1) Reduces the burden of managing incoming resumes without losing candidates who are interested in applying to a company. Unlike other systems,
Super E-Recruit helps HR fill
vacancies without having to depend on resume
files attached from other sources. This
means there is no need for HR
personnel to work manually on attached resumes. The
Super E-Recruit system
encourages candidates to create their resumes and apply for
positions within
the system.
a) All candidates want to get their dream job. Not only do they want to send their own
resume as an email attachment,
but they are looking for the best resume tool to
present their profiles and increase their chances of being hired.
Super Resume (the only
copyrighted resume builder application) is the best tool for presenting candidates'
profiles.
b) Candidates who use proprietary (closed system) software to create their resumes on
company A's system cannot
send them to company B. The Super Resume is a non-
proprietary (open) system that allows candidates to send their
resumes anywhere,
which encourages them to create their resume using this software system.
c) The Super Resume is more user-friendly compared to other software. Our list of choices
guide the candidate
through the resume building process. Our aim is to satisfy
candidates first, before we can successfully get
everything we want.
With other e-recruitment software, candidates are not encouraged to apply for positions
via the system in which they
create their resumes. Although few records exist of how
many potential candidates are lost, we have a record showing
that out of 10,000 resumes
submitted to one company through other e-recruitment programs, only 3,000 were sent
via the system. The remaining 7,000 resumes came through other sources - such as job
Web sites or newspapers -
submitted as attached files sent via email to the HR
department. This means that 70% of HR's work must be done
manually, outside the
system.
2) Empowers HR to accurately read candidates' profiles in depth in order to find the right
candidates.
The Strengths and Aptitudes features of Topgun (another copyrighted tool that predicts hidden competencies from
candidates' sports and hobbies) can help HR to detect more competencies from candidates' profiles, critical additional
information that is key to hiring the top candidates. The right candidates can learn their jobs in no time, which
increases company productivity. By hiring the best staff, a company can exceed other companies' growth in the
market.
3) Reduces the lead time to fill positions
a) Because Super Resume's format allows HR to more quickly read candidates' profiles in
depth, it cuts the lead time
for recruitment. For example, instead of interviewing 10
candidates to get one person who is right for a position,
Super Resume can save HR
time by only having to screen 3-5 potential candidates.
b) The complete content in Super Resume and the Super E-Recruit computerized system
allows HR to screen
candidates in depth. Also, its Score Point technology allows HR to
rank potential candidates more objectively and
scientifically, from the highest to the
lowest scores. HR can then more easily, quickly and accurately screen
candidates,
further reducing the recruitment lead time.
c) Most importantly, Super E-Recruit's fully computerized system can work for HR
throughout the entire process
without losing any potential candidates. HR can rely
solely on the system without having to manually work with
other sources of data
outside the system.
4) Enables significant cost savings and good investments
a) Reducing the recruitment lead time to 30 days can help increase a company's
productivity. For instance, cutting the lead time to
recruit a sales representative to 30
days or less could mean giving the sales representative one extra month to work, which
could
increase revenues from up to $10,000 to $100,000 (this would vary by
company). Imagine if HR could reduce the lead time for
recruiting 50-100 employees
per year by using the Super E-Recruit system: company productivity would likely
increase more
than $50 million.
b) Eliminating the hidden costs of managing the 70% of resumes that are outside the
e-recruitment system can save time and
money. By using the Super E-Recruit System,
HR can eliminate several steps required to manage that other 70%: no more
printing
them for manual screening of candidates and then re-entering some of those resumes
into the system. Eliminating
those steps means less time and effort and a lower HR
budget.
c) Reducing the number of HR personnel responsible for the recruitment process can also
save time and money. Some of our
clients reduce their recruitment team from 14 to 2
persons, which represents a significant savings in salaries alone each year.
Some of
those HR personnel can be transferred to do other more valuable jobs than managing
paperwork.
d) Providing HR a signficant return on its investment makes the Super E-Recruit System
a good investment.
5) Replaces traditional software with the Super E-Recruit, a Software-as-a-Service (SaaS)
The Super E-Recruit System is an innovative service. HR are ensured that the system will
be developed to serve their needs. The
Super Resume Score Point function and
Prediction of Candidates' Hidden Competencies from Sports and Hobbies come with the
system at no added expense.
In contrast, other e-recruitment software eventually stops improving, especially when the
implementation process is done. When
HR's realm of knowledge changes, traditional
software systems will not be able to change with it. With traditional software systems,
adjusting the system is difficult and requires high expense, so it tends to remain static,
unable to change to meet HR's evolving
needs. And when a newer version of the
software is available, it is is difficult and takes some time to implement the system. |
