Rchilliparser

RChilli, with its scalable solution, is committed to be World’s No. 1 Resume Parsing and Analysis Company.

Rchilli Contribution To ATS

Are you losing sleep over your recruiting efforts?

We can help you. Let us know what you need to focus on to make sure you hire the best talent by choosing one or more from these options.

1. Proactively sourcing and pipelining the best passive candidates from ATS.

2. Re-discover your ATS’s Candidate experience with Social Profile Search.

3. An efficient resume handling in ATS with powerful Parser at the core.

5. Semantic enables quick search-match to get the best talent first and fast from ATS.

6. In the end, Re-define the job application process and take clicks to minimal in ATS.

Isn’t it amazing. Your Organization becomes delighted in using your ATS; the favorite place for both employers and job seekers. And that would keep up in the race of HR Software.

Enough said already. Let’s discuss, how we can upgrade your ATS to the next-generation. Call here.

 

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Unique Features of ATS

 

Let’s face it: 52% of US employers still struggling to hire staff.

Applicant Tracking Systems are the rule rather than the privilege anymore. You might want to know why some ATSs are successful and why a lot of them struggles to gain traction. In this email, we’ll try to cover some hit-tactics that made ATS shoot up their revenues. Find them below:

1) 77% of job seekers use smartphones to find jobs, If your current applicant tracking system does not support smartphone and mobile access, then you are ignoring a key recruitment channel.

2) 50% of US employees are telecommuting, If your ATS is not cloud-enabled, but you currently have or could avail from a mobile recruiting team, then it would be a great time to enhance to cloud-enabled the software.

3) 38% of companies don’t even report on recruitment, It is time to consider updating to a new applicant tracking system as most advanced systems come with powerful reporting capabilities and certain recruitment metrics which will save you significant time and give the recruiting department greater visibility.

4) 55% of Recruiters have reconsidered a candidate based on their social media profile.

5) And the last but the most effective, get specific and targeted. Discover your niche.

Do you agree, with all the above? Will it make any difference in, how you run your ATS? Would love to hear. Please hit reply and let your suggestions amuse us. Looking Forward.

 

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Thousand Plus Automated Businesses

It seems like you still haven’t made the decision to join over 1000 plus automated recruitment businesses in Staffing Industry. We want you to expand and enhance your existing process with the latest Recruitment Automation workflows from RChilli; you can do so without having to worry about the associated cost.

Let me make it really easy for you!:) TRIPLE YOUR REACH NOW!

Our CLOUD HOSTED API Service for only $199 USD.

The Cloud Hosted Plan is perfect for growing businesses and includes 3000 Resumes for only $199 per month; Billed Yearly.

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Recruiters’ Mistakes

Recruiters' MistakesRecruitment is a big business for HR and Recruiting industry. Most Recruiters struggle to recruit the right people. The vast majority of recruiters spend their valuable time meeting many candidates for their open positions.They are just seeking to keep up with the best Talent. Recruiting in a competitive marketplace is never running to be simple but it can far less irritating than it currently is. Sometimes some recruiters play few tricks as well as do common mistakes, just to make a good impression.

There are plenty of mistakes a recruiter do. Seldom these mistakes are tough to recognize and even harder to learn to avoid.

Mistake 1: Recruiters make the mistake when advertising open positions

The key to writing good ads is to grab the candidates’ attention, but sometimes job ad may not work well. Now the question arises Why?And where are you lacking?

Either on Job Title: This is the first thing people see and has to hook them straight away. If your job title is not too much catchy, It means you don’t get noticed; you’ve wasted your time and money.
So job title should be eye-catching.

Or on Designing Part: Good designs will not grab attention only, but can help to sell the job as well. Each Job Descriptions’ layout should engage with a theme that’s relevant to the position. The details of the job should relate to a story. So that candidates are fun to read.

Mistake 2: Recruiters make mistakes at career event                                                              

Career events are the effective way to meet different people and for recruiters it is best to meet candidates. As a recruiter, you might think that you have an advantage at such events to find the best talent. But some Recruiters getting off on the wrong foot at a career event. Again, the question arises Why?

1. Leaving Early: Sometimes career events can be long and exhausting. However, there are many attendees who left earlier it doesn’t mean it’s time to pack up and go. You never know when candidates see your empty booth before closing time.

2. No Marketing in Advance: Before the career fair, Advertising will help you to attract candidates. While event organizers will do some advance marketing, do some of your own as well. Use Social Marketing, send emails and advertise in the fair’s program.

Mistake 3: Recruiters make the mistake to choose HR System

Selecting the best HR software for your organization is an important business decision, but Recruiters make mistakes when choosing an HR System. It may be:

1. Misunderstanding the benefits of automation: Every Recruiter wants to know what the “next big thing” in Recruitment is. Every Recruiter wants to save time and efforts. Automation just like ATS will not only help you to save your time and efforts but also keep you up to date with technology wise. However, if you don’t improve your current processes and ways, automating your system won’t deliver the full return on investment that you’re hoping for.

2. Not checking the competition:
You might learn more by looking at other companies’ tools, can use online keyword tools and You can also take the advice from your enablers for the position you’re seeking to fill.

These mistakes can easily be avoided by staying abreast with the latest trends and technology. One must always be willing to experiment and find ways to add value in hiring processes. Rest, we’re looking for your contributions in the comment section below. Please add generously.

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