Marko Marinkovic | Omnes Group

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Tips for a better onboarding process to improve new hire satisfaction

Everyone knows that happy, engaged employee is a proactive employee, but a recruiter can’t go around and ask the employees how they feel. The more productive tactic is to plan an excellent onboarding process that will show new employee everything they need to know about the company and their duties. The thing is that more than 30 percent of employees have left a position within six months of starting, usually because companies didn’t plan the onboarding process well. Does a new employee have a good relationship with their colleagues? Do they know what the company's goals and values are? Is their work valued? These are just a few questions that a recruiter should deal with.   

Why is onboarding so important?

HR professional society SHRM define onboarding as “a process of integrating a new employee with a company and its culture, as well as getting a new hire the tools and information needed to become a productive member of the team.” However, there are more benefits of a successful onboarding process:

Positive start

Yes, new hire accepted a job offer, but they are still not 100 percent sure that the job will be what they expect. The first impression will help them form an opinion about the company, so if this process is chaotic or unhelpful, you could scare them away.

Better job performance in the future

If the company is organized, an employee will be, too. They won’t waste their time on social media because they don’t know what to do and who they are supposed to ask simple questions. Their job performance can only go forward if the initial period goes well, so don’t leave new employees in the dark.

Keeping employees in the company

You don’t want them to leave the company after a few months. This would be a huge waste of time for everyone. Employees who go through a structured onboarding program are 58 percent more likely to stay with a company for three years or more.

Customers will keep coming

Customers see everything. So, if your employees are engaged and productive, customers will see that and keep coming. Everyone likes to work in a pleasant environment, so engage employees from the start in order to increase customer satisfaction.   There are many reasons why the onboarding process is a must for every company, but let’s focus on things IT recruiter agencies should do in order to build a strategy for the process. Let’s find out how you can make a remarkable first impression and convince new hire to stick to your brand.

Starting before the first day

Yes, the first day of the work is very important, but it’s also important to prepare a new employee before that. They may know how to get into the building, but there is a number of other relevant information that recruiters can give them before they start. Let’s see what.
  • Written plan in PDF -  every company should have it in order to skip the usual questions. Take a time to collect all the necessary information and find out exactly what you want to include in the document. You can add some things in advance, but when you finish it, you can send it to every new employee. Remember, this document should be consistent and informative.  
  • Inform new employees about new colleagues - tell them who is their new manager and introduce them to team members.
  • Tell everyone in the company that there is a new colleague coming.
  • Set up the employee’s workstation.
  • Fill out paperwork before beginning.
  Having this information will help the new employee focus on their first day of work. They will understand their new role and they will be able to assimilate into their new position better.

Introduce them to their mentors/buddies

Now that they have everything on the paper, it’s time for human contact. One way to help the new employee feel welcome is to pair them with a mentor, either a co-worker or a supervisor. However,  don’t let just any of your employees step up for the onboarding process. Make sure that you’ve chosen a person who can present a company well, someone who understands the company’s values and who is trained in the basics. A mentor can take the new hire out to lunch that first day and see how things are going. They should check them from time to time and react if a new employee is struggling with any aspects of the job. This is a great tip because they will feel that the company is organized and that people value them as a new co-worker.

Present expectations and requirements

A new employee may have experience in a similar or identical position, but every company has different rules, culture, habits or priorities. It may be obvious for people who work there, but it’s important to explain how you do things to new hires. The manager should go over the specific expectations and requirements of the role to a new employee. Putting yourself in new employee shoes could be very helpful. Don’t just tell them what they should do, but why. It’s better if they understand the company’s mission and business values from the start. People are not machines. They want to see value in the things they do.

Encourage relationship building

You don’t have to go rafting to get to know people better. Simple team building activities such as bowling or even indoor games that encourage cooperation and collaboration can help the new employee get to know the group better. This may not be one of the first steps for onboarding but you should definitely use this tip in order to bring team closer, promote companies values and boost employees creativity and productivity. However, many people see these activities as pointless and silly, so you have to find a way to make them interesting and memorable. You can’t force your employees to like each other and to hang out, but you can organize random coffee date pairings for employees or bringing teams together for a joint happy hour or a fun activity as mentioned.

Schedule check-in frequently

Just because new hires survived the first day at work, it doesn’t mean that an IT recruiter job is finished. For some people, the onboarding process will be longer and it depends on the employee’s work experience, social skills and the particular challenges of the job. Whether you think that they are doing great or not, it’s always smart to schedule a few check-in meetings with the manager and HR. They can review how an employee is doing, evaluate any progress made on goals, and get a sense for whether new hires are adjusting to the culture. Schedule check-in about a week after the employee starts, a month after and then you can do it every two or three months.

Ask recent hires for feedback in order to improve the onboarding process

Getting feedback from new employees can help you improve the onboarding process and make constructive changes in a company. Use check-in meetings to ask new hires about the onboarding process, or make the feedback anonymous rather than soliciting suggestions during one-on-one meetings with your team. This way they will feel more comfortable expressing negative experiences so you can use more honest answers to improve the process. Did they feel welcomed and part of the team right away? Or did they felt alienated and unsure of their role? Getting feedback like that can help your company decide whether to switch to a different method or to stick to the existing one.

Emphasize company goals and visions

Even though new employees try to hide it under masks of smiles and enthusiasm, they are under pressure during the first week. So, it’s important that mentors/buddies constantly communicate the importance of their contributions to the growth of the business. At the end of the day, mentors should review employee performance, encourage them through any errors and emphasize company ideals. Simple tasks build confidence, so let them get used to the company and colleagues in order to handle more difficult jobs down the line.

Conclusion: Care about the details

As you can see, IT recruiter agencies have to plan the onboarding process in advance. This is not some random welcome gesture, but the comprehensive plan. Recruiters should prepare all necessary documentation, choose a person who will welcome new employees as soon as they arrive, take them on a tour of your company, show them their workspace and introduce them to their new colleagues. Moreover, a recruiter should schedule the first-day orientation, surprise them with company branded gifts, but also make sure that their new colleagues take them out for lunch. It’s important that new hires feel comfortable in the new environment, that they feel free to ask questions, and more importantly - that they want to stay in the company. If you don’t want to go through these steps over and over again every few months with new hires, it’s crucial to carry out onboarding process as well as possible. Remember, humans have feelings, so communication is the key to every problem.
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What are the steps in recruitment (the process)?

Finding an employee is not just a random process. It takes time and patience to find a right person for the job that believes in the company's culture and has the skills to do the job well. Companies don’t want to waste their time on a wrong person, so they hire a professional to find an employee that fits the best in the company. So, if you ever went through the recruitment process, you know that there are a few steps that will lead you to actually getting a job.

What is actually the recruitment process?

A recruitment process is an important part of human resource management (HRM) that isn’t done without proper strategic planning. Although every organization or company has a goal to find the perfect person for the job, they can have a different approach to this process. Every organization and company is different, so what works well for one company may not work well for other. That’s why every hiring process is different and the person whose job is to find the best candidate has to be insightful.

One of the biggest prejudices about this job is that you have to just submit a position to online job posting boards and waiting for the applications to roll in. Not every A-level candidate is actively looking for a job, so recruiter should also approach people who already have a job. Further, they have to identify, recruit, interview, hire, and retain the best candidates available in the marketplace. So, let’s dig deeper into the recruitment process. This steps will help you understand why you have to go through all these interview and tests when applying for a job.

Step 1: Clear job description

Whether somebody just left a job and a company needs a replacement, or they want to open a new job position, a recruiter has to know what the company really needs from a candidate. That means that a recruiter has to prepare the complete job description that includes both hard skills and soft skills. Nevertheless, they can’t just copy the description that was made before the last employee left. IT recruitment agency has to update it and put all responsibilities needed for the job. A clear job description will enable candidates to understand what is required of them and motivate them to apply.

Step 2: Planning the process

Once a recruiter is done with identifying the hiring needs, they plan the process - how many people will they call, which communication channels will be used, how will they approach to people, etc. Preparation is the key to success and it will make recruitment much easier. The plan will save both IT recruitment agencies and candidates time.

Step 3: Hunting for potential candidates

Companies usually share a job application on all social media platforms they have and advertise it, but they shouldn’t wait for candidates to approach them. Sure, maybe the perfect candidate will apply, but the recruiter has to “hunt” for high-level A-players by using other channels. Perfect candidates aren’t going to rain down from the sky, so companies should try to find them on LinkedIn, social media groups, or even ask someone for a recommendation. As you can see, there is a reason why people call recruiters “headhunters”.

Step 4: Recruiting the best candidates

It’s time to identify and recruit candidates that match a company’s needs the best! Good candidates should quickly and clearly highlight if a recruiter follows the job description. However, companies should sell the story about the company and convince candidates that this job is a great opportunity for them. Top IT professionals are not interested only in the job, but the company itself. The company culture could be the turning point for them. However, recruiters should inform all applicants about the status of the application, whether they got to the next step or not.  

Step 5: Testing

For some companies, the next stage is to send a test to top candidates and see if they were telling a truth in a resume. For others, the next step is an interview. A test can help companies find A-level candidates and see if they are able to get the job done well and fast. Usually, you have a limited time to finish the test, but this is the opportunity for you to see what you know, and what skills you should develop. After testing, companies will have a much shorter list of candidates that will get to the next stage of the recruitment process - the interview.  

Step 6: Face-to-face interview

When it comes to the interview, it’s important for both recruiter and candidate to be prepared. This is a moment when companies should find out more about the applicant’s background, skills, and even personality to see if they fit with your company’s culture. Recruiters should make a list of information they need in order to make the interview session much more structured. However, this is not a one-way conversation because A-level candidates want more than just a job. They want to find out more about the company, so the recruiter job is to sell a story, tell them about benefits they’ll get if they start working for them. Nevertheless, if the interview last too long, top candidates can lose interest in the company. A candidate may be interviewing with more than one organization, so the recruiter has to inform them where they are in the process and what to expect in the near term.

Step 7: Offering employment to the best candidate

Hiring the wrong person can be extremely costly, so recruiters have to double check all references and other information they have about the chosen candidate. The offer stage is one of the most delicate stages of the recruiting process and IT recruitment companies should never take for granted that a candidate is going to accept an offer. However, if they’ve done all of the proper work beforehand, everything should go well. Sometimes, they will have to extend the offer, so if they are sure that they’ve found the right person for the job, the company should satisfy the candidate’s expectations.

Step 8: Hiring proposal

In the best case, the candidate will accept an offer and take a job. However, they may reject it so IT staffing agency will have to offer a job to the next candidate on the list. Once they find the candidate that is satisfied with the salary, start date, and other terms and conditions of employment that are based on the agreement between the company and the candidate, they can sign the papers.

Step 9: Onboarding of the candidate

Once a candidate does accept the offer of employment, and the official hiring is done, HR department should prepare the onboarding process that includes a welcome session, shadowing for a period of time, and a follow-up. The chosen candidate should feel wanted before they officially join the organization, and HR should also check them from time to time in order to see if they are satisfied with the job, company and team members. Remember, the goal of every company is to retain this employee.

Ready, steady, go!

The recruitment process is an opportunity for you to see what you know and what skills you have to improve, so don’t be disappointed if something goes wrong. It’s important to look at every job opportunity like it’s the only one - you have to adapt a resume and motivation letter to the particular company. You can see what they need from a job application and their website so you can underline the skills and experience they need in your resume. These steps will help you understand how IT staffing agencies work and prepare you for the next step, but remember that every company is different. Going through a recruitment process over and over again can be stressful and exhausting, so make sure that you’ve done all of the proper work beforehand. Maybe the next job offer is perfect for you, so good luck!

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Build an Online Presence and Make Connections as a Junior Developer: How to Start?

So many established developers are already getting people’s attention online, so why should you even try to get out there? Well, because you can and because it will help you in so many ways. For example, you will rank better on Google, so when potential clients search your name, they will find your work quickly. Next, you will get noticed! Having a discussion with other professionals can help you learn and find a job opportunity that’s the best for you. That’s why having a blog and online portfolio is essential in IT world.

Moreover, an online presence is a must-have thing for a developer because you’re building your personal brand. So, let’s start branding!

Why and how to start blogging?

Blogging is freeing experience - you can use it as a way to show your personality and interests outside of code. Still, coding is the priority, so you should start writing about programming even though you’re not an expert. Write about your learning process, what did you try and what had worked the best for you. You know some useful websites or tools? Write about it! Go outside your comfort zone and start typing.

Creating a blog is simple and it doesn’t have to be flashy or expensive - you can use a Wordpress blog with a free theme, or you can write on platforms such as Medium or Jekyll. As this may be your first blog, the important thing is not to overthink. Just write about topics that inspire you, because the most crucial thing is that IT recruitment agencies and like-minded people can actually find you online, see what you’re about and contact you if needed.

Another goal is to document your learnings that will be useful for both you and your audience. Don’t try to sound too smart and to share advice about topics you’re not familiar with. You’re just starting your developer career, so don’t act like you know everything.

Further, a blog will help you connect with people and discuss things that are trending in the industry. So, when you use new technologies, you will have someone to ask for help or advice. This may be the most awesome benefit of blogging - connecting with strangers you have something in common. Let’s be honest, you can’t talk about coding with everyone, so chatting with these people may be relaxing for you.

The blog is your voice

There are few things you should consider before starting a blog. Firstly, pick a blog name carefully. This is something you can’t just change. A blog name should set the tone of your blog, and tell people what you’re actually writing about. This also refers to your web address. Secondly, you have to think about the visual identity of your blog. Determine your blog’s color palette and keep this identity on social media platforms, too.

You are creating your blog’s personality, so you have to think about details. When it comes to your writing style, you have to sound like a human while writing, so you have to inject a bit of your personality into your content. Standing out from others is not a simple task. Your style and authenticity are the things that will attract people, so they will keep coming to see what’s new on your blog.

It’s important to stay consistent to your blog voice and to post regularly.

Choose the most respectful form of yourself and your passions because it’s hard to remove and forget what’s done in the online world. People are judgemental, so don’t let them turn you into a crabby person. Think twice before you post, and keep it respectful.

The importance of tidy Github account

GitHub can help you show your best work in developers community, as long as you tidy up your account regularly. You can highlight your most elegant code and projects you’re proud of but you can also learn from other developers.

Moreover, this is the best way to present yourself to IT recruitment companies. You may have a number of skills written in your CV, but recruiter can check on GitHub if you’re lying about it. Your code will tell them more about your work then your CV. That’s why you have to make sure that your account is not messy and half-finished.

Update account regularly and delete projects that you don’t have the intention to finish.

Here is a piece of advice - update account regularly and delete projects that you don’t have the intention to finish. Push code for both big and small projects. Don’t underestimate small projects because they can show that you have initiative and passion to develop in the field. Your account should present you as a compelling candidate, so don’t let IT staffing agency reject you before even hear from you.

Make a portfolio website

Are you credible to write about coding? You have to give people evidence of your accomplishments so they can believe you.  Give them first-hand evidence - pictures, links, references, publications, etc. A list of your skills is simply not enough. You have to organize and update your portfolio, add insights into the technologies you’ve learned and into the problems you’ve solved. Moreover, you can add your blog to your portfolio, so people will see how passionate you are about coding.  

[caption id="attachment_319" align="alignleft" width="602"] Credits: https://dzonint.github.io[/caption]   Everyone should make a portfolio, especially front-end developers and UX designers. If you’re one of them, established websites such as dribbble or Behance can help you get inspired and heard by other professionals.

Branding on social media

You may not be much of a social media person, but you have to make an effort to present yourself at your best. LinkedIn is a must-have in developers world, but Twitter will also help you build an online presence.

[caption id="attachment_322" align="alignleft" width="200"] instagram.com/wibibibiii[/caption]

A recruitment agency that has a perfect job for you may find you on LinkedIn, while on Twitter you can connect and actually discuss some topic with most prestigious CEOs. Both social media platforms can help you stay up to date and see what’s trending in the industry. You can even find out some interesting events and meetups that will help you connect with people in person (Meetup is also a great place to find events for developers in your area).

However, you have to watch out for mistakes! Your posts can see everyone, so make sure that you’re decent, kind, but also interesting and unique. Photos of your meal or inappropriate jokes are a no-no in the professional world. You are branding yourself, so you have to give people some kind of value. There is a thin line between being cool and unprofessional. As you can see, you have a choice, so try to present yourself as an intelligent, ambitious team player. Remember, your reputation is important, so don’t let an inappropriate post damages it.  

Expand your audience

It takes time to brand yourself, so you probably won’t have many visitors on the blog at first. Remember, you’re doing it for yourself, so if you’re consistent and devoted to your work, people will keep coming.

Start small - share your post with your friends and colleagues. Ask them for feedback, so you can improve your content. After that, you can share your posts on forums or even websites such as Reddit or Hacker News. Nevertheless, once you establish yourself as a blogger, you may have to deal with criticism. Don’t let this kill your enthusiasm for writing and remember your goals in these situations - you want to learn more by writing, to connect with like-minded people and boost your online presence. Also, social media platforms can also help you boost your blog traffic and expand your audience. Make sure that your content is catchy, so people will like, share and comment your posts.

Your passion is your gift

Yes, having passion and experience is the best combination, but you’ll get there. Passionate people learn quickly, enjoy their work and don’t give up after the first obstacle. Don’t underestimate an online presence because it can help you connect with many professionals and IT recruiters that will help you boost your career and establish yourself as a credible developer. Stay consistent, get up and code!

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What is Pay per Stay?

Switching jobs or looking for people to join your team takes a significant amount time and even more dedication. The entire hiring process implies a lot of searching and questioning on each end, but it also brings a certain feeling of accomplishment once this difficult task is successfully fulfilled. Our job is to be that link between talents and those who are looking for an opportunity to meet them and invite them to make their team even more exceptional and productive. Knowing we’ve done something good and contributed in someone’s career is what keeps us wanting to improve our ways. And we’re managing to grow by constantly finding solutions for problems our clients and candidates frequently come across. One of the ideas we came up with to make hiring easier and accessible for a variety of companies is called Pay per Stay method, and it’s actually very simple and efficient.

The Rubik’s cube

Each business owner is faced with numerous challenges and often with difficult decision making. The responsibility for maintaining each part of the company highly functional becomes a standard part of the daily routine. To put this simply, here’s what it is like for an entrepreneur: a coffee break followed by a full time contemplating and “what if”-ing section of the day.
Even though there are many amazing people with all the necessary skill sets, knowledge and all kinds of mojo any company would gladly welcome aboard, there are numerous small but inevitable factors one must have in mind when hiring.
Finding “the perfect match” is like trying to solve a Rubik’s cube – everything must fall right into place. Only in this case it’s a little less colorful and far more realistic. This Rubik’s cube is about structuring many elements, but these might pop up as the most important ones – the candidate must have certain tech skills required for the certain position, then there’s the part that’s often called “a culture fit” (and we’ll use this term until we come up with a more suitable one), and there is the always tricky question of a budget. Luckily, this is when our Pay per Stay method jumps in and saves the day. Or at least saves you from the notorious so called cash burnout syndrome. Before reviling the actual concept of this payment method let’s take a moment and explain what collaborating with us implies. Our number one priority is to collect all the relevant information about you and your company in order to reach out to the right crowd. Your first step would be to provide us with all the details about your current aspirations and future plans. And we’ll handle the rest – sourcing, screening and interviewing would be our preoccupations. Your next task is to check your inbox regularly and have a look at all the resumes we collected. It’s time for you to get introduced to experts interested in your projects and eager to hear more about what is it that you do.

The What Ifs

After carefully considering resumes and getting properly introduced to the candidates, you chose to hire someone. No matter how thoroughly we searched for suitable candidates, there is always a variety of potential scenarios, and unfortunately there’s always a slim chance something might not turn out as you planned. So, in case you decide that a person you hired does not entirely meet your expectations after all, you would need to do something about it. And that “something” is usually a code word for terminating the contact in majority of cases like this. What comes next? Well, our Pay per Stay method would surely cut your expenses if something like this happens.
And hopefully it will also cut your stress level in half.
The agreement we would offer you consists in dividing your payments for our services into 12 equal monthly fees. Think of it as a sort of insurance that if things go wrong you won’t be losing both – the new employee and the capital you invested in this whole hiring process.

The honest model

If we’re all down on our luck and your collaboration with the employee we introduced you to breaks for whatever reason, we would immediately stop charging you. The next step is entirely your choice – we could look further and find someone to take the first candidate’s place. We would appreciate any feedback from you and it would be more than helpful if you provided us with as many details about what went wrong as possible.  This way we can have all the pieces of this hiring puzzle together while looking for a new member to join your team. If you go for this option and let us keep searching for the person that will fit perfectly into your team, the payment method would remain the same. But the very good news for you is that we wouldn’t start charging you from the very beginning once you hire one of our candidates again. For example, if the first candidate you’ve decided to hire leaves after two months and after a while a new one comes along and you choose to welcome him to your team, we would send out our monthly fees as from the third month. All kinds of expenses on your end would just be paused for a while so that you can retain the necessary resources until we find a definitive match.
This brief introduction is meant to show a little bit of what we stand for.
Pay per Stay method of charging was created with the idea to encourage those who are in charge of smaller teams with the tendency to grow and those who are looking for a way to start their own business. What triggered this idea is the fact we are also a small group of people gathered around a goal to do something big that would hopefully have a positive impact on everyone we work with. Feel free to get touch with us. We would love to hear from you and get to know you. And we’ll gladly tell you more about our approach and our ways of making hiring easier and cost effective.
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I researched Applicant Tracking Systems (So you don’t have to)

Are you having hard time handling your talent pool and worried with upcoming GDPR? Then you probably tried to figure out which ATS would suit your needs. ATS stands for applicant tracking system and the idea behind this software is to automate company’s recruiting and staffing efforts, but also to manage candidate’s data. Handy little thing. The bad news for HR and PeopOps teams is there is a bunch of them (more than 300 in the market at the moment to be exact). Our team tends to move fast so we can keep our average time per hire at 2 weeks. From the moment we receive the job description to the moment a stressed manager starts thanking us, we only think about tracking our time and productivity. Staffing agencies use CRM’s and we couldn’t afford the whole team to do the research. The decision was I should do it. I’ve found an article named The top 100 ATS in 2018 . Oh, the excitement. 
 

I wanted to learn which ATS are the biggest sharks out there using.

Well, none of them. Google developed their own ATS product called Hire. The bad news is that this software is available only for companies that use G Suite and are based in US.  Facebook also developed CRM for their needs. This might not be the best solution for every company cause it takes up a lot of planning and resources if you want those cool features like video interviewing or employee referrals. We developed CRM for our needs and it’s far from perfect. It’s also far from cheap and we don’t even have “the cool features”. The truth is, most of the applicant tracking systems are built for small to mid sized businesses. Large organizations usually need more custom features and I figured Breezy has that option. Also comes with a “custom” price.

What happened when I used the ATS

I researched a bunch of them, but decided to write an overall review for just a few of the most popular ones. The most common elements are: career sites, applicant tracking, advanced search options, interviewing tools and analytics. 1. recruitee has career sites with customized application forms, you can even customize hiring workflow for each position. They also have this drag & drop option, which gives the user a nice kanban/trello feeling. Apart from the great UX, it offers a nice set of features for recruiting teams and integration with Slack. They listed pricing, so go check it out. 2. Workable says they are the most popular ATS, yet no pricing. The workflow is quite much the same as previous, it starts with a career site where applicants apply. Once they appear in your pipeline, each candidate will have their own profile. Workable has built in sourcing tool, based on booolean queries. Mobile apps available. 3. SmartRecruiters looks like pobresito comparing to the previous two. You'll find four tabs and for each job you'll have well drew up charts and data about the position. What I hated is how many pages I had to read to figure out what features this ATS has. KISS. 4. Zoho AKA the free one. There are actually two types, one for HR teams and one for staffing agencies. The free package for staffing agencies comes with Candidate Management, Career Website, Client & Contact Management, Email Management, Interview Scheduling and Job Posting Management. It is cloud based, offers integrations with social media, API or email, but it is provided only in Enterprise model. CV parsing also comes with few bugs. Much like others, you can customize ATS to your needs, migrate data etc. Does the trick for small recruitment teams. Bonus warning for recruiters: I noticed there are bunch of these charts, tracking your efforts. There are companies that are not able to meet their hiring needs due to different reasons. Seeing these charts might just motivate you to pursue your dream of being a farmer. I am kidding you not, I'm not even a recruiter and these things seem mean. (under pressure playing in background)

What to focus on when choosing an ATS

Social Media Sourcing

Copy/pasting a job offer to social media, and then adding a pic can be a drag. But, we’ve been used to doing it manually, and it gave results. What we’ve discovered is there are ATSs that allow you to connect your official LinkedIn, Facebook and Twitter page to it, and to post your job opening through it. Due to instagram’s policies, we all still dwell in sort of a limbo where we have to manually post. However, three out of four doesn’t sound at all bad. Good example of this is zoho. It may not be included in a free pricing plan, but at the end of the day, the level of optimization is completely up to you, and ATS is there to help you optimize your process.

Posting to External Job Sites

This one is a no brainer. It is necessary for acquiring applicants, and possibly the applicant who will be just perfect for the job opening. Luckily enough, most ATS’s we’ve looked at have this option. This option adds an additional dimension of security and creates more confidence in applicants that you are offering a stable and reliable work. Zoho has a basic function for this in it’s free pricing plan, and recruitee and workable offer this option.

Compliance with local laws

Four letter everyone should pay attention to are GDPR. Fortunately, all ATSs we’ve reviewed disclose where data is stored, and how it is protected. A good example of ATS disclosing this information is recruitee. You might also want to research if and how taxes are applicable.

Mobile Capabilities

If you’re a small agency owner, and you’re on your feet most of your time, it’s very important, as it is to me, to be able to access and see where in the selection process the applicants are, on the move. Workable and SmartRecruiters both have apps that will provide you with necessary insight to see how your candidate is doing in the selection process.

What I learned losing my mind over this ATS madness 

1. It’s an absolute must have if you have a lot of applicants asking for internship opportunities; 2. It can improve candidate experience, you’ll send feedback right on time; 3. Most of this softwares rely on a “post and pray” strategy. Reality is that in IT recruiting - the best talent out there are passive candidates and won’t apply through your career page. You would have to add their info manually or ask them to fill in data. 4. … which also reminded me that if there is a fill out form with more than 3 questions, Seniors just ain’t gonna do it if they are not really into the position; 5. Some of them are really pricey and you will probably have to talk your CEO/CTO/CFO into it; 6. Design sells; 7. It really depends on the size and needs of the organization;

What are your experiences? Hit the comments.

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Working remotely – knowledge sharing

Omnes organizuje svoj prvi meetup u Starit centru u Novom Sadu, 06. decembra u 18č. Namenjen svima koji se nose idejom o započinjanju rada u remote timu, ali i onima koji su već članovi remote timova. Da li ste se ikada zapitali kako je raditi od kuće, kao nezavisni kontraktor ili kako da ispregovarate bolje uslove u takvim radnom okruženju? Ukoliko želite da saznate više o alatima koji poboljšavaju produktivnost u remote timovima i da čujete iskustva ljudi koji rade ili su radili remote, pridružite nam se na prvom meetupu koji organizujemo u Novom Sadu. Meetup namenjen svima koji se nose idejom o započinjanju rada u remote timu, ali i onima koji su već članovi remote timova. Razmena iskustava u svrhu obaveštenosti o dobrim i lošim stranama rada na daljinu, u timu sa ljudima koje poznajemo često isključivo preko ekrana. Meetup će se održati u Startit Centar Novi Sad, 6. decembra sa početkom u 18č.  

Badcop

Aleksandar Stojanović, ili Mačka, će biti loš pajkan i malo će vam utuliti želju da radite remote. Ovaj vođa beše-nekad-remote-tima, koji broji 16+ članova, pričaće vam o razlozima zašto je remote nezahvalan, i gde možete da očekujete na zastoje.  

Goodcop

Milan Ivanović je naš dobar pajkan. Jedan od osnivača WordPress zajednice Srbije, i zaljubljenik u fotografiju. Pričaće o produktivnosti pojedinca u radu u remote timu, kao i o alatima za postizanje optimalnog rada u remote timovima.   Prijave su obavezne, jer nam je broj mesta ograničen. Prijavite se OVDE.  Nakon što se prijavite, sve što treba da uradite je da se pojavite (ne brinite, podsetićemo vas). Nema kotizacija i sličnih formalnosti. Vidimo se!
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2 smart ways to elevate your career

Career is an important part of our lives, not just in context of earning money, but also when it comes to self-realization, confidence, overall satisfaction and our identity. If you wish to elevate your career, there are certain steps you could take and good changes you could make regardless of your industry or seniority.

Underpromise and overdeliver

If you’re excited and enthusiastic about your work, which, of course, is a great thing, it can happen that you exaggerate a bit or overestimate your capabilities at a given time. It doesn’t have to be anything drastic, but if you create expectations you cannot deliver on, you can get in trouble and send a negative message instead. For instance, if you have a project to finish, and you think you will need around a week, it’s always better to give yourself a bit more time when committing to a deadline. Extra day or two will be a great buffer (in case of unexpected situations or challenges), and it will also give you room to over-deliver and delight your coworkers and team leaders/managers. If you commit to finishing the project within a week and deliver as expected, the reaction wouldn’t be as positive as if you finished a bit earlier than expected. Of course, if you deliver even slightly after the deadline, you can’t expect the reaction to be positive at all. That’s why, in the end, being too enthusiastic and overestimating your capabilities can get you in trouble. Remember the three situations we listed, and imagine that you finished project in a week. In reality, it took you the same time, but depending on what you promised, the results would be drastically different. Set realistic expectations and try to over-deliver. It’s always better to show your enthusiasm through work (results), than to show it by words, and then fail to deliver on promises.

Stay up to date and have a learner’s mindset

We live in exciting times with a lot of constant innovation and new discoveries in every field, which is really amazing. On the other hand, it is also challenging, as we always need to adapt to the newest trends and keep up with innovation. If you think of your previous education, and go back a few years in time, the chances are that something you’ve learned back in the days is totally different today. Maybe there are other tools or ways of doing it, or maybe your job as such didn’t even exist at the time. Just think of how many people work with Social Media nowadays, and both Snapchat and Instagram were created less than 10 years ago, while Facebook saw the light of the day in 2004, became open for everyone in 2006 and needed a few year before it really took off. In our environment nowadays, the only constant thing is change. And that’s why you have to stay up to date. Try out new tools, new ways of doing things, new ways of thinking… Get as much knowledge (and contacts) at different seminars, webinars, conferences and events. And remember to have a learner’s mindset: be open to new things, be open to failing and learning from your fails and try to find and use every possibility for improvement. If you work hard and follow these 2 simple rules, we’re sure you can elevate your career and be happier and more satisfied both in professional and personal life.
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5 secrets to great management

Being a good manager is not an easy task. You have a lot thing to wrap your mind around, you have a lot of different aspects to think from… and you still need to make sure everyone is feeling good and happy, the work is being done and the company is growing. There is no secret recipe that will help you become a perfect manager over night, but there are some tips that can help you a lot, especially if you’re in the beginning of your career as a leader. It all comes down to trial and error, being adaptive, communicating and always finding a good balance. Here are 5 secrets to great management!

Be both supportive and supported

It’s equally important that you are both supportive and supported. And somehow, during a busy work day or a hectic and stressful period we tend to forget this, especially the second one. Being supportive means that you need to be there for your team, and in a crisis you’re focusing on solutions for the problems, rather than finding who to blame. It means having a mindset where you keep challenging and supporting your colleagues so that they grow both professionally and personally. Being supported means that you also need some help (and it is totally ok). Being supported means passing on some of your activities like doing research, scheduling or attending certain meetings, training other staff members, hiring… and also having a network you can rely on. You cannot be a lone wolf and a good leader at the same time.

Don’t be negative, but be realistic

It is crucial not to have a negative, blaming mindset and perspectives when it comes to work. You should be focused on solutions, rather than blaming someone. Having said that, you also need to be very realistic, set clear goals and KPIs. Even when it comes to firing people, when it’s necessary, you can keep your focus on still be positive while doing the right thing by letting them go.

Good leadership is a good communication

Good communication is one of the most important things for a healthy organisation. You have to make sure that all the information is communicated well, you have to make sure that all that is communicated is understood and you have to also think about communication channels - how can they be improved?

Track, document, evaluate and always be innovative

A lot of managers, and a lot of good managers, often go with the guts. This is sometimes necessary and can be a good quality, but it is also not (always) an ideal solution. Sometimes, your gut feeling can be completely off and it can lead to taking bad decisions. That’s why it is crucial to track and document everything. After it’s documented, you should evaluate, even when, for instance, a project is well done, you should evaluate. Could it be even better? And where is the space for improvement? Try to think out of the box and be as innovative as possible, questioning everything and always trying to find better solutions.

Be adaptive

As a manager, you will need to have to adapt to different challenges in a timely manner. That’s why you need to have an open mind and be as flexible as possible. You will need to adapt the way you communicate with each of your staff members and colleagues. You will need to adapt the way you and your team do the things to the different challenges and daily changes that can occur. A good management is a lot like a dance, you constantly need to find a good rhythm.
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