Page 43 - MidJersey Business - May 2014

cally yield stronger quality candidates. Leverage your existing

staf and have them share open job opportunities online across

their social media networks to gain visibility among the people
they already know, but who may not be aware of your brand.

We know that candidates spend a lot of time on
Go online.
social media, so tap into this and create a presence on sites like
Facebook, LinkedIn, Google+, and other niche social media

environments. By leveraging the power of social communities,
organizations can eiciently improve recruitment stats and

develop their employment brand.

To get an
Connect with candidates early in the pipeline. edge over the larger companies, small businesses should look to

establish relationships with passive candidates—those who may
not be ready yet to apply for a job, but are interested in the company

overall and may be interested in job opportunities in the future.
The best way to do just that is through a robust Candidate Rela-

tionship Management (CRM) tool that allows candidates to easily

submit their contact information and career interests through a
branded section of the company’s career site. Once a candidate’s in-

formation is within the CRM system, HR professionals and hiring
managers can stay in constant contact with the candidate through

automated emails that share company news, job openings, recruit-
ment events, and more. This is a great way for small companies to

be top of mind when the candidate is no longer passive, but actively
ready to make a move and apply for a role at the company.

Once candidates begin

Make the most of interviews. to apply for open positions, it is time to screen each applicant. HELPING YOU GROW YOUR BUSINESS
Screening is time consuming, whether it is face-to-face or over
– IN THE RIGHT DIRECTION –

the phone; between scheduling a meeting, hosting the interview, IS OUR BUSINESS!
and sharing feedback with managers, the process can be lengthy

and expensive. To save time and money, small businesses should
WE LOOK AT YOUR BUSINESS FROM YOUR POINT OF VIEW.
look into implementing video technology within their screening
process. With easy-to-use video technology in place, recruiters WE WANT TO KNOW WHERE YOU WANT TO BE.
WE PROVIDE THE STRATEGIES TO HELP YOU GET THERE.
can give candidates the opportunity to record a short video that
becomes part of his or her online candidate ile. Small businesses Excellence, integrity, innovation and personalized service
has been our foundation for over 80 years.
gain the distinct advantage of virtually reviewing candidates prior
to phone screens and onsite interviews, while candidates have the
■ Auditing & Accounting Services 1670 Whitehorse Hamilton Sq. Rd.
lexibility to upload or record a short personal video showcasing ■ Tax Planning & Advisory Services Hamilton, NJ 08690
why they are ideally suited for the position they are applying for.
(609) 890-9189
■ Computer Consulting
John W. Lutz, CPA Partner
■ Litigation Support Services
jlutz@klatzkin.com
Talent acquisition SaaS solutions like those detailed above can Personal Financial Management
■ 680 Middletown Blvd.
get more candidates in the pipeline and better qualify them once ■ Estate Planning
Langhorne, PA 19047
they are engaged in the hiring process. If you are challenged by ■ Business Consulting
(215) 752-4242
Laura Weber-Carnevale, CPA Partner
the ultra-competitive recruiting and hiring environment, explore lweber@klatzkin.com
how powerful, cloud-based HR technologies can enable you to

vie for big talent—even if your business is small.

Susan Vitale is the chief marketing oficer for iCMS, a leading provider of innovative Software-as-a-Service

(SaaS) talent acquisition solutions. She works closely with linking iCIMS’ business vision to the product
roadmap to ultimately help bring valuable new functionality to market through iCIMS’ Talent Platform. For

more information, visit icims.com.

may 2014 41