The Nitman Blog

Employee Referrals: Boon or Bane

2011-05-17T06:11:00.000-07:00

Employee-referral programs have been used for decades to fill about 30 percent of job openings. Your company may have an employee-referral program, but is it being leveraged to close positions quickly?

As reported by The Economic Times- “Leading IT companies like Wipro have doubled cash incentives for each new hire joining through internal staff reference from around Rs 20,000 paid earlier to Rs 40,000. Rivals Infosys Technologies and Tata Consultancy Services too are doling out more incentives to encourage those on their payroll to search for and bring in staff.”

For HR teams at tech firms, hiring through referral schemes is a lot easier. Referrals provide them with an opportunity to hire ready talent.
As per NASSCOM, over the next twelve months, India's over $50 billion IT industry is expected to hire another 2, 00,000 employees, much higher than the nearly 80,000 gross employee additions the industry reported last year.

Benefits of Employee-Referral Programs
• Employee referrals are a good source of passive candidates. They help expand the employer’s pool of potential, higher-quality candidates.
• Employees usually screen their referrals closely which helps ensure higher quality of candidates.
• The monetary bonus paid to an employee for a successful referral is a significant morale booster. It motivates employees to refer candidates, even when no positions are available.
• More expensive recruitment channels such as newspaper advertising, employment agencies, job fairs, etc. can be replaced by referrals to reduce recruitment costs.
• Referrals can be used to fill highly specialized positions that might be difficult to fill through conventional sources.

Disadvantages of Employee-Referral Programs
• Relying upon an employee-referral program excessively can lead to organizational behavioral problems.
• Bonus qualifications or excessive qualifications for employee referrals that are too restrictive can lead to the employee-referral program becoming a source of employee dissatisfaction.
• At times competing businesses may have issues with you stealing their happily employed workers via employee-referral programs.

Overall, the benefits of employee-referral programs are a lot more as compared to its potential pitfalls. An employee-referral program is a critical part of any company’s recruitment strategy. HR teams should have well designed referral programs in order to leverage them.

Are you missing the big picture?

2011-03-29T03:59:00.000-07:00

The recruitment scenario today calls for constant scrutiny of what’s going on the hiring front. HR heads and business owners are keen to know what’s lacking in their system and what’s working in their favor.

Following manual processes for recruitment makes it really difficult to keep a track of the hiring metrics. Managers have to depend on subordinates to send them daily, weekly or monthly reports to know how many candidates appeared for interviews, number of interviews that have been scheduled, open positions, time taken to close a position, etc.

Wouldn’t it be a lot better if they could access status reports from anywhere at any time? This would also help them in identifying loopholes and fixing them as soon as possible.

Automating recruitment by investing in recruitment software could help you easily obtain a clear picture of your hiring processes. Recruitment software helps you:

• Get a clear picture of your recruitment pipeline at all points of time. See details of open positions, vacancies, candidates in process and pending offers at a single glance as soon as you log in.

• Track overall or position wise recruitment expenses.

• Keep a tab on recruiter productivity with auto-generated reports. Gain visibility of your recruitment activities even during bulk processing of candidates. Generate reports on a daily, weekly or monthly basis to know the status of each position with respect to each and every recruiter.

With automation, you will never miss out on the big picture. You will be able to easily introduce best practices into your recruitment processes, which will eventually improve the performance of your team!

How does Recruitment Software help in Safe Guarding against Data Theft?

2011-02-06T22:09:00.000-08:00

One of the biggest worries that recruitment business owners have is that of data theft. Recruiters who part with the organization often move out with the candidate resume database to their next organization. This leads to large amount of data loss that has been collected by the organization overtime.

In the recruitment business, candidate data is of utmost importance. A lot depends on the candidate pool you build over the years and it being lost is not acceptable. Safeguarding against data theft therefore becomes very essential. Of the numerous features that recruitment software offers, one of the most important is that of safeguarding against data theft. How does it help?

The centralized database that it provides ensures that you do not have to work with files and folders anymore. Stealing data from files and folders becomes easy, whereas a centralized database ensures that data is not moved out of it.

The software provides advance search that makes just a specified number of relevant resumes available to recruiters. The entire database cannot be viewed by recruiters, which can prevent data theft to a large extent.

With recruitment software, you can define access to all your confidential resumes, especially those for senior positions. You can also, restrict the ability to view candidate information as per your organization's hierarchy and roles.

Data theft is quite a serious issue and it is essential that you safeguard against it, rather than deal with the loss of data. Recruitment software, undoubtedly, is the best solution for safe guarding against data theft.

Recruitment Software – Measure, Monitor, Manage!

2011-01-19T22:23:00.000-08:00

As Peter Drucker,"Father of Modern Management", has said,” What gets measured, gets managed!”, recruitment metrics when measured can be managed effectively.

Reducing time to hire and close positions quickly is very important in recruitment. To bring in real change, we have to measure which brings out the chinks in the armor. These loopholes have to be analyzed and taken care of as soon as possible. You should be able to know what your recruiters are working on, how many candidates appeared for interviews, how many joined and so on.

Also, it is necessary to keep a tab on the finances being spent on recruitment. You need to be aware of how your recruitment budget is being spent, how much you can save and channelize better into other sources.

How a Recruitment Management Software can help you Measure and Monitor better?

Recruitment management software or an RMS is an application designed to automate and streamline the entire recruitment process right from sourcing of candidates to interviewing them till they finally join the organization.

Most hiring managers believe that they already have a set process in place and it works fine for them. This is what puts them into the vicious cycle of carrying out mundane and redundant tasks.With an RMS in place, you can get a clear picture of all the recruitment activities and expenses with the help of reports generated by the system.

So once managers have a system to measure and monitor the activities they can manage recruitment activities effectively by taking the necessary steps. Recruitment software can help manage requisitions from various departments, ensuring that they go through the approval process followed by the organization. Coordinating with vendors becomes easy as they can upload resumes and track their candidates on their own.

Employees can use the software to upload resumes as referrals. Recruiters can publish vacancies directly to the corporate website and job portals.
The entire recruitment process thus gets automated resulting in reduction in time, cost and effort that the recruitment team needs to put in. With all these features the management of the organization can measure, monitor and manage recruitment efficiently.

More than Just Resources, Hire Talent!

2011-01-09T23:19:00.000-08:00

Corporates consider their employees to be the most valuable assets. Having a good talentpool adds great value to the organization. Their active contribution towards the productivity and profitability of the company is what determines business growth. They play a very important role in establishing the reputation of the firm to the potential customers as well as employees.

It becomes very important to hire a candidate who is a good match for the position as well as the company culture. Hiring a misfit will only lead to a lay off. This often leads to negative publicity and as an employer, you surely do not want that.

For most companies, recruiting talented candidates is one of the biggest challenges. The scarcity of quality talent is leading HR teams to headhunt candidates from all sources possible. Any loopholes, even minor ones, in the recruitment system can result in losing the candidate to competition.

Empower your recruitment team with recruitment software so that they can hire quality talent quickly. Recruitment software helps recruiters focus on hiring the best talent by:

• Creating a centralized resume database that contains quality candidate profiles.
• Providing them with various productivity tools like resume parser, interview scheduler, report scheduler etc.
• Providing an integrated platform to manage candidates, vendors, positions and employee referral programs.
• Enabling them to maintian a virtual bench of candidates wherein they can easily look up candidates who were sourced previously and now can be recruited for a particular opening.
• Automatically updating key information of candidates so that the most relevant resumes are delivered as search results.

With a recruitment software, you can get reports on effectiveness of sources that you use while importing resumes. Using this, you can analyze the most effective source providing you the most talented candidates. You can work towards leveraging this source to the maximum to meet your hiring targets.

What do Recruiters Expect from Recruitment Software?

2010-11-30T02:38:00.000-08:00

Recruitment software sure does help recruiters in ways more than one, but it is essential to know a few of the important features of the application that can help them recruit better and faster. Features that most recruiters find useful in a recruitment software are:

Being able to Segregate Work Properly
The recruitment field is becoming more demanding than ever before. With greater number of jobs availability in the market, comes the challenge of greater and faster recruitments with quality talent. In order to achieve targets, your team will need an automated system that helps them through the entire hiring process from creating job requisitions to posting job requirements, attracting candidates, qualifying job seekers; resume processing up to the final selection and joining of the candidate. With a powerful applicant tracking system in place, recruiters can follow a streamlined and professional recruitment cycle. It automates all time-consuming tasks and significantly reduces the time spent in the recruitment process as well as the costs involved.

Advanced Search Options
One of the challenges that recruiters face often is to process and organize resumes so that the right resume can be found quickly when they need it. So the first thing that a recruiter expects from recruitment software is an advanced searching facility.
Searching for resumes through the database to fill up a vacancy becomes easy for recruiters thanks to the unique quick matching, filtering & query building tools that recruitment software offers. After identifying a new requirement, quick matching tools allow recruiters to instantly search the database for suitable candidates based on skills, qualifications, experience, etc. required for the vacancy.

Integration with Social & Professional Networking Websites
Social media participation has emerged as an essential tool for networking with professional contacts, making new contacts and keeping in touch with the world. Recruiting through social networks is the latest e-recruitment trend. Social and professional networking sites provide recruiters with a pool of prospective candidate profiles, especially in case of passive candidates.
Recruiters should be able to explore the possible social media sites using recruitment software in order to be able to post job requirements and reach out to prospective candidates.

How to Tackle Recruitment Related Chaos?

2010-11-16T00:54:00.000-08:00

“We are an ISO xxxx certified, CMMI level x company. We follow all the standard processes and we maintain the quality.” These are the usual Vision and Mission statements of most enterprise level companies. We all know the importance of standardized processes and its benefits. But then, when it comes to recruitment, in spite of these standardized approaches the recruitment practices fail to deliver desired results?

Though recruiters work hard, why do they fail to meet the hiring targets?

So then the real question is whether they are looking at recruitment from the right perspective,
- Are they looking at right talent?
- Or, are they just trying to meet numbers and ignoring the “right fit” part thus not being able to close positions faster?

How will you figure this perspective problem out and rectify it? Most managers lack the visibility into their hiring process. They never get to see the bigger picture!!

Whenever I meet HR managers, they always ask me one question – What kind of reports can your application generate? Or how will I come to know about who is doing what?

In the same way, whenever I meet their team to showcase Talentpool, they ask me, how will it help get rid of reports and how it will help me focus on recruitment? How does a software help?

COMMON PLATFORM FOR ALL

Recruitment software is a common interface; where one can keep doing his/her own work and rest of the people can have complete visibility.

Well today there are so many options available through which you can help your recruiters work more efficiently and effectively. We often consider standardization of processes through ERPs. For example, SAP, a global ERP company has helped many departments streamline their operations. But global products often are not the best recruitment solutions because they are not aligned to your processes and practices.

SOLUTION NOT THE ENFORCED PROCESS

Stay away from solutions that want you to follow a certain process to get the desired result. Invest in a solution that promises to enhance the efficiency of the processes that you already follow. Your recruiters should not be wasting time trying to learn the system or adapt to it.
The whole point of investing in a solution is lost if recruiters cannot use it. Processes are worth only when they help us meet targets. What’s the point if your recruiters spend their time entering data into a complex ERP system? How is it different from entering data into an excel sheet?

IDENTIFYING COST CULPRITS

Companies generally invest in recruitment software to streamline their processes and meet hiring targets which in turn helps them reduce recruitment costs. Moreover, recruitment software can also help identify cost culprits and fix loopholes that lead to increased recruitment costs.

10 Reasons to buy a Recruitment Software

2010-11-09T04:01:00.000-08:00

Recruitment is one of the most important processes in an organization. HR teams are under constant pressure to achieve their targets and recruit quality talent. Thankfully, technology has come to their rescue in the form of recruitment automation. It is now possible to streamline all recruitment related processes and close positions faster.

Recruitment Software helps organizations in the following ways:

1) Helps manage the entire requisition cycle.

2) Offers a centralized database and search engine for searching from internal database

3) Maintains a clean and accurate database with an In-built Parser and Duplicate Detection System.

4) Enables direct download of resumes from any job-portal.

5) Eases vendor management.

6) Simplifies employee referral management (Refer your Buddy).

7) Helps in creating and tracking budget items for each department

8) Enables integration with mail such as Outlook or Lotus Notes.

9) Allows integration with various ERPs.
10) Provides accurate and detailed reports.

Does Recruitment Software Save Time and Money?

2010-10-29T03:31:00.000-07:00

This is one of the most frequently asked questions that I come across while talking to corporates and consultants who are considering a recruitment software to automate their recruitment processes.

They often ask me that considering the present market condition in recruitments, would it be really feasible to buy a recruitment software? How will investing in a recruitment software help me save time? Will it give me a good ROI?

Considering the present market conditions where more and more candidates and open positions are becoming available, an application that helps manage large scale recruitment quickly and efficiently has become indispensable. Hence, whenever there is a requirement or a vacancy to be filled in, the software helps to get you the best candidate on board, without spending a lot of time and effort. Thus, you are quicker in closing positions and have an edge over your competitors who are not using a recruitment software.

The other important question is if it will save money. Recruitment software is surely an investment, but then it also helps reduce recruitment costs considerably. The features offered by recruitment software like a centralized database, candidate interaction history, productivity tools, etc. helps close positions faster or reduces time to hire and reduces recruitment costs involved.

A customer, who was initially reluctant to buy a recruitment software, after installing the software and using it for a while told me, “I have to admit that when I started out in recruitment we didn’t have a recruitment software. In fact, we didn’t even use a computer. What I do remember, is spending hours together going through CV after CV to find the ideal candidate for clients. But now things are different, I am able to find the right candidate profiles quickly and submit them to clients faster.

Investing in the right recruitment software, one that suits your recruitment needs, can definitely help you save time as well as money.

Leveraging Technology for Talent Acquisitions

2010-09-26T22:56:00.000-07:00

Recruitment is getting tougher by the day and there is an increasing need for avenues that will help HR teams simplify and speed up this process. Leveraging technology for the purpose of talent acquisition has helped many HR teams face the various recruitment related challenges and overcome many of the problems they face.

Reducing recruitment costs and time to hire, sourcing of quality candidates, improving employer branding, etc. are some of the benefits that can be obtained by leveraging technology for recruitments.

Initially, companies made use of print media and employee referrals to recruit candidates for the various job openings. Off recent, recruiters have moved on to the usage of publishing positions and sourcing candidate resumes from job portals. Now, even these seem to have become quite outdated. The following are some of the options that technology has provided in order simplify recruitment processes.

Job Portals
Job portals have emerged as one of the easiest way candidate resumes can be sourced. Now-a-days, potential candidates hardly have a look at the print media while job hunting. Majority of them turn to job portals to look for job openings. Recruiters, too, rely completely on job portals to meet hiring targets and get the best candidates on board.

Recruitment Software/ Applicant Tracking Software
Candidate tracking software has emerged as a technological boon for HR teams, as it automates the entire hiring process, making it less manual, less time consuming and hassle-free. The software streamlines all recruitment related activities, helps close positions faster and reduces hiring costs.

Social and Professional Networking Sites
The latest trend that is being followed by recruiters for talent acquisition is recruiting through social and professional networking sites like Facebook, LinkedIn, MySpace, etc. These sites have emerged as an important source for potential candidates, especially, for sourcing of passive candidates.

Technology has helped simplify recruitment to a great extent and HR teams can now easily meet their hiring targets, stay ahead of competition and get the best candidates on board, faster!

How to Calculate ROI on Recruitment Software?

2010-09-07T21:16:00.000-07:00

Return on Investment (ROI) is the profit or loss incurred on an investment, which you receive on an annual basis. It usually calculated on investments like property, gold, stocks, etc. While calculating the ROI, the gain from an investment is divided by the total cost of investment. The result is expressed in the form of a percentage or ratio.

If you are into the business of recruitment, investing in a quality recruitment software could earn you more than 200% ROI. Wondering how you can calculate this accurately? Well, it’s pretty simple. The easiest method adopted to calculate ROI is to divide the profits derived by the total cost of investment.

There are a number of factors on which the ROI on recruitment software that you earn would depend on. The advantages of automating your hiring processes using recruitment software are what contribute towards this high ROI. Some of these factors are listed below:

Recruitment software helps close more positions in less time, thereby decreasing the cost per hire.
A centralized database ensures that resumes are made available to all recruiters, so that positions can be closed faster. This also reduces the cost involved in job portal subscriptions.
Recruiter efficiency and productivity is increased as automating recruitment helps them carry out mundane tasks faster and focus on recruiting quality talent.
Automating recruitment using recruitment software makes the entire process paperless and less manual.
Extra revenues can be generated due to owner's ability to see the bigger picture and re-prioritize efforts on a daily basis.

Investing in recruitment software can surely earn you a better ROI if it is leveraged appropriately. To check your ROI, you can download a recruitment software ROI calculator from our website, plug in your own numbers and check the returns. Download the calculator from http://www.nitman.co.in/docs/Talentscout%20Pro%20ROI%20Calculator.xls

What's the point of choices if they don't work for you!

2010-07-26T00:25:00.000-07:00

I recently came across this tag line which job portal monster.com has come up with! It so aptly summarizes the dilemma of what we face as consumers every day. Today we have so many choices for everything that it is very difficult to decide on one. The irony is that even with so many choices there are very few that work for us.

Most of the times, we end up making a wrong choice because we take a decision on the basis of the frills that a product provides rather than looking at what the product should be and what it is!

Let’s take an example to bring in a clearer perspective! When we buy a mobile phone these days, we seldom look at durability, portability, battery life, back up, phone book capacity and several other features that actually matter. Instead what we look at is its look, music quality, camera resolution, internet connectivity, QWERTY keyboard, etc.

Ask yourself: Why do you need a mobile phone at this time?

Answering this question correctly will help you reach the right solution.

The key to the right decision amidst a sea of choices is primarily to understand what your requirements are at the first place. Once you know what you need and why you need it, selecting a solution becomes easy and this is the thumb rule for all choices that you make.

Investing in a Software: Expense or Expenditure?

2010-07-09T07:30:00.000-07:00

One of the most common questions that I am asked when dealing with prospects is - Do we consider the amount spent on acquiring a software as an Expenditure or an Expense?

To answer this question, we first need to understand the difference between the two terms. As per Accounting Principles,

Expenditures, on the other hand, are spends which yield economic benefits by solving a major business problem. The benefits are not used entirely in the year in which they are bought. The money spent as an expenditure helps in building assets for the organization. For e.g. the money spent on purchasing a machinery for your company or other capital expenditure like land, etc. are expenditures.

Expenses are spends which will yield you benefits only during the year that they are brought in. They decrease in value and increase liability. For e.g. the money spent on the repair of the same machinery by the company is an expense.

In my opinion, investing in a software is an expenditure as you can build a tangible asset for the organization. It is used for more than a specified period and you reap the benefits during that period and even after. It helps in saving time as well as money, and so is an asset to the organization.

As a matter of fact, if you invest in a recruitment software, it can be considered as an expenditure as it makes your recruitment processes faster and cost effective. It helps you do away with mundane tasks like collating candidate data from various excels sheets, spending time on generating MIS, time spent on updating information of candidate / vendors etc … thus giving you a better ROI and TCO.

Recruitment Software for Recruiters

2010-07-04T22:43:00.001-07:00

Most often than not I have witnessed this conflict between decision maker and end user.

When investing in a recruitment software, the HR Manager of a corporate or the owner of a consultancy wants visibility where as the end user is more worried about the ease of use. Recruitment software should be primarily for the end user and in the process if it also provides visibility and control to the manager, it is definitely an icing on the cake.

An ideal recruitment software should be doing both!

The point is to invest in a software which will help you meet your hiring targets and get better candidates. You will achieve such results only when it simplifies things for your recruiters. Your recruitment team should be able to adopt the software without any formal training. It should be a solution rather than a new roadblock for your team.

At times recruiters are reluctant to use a software because it does not help them follow their processes and familiar tools. So to make their job easier, select a software that is configurable as per the processes that your team follows and lets them continue with their usual way of working. Most of the recruiters are used to working on excel sheets, MS Outlook, job portals such as Naukri and Monster – an ideal recruitment software will integrate all these pieces of recruitment in a single platform to streamline the entire process of hiring.

Therefore when you are choosing a candidate management software, please keep in mind the end result that you want to achieve. Your business will flourish when you close more positions, which will only happen when your team works. So make it easier for your team!

Checklist – Before You Buy Recruitment Software

2010-06-16T23:07:00.000-07:00

Owing to the increasing hiring needs, you may be contemplating on the need to streamline your entire recruitment process. Numerous recruitment software packages, developed by various firms, are available in the market. But not all of these available software solutions are meant for you.

To know the one, that works best for you, here’s a checklist that you might want to go through before making your decision.

Friendly User Interface

Adoption is a problem with most of the software applications. Many recruiters do not use the software because they find it difficult and complex. Therefore, it is extremely essential for the software to have a friendly user interface that is simple to use.

Configurability

The software should be flexible enough to be configured to suit your needs. You should be able to customize it as per the processes that you have been following.

Compatibility

You may be using different tools like job portals, Internet explorer, Microsoft Outlook or Excel for various hiring processes. Therefore the software should be compatible with these common tools and interfaces.

Accessibility

Choose a software that users can access from any location at anytime. At the same time, you should be able to define permissions for your users based on their roles.

Visibility

You should also be able to track all recruiter activity and the effectiveness of your system through reports.You should be able to analyze the hiring metrics of the entire process.

Scalability

Buy a software that will grow with you! An ideal applicant tracking software should be able to adapt to your changing hiring needs. Whether you are 10 or 1000, it should be as efficient as before.

Security

With so many recruitment software solutions available in the market, it is essential that you select a software that complies with standard security features and certifications.

Post Sales Support

Choose a recruitment software vendor that provides prompt and efficient post sales support, not only in terms of troubleshooting, but also enhances the product and its features based on your suggestions.

Cost Effectiveness of the Software

Value for money that you invest in the software needs to be considered. The product should be able to provide you with substantial returns. The best recruitment software would allow multiple users to work on it using a single license without any additional expenditure.

Guaranteed

Choose a recruitment software that can be returned to the company in case you are not satisfied with its end results.

So go ahead and automate your recruitment process with the “right” solution!!!

Nitman Software Ranked amongst the Top 25 Emerging Technology Companies

2010-06-02T22:21:00.000-07:00

We are happy to announce that Nitman Software was recently recognized as one of the Top 25 Emerging Technology Companies by The SmartTechie magazine. Our products Talentpool and Talentscout were judged on parameters like ease of use, evidence of success, scalability and monetization potential. The companies listed in the ranking are those that are predicted to be the technology giants of the near future.

According to The SmartTechie, “…each company in this annual list had all those, which is needed to climb the ladder of success as their products and plans are indeed progressive, and the technologies are groundbreaking. Perhaps, what makes all of them to tick is their innovative and need based approach.”

The SmartTechie is a leading Bangalore-based IT magazine. The magazine reaches out to over 96000 technology professionals across some of the major cities in India. It endeavors to update its readers and technology professionals with every development in the world of technology.

Keep looking for more…

Get ready for the change!

2009-08-31T04:19:00.000-07:00

In these times there have been various views and debates from various segments asking questions like –

When will the industry turn around ? Will I be able to survive ? I don’t want to invest right now – “PLAY SAFE “ ? Watch and Wait ! etc … the same question also runs in my mind at times ….
And I also want to find and know the answers…

I decided to get the right answer…so let me put the questions -
Is this really happening ? Is the effect so bad that there is no business around ?

On my various visits to customers across India- corporate , consultants, small and big – I made it a point to ask them these warring questions, to understand their views and opinions. Most of them were pessimistic in their approach and did not want to face the reality and ask question to themselves like,
Am I doing the right things?
Am I heading into the right direction?

Not being able to ask and answer such questions is truly understandable from their point of view. Take a look at all the approaches, corporates or companies are taking. Their take is to

Cut down unwanted resources
Retain the right candidates
Find and train new leaders within the same team and so on…

So which direction are they heading towards? They are preparing themselves for the high tide in the economy so that they are ready for the change when and as it happens. All this would only be possible if they have the right tools and the right people in place. The demand for new recruits would come but again not in quantity but quality. But will the companies who are in the recruitment space and who will survive this time be able to handle this when required?

During the boom everyone wanted to get into the recruitment business as the demand was huge – so were the rewards. With the turn of events many of them vanished overnight; some survived closely by cutting corners , but many perished. Though there are still many players who are there, they are asking one question – How do we convert this into a win-win situation when the turnaround happens?

Some of the vendors I met have started putting their processes in place , centralizing their data at one place as a first step. This would help them to meet the demand of their customers when the turnaround happens a view which has been shared by most of these players who are there to stay.

Talentscout Eases Interaction with Candidates and Clients

2009-08-03T04:33:00.000-07:00

We are happy to present the following new features in Talentscout v.1.9.0.

PR Module

Now you can easily create PR events like sending New Year messages, birthday greetings and many more in Talentscout's PR module. The best thing is you can schedule them and the system will automatically run them on the given date and time. You can use this module for candidates as well as clients.

In line with Nitman's philosophy, we review our product against the needs of our customers, I should say changing needs of our customers. We work on our findings on a priority basis. However, our priorities primarily include the features and improvements requested by our existing customers.

In this process, we recognized that a PR module was an important feature and it had to be included.

With Talentscout's PR module, you can create PR events for a specific section of clients and candidates or otherwise. Consultants can also analyze the success of each PR event with the help of PR Activity Report.

We have also introduced a few more enhancements in our new release like:

You can now see email ids as well as phone numbers on Pending Action Report.
You can now fetch a source wise Placed Candidate Report to know the effectiveness of your recruitment sources.

Redefining Recruitment

2009-07-21T05:16:00.000-07:00

HR Professionals are increasingly adopting desktop applications such as word processing software, spreadsheets, email and browsers. Almost all of them source candidates from job portals, interact with candidates and management via email and report to their management using spreadsheets. With connectivity improving, even HR professionals in small and mid-sized manufacturing units have internet access. This is a signification transition, however a very natural one.

Potential candidates are hard to find when you need them. Easy search is a must since every position filled now needs more than 100 resumes scanned. Multiple people (HR as well non HR) play a role in the hiring process- technical experts for technical assessments, HR to assess organizational fitness and finally the CEOs to approve. So there is a need for a central system that everyone can use. Companies need a place to store resumes of talented candidates in such that they can be easily found when needed.

A simple system is what people need which everyone in the organization can use without any training or installation. It should actually reduce the workload of its base users and should be reasonably priced for companies to consider.
Our products designed to fill in this gap:

They are both easy to deploy and use, yet extremely scalable & powerful.
They are highly configurable. Companies can streamline their recruitments without changing their time tested selection processes or spending on costly customizations.
They not only give managements an overview of recruitment progress, but actually reduce workload of the end user.
They are both sold on per server licensing – so there is no need to buy additional licenses as organizations grow.

Needless to say there are various free software packages available in the market. These open source software packages are free to install, but one has to pay for support. Also, most open source offerings are difficult for non-technical people like HR professionals to deploy and maintain.
With solutions offered by Nitman, companies can get an enterprise class product for a price little more than a couple of licenses of MS Office. One year support is built into price of all the software we sell – and that includes upgrades to the latest versions.
We offer high value for your IT investments, quick implementations and continuous support for we want 100% customer satisfaction.

New Release of Talentpool

2009-07-06T00:34:00.000-07:00

We are happy to present the following features in our new release of Talentpool v.3.5.0.

Know Your Status at a Glance
Our new feature enables you to:

You will see the a position highlighted once the hire by date has already passed, as soon as you log in.

Search Resumes Smartly
We empower you with a better search than before enabling you to:

Search and parse resumes in PDF format.
Choose to search candidates who have been rejected.
Define the stage where the candidate was rejected when you search for rejected candidates.

Make Your Process More Secure
We have provided you an option to keep your processes secure, enabling you to:

Opt for Single Sign-on so that a particular user can access Talentpool from only one machine.In case the same user tries to access Talentpool from another machine, an alert message will show up and the user will be logged out of the previous system.

Publish Selectively on Employee Portal
We have provided an option to publish selectively, enabling you to:

Gain the ability to select only those open positions that you want to publish on the Employee Portal.

And Many More:

You can now see filters on the Select Screen.
You now receive a an e-mail notification as soon as a vendor uploads a resume for a specific position.
Vendors now receive an e-mail notification when one of their candidates is rejected.They no longer need to log in into Vendor Portal to check it.

New Release of Talentscout

2009-06-26T02:59:00.000-07:00

We are glad to present the following features in our new release of Talentscout v.1.8.0.

Generate Bills Easily
We have introduced our brand new Billing module, enabling you to:

Generate bills on the basis of predefined rules.
You can also modify and recalculate your bills as per your requirements.
You can create process steps for billing while you define the hiring steps You can also assign users for the billing process.

Calculate Incentives Accurately
We have also added an Incentives Module, enabling you to:

Calculate incentives for your recruiters on the basis of candidate's CTC or Experience.
Create a template for incentives on the basis of clients, users and hierarchy.

And Many More:

Talentscout is now compatible with Internet Explorer 8.
You can now get CTC break- ups on the feedback forms.
You now have the option to copy your colleagues on an important mail.
Get drill-down reports on Billing and Incentives as soon as you enable them in Talentscout.

New Release of Talentpool

2009-06-02T04:37:00.000-07:00

We are glad to present the following features in our new release of Talentpool v.3.4.0.

Import Resumes Easily from Multiple Sources
We have made importing resumes much easier and faster, enabling you to

Capture resumes in bulk or one at a time from your Outlook.
Upload resumes from files and folders on your Desktop.

Search Resumes Accurately
We have added options to make searching accurate, enabling you to

Search resumes on the basis of source category, for example- you can search resumes on the basis of "all job portals" as well as "naukri"; or; "all employee referrals" as well as on the basis of individual employees.
Search resumes also from candidates who are in-process.
See the current status of the candidates on mouse over within the search results.

Manage Requisitions Easily
We have provided the option to define requisition process according to your needs. You now have the flexibility to

Add multiple requisition approval templates to save time spent on defining requisition approval process for each position.

And Many More:

Talentpool is now compatible with Internet Explorer 8.
You can now print blank feedback forms as well as consolidated feedback forms.
Vendors now have the option to change passwords in vendor portal without bothering you.
Assign Employee referrer while importing a resume. Create new employee referrer in source.

Talentscout Overseas Launched

2009-05-26T01:46:00.000-07:00

Hi All,

We are happy to announce that we have launched a new product, Talentscout Overseas for overseas placement consultants, who provide manpower overseas, especially to the Middle East. Talentscout Overseas provides overseas placement agencies a single platform to manage all their activities, starting from recruitment to visa processing and billing.

Overseas Consultants face glitches mostly in their post selection processes, where the candidate has to be taken through a number of procedures like medical tests, visa interviews, document processing and many more. Talentscout Overseas streamlines the process and makes it simpler for recruiters and managers by providing:

Post Selection Visa and Document Processing
Talentscout automates the complete recruitment process, including post-selection visa and document processing. It helps them manage all the post recruitment procedures such as Medical tests, Background check, work permit, orientation and emigration.

Visa Processing for Multiple Countries
Work with clients and projects of multiple countries at the same time despite their different work policies and procedures. Talentscout simplifies the visa processing by ensuring that the recruiters provide all documents adhering to rules and regulations of the client’s country also in keeping with the Indian laws.

Easy Tracking of Recruiter Activity
Management at any point of time can check the status of each client, country, project and candidate, through standard reports or just by exporting, excel sheets directly from the system. It provides a clear picture regarding recruiter activity, time to hire and sourcing effectiveness.

Head Hunting for Blue Collar Positions
Overseas Placement Consultants majorly deal in blue-collared jobs where candidates are processed in bulk. Most of these candidates do not have resumes, hence it is entirely the recruiter’s job to bring these candidates in the recruitment funnel with minimum information and track them effectively throughout.

New Version of Talentscout- v.1.7.0

2009-05-13T04:05:00.000-07:00

Hi All,

We are glad to introduce the following features in our new release of Talentscout v.1.7.0.

Configure to View Relevant Information OnlyWe have added the option to extract candidate information based on your requirement. Hence

Capture and view only important candidate information when importing the resume.
You can now define your own fields, sequence them differently on the import, and edit screen.

Keep Building Your Database
We have made importing resumes much easier and faster, enabling you to:

Add applicants to your database with or without resumes
Have flexibility to decide on mandatory and optional information and their order Bulk import candidates from Talentscout inbox

Create Positions Much Faster Now
We have also added an option that makes creating positions hassle-free and enables you to:

Create templates based on position requirements, process and users
Create multiple positions with the help of such positions templates
Save time spent in defining position requirements, process and hiring steps.

Achieve Greater Flexibility when Designing Hiring ProcessWe have provided the option to create an entirely new hiring process as per your requirements. You now have the flexibility to:

Decide on primary and auxiliary steps as per your needs.
Create parallel auxiliary steps which can serve as checklist for your requirements