Need to hire fast because you are getting ready to reopen?
Hire fast, hire strategically
There are more qualified people on the market than there have been since the 2008 era. Optimize your processes. Competitors who make talent sourcing a priority will snag the best candidates first.
What’s the best way to speed up hiring for re-staffing?
Get a cloud-based applicant tracking system (ATS). Hire from anywhere. While working at home, on the road, or at the office. Your team can work together while social distancing. A mobile-friendly interface lets candidates apply, interview, and onboard remotely.
Are you using manual hiring processes?
Spreadsheets? Multiple job board accounts? Paper applications? You can’t hire fast in 2020 with old processes.
Manual processes are inefficient. Plus, they are hard to analyze. If you can’t extract KPIs, how can you evaluate? Start gathering metrics.
What is an Applicant Tracking System?
An applicant tracking system is a specific type of recruiting software. It automates the hiring process from job posting to offer letter. ATS are cost-effective, easy to use, and quick to set up.
Why automate recruiting with an ATS?
- Process applicants more quickly and efficiently
- Pre-screen candidates when they apply
- Manage many job openings simultaneously
- Stop duplicating work
- Collect and track hundreds of applications
- Create branded templates for job descriptions, questionnaires, and emails
- Post to job boards with single signon
Let’s talk about some key features of modern ATS.
1. Communicate faster with in-application texting
ATS recruitment texting allows you to text candidates from the software. It stores a record of the texts. Multiple members of the team can text as if from the same person. Include links in text messages. For example, link to an interview scheduling calendar. The morning of the interview, send a map link. Include parking instructions. Super. Easy.
2. Pre-screening questions qualify candidates immediately
An ATS allows you to add application screening questions. This ensures the applicant meets basic qualifications. Like education level or certifications. Apply scoring rules to questions. Higher-scoring applicants will automatically rise in your review queue.
Does pre-screening take out human evaluation?
No. It simply eliminates the need for unnecessary evaluation. It gives you more time to engage with the most promising candidates. Pre-screening plucks the best from the larger pool. When your ATS has identified them, start the human review. Send the resumes to the hiring manager. Do phone screens. Advance to in-person or video interviews. Your ATS supports your processes. Pre-screening lets you spend your time where it will have the most impact.
3. Mobile recruiting lets you hire from anywhere
Manage candidates using an ATS mobile app. Work on any device. How are your posts doing? Which applicants have done screening? Who’s interviewing tomorrow?
You have all that in your pocket. Around-the-clock. Recruiting superstars use mobile tools. You can too.
4. Post jobs faster with single signon
To hire fast, you need to post your jobs fast. With an ATS, your job posting gets immediate online exposure. Post to LinkedIn, Indeed, ZipRecruiter and Glassdoor (just to name a few) with a couple clicks. While you’re at it, post to your social media sites. And careers page.
5. Accelerate hiring with self-service interview scheduling
Top candidates are on the market for 10 days or less. Slow interviewing scheduling can extend the timeline considerably. Self-serve scheduling makes everything faster and easier for the candidate and your hiring team. Let candidates pick an interview slot from a calendar. Eliminate a bottleneck by integrating with Office 365 or Google Calendar.
6. Interview strategically with structured interview templates
Structured interviewing is a best practice used by successful companies. It not only helps you hire fast, it helps you diversify your workforce. It makes EEOC compliance easier. It helps your hiring managers improve their interview skills. This brings us to a related ATS feature: candidate scorecards.
7. Hire faster with candidate scorecards
Standardized candidate scoring is fast and slick. And speed isn’t the only advantage. It improves the effectiveness of your evaluation process. This is how it works: 1. Create scorecards for each candidate. 2. Each member of the interview team fills one out. 3. Your ATS tallies the scores. 4. Sort on top scoring candidates.
8. Stage change email triggers
In your ATS, create a workflow with hiring stages. Base it on your team’s manual process. Create email templates for each stage. “We’ve received your application,” “Your interview has been scheduled,” etc. Insert merge codes to pull the candidate name, job position and other information. Then let automation do its thing. When you move a candidate to a new stage, your ATS sends an email. Keep your applicant informed and engaged.
Recruiters without auto-emails often ghost candidates. This is not only rude, it trashes your employer brand. Auto-emails are indispensable if you want to hire fast and protect your reputation.
9. Turn fast hiring into fast onboarding
It doesn’t make sense to re-enter information once an applicant is hired. Don’t go half way with your process upgrades. If your onboarding has been unstructured, 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.
Want to learn more about how to hire fast with an ATS?
This is not an exhaustive list of ATS tools. There are a lot more! (We highlighted nine in this post because we thought it sounded good with “nifty” in the title.)
Get a free ApplicantStack trial for fast, smart hiring. ApplicantStack is SwipeClock’s affordable, easy to use ATS solution.
One silver lining of post-crisis rebuilding is the chance to create something better. The team at SwipeClock wishes you success as you move your business forward.
Did you know there are more than 1 million unfilled tech jobs in the U.S.?
That might come as a shock to you, especially considering more teens and young adults are being pushed toward STEM fields to increase their odds of getting hired out of college. How can a field that’s growing so quickly struggle to fill so many vital roles?
The answer is that the changing landscape of tech makes it difficult for both companies and employees to keep up. This puts recruiters in an especially tough position as they’re tasked with finding unicorn candidates who check all the right boxes.
Understanding the challenge of tech recruiting
Recruiting is challenging enough as it is, but there’s something uniquely difficult about tech recruiting. If you’re recruiting in tech for the first time your usual strategies won’t work. You’ll need to adopt a faster timeline, open your mind to more unusual candidates, and more. Let’s dive into some common tech recruiting struggles and how you can overcome them.
1. There aren’t enough qualified candidates
As a recruiter, you’re probably already aware that this is a candidate favored market. The global talent pool is shrinking with record low unemployment rates. There are now fewer candidates with the skills required for technical positions and this gap is even wider if you’re looking to recruit for the tech industry. That means your recruiting strategy will need to change.
The tech industry is already short 1.1 million workers and by 2030 that number could be as large as 4.3 million. Where do you find qualified candidates when the number of skilled workers seeking new jobs keeps shrinking? The answer isn’t orthodox, but it does work.
Stop looking in college classrooms
Tech giant Apple has already taken the first step in sourcing new talent. Instead of insisting on a four-year degree in a related field, Apple announced they are no longer requiring a college education for job applicants. This has opened up the talent pool to self-taught software developers, people who have taken coding boot camps, and more.
That’s not to say that you should ignore candidates with a college degree, but rather stop ignoring those who don’t. When you limit your scope for who can and can’t be qualified, you limit your potential talent pool.
Look for transferable skills
You might be wondering how you’re supposed to judge candidates’ qualifications without a degree and the answer is by looking at their skills. And not just their specific technical skills, you’ll want to look at their transferable skills as well.
Transferable skills are any skills a person has acquired throughout their life, career, or hobbies that can be applied to different situations. As an employer, finding a job candidate that doesn’t fit the exact job spec can actually be a blessing in disguise. These job candidates can be taught on the job skills needed once they start while bringing unique perspectives and viewpoints to your company.
The runway time for teaching a new employee how to use new software is much shorter than you think. It’s time to start thinking of skills as assets rather than requirements. Don’t count someone out because they worked in customer success for twenty years and are looking to make a career change. Instead, see how their unique skill set might benefit your team.
2. Direct competition from larger companies
A few names probably come to mind when you think of tech giants: Google. Facebook. Apple.
While these juggernauts might not be your competition in business, they are direct competitors for global tech talent. Tech employees have the in-demand skills that these big companies are looking for and given the chance to work for a world-renowned company, most candidates will take the chance.
You’ll need a special strategy to out-recruit the likes of Google or Apple. The good news is that there are a few tricks you can use to seal the deal.
Rely on your employee ambassadors
When it comes to recruiting tech talent, your current employees are an untapped resource. Not only do they understand what it takes to be successful at your company, but studies show that 84% of people trust recommendations from friends or family over any other form of marketing. That means there’s a greater chance of success when you encourage your employees to refer people in their network or share jobs on social media.
Looking to up the ante? Offering your employees a bonus for referring potential candidates. These employee referral programs incentivize your staff to help you recruit new talent while filling the recruitment pipeline with fresh candidates.
Many companies take this a step further by using employee referral software to optimize the process. These solutions allow you to track which employees referred candidates, monitor their place in the recruitment pipeline, and post jobs to internal job boards. Streamlining your applicant tracking process will help you find qualified tech candidates faster. All of the perks with less work!
Offer incentives other than money
There’s a lot of money in tech. If you’re just starting out as a company you might not have the budget to throw at candidates the same way a big three tech giant might. Thankfully, studies show that employees are looking for more than just a paycheck. Flexible working hours, growth opportunities, and better work-life balance are among some of the more sought after perks.
Offering competitive pay is still important, but throwing in the option to work remotely or an extra week of paid vacation could sway them to sign with your company. Remember, there’s always something else you can offer a top tier candidate to seal the deal
3. Candidates expect an accelerated hiring timeline
Are you moving fast enough for top tier candidates? Unless your candidate life cycle is two weeks or less, you might be too slow. Research shows that more than 50% of candidates believe the hiring process should take between one and two weeks, while the actual time to hire hovers around 38 days.
That same study shows that 89% of potential candidates drop out of the recruitment process due to a prolonged timeline. Putting candidates on ice or waiting too long in-between communications is an invitation for them to ditch your company.
And don’t make the mistake of assuming you’ll just lose one candidate when websites like Glassdoor allow candidates to talk about their terrible recruiting experiences. An overly complicated or slow recruiting timeline is bad news for your hiring prospects.
Use technology to speed along the process
Your recruitment process is your first chance to impress high-value job candidates. If you’re using an outdated applicant tracking software (ATS) that slows down the recruitment process, there’s a good chance qualified candidates will just give up. Investing in a state of the art system that automates resume screening and manages all recruiting communications will save you and the job candidate time.
If you want to compete with the titans of your industry, ATS is not an option. There’s been a shift in the last decade in HR departments around the world. Applicant tracking software is no longer optional, it’s necessary to stay competitive. Over 98% of Fortune 500 companies, including Microsoft and Tesla, use ATS in their recruitment efforts. You need the right software to keep up with companies pulling from the same talent pool.
Eliminate the stuff that doesn’t matter
If you had to eliminate 80% of your recruitment process, what would you keep? It’s a tough question but it’s one you need to consider. Job candidates are tired of jumping through arbitrary hoops in the hopes of catching your attention.
Ask yourself if you really need to subject a candidate to three in-person interviews with four different team leads or if the same thing can be streamlined with a video conferencing tool. Think about whether or not you need someone to fill about a 40-question personality quiz before uploading their resume. Are these checkpoints truly helpful in deciding on a candidate or are they arbitrary roadblocks?
You might think tasks like these weed out candidates who don’t have the drive or the work ethic but you’d be wrong. How you treat your potential candidates is a direct look into how you treat your employees.
Let’s get technical
Despite all we’ve said in this article, there isn’t a right way to recruit tech talent. You’ll need to take the tips mentioned and put your own spin on them. It’s going to take some trial and error but if you stick to it, you’ll be a tech recruiting titan in no time.
Tiny companies weren’t able to grow their workforces in 2019.
Are you struggling to keep your small business staffed?
Hiring is tough for companies of all sizes, but the smallest companies are having the hardest time.
Overall, U.S. firms with fewer than 20 employees didn’t add workers in 2019.
The Hiring Standstill for the Smallest U.S. Businesses: 5 Key Findings
- Last year, the number of employees in total at tiny U.S. companies (fewer than 20 employees) didn’t increase. (Wall Street Journal)
- Compare that with the fact that organizations with 500+ employees increased their workforces by 2.3%.
- 2019 was the first year since 2010 that tiny companies didn’t add workers to their payroll.
- Tiny firms aren’t tiny when it comes to their impact on the U.S. labor force. There are more than 5 million U.S. firms with fewer than 20 employees. They make up 89 percent of all U.S. companies. (Small Business Administration).
- Businesses with less than 20 workers employ 16.8 percent of the U.S. labor force.
Applicant tracking systems enable small businesses to grow
There are common misconceptions among small business owners and entrepreneurs that keep some from even looking into software solutions. One common misconception is that ATS solutions are too expensive for an owner-operator. Another that we hear a lot is that applicant tracking solutions are just for companies that add hundreds of employees every year. —Nonsense.
The truth is that hiring software is just as important for tiny firms. Possibly even more important.
7 reasons ATS’ are a must-have for tiny businesses and start-ups
- The business owner has to do all the hiring PLUS everything else
- They don’t have the name recognition of larger companies
- They need to have a super-fast hiring process to compete
- They need to automate manual hiring operations to process more applicants
- They need to automatically filter out unqualified applicants before spending time on them
- They need a way to incorporate best practices
- They need to provide an outstanding candidate experience to attract quality talent
How MRV Banks solved their hiring problems with ApplicantStack
Let’s look at a case study of a small Missouri bank that solved their staffing problems with ApplicantStack. ApplicantStack is an affordable applicant tracking and hiring solution that helps you find and hire the best candidate faster and with less effort. ApplicantStack is available as a standalone ATS solution from SwipeClock. ApplicantStack is also available as part of the WorkforceHUB HRMS.
Though MRV Banks is now slightly larger than ‘tiny’, they have the same challenges faced by smaller companies. (They were tiny just a few years ago.)
In the first half of 2019, the company grew from 35 to 44 employees across five locations. Finding and hiring the right employee for each open position is a key success factor for MRV Banks. With steady growth and continuous demand, hiring became difficult and time-consuming. MRV Banks turned to ApplicantStack to solve three critical issues.
We needed to reach more well-qualified applicants, get fewer unqualified applicants, and reduce the administrative time spent per job opening, says Lydia Sumner, MRV Banks Director of Human Resources.
Let’s break that down. MRV Banks needed to:
- Reach more well-qualified candidates
- Review fewer unqualified candidates
- Reduce the administrative time per job opening
ApplicantStack makes it easy to create and post job descriptions to popular job boards, social media and internal sites. This helps hiring managers reach a higher volume of qualified candidates in a shorter period of time. Applicants are automatically scored according to rules set by MRV Banks, helping them screen candidates before they are considered for an interview.
Knockout questions are included in their questionnaire to eliminate candidates based on specific requirements of MRV Banks. The candidate view in ApplicantStack makes it easy to see which candidates are qualified for the position before any effort is spent on reviews.
With ApplicantStack, we now easily post to multiple job boards and automatically prescreen applicants based on a required application and questionnaire. The most qualified applicants are easy to see in the ApplicantStack dashboard. We also get fewer unqualified applicants because they self-select out during the application process.
The company posted several jobs and hired a qualified Loan Processor within the first month using ApplicantStack.
As the company approaches 50 employees it becomes increasingly important to document hiring history and protocol. ApplicantStack maintains a record of all applications, applicant history and communications.
ApplicantStack applies the same prescreening rules to all applicants and the scoring is transparent to auditors, proving our commitment to fair hiring and equal opportunity.
With ApplicantStack, employers create applications and questionnaires that all applicants complete. Each questionnaire has rules associated that assign a score to answers, making it easy to review at a glance. ApplicantStack also streamlines interview scheduling, interview feedback, and selection. All interactions during the hiring process are preserved for auditing and review.
HR Management Connection
ApplicantStack is part of a larger HR ecosystem at MRV Banks, including HUB and TimeWorksPlus. This integrated system provides an employee portal for new hire onboarding, timekeeping, paystubs, company directory, and employee engagement.
As an administrator, Sumner has single sign-on access to all functions of the system streamlining HR workflows and saving time and effort.
These tools help us find and keep the best talent while improving our efficiency. That combination fuels our growth and supports our commitment to delivering premium banking services.
ApplicantStack is affordable for the smallest businesses
Want to grow your business? Try ApplicantStack for free for 15 days. You won’t be tiny for long.
And it may be the most important decision you make this year.
Catch Top Healthcare Talent With Our Essential Hiring Guide
ApplicantStack’s How To Hire Your Next Employee playbook will help you:
- Find first-round healthcare draft picks
- Avoid hiring compliance red flags
- Make sure your applicant can pass to the end zone
- Intercept top healthcare candidates from your competition
How to win at 2020 healthcare hiring
Get your head in the game: Prescreening preparation
- Create custom questionnaires with knockout questions
- Filter unqualified candidates out before spending time on them
- Reduce unconscious bias by using the same criteria for each candidate
- Isolate a manageable pool of top candidates with the necessary qualifications
Watch the play-by-play:
First down: Create a healthcare job description
From the first step in the hiring process, ApplicantStack streamlines the workflows.
- Create a template for each job description
- Manage job descriptions in a centralized location
- The system inserts job descriptions automatically into postings
Post route: Post jobs to job boards
ApplicantStack posts to the following job boards:
- Google for Jobs
- LinkedIn Limited Postings
- Niche sites
Single signon job posting saves time. You don’t have to keep track of multiple login credentials.
Here’s the tape:
What’s the score? Candidate scoring
Create custom scorecards for each job. All applications come into a central dashboard. ApplicantStack scores the applications based on your criteria. Immediately.
In the applicant dashboard, sort the candidates by score to see the highest scoring at the top. Select the top candidates on the list to review their summaries, source (where they applied from) and resume. You can also see how the scorecard was calculated.
Watch it in slo-mo:
Handoff: How to schedule interviews
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.
If you enable applicant self-scheduling, the candidate will be emailed a link to your scheduling calendar. When they follow the link, they will see your interview calendar. They can only schedule during a slot your hiring team has already designated.
No flags on this play:
Huddle up: Collect hiring team feedback
ApplicantStack sends each hiring 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.
Do you have a team member who habitually drops the ball on interviewing feedback? ApplicantStack helps with that as well. If someone forgets to turn in their evaluation form, ApplicantStack nudges them with a reminder email. This takes the pressure off the hiring manager.
Watch the run here:
MVP: Select the top candidate
The time has come to make a selection from your pool of top candidates. You want to be careful, but you risk losing your top pick if this takes too long.
Don’t let background and reference checks slow down your hiring process. ApplicantStack helps you optimize this critical stage by narrowing your pool of candidates to the best possible options. Then it eliminates final concerns with background checks and calls to references.
In it to win:
Draft pick: Extend the job offer
Creating an offer letter template in your ApplicantStack document library is easy. Merge codes import information you have recorded (or the system has parsed) elsewhere. In the video, we show you how to create a merge field for the job start date.
Cue the confetti:
Touchdown! Hire your next healthcare employee
By following these steps, you will move your candidates quickly and efficiently through the workflows. They won’t be intercepted by your competitor. Automated communications keep your applicants updated every step of the way. Email or text your candidates to keep them engaged.
Play hard, win easy with ApplicantStack’s healthcare recruiting playbook.
By Liz Strikwerda
Automation has changed the face of hiring.
Why is it easy to automate hiring with the right software?
Job applicants apply online. They enter their information. This starts an end-to-end online process. An applicant tracking system (ATS) leverages the magic of digital automation. It lets computers do what they do best.
Does this create an impersonal machine-driven applicant experience?
Now to the question posed in the title. Short answer: no.
Let’s discuss why.
An ATS creates more time for personal attention. You can still call an applicant or meet them in person for an interview. The system doesn’t eliminate personal face-to-face (or voice-to-voice) communication.
Do you process a large volume of applications? You don’t have time to call every applicant personally.
If your ATS has texting, you can text right from the software. Keep a record of your text threads. Team members can text as if they are one user. This is personal, yet professional.
An ATS Reduces Abandoned Applications
Why do applicants abandon their applications? Poor communication. Many hiring teams can’t keep applicants apprised of their status. Regardless of their best intentions. They’re just too busy.
ATSs have auto-emails. You can send as many updates as you want. Let candidates know immediately when you’ve received their application. Keep them updated every few days.
When you’ve narrowed it down to a short list, you can call them personally.
How does an ATS know when to send an email?
To answer this question, first we need to talk about stages. You move applicants through the process with stages you’ve created. For example, you might have the following stages: Application Received, Awaiting Interview, Extend Job Offer.
Choose which actions are triggered by stage changes. For example, when you move an applicant to the Interview stage, it can trigger an email. The email invites the candidate to schedule an interview. (If your ATS is integrated with Google Calendar or Office 365, you can include the calendar link in the email.)
Give your applicants more attention, not less
You don’t need to send generic, impersonal emails. Create email templates. Use creative language that reflects the personality of your company. Tailor the email to the job description. Change your templates as often as you like.
Merge codes insert the applicant’s name and other information. The applicant gets a personal email addressed to them. They don’t know that it was sent automatically.
An ATS helps you communicate continually. In other words, you give your applicants more attention, not less.
What are some other ways an ATS frees up your time for more personal attention?
Make your system work for you
Let’s talk about organization. Every hiring team has their own system. The beauty of an ATS is being able to customize. Match your workflows.
This ApplicantStack user explains his process in a G2 review:
I enjoy the layout where applicants are marked in stages. A common issue with organizing applicants is the way you can sort them in your process. ApplicantStack allows you to keep candidates in different stages and advance them in your process based on where they fall. This is especially important when you have 2nd and 3rd tier candidates that you like, but are not as qualified as other top tier candidates. The stages allow you to label them in your system and then come back to them as you sort through other candidates you have reviewed and removed from your process. (G2)
They also appreciate the email delay feature:
I also LOVE the option where you can fair a candidate and schedule the email communication to go out on a future date. This allows me to create the task, but be tactful in communicating with those candidates without failing them immediately after their interview. In addition, when you have multiple raters the feedback option is collaborative and extremely useful.
This Senior Home Care recruiter mentions a couple more custom settings:
I love the amount of customization ApplicantStack allows (eg: adjusting the work flow, adding new documents to Onboarding, changing email triggers, etc.). The ability to make adjustments that better suit your company’s needs has been a huge benefit for our agency. (G2)
ATS data security
Everyone in HR worries about data breaches. Most cloud-based ATS vendors provide a high level of security. That said, before choosing an ATS, verify their security protocols.
This HR generalist explains how this improves hiring and onboarding:
I like the ability to easily get sensitive information in a secure way. There are a lot of scammers out there and I want my new hires to feel confident that they can trust that their information is secure and protected. I also like that they can fill out and sign documents easily from their phones. I hire a lot of people remotely and getting paperwork done is always a pain. I also use this for acknowledgements of policies. (G2)
An ATS makes your job easier
We’ve discussed bells and whistles. Now, let’s take a holistic view. The tools don’t mean anything unless the entire system fundamentally improves your operations.
This customer lists several ways an ATS has transformed their job (G2):
It made my job easier in many ways. The best part I would say is that a) It has been integrated with job boards and this made it easier to source resumes b) It can trigger emails to candidates automatically c) I am able to set the workflow and follow that easily d) Everything that is needed for recruitment in one system e) Automatically updating candidate details while just uploading resumes or emails f) Allocating tasks to other users g) Generating customized reports.
Would you like to test drive a simple and affordable ATS? We offer a free 15 day trial of ApplicantStack. Create some email templates. Design a hiring workflow. Post to several job boards without signing into each one.
Discover how an ATS frees up your time to give your applicants personal attention.
By Liz Strikwerda
Are you skeptical of applicant tracking systems? Misconceptions persist due to outdated stereotypes.
Today’s post is for business owners and HR professionals who have resisted using an ATS. Perhaps you had a bad experience with a first generation system. Maybe you’ve heard stories of ATSs that made hiring harder, not easier.
In this post, we are going to explain the advantages of applicant tracking systems.
First, let’s look at some key statistics. Then we will discuss how they relate to our objective: explaining why an ATS is a necessity.
5 Recruiting Statistics You Need To Know
- 75% of hiring professionals use an applicant tracking system.
- Of those, 94% believe that it has improved their processes. (Only 5% report a negative impact on their company.) (Capterra).
- 98% of Fortune 500 companies use an ATS. For all companies, that number drops to about 40%. (Harris survey for Glassdoor)
- 47% of companies have HR software that is over seven years old. (Bersin by Deloitte)
- 80% of surveyed HR employees found that using HR technologies improved employee attitude toward the company. (G2)
Let’s discuss why these numbers matter to your organization.
Your competition is using an ATS…
Clearly the majority of companies use some type of hiring software. Most use an ATS combined with other HR applications. These hiring teams are more efficient and more effective than those who use manual processes.
..but it might be from the dark ages
A Deloitte study found that almost half of companies use HR software that is over seven years old! Companies with legacy systems that haven’t been updated are missing out. 2020 applicant tracking capability is light years ahead of 2013 premise-based technology. Cloud-based providers (like ApplicantStack) perform regular software updates. We also continually add new features requested by our customers.
The latest tools include texting, custom questionnaires, resume parsing, video interviews, and single signon job board posting.
Use a state-of-the-industry ATS to gain the competitive advantage.
Integrations expand ATS capabilities
Today’s ATSs also integrate with hundreds of other types of software and services. This allows you to find the perfect combination for your hiring needs.
Let’s talk about ApplicantStack integrations.
When new clients look into our software, the first thing they ask about is job boards. We integrate with the top job boards like Indeed, Monster, Google for Jobs, and Careerbuilder.
Social media sites are just as important to today’s job seeker and we have you covered there as well. Post to Facebook, Twitter, and LinkedIn from our platform.
Interviews are an important applicant touchpoint with your company. Many companies are having success with video interviews (we integrate with Spark Hire, a video interview service.)
For self-service interview scheduling, take your choice of Google Calendar or Office 365.
Trouble uploading a resume increases the risk of a candidate abandoning their application. Candidates can use Dropbox and Google Drive to upload to our system.
Assessments are becoming increasingly important in talent sourcing. Recruiters use assessments to measure a broader set of skills. These soft skills are difficult to convey in a resume.
Assessments allow companies to cast a wider net. They can look beyond the basic job requirements. If you are having trouble filling skilled positions, consider using assessments designed by experts in your industry. You can screen non-traditional candidates using the same technology used by mega-corporations.
Few hiring teams do in-house background checks. ApplicantStack partners with five background screening providers (for an additional fee). Background check services have access to multiple databases. It saves time and money to use your ATS integration for background screening.
8 Disadvantages of not using an ATS
Companies that don’t use an ATS will struggle to find quality candidates. Especially in highly competitive industries and job markets.
Not using an ATS has a negative impact on the following:
- Longer time to hire
- Lower quality of hire
- Higher cost per hire
- Poor applicant experience
- Negative employer brand
- Decreased onboarding effectiveness
- Longer new hire time to productivity
- Higher employer turnover
If you are using an old ATS that isn’t working for you, try ApplicantStack free for 15 days. Discover what current generation hiring technology can do for your organization.
By Liz Strikwerda