September 2004 Newsletter
September 2004 newsletter
Watching the Olympics was an inspiration. It is always amazing to see how much people can achieve with fierce dedication. Congratulations to all our athletes on a fantastic job at Athens! This month as we enter Spring, the season of growth and regeneration, we should apply the energy and passion of the athletes to both our work and out personal lives and strive for the best we can do.
In this issue....
- Reducing your recruitment costs - Part 2, Automation - Making the web work for you
- Local provider - global solution
- New clients
- New staff members
- Contact us
Reducing your recruitment costs - Part 2.
Automation - Making the web work for you
Imagine not having to lift a finger until you are ready to interview the top candidates. Some of our clients don't. What can you automate? Heaps! Picture how you want your recruitment process to work and most likely it can be done using web technology.
While an automated world seems cold and unfriendly, it can actually allow you to provide a candidate experience that is quite the opposite. The aim of automation is to not only to save you money but to also give you a competitive advantage by allowing you to concentrate on the best candidates and your future resourcing requirements. One of the most arduous tasks when recruiting is responding to job applications, but automatic email or SMS communication can alleviate this activity from your daily routine whilst still maintaining high candidate care and ensuring that the company brand isn't tarnished.
With a small amount of forward planning you can set a system up to sort through job applications for you, communicate to candidates and leave you with a qualified shortlist ready to interview. The best way to start is to get the candidates to do much of the work upfront using a well designed application form that includes more than just standard personal details and an attached resume. A large amount of companies still underutilise this functionality and this is one of the key areas where substantial time savings can be made. On the application you can attach weighting and scoring to specific questions surrounding experience, skills, education etc. to categorise the candidates automatically based on their answers. This builds an easy to search talent pool, reducing reliance on inaccurate keyword searching and also filters and ranks candidates so that you need only deal with the ones that best fit your requirements.
Automated communication can be sent to candidates telling them of their status in the application process. Those that don't meet your criteria can be filtered out and advised of this. Rules can even be attached to alert you of top candidates as soon as they apply. For those that pass your screening criteria, have them further tested by an integrated online testing provider.
The system can be set up to automatically send an email or an SMS text message inviting them to log in to their account and sit an online test. The results are automatically added to their files and scores can contribute to their overall ranking. Again, automatic communication to the candidates can be set up to let them know if they have been successful or unsuccessful.
At this stage you will have a short-list of candidates ready to interview. Don't waste time chasing candidates up on the telephone. Allocate times that you are available and automate communication to get candidates to book themselves in for interviews. They just log in, select a day and time that suits them and the system will do the rest.
This is just a brief example of how PageUp People can save you time and money. An ROI of between 10% and 50% can be expected. Call our sales team for a demonstration.
Sydney: Melanie Saunders - 02 9293 29163
Melbourne: Dayne Nash - 03 9602 3300
Local provider - global solution
Large companies in Australia are often at the whim of their global head offices when it comes to choosing solutions for their Australian operations. Consolidation is preferred for economies of scale and price squeezes on fewer suppliers, but this can cause a headache for Australian managers who would prefer to use a local provider that best fits their needs. It can be frustrating for recruiters and HR personnel who can see the benefits of a local Applicant Tracking System (ATS) provider, but must wait for a global solution to be chosen for them. Of Australia's BRW 1000, in some industries up to 50% of companies have head offices overseas meaning that there are more than just a few big players with this issue.
Getting the business case over the line can be tough work. Despite the fact that Australia is the perfect breeding ground for leading edge technology there is still reluctance to choose them over US products. But choosing an Australian supplier such as PageUp can provide you with many benefits:
- Understands local recruitment market
- Is in the same time zone hence will offer support and a more personalized service
- As an ASP model it can still be easily rolled out globally
With its relatively small population size, Australia is an ideal place to run a pilot prior to a global rollout.
PageUp solutions are already meeting the needs of global client such as BHP Billiton, Flight Centre and Macquarie Bank. With users in the UK, New Zealand, USA, Canada, South Africa, Chile, and Hong Kong and translatable into any language required, PageUp's technology can meet the needs of local and global businesses.
New Clients
We welcome on board our new clients - AAMI, APIA, Orica, PMP Limited and Sampford & Staff who have all gone live recently.
New Staff
PageUp would like to welcome on board all our new staff members. We look forward to working with you.