What’s something that 95% of Fortune 500 companies use, but only 26% of employers have discovered? Fortune 500 CEOs are taking advantage of the many applicant tracking system benefits for their company. These benefits apply to a small or medium-sized business, too! Here are just a few ways an applicant tracking system benefits companies.
It Saves Time
An applicant tracking system can automate many of the manual tasks that a recruiter or HR team member is currently performing. ApplicantStack allows candidates to search resumes for keywords, automatically screening out unqualified candidates. Recruiters can create, manage, and schedule email form letters to remain in contact with applicants. Action items can be assigned to specific team members, so you can find and fix holdups.
It Saves Money
When you’re saving time, you’re saving money. A small company can save up to $10,000 using an applicant tracking system. In the United States, the average cost to hire a single employee ranges from $3,000 to $4,000. An ATS can save you serious money by streamlining your hiring process.
Applicants Love It
Applying for a job is dreary enough, and it doesn’t take much for an applicant to abandon a frustrating form. You need a mobile-friendly interface, quick communication, and smooth scheduling. Among the many applicant tracking system benefits is the ability to create a positive experience for your candidates.
Companies Love It
The reason so many Fortune 500 companies use an ATS is because it works so well! In addition to making your hiring process more efficient, an applicant tracking system offers the benefit of data collection and analysis. HR departments can figure out which candidate sources are working well. Cost-per-hire is easily calculated, and bottlenecks can be identified and fixed
Want to learn more about the many applicant tracking system benefits you could be taking advantage of? Check out our infographic below!
Indeed Assessments Integration Helps Employers Connect with the Best Candidates Faster
A data-driven hiring approach will help your organization win the battle for top talent against your competitors. That’s why ApplicantStack is partnering with Indeed Assessments, a candidate screening platform in which candidates have taken over 2.4 million candidate assessments.*
So what does the integration mean for you?
Trying to get to the best applicants as quickly as possible can be tough—but not with Indeed Assessments. From the Indeed Assessments platform, you have the opportunity to create an assessment package tailored to the exact job for which you are hiring. When you navigate back to ApplicantStack, you’ll be able to select that assessment package and either send to individual candidates or push out the assessment automatically when a candidate hits a predefined stage in your pipeline. As the candidates take the assessments, you will see their scores populate in ApplicantStack and can return to Indeed Assessments at indeed.com/assessments for additional details, if needed. In these simple steps, you’ll be able to view the most qualified people for your jobs so you have more successful interview processes.
Talk to the best candidates faster
There’s almost nothing more disappointing in the recruiting process than reaching out to a seemingly perfect candidate and finding out you missed your window—they’re far along with another company. Indeed Assessments lets you see your candidates in action quickly so you can figure out who makes a great match for the role right away and move them along in the process.
Objective screening, data-driven evaluation
Even with the proper precautions, hiring bias can still occur. Luckily, it’s nearly effortless with the ApplicantStack and Indeed Assessments partnership. Utilizing these two platforms, you can bring a data-driven approach to your screening process. These tools will help remove bias and ensure your candidate evaluations are consistent across the board.
Custom and prebuilt screening tools
Sometimes you know exactly what you need in your candidate screening evaluation, and other times you could use a bit of guidance on the requirements. That’s why ApplicantStack’s partnership with Indeed Assessments unlocks access to a library of over 50 expertly designed, prebuilt assessments, or you can customize your own to bring the right talent forward.
ApplicantStack’s integration with Indeed Assessments makes it possible for you to move your candidates along the hiring process with confidence. Whether you’re hiring for hourly or salaried positions, you’ll be able to identify and connect with the best talent faster thanks to this partnership.
A Statement from Indeed
“Indeed is very careful with making acquisitions, and was an early investor in Interviewed.com, as well as implemented its product on our site well before we made the acquisition. We acquired Interviewed.com and started Indeed Assessments because we believe it’s a game changer for candidates and employers. Whether or not we charge in 2019, we want as many employers and candidates using it as possible, and it will be priced to make that happen. Anyone who signs up in 2018 will have Assessments free in 2019.”
*Source: Data refers to Interviewed platform, which was acquired by Indeed, Inc. and is now referred to as Indeed Assessments.
While seasonal hiring isn’t limited to the holidays (think summer lifeguards), the winter holidays are most commonly associated with hiring seasonal employees. Seasonal hiring presents a particular challenge to employers. Competition for quality employees is stiff. Onboarding needs to be successful and immediate. If you don’t start training early, seasonal employees are left to sink or swim.
So what seasonal hiring best practices can help your hiring team overcome these challenges? Do you know how to recruit seasonal players? There are a few rules of thumb that will lead you to success during this busy season.
Some major retailers begin the application process for seasonal employees as early as June, especially when the job market is tight. With major players adding tens of thousands of workers each holiday season, a small or medium-sized business has to make sure it’s competitive. If you don’t start advertising seasonal positions early on, you’re going to be behind the ball when the holidays roll around.
If you haven’t begun advertising your seasonal jobs yet, don’t panic. You can still beat out the competition by offering better benefits. What kinds of things do seasonal workers want? Higher wages never hurt, but flexibility tops the list of demands. New apps and sites have made it easy for seasonal applicants to comparison shop, so you need to find a way to stand out. Leverage technology like your applicant tracking system to enable applicants to schedule interviews at their convenience. Make sure you’re able to tell your workers their schedules at least a week in advance. Although these employees won’t stay with you for long, they will affect your bottom line. And a happy employee is a productive one, especially in sales.
Post your seasonal job where it’s most likely to be seen by the kinds of people you’re looking for. College job boards, Craigslist, and Facebook are all good sites to find someone who wants seasonal work. An applicant tracking system like ApplicantStack can make it easier to post jobs to niche sites. You can even track which applicants are coming from which sites to determine your most effective advertising avenue. Unless you need very specific skills or have certain prerequisites, you may want to skip the fee-based job sites. Those tend to be frequented by applicants who are looking for a longer-term career rather than a seasonal job.
Interview In Person.
Or at least on video. When you’re only hiring someone for a few months, attitude matters most. You don’t have time to nurture and teach your seasonal employees to connect with peers and customers. In retail, especially, likability matters. A resume won’t tell you if a candidate is respectful, enthusiastic, confident, and poised. That’s something you need to see to assess. In-person interviews are time-consuming, especially if you’re hiring en masse. ApplicantStack integrates with Google Calendar and Outlook, so you can eliminate scheduling complexities and easily find times that work for everyone. Consider hosting group in-person interviews, or use video interviews instead. Face-to-face interviews are part of seasonal hiring best practices because they yield the best results.
Think Long Term.
Don’t neglect to ask about an applicant’s long-term plans just because he or she is only with you for the season. If you can hire someone year after year, that person will become familiar with your processes. College students, for example, can be a great choice for seasonal hires. They may have the same season off each year for several years. They like knowing that they can count on you to employ them when they’re on break, and you like knowing that your seasonal new hire isn’t completely “new.” If someone might need a seasonal job next year, take that into account during the hiring process.
Be Ready to Go.
Once you’ve sealed the deal with your new hire, get the ball rolling as quickly as possible. Use your applicant tracking software to send and receive the necessary paperwork. Smooth out any wrinkles in your onboarding process. If possible, upload safety and training videos to your new hires’ accounts so they can view them at their convenience. Use a questionnaire to get your employees’ uniform sizes and order them ahead of time. Set yourself – and your new hires – up for success by giving them as much information as they can handle before Day 1.
Seasonal hiring best practices can guide you as you make your hiring choices for the holiday season. Snap decisions are necessary, though, and you’re likely to experience some turnover. Once your employees are on board, don’t neglect them. Employee engagement can help lower those churn rates. Training should be ongoing; offer opportunities for promotion. Who knows? That part-time worker may become a key full-time asset.
ApplicantStack was founded nine years ago, and since that time we’ve made dozens of upgrades to our ATS software. One of the benefits of software as a system (SaaS) is that updates occur automatically. That means our end users might not immediately notice that something has improved. In honor of the many ATS software upgrades we’ve made over the years, we’ve put together a list of the eight improvements that really changed things for our clients. Does your ATS software offer these features?
1. Email Delay
Got a fish on the line and want to reel him or her in? In 2013, we added the option to schedule an email to be sent anywhere from one day to one year after its creation. Essentially, you could create a drip marketing campaign to nurture your prospects and keep them interested.
2. Integration With Glassdoor
When Indeed.com bought the up-and-coming job search site Glassdoor, we were on top of things. Our ATS software immediately enabled automatic integration with Glassdoor. If you post your job on Indeed, we’ll post it on Glassdoor, too. No extra steps necessary. With 62 million unique visitors each month, that’s a whole lot of free exposure.
3. Questionnaire Updates
Questionnaires are a quick and easy way to screen out unqualified candidates, and we were leveraging this tool way back in 2010. In May of that year, we added several features to the ATS software at the request of our users. Among those features, we made questionnaires global, so they didn’t need to be attached to a specific job. Layout Templates make questionnaires appear professional, clean, and organized. We also added reporting features as well as the ability to export questionnaire data.
4. Feedback Forms
Standardized candidate feedback can help you streamline your recruiting processes and find weak links where you can improve. ApplicantStack makes it easy to obtain consistent feedback easily using a candidate evaluation form. With suggested multiple choice, scale, or ratings questions, you avoid vague descriptions or hard-to-interpret emails. This gives you a collaborative review of candidates. Consequently, you can compare everyone’s input and create a report on the data – all within your ATS software.
5. Custom Signatures
Most companies believe that increased personalization will improve email interaction with their subscribers. Apply this insight to your recruiting strategy by incorporating custom signatures into your emails. In addition to adding a bit of flair, this will strengthen employment branding efforts – which are essential to successful job recruitment.
6. Jobs Filters
The Jobs Tab is the heart of ApplicantStack, and we’re constantly adding features to make adding, organizing, and managing open positions even easier. The Jobs filter makes it a cinch to narrow down the information you’re looking for. You can view just the jobs you own or manage, sort jobs by stage, filter by department or category, and select jobs by type. Choose multiple filters to provide an exact, detailed list of specific jobs.
7. SSL Security
Security Magazine reports that 70% of hackers target small- and medium-sized businesses (SMBs). Of these hacked SMBs, 60% go out of business within six months. ApplicantStack realized early on that security is a primary concern for small business owners. We increased security measures by offering SSL security for all job boards. Job applications often contain sensitive information. SSL encrypts the data so that its more difficult for hackers to obtain.
8. New Data Set Reporting
Whatever kind of report you want, our ATS software has you covered. The Reports Section is key to discovering and assessing your hiring metrics so you can better optimize your recruiting process. Reporting can show you:
- Where candidates are dropping off or losing interest in your application process.
- Which sites are bringing in the most applicants – and which sites result in the most new hires.
- Global activity for an account so that you can ensure OFCCP compliance.
- Basic information on all candidates who have created an account on your job board, so that you can follow up with any who have not submitted.
- Any combination of fields, filters, and groups you need to view specific data.
At ApplicantStack, we’re constantly improving our ATS software to bring you the most functionality. We’re the experts on how to recruit, hire, and onboard the best employees. Our team solicits (and listens to!) user feedback, so that we can add the features that are critical to our users. Want to learn more about how it works? Start your free trial today, and see just how much you can do with ApplicantStack.
Any good recruiter or hiring manager knows that self-education is a great way to improve your skills. Having trouble sealing the deal with a superstar prospect? Can’t quite master the Facebook scene? Just want to read up on the latest and greatest in the recruiting world? These are the best human resources blogs to check out now. Learn how to recruit, hire, and onboard with aplomb!
Best HR Blog for Recruiting
The Searchologist is dedicated entirely to the world of recruiting. As part of The #SocialRecruiting Show, Katrina Collier interviews diverse experts on every recruiting topic under the sun. This blog offers the benefits of multiple perspectives. You can join in the discussion, view it later, or just read the textual rundown. If you want something to do on your lunch hour, these Crowdcast videos are an educational (but not boring!) way to pass the time.
Best HR Blog by a Thought Leader
John Boudreau seems to be three steps ahead of every other HR expert out there. In addition to being one of our favorite authors, he’s the research director for the Center for Effective Organization at USC and a professor of management and organization at the Marshall School of Business. A prolific author, his blogs are always thoroughly researched and well written. If you want to know where the recruiting world is headed, Boudreau writes some of the best human resources blogs out there.
Best HR Blog for Motivation
The RBL Group is a leadership consulting firm with an emphasis on HR. If you’re feeling a bit burned out or have a case of the Mondays, check out the RBL Insights Blog. This is one of the best human resources blogs on our list because each blog includes actionable advice to implement immediately. We especially enjoy the blogs authored by Dave Ulrich (author of one of the five books every hiring manager should read). His take on the concept of time, for example, offers a whole new perspective on time management.
Best HR Blog for HR Issues
Once you’ve got the talent, you need to retain it. The HR Bartender blog is written by the wise and approachable Sharlyn Lauby, who created the blog as a “friendly place to discuss workplace issues.” Her blogs address things that HR managers will encounter time and time again – how do you handle grief in the workplace? Do you need an onboarding intervention? How can you combat employee disengagement? Some of the best posts are part of the #AskHRBartender series, where Lauby answers reader-submitted questions about HR conflicts.
Best HR Blog for Humor (and Education)
Fistful of Talent is written by a group of experts from the HR and recruiting world. You’ll find yourself nodding in agreement and even laughing out loud as these witty authors mull over everything from avoiding lawsuits to the benefits of hiring the formerly incarcerated. Fistful of Talent is more like a series of op-eds than a collection of newspaper articles; you’re definitely getting someone’s take on something rather than ‘just the facts.’ But the opinions you’ll read are informed, coherent, and thought provoking (as well as humorous). It makes a refreshing change!
Best HR Blog for Techies
The Boolean Black Belt blog focuses on technological solutions for recruiting problems. Author Glen Cathey was inspired when, as a technical recruiter, he leveraged Boolean search strings to narrow down his candidate pool. His blog is full of tips for leveraging recruiting technology. With practical hacks like how to get unlimited LinkedIn InMails, Cathey gives applicable advice so you can maximize functionality of tools you’re already using.
Best HR Blog for Recruitment Solutions
(You knew this was coming, right?) We’ve got to toot our own horn a little bit here! We think our very own ApplicantStack blog features some great content on solving recruitment and onboarding challenges. Covering everything from the basics of recruitment tools to industry-specific advice, we share what we’ve learned as a best-in-class ATS provider. Want to know more about how we can improve your onboarding and recruitment processes? Watch this video demo now!
In 2015, Time called cloud computing “the most important new technology in decades.” Spending on cloud computing is expected to grow at more than six times the rate of IT spending from 2015 to 2020. The adoption of cloud technology is growing in every country and every industry.
But despite these statistics, there’s some confusion about what cloud computing actually is. How does it relate to software? More specifically, what is cloud based recruitment software, and how can it benefit my hiring team? We’ll address each question in turn.
What Is Cloud Computing?
A cloud in the sky is made up of tiny raindrops caught up in turbulent winds. These raindrops obscure our vision to form a cloud. The internet works similarly. The ‘droplets’ are called packets, and they appear to travel in chaotic fashion, swirling alongside billions of other packets in an electromagnetic wind.
Here’s where the analogy breaks down. You never know where a raindrop will land, but packets have assigned destinations. They rarely take the shortest route, but that doesn’t matter when they travel at the speed of light. Cloud computing uses resources more efficiently.
Instead of storing all of your data on your computer all of the time, cloud computing stores the data in a data center. When you want a specific thing – say, a document or a video – your computer retrieves it from the cloud. When you’re done using the resource, your computer doesn’t have to store it anymore and is free to use that memory on other things. If you have a Google account, you might use Google Photos. Those pictures aren’t stored on your computer; Google stores them, and you can access them whenever and wherever you have internet access.
How Does Cloud Computing Relate to Software?
Cloud computing has enabled a new industry of Software as a Service (SaaS). Essentially, SaaS providers offer their software over the internet. Instead of buying a CD or downloading a software, users typically purchase a subscription. The software is accessed through the internet, so it doesn’t take up space on the computer and it can be used anywhere and on any device. SaaS is the next generation of software, and the explosive growth of the industry shows no signs of slowing.
What Is Cloud Based Recruitment Software?
Cloud based recruitment software like ApplicantStack is a tool used by hiring departments to streamline the recruitment process. Any applicant tracking system can save time and money by reducing cost per hire. But cloud based recruitment software offers some major advantages over traditional software.
Bring Your Own Device (BYOD)
BYOD stands for Bring Your Own Device, and it’s becoming the new standard for business. Employees don’t want to have multiple computers and phones for work and personal use. Cloud based software is available anywhere you have internet, so employees can access business software from their personal computers – without downloading it. For better or worse, things like ‘snow days’ are becoming a thing of the past. If you have internet access, you can still work.
Work From Home
Along the same lines, the flexibility to work from home is important to many employees, including HR teams. Working from home can actually boost productivity significantly, but if your software is tied to your cubicle, it’s an impossibility. Cloud based recruitment software gives your recruiting team necessary data access from home, vacation, or anywhere else. Employees who telecommute report a better work-life balance and even have improved health and wellness, according to CNN.
There are lower upfront costs, because you don’t need highly capable computers to host the software. Most cloud based recruitment software comes as a subscription, so you pay as you go. If you no longer need it, you stop paying for it. It’s easy to use from the start, and updates happen automatically. Your software will never be outdated, and you won’t have to pay for an updated version.
There are many benefits to using cloud based recruitment software. (Learn more here!) SaaS is the wave of the future, and its widespread use is only projected to grow. Get started today with a free trial of ApplicantStack, and see how easy it is.