Recruiting services

Yello can help your small business find the right candidates, organize the recruitment process and maintain a streamlined workflow. The firm’s apps can also guide you through pre-interview assessments and video interviews themselves – and it’ll keep on top of your communication with potential recruits.

Checkout how recruiting services can assist you from NCSA

Recruiting services for high school athletes

Are you looking to be recruited to play sports for a college team? Do you believe that you have what it takes to be amongst the top 5% who do or, even more impressively, amongst the 1% who play in a NCAA Division I sport? Many who are in the same situation as you utilize athletic recruiting services. What are recruiting services? College recruiting services provide things such as assistance and invitations into network of athletes and coaches for those who are looking to gain valuable spots on college rosters.

The primary benefit of going into the college recruiting process with assistance is being able to feel much more confident about it. Understanding exactly what the process is like on both sides of the spectrum helps both players and coaches find the best fits possible. Athletes learn how to talk to coaches, how to present their best selves. Many sports recruiting services also provide extensive networks of athletes and coaches to help both sides find the best fits possible.

Note that several college recruiting services aid those looking to navigate this process. Although they are all similar in that they look to help you find a good match, how they go about doing so can vary significantly. For example, some focus on helping participants in a single sport. Conversely, other recruiting services provide assistance for athletes in every college sport.

Regardless of which recruiting services you are considering, put time into researching them. This decision is an important one as the college recruiting experience can be complicated at times. You want a college recruiting service that helps you during this time in your life, not hinders you.

Zoho Recruit

Reasons to buy

Reasons to avoid

Zoho Recruit (opens in new tab) is one of the world’s most popular ATS systems, and it has an impressive range of features in three products – one for companies, another for recruitment agencies, and a third designed for people who want to hire temporary staff.

Corporate customers can use Zoho to post vacancies to hundreds of job boards, and the system uses AI to find and rank candidates based on specific traits and requirements. You can establish employee referral portals, run background screening, and ask candidates to complete assessments.

Zoho also has great candidate tracking and analysis options alongside rock-solid customization and branding tools. Elsewhere, recruitment agencies can access powerful client portals, and people on the hunt for temporary staff can deploy robust scheduling and timesheet tools.

It’s got plenty of excellent features for all kinds of recruitment situations, though, and the firm has transparent pricing and the ability to sync with the rest of Zoho’s products. It’s an excellent service.


Reasons to buy

Reasons to avoid

Freshteam (opens in new tab) has one of the most impressive feature sets of any dedicated recruitment product. It serves up one-click job posting to hundreds of job boards, and your entire recruiting workflow can be customized. You can select job boards, manage your social profiles and accept employee referrals, and the product also has more than 100 job description templates (opens in new tab) .

This service has plenty of automation options alongside loads of data points that can be used for analysis, and recruiters can build talent archives, use pre-written responses, and integrate Freshteam with email apps (opens in new tab) .

Elsewhere, Freshteam deploys pre-assessment tests, Skype and Google Hangout integrations, Android and iOS apps, and a full suite of onboarding features. Freshteam also works with the wider Freshworks (opens in new tab) family of HR products, and there’s a generous free version of the product available.

Recruiting and Staffing

Recruiting and staffing are two terms that are often used interchangeably, but there is actually a difference between the two. Recruiting refers to the process of identifying and attracting potential candidates for a vacancy. This can be done through online job postings, employee referrals, or recruiting agencies. Once a pool of candidates has been identified, the next step is to screen them to see if they meet the necessary qualifications. Staffing, on the other hand, is the process of selecting the best candidate from the pool of candidates and placing them in the vacancy. This selection is based on factors such as skills, experience, and personality. In some cases, staffing can also involve training or development to help the new hire adjust to their new role. Ultimately, both recruiting and staffing are important components of the human resources process.

Facebook can be a powerful recruiting tool because it allows you to target potential candidates with specific job postings and recruitment campaigns. You can also use Facebook to connect with passive candidates who may not be actively searching for a new job, but could be interested in your company – with the caveat that some people view their Facebook pages as strictly private and personal. Additionally, some people use Facebook to screen candidates and check references, but this practice can be frowned upon from an HR and compliance standpoint. Finally, recruiting with Facebook is cost-effective because it is a free platform that can reach a large number of people quickly. Overall, recruiting with Facebook and other social networks can be an effective way to connect with potential candidates, screen applicants, and save time and money.

Recruiting for Diversity

There are a number of reasons why recruiting for diversity is important. Firstly, diversity brings different perspectives and experiences to the workplace which can lead to improved creativity, innovation, and a more varied skill set. Secondly, a diverse workforce helps to reflect the demographics of the customer base, which can lead to improved customer satisfaction. Finally, recruiting for diversity helps to create a culture of inclusion and respect, which can improve employee morale and retention rates. In short, recruiting for diversity is important for a number of reasons and is a strategic priority for many modern talent acquisition departments.

Recruiters are responsible for putting candidates and employers together. They are experts at both finding and identifying talent . Corporate Recruiters are responsible for delivering talented employees to their companies, while Agency Recruiters find qualified applicants for their clients.

Recruiters function as official talent search agents for corporations and other organizations where there is a need to fill jobs. Although their job functions remain largely the same across the board, recruiters fall into a few different categories:

Typically, internal (in-house) recruiters are the most commonly utilized type since they are solely employed by the organization seeking recruits, and understand the culture and goals of that particular organization. Third-party recruiters are employed by an external talent agency and work for numerous clients at once. Executive recruiters are specialized in identifying and pursuing candidates for senior management and other high-level positions.

The human resources department usually houses the organizational internal-recruitment branch and recruiters may also serve other HR roles, in addition to recruitment responsibilities. They are generally permanent employees, though may be hired on a temporary basis as independent contractors. The main function of an internal recruiter is to survey a specified talent pool and job boards to actively pursue qualifying candidates meeting certain company-defined criteria.

Third-party recruiters, commonly employed by employment agencies and search firms, work only as representatives of their clients and act as talent scouts and as the point of contact between clients and potential candidates. Third-party recruiters almost always specialize in maintaining professional networks and finding talent, lacking the additional responsibilities of their in-house counterparts. Each client specifies the required criteria for a position and the third-party recruiter filters applicants based on these specifications.

Executive recruiters (i.e. executive search) tend to be specialized in niches and focus on specific industries or employee types. They ordinarily work for recruiting firms that further specialize in a certain geographical area or market. Executive recruiters function much like other non-executive recruiters but concentrate on recruiting senior executives, medical or technological specialists, or sales professionals.

Another type of recruiter that should be mentioned is a staffing firm, which not only helps find talent for their clients but they also help job seekers find job opportunities that are the perfect fit for their particular skill set.