My Personal Journey to ApplicantStack

My Personal Journey to ApplicantStack

How did I get here and what was my journey to ApplicantStack?

6 min read

Journey to ApplicantStack

When I began my job at my last position at a help desk company, one item I was tasked with was researching a better way to recruit new employees.

I was surprised that a technology company’s recruitment process comprised manually posting jobs on sites such as CareerBuilder, Indeed, local job boards, and some colleges.

The instructions to apply consisted of an email address that “organized” the resumes into Outlook folders based on the job they were applying to. Then we spent time weeding through, in some cases, hundreds of resumes to find candidates that were worth pursuing.

The candidates that weren’t a fit were never sent a “Thank you for applying email” because frankly, that was just too much work. This resulted in more emails, calls, and the occasional pop-in-the-office to find out their status.

“Worthwhile” resumes would then need to be printed and another sheet would be stapled to the resume that included fields to be filled out. “Date Resume Received”, Date Email Sent, Phone Screen Date & Time, etc..

The candidate would then be contacted along with a list of dates & times for a phone screen.

[dt_divider style=”thin” /]

And that’s when the real chaos began…

Human Resources Valuable Time

Endless emails back and forth trying to set up dates and times. Once a time slot was taken, I would need to turn down appointments letting them know that the week’s slots were taken with a new list for the following week.

The phone screens consisted of a series of questions and answers that would need to be manually typed.

Most of the time I needed to disclaim that I can’t type as fast as they would talk so there would be some silence during the call as I caught up.

If the candidate did not pass the phone screen, they were emailed letting them know we appreciated their time, but we were pursuing another candidate.

The candidates that passed the phone screen round were emailed with technical test session id’s and/or personality assessments. If they passed, they were sent another email with yet again a list of dates and times for their first in-person team interview.

[dt_divider style=”thin” /]

The coordination required for gathering available times across multiple candidates was painful, to say the least.  

Prior to the candidate’s in-person interview, their resume, the phone screen interview sheet, the results of their technical and personality assessments, and a sheet of paper with all the interview dates and times were all bundled into a paper file and labeled with the candidate’s name.

The candidate would arrive in the office and be brought to an available conference room where they needed to complete a hand-written application for employment, which would be added to the folder.

[dt_divider style=”thin” /]

Don’t Let Qualified Candidates Slip Through the Cracks

Fast forward the second round of in-person interviews, the offer was finally presented to the candidate. Sometimes the amount of time that passed from when the candidate applied to when an offer was extended could be upwards of two months.

By that time most candidates lost interest or took another job at another company.

Who could blame them! 

Yes, we tried to be more organized and create excel spreadsheets to track some of this information. We also ran reports letting our CEO know how many candidates were received and all the stages of the interview process they completed.

But this was extremely time consuming and redundant.

[dt_divider style=”thin” /]

Hence my question: “why use an applicant tracking system?”

It was clear that the answer was I needed help and so began my quest for an applicant tracking system (ATS).

I evaluated several products based on pricing and ease of use.

One product offered a potentially cost-effective onetime setup fee, but we would need to map out our entire process up front.

If that process ever changed, we would need to re-setup the entire product and pay the setup fee again!

Since we were a relatively small company with high turnover and a need to constantly evolve our recruiting process, that option just wasn’t going to work for us in the long run.

After hearing about ApplicantStack from several other companies, I decided to take a chance and test it out.

After all, they were offering a free trial, and if I didn’t feel it met my organization’s needs, I could take my data back and continue with my ATS evaluation.

[dt_divider style=”thin” /]

I decided to test it out with our most hard to fill, immediate need job on a Friday.

It was very easy to create a new job and ApplicantStack offered multiple resources to me for assistance if needed.

I was also able to create custom workflows to match our current process. I posted the job on Friday and it was instantly available on my public job board and within several hours the job was posted to CareerBuilder, Indeed, LinkedIn, and other job boards.

[dt_divider style=”thin” /]

 

By Monday morning, I received over 50 new applicants who all received an automatic email letting them know that if they were a match for the position they would be contacted.

This immediately cut down on those emails and calls about whether we received their resume.

Going through the resumes was also quicker, but at that time I didn’t have any screener questions set up.

Once I added basic screener questions with scoring the initial review process became much more efficient.

I could easily knock out candidates who didn’t meet the basic criteria for the job.

At that time the candidate scheduling feature now offered by ApplicantStack wasn’t available, and I can only imagine how much more time it would have saved by allowing the candidates to select available phone interview times on my calendar!

[dt_divider style=”thin” /]

Data Driven Recruiting

What was also extremely helpful was that I no longer needed to create reports in Excel.

I was able to use the pre-built standard reports found in ApplicantStack to show me information such as sources of applicants so I could easily see where my candidates were coming from.

This helped me focus my recruiting budget on the best sources.

The analytics for my CEO was also a time saver since it provided all the information he was looking for.

We were also able to determine our bottlenecks in the recruiting process and adjustments needed at no additional cost.

[dt_divider style=”thin” /]

By this point, it was clear that ApplicantStack was the right choice for our company and we decided to start by paying for it month-to-month.

Eventually, we were so pleased with the results and ease of use that we switched to an annual plan.

 

[dt_divider style=”thin” /]

You might be asking yourself, “So Jennifer, how did you wind up working for ApplicantStack?”

My passion for helping companies find the best solutions to make their jobs easier and more efficient set me on a path that eventually brought me to ApplicantStack where my background in recruiting, human resources, and technology have allowed me to provide direct input into making ApplicantStack the award-winning product it is today.

We listen to our customers’ feedback and continue to evolve in the ever-changing human resources world.

The way I see it, every day we are improving the lives of thousands of recruiters and human resource professionals by helping them to be more efficient and to hire the best candidates.

 

 

3 Simple Ways To Instantly Improve Your Onboarding Process

3 Simple Ways To Instantly Improve Your Onboarding Process

New employee paperwork is important, but you should never let that be both the first – and last – stop of your company’s onboarding process. Studies have shown that a structured onboarding process improves employee retention rates and decreases costs.

How?

Consider this: Hiring a new employee can cost almost $4,000, plus salary & benefits. If you hire a new employee and they decide to leave your company within the first couple months, you’ve lost that initial investment and you have to start all over again. That’s why focusing on improving employee retention through better onboarding is significant from both a growth and financial standpoint. You want to make sure you’re retaining your employees for the sake of your company, and your budget.

So what can you do? No matter what kind of onboarding process you’re currently using, we’ve listed out 3 ways to quickly improve your process and reduce employee churn:

Use Technology.

If you’re still using a manual process to collect paperwork, it’s time to let that go. A manual onboarding process will not only eat up your time and resources, it can essentially cost you money. If you haven’t already, consider investing in affordable Onboarding Software that will allow you to gather all the information you need quickly and securely, so you can focus on other steps of the onboarding process. When you utilize Onboarding Software, you’ll have a centralized place to create forms and checklists, manage tasks and send emails – making the administrative process faster, and more efficient. You can even try a free 15-day trial to test for yourself. Onboarding software should be easy-to-use and affordable, so the benefits of using it will greatly outweigh the investment.

Roll Out The Red Carpet.

Make new employees not only feel welcome but get them excited about working for the company. Prepare a welcome packet complete with lunch and parking options. Provide an overview of what to expect their first day, and a list of perks they can enjoy (onsite gym, free coffee, etc.). Give them a personal tour of the office and formally introduce them to their new co-workers. You can even pre-arrange for staff to take new employees out to lunch to make them feel more welcome. If you’re the hiring manager, communicate how excited you are to have them and how you look forward to working together. A few kind words and simple gestures can go a long way and get your employees already feeling valued and eager to jump in.

Stay Connected.

Your onboarding process doesn’t start and end after your new employees the first day of work. The most successful onboarding processes include long-term activities that encourage communication between both hiring manager and employee. For example, some organizations have a review after 90 days or request feedback on a monthly basis. By keeping the lines of communication open, you’re showing your employees you care about their experience and see if they’re getting the tools and direction they need to be productive and successful in the organization. It’s also encouraged to provide additional training when applicable, communicate performance and provide feedback. Make time for 1-on-1 sessions for a more personalized experience.

What are some ways you’ve improved your onboarding process?

ApplicantStack achieves Multiple Awards in G2 Crowd’s Recent Reports

ApplicantStack achieves Multiple Awards in G2 Crowd’s Recent Reports

2 min readApplicantStack recognized in Applicant Tracking System (ATS) based on user reviews

At ApplicantStack our best indication of success is the happiness of our customers. Today, we are excited to announce that we have been featured in multiple G2 Crowd reports including:

We achieved these rankings by receiving higher scores from verified users compared to similar products in each category.

“Securing a spot on G2 Crowd’s reports is a noteworthy accomplishment,” said Marty Duffy, vice president of research, G2 Crowd. “Rankings on these reports are a result of high product scores and happy customers; so ApplicantStack should be proud.”

“We are honored and very excited to be recognized by our customers for both – Applicant Tracking and Employee Onboarding Systems.” Said Nathan Shackles, founder, and CEO of ApplicantStack.  “We continue to strive to deliver the best product and support to our customers.”

Reviews from Our Customers

 We’re happy for the recognition but even happier to hear what our customers had to say:

“Applicant Stack is so helpful.”

“It is a great system to track applicants for all our open positions. We are a large program and often have multiple opening at a time.”

 

“ApplicantStack is the best way for tracking applicants, jobs, potential client statuses, etc.”

“You have the flexibility to adjust ApplicantStack to work the way you need as well as their customer support to assist with any problems which are few and far between.”

 

“ApplicantStack is super intuitive and easy to use.”

“They’ve made some great upgrades lately that have really enhanced the user interface and look of the product!”

 

“Cost affordable. Easy to use.”

“Job boards partnered with AS. Quick & helpful support from the Customer Service team.”

 

G2 Crowd is the world’s leading business software and services review platform, leveraging it’s 388,000+ user reviews to help its more than one million buyers each month make smarter purchasing decisions. Products included in the [Report] have received both a minimum of 10 reviews and 5 responses from real users for each of the [Report]-related questions featured in our review form by January 10, 2018.

This is a significant recognition because this rating came entirely from our customers. This recognition by our customers is incredible, and something we’re extremely proud of and thankful for.

To the customers that have reviewed us on G2 Crowd, thank you! We appreciate your feedback and will continue striving to exceed your expectations.