Hi everyone,

We're working on a Daylite recruiting template and we would like to ask a few questions to gather information. Your feedback will be greatly appreciated.

1. What areas of recruiting do you work in?

2. What are the major steps of your workflow in the recruiting process? For example:

• Acquisition
  
• Screening and ranking
  
• Interviewing
  
• Selection and offers
  
• Hiring
  
• etc.)
  

3. What is a typical workflow for acquiring new candidates? (For example, do you do cold calling or do people contact you?)

4. How would you like to classify and divide your information?

5. What are the different kinds of work or job functions people perform in your industry?

6. What kind of connections exist between people or businesses in your industry?

7. What questions would you ask a potential candidate in an interview? What information would you generally get from a candidate (such as contact information, qualifications, etc)?

8. Do you send letters for correspondence? If so, do you use a template or any customized format.

9. In your workflow, do you feel that you complete certain activities in the same order, repeatedly, and they either start or end on a specific date. (For example, acquisition to placement.) Do you have a list of those activities and what steps are involved in each activity (task, appointment)?

10. As a hiring firm, what kind of business analysis do you do. (For example,

a. analysis of number of candidates interviewed vs. number of candidates who got a placement.
b. analysis of revenue generation, understanding peak and off seasons.
c. Study of where most of your new business is coming from.)


If you know anyone else working in the recruitment field who would be willing to share there workflow with us, could you please pass their contact information to us? Thanks!

Sangeeta,

This is music to my ears. I'm a recruiter and have gerry rigged Daylite to "sort of" work, but it's far less than ideal.

Here's my workflow process:

Marketing side:
Cold call
Obtain job order
Find candidates for job
Candidates interview
Candidate accepts – close job order

Candidate side:
Cold/warm call candidates
Keep notes on candidates and note top 3 skills
Hope I can find them again when I get an appropriate job for them in the right location.

Wish list for using Daylite as a recruiting tool:

1) Cold Call – I need an easy way of tracking contact history with managers and knowing when to call them back
2) Obtaining job orders – documenting specifics on open job with clients. I’m currently tracking this information in projects.

3) Find candidates and track them to open jobs – currently doing this by adding them in “contacts”. I have no way (or I just don’t know how) to efficiently find “contacts” with certain skill sets or tracking that data in Daylite
4) Track candidates through hiring cycle – passing phone interviews, in person interviews, offer stage, accepting offers, background checks, etc. I would love to have an easy way of noting why candidates didn’t pass interviews (underqualified, pay, overqualified, etc.)
5) I have no easy way (or don't know how to) enter notes about a candidate and have them visible when I look into their record. I'd love to be able to pull up Sangeeta's record and see that I last spoke with her in June 2007, she told me she's a java programmer in LA and that she wants a call in 5/2008 to talk about new jobs.

Sangeeta, I didn't read your entire post, as I was just thrilled to see the question asked... let me go through these:

I think I covered workflow. let me know if you need more detail.

4) I'd love to see a "master screen" where I can see Active jobs, Filled jobs, Cancelled jobs and newest jobs added.

On candidate views, I'd love to see all of my notes I've ever taken on the candidate, their top 3 skills, current and desired salary fields

5) I place IT people - this covers programmers, project managers, network engineers, QA resources, ERP implementation people, etc. Inside each of those categories are a lot of other sub-categories. Ex. within Networking, there would be Cisco engineers, Exchange administrators, etc.

6) Unclear of what you mean here. do you mean hiring managers?

7) Questions to ask candidates:
Why are you currently looking to leave your job?
What are you looking to do at your next job?
What is your salary expectation?
What do you consider to be your top 3 skill sets?
Are you able to relocate?

8) I do send out emails to candidates describing a particular role. I'd love to be able to send a high volume email to all the people in my db with a certain skill set and make them aware of an open opportunity. That would be great!

9) Yes.

Marketing cold call
Open job order
Post open job on job boards or user groups
search database on hard drive
search job boards or user groups
contact candidates and sell opportunity
get information from candidates about what they want
send candidate resume and recruiter notes to hiring manager
coordinate interviews with them or admins or hr
obtain feedback from both parties
Continue until manager selects a candidate
assist with negotiating salary
perform reference checks
keep candidate "warm" while hiring company experiences typical delays
once candidate accepts, close position
contact candidate 30 days into new job to see how everything is going


10) # of Candidates sent to placements made

Thanks Jeff for the feedback you provided us!

To get a better understanding of your workflow, we would like to schedule a phone call to review the template sometime next week. Would you be interested in participating? Please let us know.

Sageeta,

How are things developing with the Recruiting template?

Hi Sangeeta,

I just noted the request for more information. I don't frequent the marketcircle forum, so if you have any information you'd like to obtain, feel free to contact me

Thanks
Jeff

This message has been edited. Last edited by: jeff Ross,

Hi Sangeeta, I am a new user to Daylite - and I've just started a new recruitment company. I have been struggling to get Daylite to be 'best fit' for what we do - I have read all of Jeff's comments and would agree with them. I'd really like to emphasise the need to be able to rapidly get an overview of activities we have had with a particular company (viewing multiple notes in date order)and the same for candidates, having to open each note to read it doesn't work for me. I'd love to be kept up to date with developments on this as if you were going to have something ready soon I could shift to it without without spending anymore time trying to improve it myself...

quote:

I'd really like to emphasise the need to be able to rapidly get an overview of activities we have had with a particular company (viewing multiple notes in date order)and the same for candidates, having to open each note to read it doesn't work for me.

You don't have to open every note. In the activity pane at the bottom of the window you can view notes. On the left is a list of notes attached to the contact and on the right is the text of the note. So all you do is mouse down the list and read the note on the right hand side.

This is finally some noteworthy news. How is the template going? I tried Daylite many times only to get frustrated and leaving for other systems in the recruiting industry.

I purchased an ATS system because Daylite will not conform to the recuiting world.

Sangeeta,

A friend of mine is an executive recruiter who is considering moving to the Mac platform. I emailed him this thread for response. One thing, at least in his case, that he felt was missing was the aspect of developing recruitment materials, i.e., pespectus, advertisement, etc. Another was that his firm sometimes acts as the HR, i.e., they establish interview schedules, set up meet the candidate dinners and or forums, etc. Again, he is in a somewhat specialized field, perhaps, but these options in a template would be valuable.

Sangeeta,

Any update? I'd still like to assist your efforts if you are still interested.

Thanks
Jeff

I've been using Daylite to recruit for awhile now and I love it. Few issues that I will try to outline below. However, I like it better than the four previous software packages I've used (all specifically set up for recruiting).

1) I recruit for marketing professional primarily. However, I don't think this should matter. Recruiting is very similar for all industries/professions.

2) My current pipe line for recruiting is as follows:

When I get a "Job Order" I open up a Project. Then I open a Search Pipeline as follows:
Start with cold calling under opportunities than:
1) Client Meeting (get details on job order)
2) Write job description
3) Post job description (if applicable)
4) Research/Source Candidates (database, user groups, etc.)
5) Set Up Call List - screen/rank
6) Call Candidates - recruit
7) Review interested candidates - screen/rank
8) Submit Candidates to Client for Interviews
9) Schedule Interviews - reference checks
10) Make Offers - negotiate
11) Send Invoice
12) Send Thank You
13) Follow Up with all candidates, hired candidate, client

---
3) Typical workflow for acquiring new candidates for me is cold calling. However, I'll also email, instant message, twiter, meet them in person... whatever it takes.

Huge issue here with daylight. We place candidate in as a contact and add the persons title (however you can't search on the title). So then we have to add a group for the title and put them within that group in order to find them in the future. This is one of my primary complaints about the daylite program for recruiting. We have to be able to sort on just about every category and the job title is one of the most important.

4) Classify and divide information

Jobs:
Right now my projects are my jobs. Then I use the status bar with the following options:
In Progress
Done (Filled)
Canceled (client closed prior to filling)
Abandoned (for a variety of reasons if contingent)

Candidates:
I use both the Role (for standard titles that all similar candidates would have). For example, the role "Associate Marketing Manager" might include "Marketing coordinator", "Marketing analyst", "Marketing Assistant", "Marketing Associate", etc. Then I duplicate this effort with a group by the same name. Sucks because you can not search by role or title within daylite. Huge issue... did I mention that before? Then I use the Title field to enter their actual title.

It would also be nice to track the various companies a candidate has worked for. Right now, I'll have the candidate within a company that they previously worked for with a "role noted as "former employee". However, within some large companies this sucks because I'll have so many candidates it makes it a little difficult to weed through.

For candidates I would like the following options when entering them:
Actively Looking Yes or No
Educational Background (BA/BS, Masters, Phd, Etc.)
Industry Experience (CPG, Retail, Financial, etc.)
Profession (inside Sales, Outside Sales, Accounting, etc.)
Willing to relocate (yes or no) if yes - desired relocation area -
Current salary (salary, bonus, etc.)
Expected Salary (don't always use but sometimes nice to know)
Contract rate (hourly rate if applicable)
Elevator pitch/notes on candidate (something like the tagline field that allows you to view a ton more space to put important info up front on candidate - good to have when submitting same candidate to multiple clients.)

5) job functions are endless. I think we can enter this information if it is only searchable later. Would be nice to be able to keep similar titles within a group. For example all of the following are titles for the Strategic Marketing Job Functions:
Marketing Assistant
Associate Marketing Manager
Marketing Manager
Senior Marketing Manager
Marketing Director
Associate Vice President of Marketing
Vice President of Marketing
Senior Vice President of Marketing
CMO - Chief Marketing Officer

6) Kind of connections -
Hiring Manager
HR Manager
Confidential
Referred
Reference
Direct report
Admin
Vendor
Client
Candidate
Spouse
Related
Parent
Co-worker
Competitor
Association

7) Questions to ask candidates:
What it take to make you consider a new opportunity?
Salary Expectations?
Willing Relocate?
What is your ideal job position?
What are your 3 top skills?
If currently looking, why?
What would interest them in my client/job position?
Explain three things you've done well?
Endless number of behavioral type questions based on clients request and gut feeling about the candidate.

8) Yes, I send out tons of emails. Your mass email system is not the best. You have to select each candidate and then your systems does the merge well but opens up a new email for each contact. If I'm emailing hundreds of candidates at once this has crashed my computer (or caused it to freeze). Would love a better system than what you currently have.

9)Yes, see pipeline note above

10) Not much. Not enough time. Mostly look at how long it took to fill and how many candidates sent to fill the position (try to have 3 or 4 max).

Note - it would be nice to be able to do a bolean search of all contacts within the market circle database. At very least, search on role, job title, salary, etc.

Entering a candidates information is sometimes slow as one needs to cut and paste information from the resume into multiple fields within the contact sections. It would be nice to have one field that is a large notes field where we could cut and paste most of this information and then fill in the fields that we feel are important. This is one process that slows me down way too much.

Would like an option that would allow you to enter a job posting that could be automated to our web site and then be able to turn it on or off. Same with consultants.

If you have any additional questions or if there is anything more I can tell you let me know... I want to see this happen!

Tony Nelson

Thanks for the feedback Tony.

For anybody interested in sharing their feedback on the recruiting template, please send an email to info [at] marketcircle.com, as we can arrange a screen-share demo to gather your feedback.

Thanks!

I am new here too, and have read the notes on recruiting templates. Sorry for the ignorance, but can someone bring me up to speed, what is "the" recruiting template. I have not purchased Daylite yet, is there a recruiting template built in or is this a plug-in you have to purchase or find?

My understanding is that it is in development right now to be a plug-in (free I believe) when they are finished.