Jobresponder, the advertising response management and screening tool that I have mentioned on occasion in my other posts is now fully up and running and has been launched!
There has been a great buzz around it and lots of traffic, www.onrec.com press released it and I have decided to include the same press release on my blog as well. Here it is:
(I will continue with my discussion on Recruiter Resilience in my next post)
Taking the anxiety out of screening and response management
An online system that can handle recruitment advertising response and screening for any organisation worldwide, 24 hours a day, 7 days a week has recently been launched at www.jobresponder.com .The Jobresponder system has been designed to fully automate the job advertising response and screening function.
“We realised that companies tie up extensive resources and funds to manage the responses to and screening of their job advertisements”, says Mr Angelo Pereira, of Jobresponder. “This motivated us to develop a user friendly, step by step system which frees resources such as staff and communication lines and greatly reduces the costs usually involved in the ad response function.”The innovative system is equally efficient and effective for small, medium and large companies or agencies that are involved in recruitment in any form.
The process begins by entering the advertisement details, as they will appear in the media (electronic, print or any other media form), and setting up the simple screening criteria questions. The advertising company receives a unique reference number, which is added to the relevant advertisement along with the www.jobresponder.com web address. Applicants can then easily enter the system by using the reference number and the response process kicks into action as the system automatically matches applicant’s details to the pre-determined criteria.
Respondents who do not match the inherent, or “must haves” as they are more commonly referred to, requirements, are automatically informed or negated by the system. This ensures that respondents are not kept in the dark for excessive time and also ensures that the process does not become clogged.
Relevant applicants on the other hand are forwarded to the next stage for short-listing. “Nice to have “ questions relating to skills which are not essential for the position but which make the applicant a closer match, lead to a ranking of respondents to assist in the compilation of the final short-list.
Successful respondents fill in a simple, standard resume that is stored and made available for viewing in the advertiser’s own password protected response page. The rankings and other response statistics are also provided. The advertiser can - at his/her own pace - print or download the information for evaluation and compile a shortlist using the shortlist click function.
“It is a scenario where the fully automated system carries out all the so-called leg work,” says Pereira,” while the advertising company keeps the control and decision making; managing the response and screening process in a time effective manner.”
Advertisers can also decide on whom to negate from those who were successful in the initial response process but who on further study do not make the short-list. Clicking on the negate button will automatically send an e-mail to the relevant respondent at his or her personal e-mail address, informing the applicant that his application has been unsuccessful in this instance.
The system is in itself unbiased and non-discriminatory as it poses the same questions to each respondent and, as it is automated, it is unable to discriminate thus complying with labour legislations.
Jobresponder offers a free trial of the system, which is easily obtained by simply signing up for their informative newsletter.
“Jobresponder has received very positive feedback and results and we believe it will soon become widely used throughout the recruiting arena worldwide” says Pereira.
Visit www.jobresponder.comfor more information on this unique system.
Thursday, May 10, 2007
Wednesday, May 2, 2007
Recruiter Resilience
As mentioned in my previous post I would like to chat about the concepts of resilience and managing adversity and how they have had a positive effect on myself and all the recruiters in my company.
The concepts are not specific to recruiting and can be used by anyone in any industry, career and any sphere of life (personal and work - a double benefit).
As all recruiters know, ours is an adversity rich industry! lots of competition, extensive demands from both clients and applicants allike, deadlines, deadlines, clients changing their minds, applicants not always disclosing all required information, high targets etc. (you know the rest).
It's no wonder so many recruiters burn out, whilst other never even last the first year in the industry.
I wanted to know why despite all of this some recruiters just keep going and succeeding, doing well when others falter.
So I did some research and tests and whilst their are various contributing factors, the areas that came up as the main contributors were the persons resilience levels and ability the manage adversity.
Adversity and resilience are basically a persons ability to bounce back from and take control of adverse and difficult situations. In other words how well you deal with challenges even if you initially percieve them as negative, how quickly do you get on with it after difficult situations, do you take responsibility for what happens to you or do you think it is happening "to you" without you having any control.
I had the recruiters (as well as myself) complete resilience and adversity quotient tests and the scores confirmed the above. Those who scored the highest were those who were succeeding more often in their operations.
Resilient people and those who manage adversity successfully are often more successfull and / or happy (I'm not just talking money or work here, but in all areas of life.)
This is not to say they don't experience difficulty and challenge or never feel unhappy but when they do they manage it better and faster. They believe they have control, take control and move forward.
The beauty of these attributes is that not matter what level you are at with them at this stage you can improve them.
After testing myself and the other recruiters I continued researching for tools and found a book called "Adversity Quotient at Work" by Paul G Stoltz (he also wrote "Adversity Quotient" which is less work oriented but the concepts remain similar). You can find the books at www.amazon.com (and probably various other on or off line book stores)
I found the book (I listened to it as it is also available in cassette form) excellent, exceptionally insightfull and practical. I used the methods in the book (along with other research on the area of resilience) to train myself and the recruiters who work with me and work on increasing their levels of resilience and adversity management. The results have been wonderfull! Thw recruiters are more successfull and happy in thier work as well as personal lives (an added benefit as we all know it is often difficult to do well at work if we are not happy outside of work), they have told me so often.
They are more understanding of clients and applicants, their needs, their personality differences, their reactions to different situations etc. They have assumed more responsibility for what happens in their operations, they no longer blame as many outside influences when things go wrong or become challenging. They take control, they bounce back faster and get on with it. And so do I.
If you are a recruiter, manager of recruiters (or anyone in any walk of life for that matter) I believe it is definately worth putting some effort into improving your resilience and ability to manage adversity. Read about it, do some research (the internet has allot on these subjects), practice the methods of improving and further develop your skills in these areas.
You wont be sorry and will be a stronger recruiter.
I would suggest taking a test to establish your current level this will give you a place to start from, then after a while of putting the methods into practice you can test again and see how you have improved. (Remember it does not matter what level you are at now, as you can always improve.) you can find one at: http://discoveryhealth.queendom.com/resilience_abridged_access.html
In my next post I will mention some of the other things I have put in place to benefit the recruiters who work with me and how they have worked (or not) for us.
P.S. thanks for feedback on www.jobresponder.com, really helpfull!
The concepts are not specific to recruiting and can be used by anyone in any industry, career and any sphere of life (personal and work - a double benefit).
As all recruiters know, ours is an adversity rich industry! lots of competition, extensive demands from both clients and applicants allike, deadlines, deadlines, clients changing their minds, applicants not always disclosing all required information, high targets etc. (you know the rest).
It's no wonder so many recruiters burn out, whilst other never even last the first year in the industry.
I wanted to know why despite all of this some recruiters just keep going and succeeding, doing well when others falter.
So I did some research and tests and whilst their are various contributing factors, the areas that came up as the main contributors were the persons resilience levels and ability the manage adversity.
Adversity and resilience are basically a persons ability to bounce back from and take control of adverse and difficult situations. In other words how well you deal with challenges even if you initially percieve them as negative, how quickly do you get on with it after difficult situations, do you take responsibility for what happens to you or do you think it is happening "to you" without you having any control.
I had the recruiters (as well as myself) complete resilience and adversity quotient tests and the scores confirmed the above. Those who scored the highest were those who were succeeding more often in their operations.
Resilient people and those who manage adversity successfully are often more successfull and / or happy (I'm not just talking money or work here, but in all areas of life.)
This is not to say they don't experience difficulty and challenge or never feel unhappy but when they do they manage it better and faster. They believe they have control, take control and move forward.
The beauty of these attributes is that not matter what level you are at with them at this stage you can improve them.
After testing myself and the other recruiters I continued researching for tools and found a book called "Adversity Quotient at Work" by Paul G Stoltz (he also wrote "Adversity Quotient" which is less work oriented but the concepts remain similar). You can find the books at www.amazon.com (and probably various other on or off line book stores)
I found the book (I listened to it as it is also available in cassette form) excellent, exceptionally insightfull and practical. I used the methods in the book (along with other research on the area of resilience) to train myself and the recruiters who work with me and work on increasing their levels of resilience and adversity management. The results have been wonderfull! Thw recruiters are more successfull and happy in thier work as well as personal lives (an added benefit as we all know it is often difficult to do well at work if we are not happy outside of work), they have told me so often.
They are more understanding of clients and applicants, their needs, their personality differences, their reactions to different situations etc. They have assumed more responsibility for what happens in their operations, they no longer blame as many outside influences when things go wrong or become challenging. They take control, they bounce back faster and get on with it. And so do I.
If you are a recruiter, manager of recruiters (or anyone in any walk of life for that matter) I believe it is definately worth putting some effort into improving your resilience and ability to manage adversity. Read about it, do some research (the internet has allot on these subjects), practice the methods of improving and further develop your skills in these areas.
You wont be sorry and will be a stronger recruiter.
I would suggest taking a test to establish your current level this will give you a place to start from, then after a while of putting the methods into practice you can test again and see how you have improved. (Remember it does not matter what level you are at now, as you can always improve.) you can find one at: http://discoveryhealth.queendom.com/resilience_abridged_access.html
In my next post I will mention some of the other things I have put in place to benefit the recruiters who work with me and how they have worked (or not) for us.
P.S. thanks for feedback on www.jobresponder.com, really helpfull!
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