You’ve Hired! Now What?

You’ve Hired! Now What?

What Is Onboarding?

The onboarding process is more than paperwork. It sets the course for your new hire’s future at your company. Successful onboarding includes:

  • A way for the new hire to create and develop relationships with managers, teams, and the company at large.
  • A concrete outline of job responsibilities.
  • A detailed path of what is needed to advance within the company.
  • A process for goal setting that involves both the manager and the new hire.
  • An introduction and induction into the company’s culture.

What are the keys to successfully onboarding your new hire using your HR onboarding software?

Fill Out Paperwork

Onboarding is about more than just W4s, W2s, and I9s. Of course, this needs to be taken care of, and your onboarding software has the tools to help.

HR onboarding software has common forms pre-uploaded, so your new hire simply fills them out. When the new hire submits, the task is automatically assigned to the next person who needs to sign the form. Bottlenecks can be automatically addressed via email. If, for instance, the new hire hasn’t filled out his tax paperwork or uploaded her driver’s license, an automatic email reminder will gently nudge the process along.

One of the most important aspects of onboarding software is the ability to safely and securely e-sign documents. If you’ve still got to print out, sign, and scan in all your paperwork, your process is going to slow significantly.

Collect Documentation

Any onboarding software will collect the basic demographic information of your new hire, but you’ll likely want additional information. A good HR onboarding software program will allow you to create questionnaire templates so you can gather this data. Maybe you need to know clothing sizes for uniforms or company gear. Perhaps you’ve got several options for computers, phones, or desk chairs. Do you have emergency contact information on file?

Each of these minor steps can turn into a much bigger obstacle if it isn’t completed in a timely manner. Just ask any new hire who has arrived on the first day to find there’s no computer or workstation!

Distribute Information

Your new hire is going to needs a lot of info from you. Is there a handbook? What about company policies? Your HR onboarding software portal should be your new hire’s go-to place for information on everything from dental coverage to the employee 401K program.

There’s a lot to take in when one transitions to a new company. Having all of that information in an accessible portal will make it easy for your new hire to refer to it whenever he or she needs to.

Welcome Your New Hire

The onboarding process shouldn’t be cold and sterile. It’s not all automatic email exchanges and data documentation. Use your onboarding software to give your new hire a personalized, conscientious welcome to his or her new office. Create a document listing some of the perks he or she might enjoy around the office. Suggest popular local restaurants or coffee shops where he or she might enjoy a lunch break.

Make Introductions

One of the best ways to immerse your new hire in the company culture is to emphasize relationship building. Instead of relying on spontaneous water cooler conversations, use your onboarding software to create occasions for your new hire to get to know people.

Schedule calendar events for your new hire and his or her manager. Manufacture opportunities focused on fun rather than work – say, a Welcome to the Team bowling night. Make it a regular thing, like small group sessions that meet monthly to talk about what’s going on at work and in their lives. A volunteer day is the perfect way to demonstrate your company values and cement the relationships between your team members. Any of these activities can be communicated and signed up for via your HR onboarding software.

Use Onboarding Software to Succeed

Get the paperwork done via your HR onboarding software portal before your new hire steps into the office on that first day. Nothing dampens the enthusiasm for a new job like filling out reams of paperwork. After you’ve gotten the necessities out of the way, use your onboarding software to engage your new hire with his or her new colleagues and corporate culture. That way, he or she is far less likely to be one of the 40% of people who leave their jobs within the first six months.

Want to learn more? Check out this online demonstration of ApplicantStack, or sign up for a free trial of ApplicantStack Onboard today!

 

Which HR Recruitment Software Should I Choose?

Which HR Recruitment Software Should I Choose?

Finding and hiring the perfect candidate is easy when you have the right recruitment tools. But with so many types of HR recruitment software on the market, how can you find the best HR software for your company? Follow these five steps.

Map Recruitment Process Flow

What are your recruitment process steps? What do you do first, and what follows from that? Plot out your recruiting tasks and create a flowchart of recruitment steps. Under each step, write down what you need to do. Which of these tasks could HR recruitment software help you complete more easily?

List the Best HR Recruitment Software Options 

HR recruitment software abounds, so do a quick review of the top ten HR software products available. (Don’t forget to include ApplicantStack, of course.) If anything turns you off about the HR software, strike it from your list. You should end up with two or three recruitment tools that stand out based on your needs and recruitment process flow. Narrow down your list using:

  • Customer reviews
  • Independent product reviews from objective sources like G2 Crowd and Software Advice
  • Product features lists
  • Testimonials
  • Screenshots and examples

Don’t forget to take cost and ease-of-use into account. If the HR recruitment software is too hard to use, your hiring managers will bypass it and return to the old, inefficient, manual way of doing things.

Try Them Out

Once you’ve got your short list of HR recruitment software, see the product in action. Ask for a live product demo, view an online video demonstration, or get a free trial of the HR recruitment software. A free trial is the best way to determine whether or not this HR recruitment software fits your needs and is easy to use. If the company doesn’t offer a free trial, ask them for one. If they’re hesitant, cross them off your list.

Verify Good Customer Support

Even the best HR recruitment software has a learning curve, and you’re going to have some questions as you get up and running. Look at the company’s support policy. How can you get in touch with them? How long does it typically take for them to respond to support requests? Check the reviews to see what other customers have to say about their responsiveness.

Read the Terms

That fine print actually means something, so make sure you review it. Some HR software companies will charge you for adding new users or switching to a different application. Others have exit costs if you want to make a change down the road. You may want to consider software-as-a-service recruitment tools. SaaS companies are easy to start service with, and unlike contracts, they’re easy to get out of if they don’t meet your needs.

Once you’ve found the best HR recruitment software for your company , you’re ready to make your purchase. The recruitment tools you’ve chosen will help your business optimize and automate recruitment, so your hiring managers and HR team can spend more time vetting the best candidates.

My Personal Journey to ApplicantStack

My Personal Journey to ApplicantStack

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

6 min read

Journey to ApplicantStack

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

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

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

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

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

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

And that’s when the real chaos began…

Human Resources Valuable Time

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

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

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

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

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

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

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

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

Don’t Let Qualified Candidates Slip Through the Cracks

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

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

Who could blame them! 

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

But this was extremely time consuming and redundant.

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Data-Driven Recruiting

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

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

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

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

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

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

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

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

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

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

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

 

 

ApplicantStack achieves Multiple Awards in G2 Crowd’s Recent Reports

ApplicantStack achieves Multiple Awards in G2 Crowd’s Recent Reports

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

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

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

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

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

Reviews from Our Customers

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

“Applicant Stack is so helpful.”

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

 

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

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

 

“ApplicantStack is super intuitive and easy to use.”

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

 

“Cost affordable. Easy to use.”

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

 

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

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

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

Online Recruitment Tools

Online Recruitment Tools

Online Recruitment Tools for the Modern Recruiter

2 min read

Online Recruitment Tools

Key Features of Online Recruitment Tools to Make Recruiting Easier:  With low unemployment and strong competition for qualified candidates, there has never been a better time for online recruitment tools.  Implementing online recruitment tools to not only work more efficiently but also to save valuable time in the recruiting and employee onboarding process is now easy thanks to full-featured applicant tracking systems such as ApplicantStack.

Here are just a few key features of online recruitment tools:

Automate screening by using pre-screener questions

  • Setting up pre-screener questions is a fantastic way to save time
  • Add scoring and knockout questions and focus on only the top-rated candidates
  • See Save Time with Pre-Screening Questions for more detailed information on pre-screener questions

Rediscover candidates you already have in your database that might be a fit

  • Use search and reporting tools to find candidates that match certain skill sets
  • Use advanced Boolean search options to only focus on candidates that match the current job requirements
  • View a candidate’s profile where key data is stored such as resume, cover letter, and applications along with any past feedback

Provide automated communication and scheduling flexibility

  • Set up automatic email responses to candidates letting them know you received their resume and application
  • Easily use our scheduling feature that integrates with most calendars
  • Allow candidates to also choose available times on your calendar eliminating calls or emails
  • Enable all team members to arrange candidate interviews without your assistance

Collecting and managing manager feedback

  • Centralized data in one spot makes collaboration simple
  • Use the standard feedback forms or create your own
  • Score/rate candidates so you can focus on the top-rated candidates in one convenient place for your team to review and make quicker job offers before your competitors do
  • Build your own phone screen templates and reference check forms to store feedback and notes

Reporting on all the progress

  • Use our standard reports to see which sources are providing the top candidates
  • See how long it takes to fill a position and see if there are any bottlenecks that require attention
  • Run EEOC reports to stay compliant
  • See job workflow and candidate summaries, and so much more

Take advantage of the online recruiting tools for the modern recruiter to save time and hire the right candidates faster!

 

Online recruitment tools are also known as cloud recruitment software and recruitment tracker.

To learn more about ApplicantStack, Click here to request a Free Trial!

Human Resources Valuable Time

Human Resources Valuable Time

Human Resources Valuable Time

Addressing Human Resources Valuable Time:

Recently, I had an email exchange with a Human Resources Manager who indicated she was too busy to evaluate an applicant tracking system (ATS).  As a former technical recruiter and someone whose colleagues are former HR professionals, I get it.  The hundreds of resumes sitting on your desk and in your inbox, the mounds of paperwork, the countless email exchanges back and forth trying to schedule interviews with the candidate and team members, the feedback forms that require attention, the progress reporting to management, the thousands of other tasks that fill an already busy day…no wonder there isn’t any time.  Most human resource professionals do not have a second of their valuable time to find the tools that can assist them.  The amount of time it will take to research all the different options available, implement and learn a new system, and justify the expense are all items that I am sure my recent contact has been grappling with.

If knowing that taking out 30 minutes (a guesstimate at the amount of time it takes to initiate a free trial and post your first job ApplicantStack Getting Started Video [4:49] could potentially save hundreds of hours in the long run, why wouldn’t you do it?

Here are just a few of the problems that could be solved with an ATS

Problem 1:  The hundreds of resumes sitting on your desk and in your inbox

  • Save time by having all your resumes and applications organized and centrally located and easy to search via multiple criteria
  • Use screener questions and scoring to focus on the top candidates
  • Set up automatic email responses to candidates letting them know you received their resume and application
  • Easily move the candidate through your recruiting process – workflows can be set up to mimic your current process

Problem 2:  The mounds of paperwork

  • Store all new hire and employee onboarding paperwork electronically
  • Never worry about having out-of-date forms in different systems…it’s all stored and managed centrally
  • Easily see what forms applicants have completed
  • Create checklists to streamline the entire process
  • Enable new hires to sign all state and federal forms, elect health insurance, view employee handbooks, watch training videos, and more before their first day of work

Problem 3:  The countless email or phone exchanges trying to schedule interviews with the candidate and team members

  • Easily use our scheduling feature that integrates with most calendars
  • Allow candidates to also choose available times on your calendar eliminating calls or emails
  • Enable all team members to arrange candidate interviews without your assistance

Problem 4:  Collecting and managing Manager feedback

  • Again, centralized in one spot
  • Use the standard feedback forms or create your own
  • Score/rate candidates so you can focus on the top-rated candidates in one convenient place for your team to review and make quicker job offers before your competitors do
  • Build your own phone screen templates and reference check forms to store feedback and notes

Problem 5:  The reporting on all the progress

  • Use our standard reports to see which sources are providing the top candidates
  • See how long it takes to fill a position and see if there are any bottlenecks that require attention
  • Run EEOC reports to stay compliant
  • See job workflow and candidate summaries, and so much more

Problem 6:  The thousands of other tasks that fill an already busy day:

  • You might have some time in your day to get to these now

 

Find out more about ApplicantStack by starting a free trial here.