ApplicantStack, the leading applicant tracking system and employee onboarding system, announced today the availability of its integration on ADP® Marketplace. ApplicantStack helps companies simplify the task of onboarding new employees and adding them to ADP Workforce Now® payroll.
This seamless integration with ADP Workforce Now payroll allows ApplicantStack hires to be automatically pushed over to ADP Workforce Now at a time of your choosing. No need to copy/paste your hire any more. When the integration pushes the hire to ADP Workforce Now, ApplicantStack sends all of the data about that hire. Simply log into your ADP Workforce Now account and see a list of hires pushed over from ApplicantStack. Users will have a chance to edit the hire, if needed, before pressing the submit button in ADP Workforce Now to add them to your payroll.
“We are thrilled to join the ADP Marketplace to help deliver this solution to small and mid-size employers,” said Nathan Shackles, CEO at ApplicantStack.
ADP Marketplace is a cloud-based HR A Store designed to help employers dynamically manage an ecosystem of enterprise applications from ADP and world-class partners. This enables companies of all sizes to extend the value of their workforce solutions seamlessly across their entire organizations via a secure, single-sign-on process.
ApplicantStack: the affordable, easy-to-use, full-featured recruiting and employee onboarding system trusted by 2,500+ companies since 2009 to automate and streamline their recruiting and onboarding process.
We spent our careers in human resources, bogged down with paperwork and craving more time and resources. Our goal is to provide organizations the tool we always wish we had. We created ApplicantStack, a simple, gets-the-job-done software that has everything companies need and nothing you don’t. It’s not another system to manage, but the tool that helps you manage your day.
ADP and ADP Workforce Now are registered trademarks of ADP, LLC.
When an agency wants to hire home care aides who will be most successful, what should it look for in its applicants? In-home care providers play a unique role in their clients’ lives. They have a major impact on a person’s quality of life, but don’t typically have a part in health care decisions. The work environment is unusual. Home care aides do not see colleagues every day. They spend most of their time in the client’s home, working with him or her on a one-on-one basis.
What kind of people are best suited for this career? And how can an agency that wants to hire home care aides determine the best candidates? Here are a few things to keep in mind when learning how to recruit a home care aide.
Hire Home Care Aides Who Aren’t Squeamish
Home care aides are subject to a surprising number of occupational hazards. One study found that almost 10% of clients smoked indoors while the caregiver was present. Another 16.2% of personal care aides reported contact with feces, while 5% came into contact with blood. The vast majority were expected to clean bathrooms and/or kitchens, often with bleach or other strong chemicals.
Home care agencies should make sure that applicants know and understand the job expectations prior to hiring. Setting expectations up front will reduce turnover.
Hire Home Care Aides Who Are Capable
Home care is physically demanding. In the aforementioned study, 11.2% of home care aides reported a work-related injury resulting in medical care or lost work time during the past year. About 34% reported back pain. Home care aides may need to physically move their clients, and should be able to lift at least one hundred pounds.
Prior to hiring a home care aide, home care agencies must ensure that this person is physically capable of meeting the demands of this job.
Hire Home Care Aides Who Are Easygoing
A home caregiver must be vigilant when it comes to a client’s health and safety. But the best home care aide doesn’t take things personally or erupt with anger when a client lashes out. In an occupational hazard study, almost 20% of home care aides were victims of verbal violence in the past year. About 6.6% were on the receiving end of some kind of physical violence, including aggressive physical contact, pinches, scratches, slaps, or punches. Aides report that this type of behavior typically came from patients with dementia.
Agencies need to hire home care aides who understand the illnesses or limitations of their clients. A good home care aide needs to control his or her temper and respond appropriately, even when a client is unreasonable or abusive.
Hire Home Care Aides Who Are Eager to Learn
As the need for in-home caregivers increases, the role these workers play in their clients’ lives will begin to expand. These attendants are perfectly suited to act as positive influences on the elderly population. With the influx of senior citizens, home care aides are expected to take on greater responsibilities such as providing physical activity programs.
Agencies should hire home care aides who wish to improve the care they offer by taking advantage of learning opportunities. In turn, home care agencies should ensure that these opportunities are plentiful for their aides.
Hire Home Care Aides With Varied Interests
Burnout is high for home caregivers. This is a demanding career; it’s not for everyone. A meta-analysis of research on nursing home health care aides found that a rich personal life is the only mitigating factor that significantly alleviates emotional exhaustion.
Home care agencies should discuss a candidate’s other interests, hobbies, and social support structures during the interview or application process. This will give the agency a better sense of a candidate’s susceptibility to burnout.
Hire Home Care Aides With Long-Term Plans
It takes time for a caregiver to establish a relationship with a client. Continuity of care is essential for the health and wellbeing of those seeking to hire home care aides. Studies show that a health care aide needs to work consistently with a client for optimum satisfaction of both client and caregiver. Over time, the aide learns strategies to handle the client, as well as client preferences and medication schedules.
Home care agencies should pass on candidates looking for a short-term, temporary job in favor of those who have chosen this field as a career. This is a difficult job, and it takes dedication, perseverance, and a willingness to learn. An applicant tracking system can help agencies determine which candidates are best suited to their clients’ needs. Home care hiring doesn’t need to be a time-consuming process. With the right tools, home care agencies can find the best care aides quickly and easily.
ApplicantStack receives multiple recognition from the G2 Crowd Summer 2018 report, including Highest Satisfaction Rating in Applicant Tracking System (ATS) Overall.
Today, we are excited to announce that we have been featured in multiple G2 Crowd Summer 2018 reports including:
ApplicantStack also won the following recognition and badges in the Applicant Tracking Systems (ATS) category:
- Won the ‘Best Results Badge’ (ROI related questions)
- Won the ‘Best Relationship Badge’ (What it’s like to work with the vendor related questions)
- Won the ‘Best Usability Badge’ (Ease of use related questions)
As well as the following in the Onboarding Category:
- ApplicantStack Named #1 in Highest Satisfaction in Onboarding Mid Market Grid
- Won the ‘Best Implementation Badge’
- Won the ‘Best Relationship Badge’
- Won the ‘Best ROI’ and ‘Best Results’ Badges in Mid Market Results Index
- Won the ‘Best Usability Badge’
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 very excited to be recognized yet again by our customers for both – Applicant Tracking and 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:
“My favorite ATS out there”
“By implementing ApplicantStack and using it to it’s full capacity, we are able to eliminate a lot of administrative burden that would exist without it. From a business perspective, we love the reporting capabilities which allow us to present data to the leaders and utilize that data to identify areas of strength, as well as continue to improve areas in need.”
“ApplicantStack made my job easier in many ways”
“We are able to get suitable profiles and source candidate with minimal effort, coordinate with candidates easier, track candidates application, status and notes very easily, accessing all the required details any where in the globe as this application is a cloud based, generating reports which ever way we wanted. These are few examples. Overall, we have saved a lot of time using this application and able to use those saved time in our core business process. Thanks for Applicant Stack team for developing such a wonderful application.”
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.
Employee onboarding is an intriguing mix of art and science. You want your new hire to feel comfortable and acclimated – but you also want to get that person up and running as quickly as possible. While there are no shortcuts to a good onboarding process, employee onboarding software can make it much easier for managers and employees to successfully connect, set reasonable expectations, and create reachable goals in short order.
Onboarding encompasses a wide range of activities: getting to know colleagues and managers, understanding the exact job duties, and basic tasks like learning to use key systems. Employee onboarding software can automate (or at least remind you of) some of these tasks, so no one wastes valuable time and brainpower worrying about them. Once you adopt employee onboarding software, you’ll never have to do these five things again.
Wait to Set Up a Desk
The best way to get your new superstar up and running is to have his or her work space all set up in advance. That means chair, desk, and of course, the computer. Many companies offer their employees choices as to which computer and operating system they’d prefer. Use your employee onboarding software to set up a questionnaire in advance. That way, you’ll have their gear purchased, charged, and ready for work on day one. If your employees wear a uniform, get them geared up with the proper sizes so they’re ready to roll.
Worried that you’ll need the IT team to set up their computer to use the onboarding software day one? Choose a vendor that provides software as a service, so you don’t have to worry about installation or IT infrastructure.
Bug Someone for a Signature
There are all kinds of forms and documents to submit when a new hire joins your company. Employee onboarding software gives a one-two punch to paperwork. First, you can set up automatic reminders to let your employees or managers know if a document is still incomplete. Then, you can use e-signature technology to safely and securely get the information you need. No more pesky printouts or scans!
Dig Up Employee Manuals
Employee handbooks, insurance information, 401K details…there’s a lot of info for your new hire to soak up in those first few weeks, and he or she is probably going to have specific questions that can only be answered by, for example, calling your dental insurance provider or referencing the employee handbook. Rather than letting a physical copy gather dust in the back room, your employee onboarding software provides easy-to-find download links to the guidelines and manuals your new hire might want to peruse. It saves you time and money.
Mobilize the Welcome Wagon
No one wants to show up on the first day to find that the other employees have no idea who he or she is. Your employee onboarding software portal is one of the first experiences your employee will have with his or her new company. Make sure it’s a good one. Your portal should be a welcoming reflection of your company (hint: that means branded). Add custom notes and welcome messages for your new hire. Think about the things he or she might find useful. A glossary of acronyms commonly used by your company? A guide to local restaurants? Messages from your employee’s new teammates? A guide to the first day, including where to go and suggestions for dress, will help your employee feel confident and prepared from day one.
Remember to Check In
You’ll never miss a workiversary again. Onboarding is more than just orientation – it’s an ongoing process that lasts until your new hire is a fully engaged, productive member of the team. How frequently should you be checking in? Schedule meetings at the one-week, one-month, three-month, and six-month marks to get feedback from your new employee. That last meeting can be especially helpful to find ways to modify your existing onboarding system. At that point your employee should be in a good place to offer suggestions as to what he or she wishes had been part of onboarding. Use your employee onboarding software to create automatic emails reminding your manager and new hire to check in with each other. Some software can coordinate your employees’ schedules to create an appointment. There’s no excuse to skip it!
Employee onboarding is integral to the success of your new hire at your company. The cost of employee turnover is too high to ignore. Employee onboarding software doesn’t replace the human aspects of onboarding, but it is an incredibly useful tool to enable those connections. Want to learn more? Try ApplicantStack Onboard for free – automating those less critical tasks will give you more time to actually take those new employees out to lunch!
Home care recruiting is one of the hardest recruiting jobs and recruiters (and internal HR departments) are faced with many challenges. Here are just a few:
- High turn over rate! Some of the largest across industries
- Difficult to find and keep top talent
- Applicants might not be very technical
Luckily there are products that can assist you in making your job much easier. Using an applicant tracking system (ATS) such as ApplicantStack can simplify the home care recruiting and employee onboarding process.
Top 20 Benefits of an Applicant Tracking System (ATS) for Home Care Recruiting:
1. Automatically Post Your Jobs to Multiple Job Boards
Find your candidates wherever they’re searching. Post your job listing to job boards such as Indeed, Glassdoor, LinkedIn for Jobs, CareerBuilder, ZipRecruiter, Monsters, Snagajob etc. as well as social media sites such as Facebook, LinkedIn, & Twitter. All with the click of a button.
Use the manual posting links to post your jobs to specialty and niche job boards as well in order to stay compliant for government regulations
2. Track & Manage Applicants
Gone are the days of trying to manage multiple email folders and Excel spreadsheets. Using an ATS allows you to customize your workflow to match your current process.
3. Save Time with Pre-Screener Questions
Use pre-screener questions to quickly knock-out unqualified candidates and to prioritize the best ones using automatic scoring. Then systematically review interviewer feedback to focus on high-priority candidates so you can quickly make offers.
4. Automate the Process
Send notifications to candidates. Schedule interviews. Gather interview feedback. Rate candidates. An ATS can automate all of these functions and more, enabling recruiters to the highest value-added activities.
5. Schedule Interviews with Ease
Allow candidates to pick and choose interview times directly on your calendar eliminating the back and forth of “what time works for you”.
6. Rely on a Full-Featured System
Easy to use full-featured system for non-technical teams. ApplicantStack is web-based requiring no installation. Most of us are former HR executives so we know which tools we really need to save time.
7. Get Help When you Need it
Online support portal with help center including videos to get you up and running. Easily post your job on the very first day of your trial! Start receiving candidates and see just how easy it can be.
8. Track all Activity
Track all candidate and user history – everything is stored in the history of the candidate record.
9. Store all Data and grow your Database
All candidate records are stored in ApplicantStack – keep candidate records to develop a talent pool. Since you have unlimited candidates you can keep them for as long as you want.
10. Set up Required Fields
Easily set fields to be required. So for example, make the disposition field required so you know why a candidate wasn’t hired.
11. Track & Filter Data
Easily track and filter on the dispositions to reconsider candidates. You might want to reconsider a candidate that was a no-show for an interview.
12. Easily Search for Candidates
Advanced searching capabilities to find candidates by location by using the distance from zip code. Use Boolean search tools so you can find candidates with a CNA and a certain distance from the job location.
13. Stay Compliant with Government Regulations
Stay EEOC compliant – state & federal requirements. Keep management up-to-date on the candidate pipelines for each job and effectiveness of different job boards. Easily capture, track, and report voluntary EEO data, while remaining in compliance with the guidelines set forth by the EEO/OFCCP.
14. Internal Accountability
Who did what in the system? Who moved the candidate to a certain stage? With ApplicantStack you can easily find answers to those questions.
15. Integrates with Axiscare
Send hired employees directly from ApplicantStack into AxisCare. AxisCare provides Homecare Management software to automate the sales, marketing, scheduling and billing of homecare management.
16. Open API
An open API means unlimited access for integrations.
17. Paperless Onboarding
Have all paperwork signed electronically and maintain all copies of certifications.
18. Automate your Onboarding Process
Create checklists of tasks, forms, and questionnaires so nothing falls through the cracks. Once a candidate has accepted an offer, automatically move them through the onboarding process. Use the system to ensure the completion of paperwork, scheduling of required initial meetings, set-up of IT services, and more!
19. Employee Portal
Easily assign all new hire paperwork such as state and federal tax forms, health plans, employee manuals, training videos, etc. Have the new employee complete and sign all items online. Send new employees a link to their secure portal with assigned tasks and paperwork and set reminders for a gentle nudge.
20. Auto-populate fields
Auto-populate forms and questionnaires to simplify the process making it easier for new hires.
Over 40% of our customers are in the home care industry. See what applicant tracking system your competition is using!
Sign up for a free no-obligation trial today and see why ApplicantStack has been named the top ATS for home care industries!
Candidate tracking software is a versatile – even essential – tool for hiring managers and HR departments, whether you’re a recruiter for a major corporation or a budding entrepreneur with a growing small business. Recruitment automation software takes much of the guesswork out of the hiring process, and in doing so, saves you precious time (and money!). These five statistics demonstrate why every business should be using candidate tracking software to optimize recruiting.
Did you know that it costs an average of $4,000 to fill an open position? There’s a lot of competition out there. If you want to beat your way to the front of the crowd so you can get the top candidates, it could cost you. You’ve got recruiter salaries and benefits, third-party recruiter fees, advertising agency fees, employee referral bonuses, travel expenses for applicants and staff…the list goes on.
Candidate tracking software dodges some of those fees by posting to all the relevant job boards and career sites automatically. You don’t have to pay someone to post the same job description over and over again. You may even be able to use your candidate tracking software to conduct video interviews and avoid those travel expenses.
The most common barrier to identifying talent is too many unqualified, junk resumes from job boards, according to 80% of employers. You don’t want to waste precious time scanning hundreds of resumes from applicants who don’t fit even the most basic qualifications. That’s where candidate tracking software comes in.
One benefit of recruitment automation software is that it’s, well, automated! That means you can ask pre-screening questions to separate the great from the mediocre (or the completely unqualified). Weigh certain questions more heavily to give each candidate a total score that you can use to rank your applicants. Candidates who don’t pass the pre-screening can be moved to a do not pursue stage and informed of their rejection via an automatic email.
On average, companies conduct three interviews before making a job offer. If you’ve got three finalists vying for the job, you could be conducting and coordinating nine interviews. And since managers can (and should) be engaged in the recruitment process, you’ve got multiple schedules to take into account.
Enter candidate tracking software. Managers and applicants can log in to view and schedule appointments. Set up an automatic email reminder so no one shows up late. Managers can include feedback and share their thoughts which are included in the candidate’s record. Everyone involved can view the notes and come to a mutual decision informed by every touchpoint with the applicant.
Almost 9 in 10 job seekers plan to use their mobile phones to search for jobs. Cell phones are ubiquitous, and they’re used for far more than simply making a phone call. Job seekers use their cell phones to search for new jobs, upload their resumes, and even submit applications. But only 13% of companies use mobile technology for recruiting and candidate management. If you’re not mobile-friendly, you’re missing out on some seriously good (and tech-savvy) job candidates.
Candidate recruiting software can help. Recruitment automation software integrates with existing mobile-friendly career sites, so your listing is visible on a cell phone. Submitting a cover letter or resume over the phone is easy via your company’s public job board. Your mobile-friendliness shows that your company cares about making it easy to apply – and that you aren’t behind the times.
Fully 94% of recruiters and talent managers who use candidate tracking software say it has improved the process. Can you think of any other tool with that kind of ROI on happiness? Candidate tracking software is used by 75% of companies, and with good reason. Recruiters, talent managers, and HR staff report that a candidate tracking software has a profoundly positive impact on recruitment.
What is it about candidate tracking software that makes it so helpful for every industry and company size? We could tell you, but we’d much rather show you. Start your free trial of ApplicantStack today, and learn why so many companies are turning to our candidate tracking software for the easiest, most efficient recruiting process.