Are you a Google Hire user? You’ve probably heard the news and need a new recruiting and applicant tracking solution.
ApplicantStack is our top-rated applicant tracking system. It enables you to post your next job, find the best candidate and hire them before your competition. Quickly and easily. ApplicantStack includes everything you love in your Google solution and more. It’s the perfect upgrade at the right time. Try ApplicantStack FREE for 15 days!
Switch to ApplicantStack today and make the most of this unexpected situation.
How Does ApplicantStack Help You Hire The Perfect Candidate?
If you haven’t heard: Google is discontinuing Google Hire. This means a lot of employers are looking for a better way to find quality candidates and track applicants efficiently.
ApplicantStack provides a comprehensive applicant tracking solution to help you hire candidates faster and with less effort.
ApplicantStack can help you:
- Create a job description and save it as a template for faster posting next time.
- Post to all the leading job boards with the ease of a single dashboard.
- Collect and screen applications automatically to save you time and effort.
- Communicate with candidates via text messaging for faster response times.
- Schedule and organize team interviews with selected candidates without all the hassle.
- Choose the best candidate based on standardized team input and screening questionaires.
- Hire your next perfect employee with less effort.
Plus, ApplicantStack is integrated with optional onboarding solutions that make hiring and onboarding efficient and easy.
Let’s discuss how ApplicantStack simplifies and automates each step in the hiring process…
ApplicantStack has customizable templates for job descriptions. Simply enter the information in the corresponding fields. Templates allow you to maintain a consistent layout for all of your job descriptions.
Next, select the job owner and hiring manager. By assigning tasks, everyone stays organized. When your job description is ready, save it to your job description library. It’ll be on hand the next time you need it. Use the quick search tool to access any job description, regardless of the size of your database.
Custom Prescreening Questionnaires
Before you post the job, prepare your prescreening questionnaire. Job candidates will complete the questionnaire when they apply. A prescreening questionnaire filters out those who aren’t qualified. It quickly isolates a pool of top applicants.
In the questionnaire form, write a question and answer for each requirement. The question should reveal whether a candidate meets the requirement. We provide several ways to structure the questions. You choose the scoring criteria. Include knockout questions that eliminate unqualified candidates.
Easy Job Posting
Time to post your job. ApplicantStack posts to Indeed, Glassdoor, LinkedIn Limited Postings, CareerBuilder, Monster, Dice, and ZipRecruiter. You can also email a job posting from the software. Plus, candidates can apply from Indeed or LinkedIn.
ApplicantStack manages your logins so you don’t have to log in and out every time. Single signon is a huge timesaver when posting jobs to job boards.
Resume Upload Options
When a candidate applies, they are prompted to upload their resume via a local drive, Google Drive, or Dropbox.
Many job candidates will view your posting on a mobile device. The resume upload options make this quick and easy on any smartphone or tablet.
Contact Information Parsing
ApplicantStack parses contact details from the resumes. The information is input into contact data fields. You won’t ever need to manually input contact information again.
Upon application, the candidate receives an email acknowledging receipt of the application. The software also notifies the internal team that a new candidate is ready for review.
Centralized Applicant Management
All applications—regardless of the source—flow into ApplicantStack for centralized management. As explained previously, candidates complete the prescreening questionnaire when they apply. ApplicantStack scores the questionnaire immediately.
No more printing and sorting. Everything is digital and accessible wherever you and your hiring team are working.
You won’t lose track of any applicants. You won’t waste time on unqualified candidates. With workflow checklists, you won’t duplicate processes among your hiring team.
Automated Candidate Scoring
Next, sort the applicants by score. The highest scoring candidates will appear at the top. The knockout candidates will appear at the bottom. Select the top candidate to review their summary, resume, and which site they applied from. You can also see how their score was calculated.
If the candidate is a fit for the job, send them to Manager Review. If not qualified, mark the candidate as Do Not Pursue. A candidate can also be fast tracked. Continue through the list to process all candidates. At any time, you can see exactly where a candidate is in the process.
Now that you’ve quickly isolated your top candidates, it’s time to schedule interviews.
Manual interview scheduling is a logistical headache. It is also a bottleneck in the hiring process for many companies.
How do you get all of your managers and applicants scheduled for an interview without all the back-and-forth?
ApplicantStack Schedules Interviews Brilliantly
ApplicantStack integrates with Google Calendar and Office 365. You have two ways to schedule: you can choose a time or allow the applicant to select an interview time from pre-cleared calendar slots.
It’s getting tougher to find quality employees in today’s labor market. To be competitive, you need to provide an exceptional applicant journey. Confusing interview scheduling downgrades the applicant journey quickly.
Automated interview scheduling with ApplicantStack strengthens your company brand. You are less likely to lose an applicant due to a clunky interview scheduling process.
Collecting Hiring Team Feedback
Time to collect feedback from your hiring team. ApplicantStack sends each team member an evaluation form. In the form, there are links to the candidate’s resume and completed questionnaire.
Each team member completes the form during or after the interview. Then—voila!—ApplicantStack combines the forms and calculates an average rating.
When each applicant has a consolidated rating, it’s easy to compare candidates. The process is also less likely to be influenced by unconscious bias.
Make Your Hiring Selection With Confidence
The time has come to make a selection. You want to be careful, but you risk losing applicants if this stage takes too long.
You have candidates at every point in the hiring workflow. You can’t afford bottlenecks anywhere along the applicant journey.
Reference Checks and Background Screening
Don’t let background and reference checks slow you down. Trigger reference and background checks at any stage in the hiring process. The candidate provides references on the questionnaire during the application process. The system sends emails to the references. All feedback is imported into the candidate profile.
ApplicantStack integrates with several background screening companies and we’re adding more all the time. Our current background screening partners are Accurate Now, Amerisearch, CareerBuilder Employment Screening, DISA, and Trak-1.
Based on the feedback during the previous steps, you can now make your selection. When this stage is finished, you are ready to offer the job to your top candidate!
Offer Letter Templates
Creating an offer letter template is easy with merge fields. A merge field imports information you have recorded elsewhere.
Create offer letter templates for each position—you will always be ready to extend an offer. Brand your offer letter with your company logo and colors to reflect your brand. Electronic signature allows your perfect candidate to accept the offer upon receipt of the email.
The bottom line?
With ApplicantStack, you can find higher quality candidates, in less time, and at a lower cost.
Why Choose ApplicantStack?
Our numbers tell our story…
We’ve been a top ATS for 10 years! 20,169 hiring managers use our solution in 235 industries. Over 427,129 jobs have been posted with our software and ApplicantStack has managed over 22,481,504 applicants.
Attention Google Hire Users
Here are 3 important things for Google Hire users to know:
1. Google Hire Won’t Be Adding Functionality
ApplicantStack is continually adding features to stay ahead of the industry. One of our latest additions is texting—and our customers are loving it!
2. Google Will Turn Off Beta Features
If you are using any beta features of Google Hire, they will be turned off in the next few weeks.
3. You Can Switch to ApplicantStack Without Paying Double
After your next Google Hire bill, there will be no additional charges for standard usage. You can switch to ApplicantStack without paying for two ATSs while you wait for your Google contract to expire. (By the way, ApplicantStack doesn’t require a contract.)
We’ve been at the forefront of recruiting technology since launching our innovative software in 2009. We’re proud of our stellar reputation.
ApplicantStack is not a two-year experiment. It’s our core business. Our cloud-based applicant tracking system was built by recruiting professionals. And just as importantly, it is supported and continually updated by recruiting professionals.
Don’t Lose Recruiting Momentum—Try ApplicantStack For Free
Choosing software can be stressful, especially when a vendor discontinues a product unexpectedly. Take the stress out of researching new software with our no-pressure 15-day free trial.
By Liz Strikwerda
An Employment Value Proposition (EVP) is an important hiring tool. An EVP can help you be more effective at attracting and retaining talent.
What Is An EVP?
Your EVP articulates the value you provide to your employees in exchange for their contributions. They contribute their skills, experience, time, and energy. Your value proposition is what you give them in return.
It includes both quantifiable and intangible elements. Quantifiable components include salary, health insurance, pension plans, and tuition reimbursement. Perks include things like flexible schedules, telecommuting, on-site gym, meals, etc. If your company has a charitable arm, the humanitarian work might be important. If you operate eco-responsibly, that could play a part.
Why Is It Important?
An EVP is a useful tool in any labor market. But it’s especially important now.
Power dynamics in the job market have shifted. In 2008, unemployment skyrocketed during the Great Recession. Employees who had been laid off from 100K/year jobs took whatever they could find—sometimes at half the salary. Many were unemployed for months or years.
The pendulum has swung the other way. The number of open positions has outpaced the number of available workers. Now job seekers have all the power.
It’s never been more difficult to find top talent. And it’s never been more difficult to keep top talent. If you’re lucky enough to hire them, they can always leave if they’re not happy at your company.
You Can’t Express What You Don’t Understand
If you don’t have clarity regarding your EVP, how can you convey it to prospective and current employees? Furthermore, how can your employees articulate it to passive candidates in their circle of influence?
How Do I Use An EVP?
- To market your company to prospective applicants
- To inspire existing employees to refer applicants
- To articulate the benefits of working at your organization
Employment Value Proposition stemmed from the concept of Unique Value Proposition. This is how marketers define the value you provide to your customers. It guides policies, marketing campaigns, and company messaging.
Similarly, an EVP is used to market your company to potential job candidates. It is used to create job descriptions, interview scripts, employee handbooks, and training materials.
Improve Employee Referrals
Your EVP plays a starring role in employee referral programs. If it’s well-communicated, your employees will internalize it. Then they can convey it to referrals and entice them to apply.
Employee referral hires:
- Are less expensive to hire
- Become productive faster (shorter onboarding time)
- Are better employees
- Stay with your company longer
And it gets better; an employee who refers a new hire will also stay longer at your company!
How Do I Create An EVP?
Start by figuring out your baseline. What implied EVP already exists? How do employees feel about your company? How is it perceived on the labor market? How is it viewed by competitors?
Conduct surveys of your workforce. Use exit interviews to figure out why employees leave. Scour Glassdoor and other workplace review sites. Read customer reviews. Talk to your customer service department. What feedback do they get?
You Can’t Spin It
You can only have a compelling EVP if your company is a great place to work. It’s only as useful as it is accurate. Which leads us to our next section…
How Can We Improve It?
Once you understand your current value proposition, determine whether or not it’s accurate. Are there misperceptions? Do your employees value what you currently offer? Does everyone know what’s available? Do they take advantage of your benefits and perks? In what ways is it lacking?
Improve Your Company First, Your EVP Will Follow
If your employees are loyal, but they can’t articulate why, you have a communication problem. Start getting the message out. You can do this with engagement programs and messaging in your HR portal.
If you have high turnover, it’s not just your EVP that’s weak, it’s the company culture upon which it’s based. If this is the case, it’s time to re-evaluate your employee experience. Create an ideal EVP to guide you as you work toward it.
By Liz Strikwerda
Designing a successful ATS implementation is as important as choosing good software. Are you switching from manual hiring processes to an applicant tracking system?
Congratulations! You’re going to love it. Make sure the transition is handled correctly.
5 Steps For a Successful ATS Implementation
Here are the steps for a smooth rollout:
- Get approval for a new system
- Choose your recruiting software
- Create an implementation plan
- Appoint an Implementation Manager (IM)
- The IM creates an implementation timeline
- Transition in stages
- Create redundancies until every process has transitioned
- Learn the system
- Train your hiring team
Let’s talk about each step.
1. Get Approval For an ATS
Find out exactly who must approve the purchase of an ATS. Your company might have a formal process—forms, signatures, budgeting, etc.
If you are having trouble persuading the decision maker, present a report. The report should detail how the system will improve recruiting metrics. Then show the second-stage benefits that will follow. Increased profitability. Higher quality employees. An improved company culture.
2. Choose Your Recruiting Software
Research features. Don’t settle for a sub-par system. Make sure it integrates with other software you are using.
The main focus of this article is ATS implementation. After we discuss the implementation process, we’ll describe important ATS tools.
3. Design an ATS Implementation Plan
A good plan is specific and realistic. Anticipate problems and include solutions.
Appoint an Implementation Manager
If your company is small, this might be you. If you have a hiring team, there might be a better person for the job. Your IM sets the tone for the rollout. They should be competent, organized, enthusiastic, and persuasive.
Set a Timeline
Your IM will create your plan. Transition processes in stages. Break it down to the steps and sub-steps.
Create a timeline. Depending on the size of your organization, two or three weeks per process should be sufficient. You can modify your timeline if necessary.
Build in an overlap period so you have backup until the ATS has fully taken over the workflow. For example, send manual emails until you are sure the auto-email triggers are set up correctly in the software. Test each workflow repeatedly. You may have to adjust ATS settings.
4. Learn How to Use the Software
When you’ve purchased your software, learn how to use it. Do this with your IM. This may sound obvious, but you would be surprised at how many hiring managers skip this step. Don’t assume you can figure things out while you teach your hiring team. For a smooth software implementation, know how to use the software inside and out. Your expertise will instill confidence in those who will use it.
5. Train Your Hiring Team
Augment your hands-on training with resources from your ATS vendor. While you are training, document the process. When you hire recruiters going forward, you’ll have documented training materials. Make it an onboarding workflow in your onboarding tool.
For the first few months, remind your hiring team to use the system. Old habits die hard. Sometimes people forego the quick and easy way for the old, familiar way. If you end up with an incomplete software implementation, you can’t use your ATS to its potential. Your hiring metrics won’t improve as projected.
Don’t Make It Optional
Don’t make using your ATS optional. Even if you encounter resistance. Pretty soon, everyone will be comfortable with the system. They will appreciate the convenience and ability to accomplish so much more in less time. (By the way, ApplicantStack clients report that their hiring teams embrace the system immediately, learn it quickly, and never look back.)
Make sure your IM is available to help during the transition and going forward. Show that you are dedicated to making the system a success.
Does Your ATS Have These Functions?
As mentioned previously, we’ve included a rundown of ATS must-haves. These functions are available in current generation ATSs.
Single sign-on posting to multiple job boards
It’s a hassle to remember login credentials for Indeed, ZipRecruiter, CareerBuilder and the other job boards you post to. Single signon makes sure the posting process doesn’t slow you down.
Customizable pre-screening questionnaires
Many recruiters choose an ATS based on filtering powers alone. No hiring team has time to do a first-pass review of hundreds of applications. Automation lets your filter out the vast majority. Your time is best spent on the small pool of qualified applicants.
Standardized candidate scoring
Standardized scoring is more important than you might realize. If you treat candidates differently, bias will influence selection. You will miss great candidates. If you’re trying to add diversity, this will hamper your efforts.
Texting engages applicants. Plus, it eliminates scheduling confusion. And it speeds up the whole process. But texting needs to be documented and managed carefully. In-application texting saves a record of conversations.
It doesn’t make sense to re-enter information once an applicant is hired. Reducing tedious processes is one of the main reasons you are getting an ATS. If your onboarding has been unstructured up to this point, now’s a good time to automate it. You’re already making a major transition by automating the hiring tasks. Don’t disrupt everything down the line by waiting to implement onboarding software.
Candidates love picking an interview slot from a calendar. Self-serve scheduling makes everything easier for the candidate and your hiring team. Eliminate a common bottleneck.
Structured interview templates
Structured interviewing is a best practice used by successful companies.
Stage change email triggers
Let automation do its thing. Your ATS should send emails to keep your applicant informed and engaged.
Share hiring team feedback
Review the collaboration tools. Will they work for your team?
E-signature simplifies new hire paperwork and benefits enrollment.
The Right Software + The Right Hiring Techniques
To experience all the benefits of an ATS, consult our series How To Hire Your Perfect Next Employee. Combine best practices with good software. That’s the winning combination for successful hiring.
ApplicantStack Recruiting Software
ApplicantStack has the tools described here plus many more. You can try it for free for 15 days. Let us help you have a smooth ATS rollout.
By Liz Strikwerda
That’s what it cost Bass Pro Outdoor World to settle an EEOC case in 2017. Bass agreed to pay a class of Hispanic and African-American applicants who claimed they weren’t hired based on their race. The EEOC agreed.
As part of the settlement, the EEOC ordered Bass to proactively increase diversity hiring. The chain of sporting goods stores agreed to recruit at minority colleges/trade schools and post jobs in publications popular with underrepresented groups. (Note that Bass didn’t admit wrongdoing.)
Hiring laws should be taken as seriously as, well…a $10 million check.
Why Do Business Owners Violate Hiring Laws?
It’s hard to imagine that a business owner would willfully violate a hiring law. But plenty of employers are penalized every year. Are they ignorant of the laws? Do they just not care?
If you fall into either of these categories, you are on thin ice when it comes to compliance.
But we get it.
Compliance is complicated. Requirements change as your workforce increases. You are busy running your business.
Let’s look at your legal requirements per size of workforce.
Keep in mind that we are focusing on laws that affect hiring. Some regulations have a hiring component as well as many other implications.
How Large is Your Workforce?
As your company grows, there are milestones along the way. Your compliance burden increases as you add employees.
We recommend that you retain competent counsel. Employment law experts can help you navigate the byzantine layers of regulation.
But it’s important to be familiar with the hiring laws that affect you.
Here is a listing of the main hiring laws that apply to all employers. Keep in mind that your state may have additional ones. Union and government contracts may have special requirements as well.
Cumulative Hiring Laws
Your compliance burden never decreases. You are responsible for all the regulations that apply to one employee. When you hire your 15th worker, you are subject to additional laws. And so on.
1. Employers With At Least 1 Employee
- FLSA (Fair Labor Standards Act)
- Immigration Reform & Control Act (IRCA)
- Don’t hire employees who aren’t legally permitted to work in the U.S.
- Keep I-9 forms for all workers on the payroll.
- EPA (Equal Pay Act)
- Male and female employees must be compensated equally for the same job role.
- The Lilly Ledbetter Fair Pay Act (passed in 2009) expanded the EPA significantly.
- Uniform Guidelines for Employment Selection Procedures (under EEOC)
- You cannot discriminate on the basis of race, color, religion, sex, or national origin.
- EPPA (Employee Polygraph Protection Act)
- You cannot use lie detector tests in pre-hire screening or while the worker is employed. There are some exceptions for incidents when an employee is suspected of fraud. Consult your legal counsel if you have such a scenario at your company.
2. Employers With 15 or More Employees
3. Employers With 20 or More Employees
4. Employers With 50 or More Employees
- AAP (Affirmative Action Program)
- You must take active measures to recruit persons in designated classes: women, minorities, disabled, covered veterans. You must keep records of AAP hiring programs.
5. Employers With 100 or More Employees (May Apply to Government Contractors With 50+ Employees)
Remember that you have many other compliance requirements. FMLA, ACA, OSHA, and COBRA are some of them. As mentioned, these are the laws that affect recruiting directly.
If you contract with the federal government, you are subject to another layer of laws. They are similar to the laws mentioned previously but may kick in at earlier thresholds. Consult the DOL Office of Federal Contract Compliance Programs.
The following states have additional hiring requirements.
- New York—marital status can’t be a factor in hiring
- Washington D.C.—political affiliation can’t be a factor in hiring
Ban the Box
These laws are named for the ‘box’ on job applications that indicates a criminal history. Each of the following states have a law related to hiring applicants with a criminal history. If you live in one of the following states, consult your state department of labor for the details. Additional states have ban the box provisions for public employers.
- New Jersey
- Rhode Island
Protect Your Company
Are your processes compliant with hiring laws? We recommend that you:
- Provide compliance training for hiring managers and all members of your recruiting team.
- Use structured interviews with scripted questions.
- Consult your legal counsel when creating employment contracts.
- Stay on top of local and state laws.
- Maintain comprehensive records.
- Verify eligibility to work.
- Ensure applicants fill out I-9 completely, including signature, within 3 days of hire.
- Require supporting documentation for applicants with a temporary work visa.
- Review eligibility status frequently.
If You’re Serious About Compliance, Use An Applicant Tracking System
An applicant tracking system (ATS) makes it easier to comply with multiple layers of hiring laws. It helps you create compliant workflows with checklists to track progress and assign tasks. Manage structured interviews. Create compliant screening applications. Don’t sweat the recordkeeping requirements with powerful ATS databases and search functions.
An ATS protects your company from compliance violations as your workforce grows.
By Liz Strikwerda
In today’s post, we focus on manufacturing hiring.
The Great Recession took a heavy toll on this industry. U.S. production dropped 20% and 15% of manufacturing employees were laid off. Since 2008, the industry has had nowhere to go but up.
Manufacturing is Thriving
Despite outdated stereotypes, today the manufacturing sector is booming. In 2018, the industry added 300,000 new jobs. A study by Deloitte predicted an estimated 2.4 million manufacturing positions will go unfilled between 2018 and 2028.
While production has become increasingly automated, this hasn’t eliminated jobs. But it has changed the nature of skills needed. Yesterday’s factory workers need more advanced training for today’s manufacturing jobs. The net result is a critical talent shortage.
New Recruiting Methods for Manufacturing
Now’s the time to capitalize on the favorable business climate. Companies must adapt their hiring or fall behind.
The industry needs educated, skilled workers. Someone has to program those CNC routers and 3D printers. Someone has to set up fully connected IoT operations. And who’s going to troubleshoot the robots?
‘There are more computers on the manufacturing floor than machine tools and other types of equipment,” said Judy Marks, CEO of Siemens USA.
Last year, manufacturers advertised for software developers more than any other position except sales.
What does this mean for recruiters? You have to compete with many other industries.
Create Manufacturing Apprenticeships
‘Build a talent pipeline’ is always sound recruiting advice. An apprenticeship program goes even further. ‘Train a talent pipeline.’ An apprenticeship program can be a smart investment. Seek high school and trade tech students. Expose first-time employees to the opportunities available in your industry.
What if your manufacturing business is too small to afford a program? Partnering with local schools can provide a source of funding. There are also federal grants available. In addition, connect with local job re-training programs. They may provide funding as well.
Be the Manufacturing Employer of Choice
What do manufacturing employees want? They want what every employee wants:
- Competitive pay and benefits
- Work/life balance
- Advancement opportunities
- Better training so they can be more effective
- Recognition for their contributions
Companies that are great places to work attract great workers. Mutually-beneficial relationships last longer. Quality employees provide good job referrals. They help your business grow.
Improving recruiting methods will help get workers on your factory floor. Creating a first-class company culture will keep them there. This is especially true in rural areas.
If you’re not sure where to start, ask your experts—your employees Find out how you can improve. Conduct ‘stay’ interviews. Plus, create a way for employees to give suggestions anonymously. They will be more candid.
Spend the time and resources to create a better working environment. There are no downsides. It will help your recruiting efforts. You will experience lower turnover. Happy employees are more productive. Increased productivity means greater profitability. (There’s always a money angle.)
Post to Niche Sites for Manufacturing Workers
There are manufacturing forums on LinkedIn, Facebook, and Reddit. Target your job postings where workers interact online. Hiring software can help you post to several sites with single signon. You can also create a database of passive candidates. Your hiring system can help you build relationships with the potential employees in your pipeline.
The Most Important Manufacturing Technology: Recruiting Software
Boomers are retiring. To hire the next generation, change the way you engage. Applicant tracking systems (ATS) are leading the way. They provide end-to-end digital hiring. From application to interview scheduling to job offer.
Mobile-optimized recruitment marketing is de rigueur. ATS texting is one of the latest innovations. It allows you to engage with job candidates in a way that’s natural for them. We already mentioned talent pipelines. Hiring software makes it easy to capture and store information on hundreds of potential hires.
If you aren’t using an ATS, you will have a hard time engaging with job candidates.
Small Manufacturers Can Use Cloud-Based Hiring Software
We’ve mentioned the importance of updating the image of manufacturing employment. But there’s another misconception that is hurting companies. This is a misperception held by employers, not job seekers. It’s the idea that sophisticated hiring software is only for large manufacturers. This simply isn’t true today.
You don’t need deep pockets to purchase today’s ATSs. You don’t have to spend thousands for a developer to create custom premise-based software. Small manufacturers can afford cloud-based advanced applicant tracking technology. It works like a subscription service and has all the tools used by the big guys.
- Create and manage templates for:
- Manage multiple manufacturing job postings
- Create custom manufacturing hiring workflows
- Assign tasks to hiring team members with checklists to track progress
- Intelligent screening improves the quality of hires
- Track manufacturing hiring KPIs
- Create a manufacturing talent pipeline
- Maintain compliance with manufacturing hiring laws
Back to (Hiring) Basics
For a comprehensive guide to hiring techniques, see our How To Hire Your Perfect Next Employee series. We have articles and videos on every step in the hiring process. All manufacturing hiring managers should review best practices to ensure their processes are up-to-date.
By Liz Strikwerda