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RightFit Joins ADP Marketplace to Offer Search Visualization to Help Companies Increase Hires From Their Applicant Tracking System

Published October 23rd, 2015 by Unknown

RightFit Joins ADP Marketplace to Offer Search Visualization to Help Companies Increase Hires From Their Applicant Tracking System

Application available on marketplace.adp.com beginning September 2015

RightFit, a Comrise company, today announced the availability of its search visualization app RightView for download on the ADP® Marketplace. RightView is a tool that helps companies source more hires from their Applicant Tracking System (ATS).

RightFit joins an ever-growing lineup of critical HCM and business applications that enable employers to optimize decision-making by seamlessly integrating applicant data through secure ADP application programming interfaces (APIs).

“On behalf of RightFit, we are thrilled to join the ADP Marketplace and provide ADP customers the ability to further leverage the applicants and data in their ATS using RightView.” said Rob Bigini, VP of Product and Operations at RightFit. “RightView’s interactive clusters are empowering talent acquisition and sourcing teams across the globe to gain insights about the types of applicants that exist within their ATS, and ultimately allows them to source more hires from the ATS.”

ADP Marketplace is a new cloud-based app store designed to help employers dynamically manage an ecosystem of enterprise applications from ADP and world-class partners. This enables companies of all sizes to extend the value of their workforce solutions seamlessly across their entire organizations via a secure, single-sign-on process.

“Companies entrust many service providers to support various aspects of their HR, recruiting, and business operations and we’re providing them an intuitive platform to alleviate the management complexities.” said Don Weinstein, Senior Vice President, Product Management, ADP. “Customers of ADP will only need to sign into one platform where they can access applicant data and integrate with other HCM applications, such as RightFit’s RightView product, through secure cloud infrastructure and utilize developer resources to enhance their existing HCM services.”

ADP Marketplace continues to add new HCM applications to meet the business community’s current and future needs. To learn more about ADP Marketplace, visit marketplace.adp.com.

 

About RightFit – A Comrise Company

Launched in 2014, RightFit is an HR technology startup, and entity of Comrise, Inc. – a global technology staffing firm with offices in the U.S., China, and Hong Kong. Our team of data scientists and engineers have built a patent-pending web app, known as RightView, which integrates with ATS’s via an API to optimize the search experience for talent acquisition teams, and provide a “global view” of the applicants and data stored within their ATS. To learn more, visit www.rightfit.it

RightFit Media Contact
Steven Grover
732-739-2330
Steven@rightfit.it

 

About ADP

Powerful technology plus a human touch. Companies of all types and sizes around the world rely on ADP’s cloud software and expert insights to help unlock the potential of their people.

HR. Talent. Benefits. Payroll. Compliance. Working together to build a better workforce. For more information, visit ADP.com.

The ADP logo, ADP and ADP Research Institute are registered trademarks of ADP, LLC. All other marks are the property of their respective owners. Copyright © 2015 ADP, LLC.

ADP Media Contact
Dick Wolfe
ADP
(973) 974-7034
dick.wolfe@adp.com

Video Interviewing, or Video Screening?

Published July 28th, 2015 by Unknown

Video Interviewing, or Video Screening?

Modern IT technology has made video interviewing an affordable and feasible option, and has largely been able to replace the high travel and accommodation costs of candidates who may ultimately end up giving poor interviews. However, what if we moved the video portion of the process to a step earlier? Two companies have developed solutions for effective video screening, making it possible to perform the rapid assessment and filtering of many candidates afforded by a phone screen — but with all of the face-to-face richness offered by video.

Wowzer

Wowzer founder and CEO Rodrigo Martinez set out to create a video screening technology because he felt that there was not enough interchange between recruiter and candidate during the initial screen and too much inefficiency in asking the same structured set of questions over and over. The set of questions and basic assessment given to a candidate tells the recruiter about a candidate’s basic skills, but not much about how the candidate fits into the culture of the hiring company — which often means much more when it comes to a new hire working out.

The technology actually allows the company to put their image forward and let the candidates respond at their own pace. The recruiter only has to perform the interview once, then the candidates submit their video responses asynchronously, thereby cutting down screening time by quite a bit, while also giving the hiring managers a much more solid feel of the candidates.

Interview4

The company Hire-Intelligence offers a system called Interview4, which has a similar concept to Wowzer. Their experience with video interviewing goes back to 1987, in response to what was becoming a costly situation of bringing in so many candidates to interview, only for them to be rejected almost immediately. Like Wowzer, it’s built around the idea of the structured, pre-recorded interview that candidates can respond to at their leisure.

At Comrise, our recruiters and clients use video interviews to speed up the hiring process and ensure high-caliber talent. But can video screening actually manage to displace the traditional phone screen, and is this new technology a boon for hiring managers? What do you think?

Related Articles:
1.Questions To Ask About The Company During Interview
2.Resume Tips- Knowing Your Audience

Resume Tips – Knowing Your Audience

Published June 19th, 2013 by Unknown

Resume Tips – Knowing Your Audience

It is very difficult to look through job sites on the web and not see a million tips on how to improve your resume. In discussions with the team here at Comrise, it seems to us that the best resume tips can be boiled down to one thing: Knowing Your Audience.

Consider that we live in a world of near-immediate gratification, with the immediacy of the internet doing nothing to help that. IT professionals probably know that better than most, as they will get calls from coworkers saying “E-MAIL IS DOWN, FIX IT FIX…oh, there it goes.” With that in mind, understand that most people reading resumes are going to decide whether to keep reading in the first half-page. Make sure that your best qualities come earlier on your resume than later.

Be Versatile

Because of this desire for immediacy, another tip for your resume involves being versatile. It would be nice to be able to just made one resume and just send it out for all to see, but as we noted just now, you probably don’t have that luxury. Indeed, if you have a lot of varied experience, you’re going to want to highlight the experience that specifically applies to the position your seeking. If you’re seeking a managerial position, you’ll want to bring your managerial experience to the top, and then mention all your other qualifications. If the employer wants an expert in Such-and-Such technology, don’t make them search through a lengthy alphabetical list to find it on your resume. It’s much better to say “Hey, I’ve got several years of Such-and-Such experience, along with being certified in Etc.-tech and That-Other-One.”

Emphasize Education and Top Skills

Which brings us to another key point: education and certification. If you graduated from a particularly prestigious school, or your degree is particularly on point for the position you’re seeking, put it early in the resume. The same goes for certifications. Otherwise, it’s fine to keep your education and certifications towards the bottom of the resume.

Include Workplace Accomplishments 

Something else to keep in mind is that employers are going to be much more interested in what you have done than where you have been. It’s all well and good to say “this is where I worked and these were my responsibilities,” but the resume that stands out will be the one that says “this is where I worked, and this is how I excelled at my responsibilities.” You’ll want a mix of what you did, and what you did that made your workplace better for you having been there. Make sure to use action verbs as well; saying “I developed X” is much better than “I was responsible for the development of X.” Plus it gets straight to the point, taking up much less space.

Apply Proper Formatting

Space is, of course, a big consideration when it comes to a resume. One general guideline is to take up one page, front and back. However, if you’ve got decades of experience, employers might find it a little strange to find your experience fits in such a short space. The longer you’ve been in the game, the more space you’re allowed to take, but don’t forget the short internet-fueled attention span; get to the point quickly and don’t meander. If you take more than 3 pages, you’ll want to edit some.

Resume writing can be a serious pain, but we encourage you to use these tips. Lastly, for any assistance or to learn more about our current job openings, please feel free to get in touch with us.

Use Numbers to Quantify Your Value During the Interview

Published May 20th, 2013 by Unknown

Use Numbers to Quantify Your Value During the Interview

When interviewing candidates for jobs, employers are interested in two things, according to HR professional and freelance writer Deborah S. Hildebrand: A) Can you do the job? and B) If you can do the job for their organization?

Thus, aside from demonstrating that you have all the requisite talents outlined in the job posting, such as the ability to communicate and required technical skills, candidates should consider using numbers to quantify their value.

In another Hildebrand post, “Use Numbers to Quantify Your Work Experience and Get a Job,” she explains the importance of adding numbers to your resume. Quantifying adds a dimension that helps employers visualize your real value.

According to this CBS Money Watch post, here are a few suggestions on how to “quantify” your resume:

  • Consider the projects you’ve worked on that contributed to the bottom line. For example, Engineers can explain how he or she designed a new app the company took to market or developed a new program to help sales increase revenue.
  • Share examples of when you performed outside the scope of your job. Talk about how you reduce costs by taking on greater responsibilities, or even simply taking on responsibilities of an absent colleague.
  • Talk about what you did to contribute to cost containment. Explain how you used new technology or tools to reduce expenses or improve employee productivity.

The fact is that quantifying this information helps potential employers gain a better understanding of your contributions. For more tips on interviewing and insight into finding the right career opportunity for you, browse our website or contact us.

Starting salaries for app developers will top 80k next year

Published December 13th, 2012 by Unknown

Starting salaries for app developers will top 80k next year

Think about the impact that app developers have had on the economy, and you’ll go back to the year 2007 when those spots were non-existent.

But since then, the “app economy” is responsible for almost a half-a-million jobs in the U.S., according to an article in The Seattle Times, “Sizzling mobile-applications industry ready to hire.”

If you’re an entrepreneur with a few apps under your digital belt, you might want to consider pursuing one of these high-paying openings: It’s a “sizzling new industry” in the technologyjob market.

What’s more, over the long haul, these top-paying slots may very well be counted on to add to this country’s exports in the years ahead.

But currently the fear among those who know this industry is that the U.S. is not on a fast track to nurture new talent; consequently, a multitude of unfilled jobs continue to be up for grabs.

Thank the consumer’s hunger for more widgets and gadgets to enlighten their mobile devices for the meteoric rise in salaries.

“Mobile apps developers can expect pay increases of 9 percent next year, among the highest of any jobs, putting them in the range of $92,750 to $133,500 a year, according to a survey that the staffing and consulting firm Robert Half International released last month.”

Graduates from the information-systems program—not app developers—at Mississippi State, are locking in starting salaries from $45,000 to $50,000, while six of the app developers nailed down a starting figure of $80,000; this, after the college revamped their course offerings to include a popular student choice: “Field Studies in iPhone Entrepreneurship.”

If you’re getting ready to cast your resume into the stream of technology jobs, contact us first. We can help get you in front of the right people, not into a black hole filled with hundreds of resumes. We make IT happen for job seekers every day, and we can make IT happen for you!