in the candidate creation process itself to see if the duplicate exists or not. Users should be prompted when attempting to create a contact or candidate if a potential duplicate exists and given a chance to compare the records. In addition to this, the ATS should be capable of scanning applications from the websites and other external sources and updating a candidate’s existing record if required.

Put a Clean-up Process in Place

You may consider hiring someone outside to make sure the candidate recruitment database can be continuously monitored not only for efficiency but also to maintain compliance with relevant privacy legislation. You may think of this as an activity that needs to be done only periodically but having someone full-time would be preferable so that any consent limits are not exceeded. Involving recruiters in the clean-up process can be super helpful as they often know their candidates and clients best. This way they can review and merge records on their own when they come across duplicates in the recruitment database software or enter incomplete information where needed. They will be engaged and will also own the database.

Tools to Help with Duplicate Management

There are many third-party tools available that help with duplicate management. TargetRecruit already has an inbuilt duplicate management system in place. Every time a new candidate is created in the pool by uploading/parsing a resume in TargetRecruit, the profile is scanned and if the same candidate has applied for a different job in the past then the existing candidate record is updated. There are tools like Datatrim.com that can make duplicate management in the CRM or ATS even simpler.

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As you continue to add more and more information to our ATS, it gets richer and even more powerful. However, this “gold mine” of data can only deliver the maximum benefit when managed efficiently. A huge recruitment candidate database can become cluttered and then hinders rather than helps effective searching, so it is well worth investing the time and resources to ensure it is managed efficiently. Contact us if you would like to learn more about how to maintain recruitment database.

The post Managing the Candidate Database in Your Applicant Tracking System appeared first on TargetRecruit.