ApplicantStack Releases Application Programming Interface (API) for Developers

ApplicantStack Releases Application Programming Interface (API) for Developers

Api

ApplicantStack has released its Application Programming Interface (API) for Developers.

The ApplicantStack Application Programming Interface (API) provides a way for developers to build easy, secure integrations between ApplicantStack and other third-party and / or corporate systems. The ApplicantStack API will give your IT group the tool it needs to integrate your ApplicantStack account with your corporate payroll system or HRIS. The API uses a REST interface with JSON as the input and output and can be accessed using GET commands to read data and PUT commands to update it.

For more information on how to use the API see our knowledge base article here.

For information about .Net 4.0 API Examples see our knowledge base article here.

The Importance of Agility in Staffing

The nature of the global workforce has rapidly changed. The idea of getting a job from one company, working their for 30 years, and then retiring is long gone. Companies need to scale their workforce up and down in order to stay competitive and job seekers have to be more flexible and mobile as well. Hence, the importance of agility staffing.

This has placed a premium on the need for companies to increase their agility in staffing. Companies need to source, screen, select and on-board the right talent at an accelerated pace. If they take too long or fill positions with the wrong type of talent, it can directly impact their competitiveness.

According to an Intelligence Report from the American Staffing Association,

The number of people working at a company, their skill sets, their cumulative cost to the company, and their ambition and motivation all combine to create the single most important variable in the success or failure of any enterprise: the staff. A company that can get the right people in the right positions at the right time and at
the right price has a tremendous advantage over less astute competitors.

In response to the need for speed and agility, companies are increasing their adoption of Applicant Tracking Systems even during a slow economy.

Bersin & Associates says in a recent posting that the Applicant Tracking Systems market (ATS) grew by 11% to nearly $1 Billion as of April 2011. Reasons for the significant growth are that companies need to move quickly and they cannot keep pace if they either have no technology at all or if they have out-of-date ATS software.

Contracts — Good for Companies, Bad for Customers?

We are receiving inquiries from frustrated customers who would like to switch applicant tracking vendors but would have to buy out the months they have left on their current contracts and face the possibility of losing all of their applicant data. Their dissatisfaction usually comes from the lack of customer service and support they were promised rather than the functionality of the system. One small company is actually entering into litigation to cancel their current contract and have the stiff penalty for canceling waived.

My guess is the software service companies who lock you into long term contracts are interested in keeping your business while they try to keep up with the ever-changing, enhanced technology and outstanding service of their competitors. If they don’t live up to the expectations they promised—no worries—they charge you a penalty for leaving and get paid anyway! Whatever their logic, you’re stuck with an inferior product or service. Whatever happened to integrity, reputation, and genuine concern for the customer and solving their problems? Call me old fashion, but I hate the thought that the ease of technology has replaced a solid work ethic and reliability.

As a National Account Manager, I’m proud of the customer service ApplicantStack promises and delivers without the need to lock our customers into a contract in return for their loyalty. In fact, we are so confident in our ability to promptly respond to customer needs and fix a problem when something goes wrong, we don’t have any contract at all. You can actually subscribe to our service on a monthly basis, with no penalty for cancellation. If we don’t deliver or can no longer satisfy your needs, you can not only cancel but easily download all of your data and take it with you at any time. Now that’s confidence!

Customers evaluating web-based applicant tracking services should be weary of signing a “long-term” contract. In this unsettled economy, how can companies predict what their revenue or needs will be one or two years down the road. If you’re being offered a discount or some other perks for committing long term, I suggest you know what happens to the contract when the vendor doesn’t hold up their side of the agreement or if your company downsizes or is bought by a bigger company that has their own service. Stiff penalties, expensive legal battles and the challenge of starting all over, will give you little flexibility and will have a negative impact on your business.

Recruiting Software for EEO and OFCCP Compliance

Choosing the Right Recruiting Software can Help with EEO and OFCCP Compliance

The Office of Federal Contract Compliance Programs (OFCCP) is responsible for ensuring that companies follow the proper policies and procedures regarding Equal Opportunity Employment (EEO).

An important part of these requirements is that companies follow guidelines for collecting, storing and reporting information that is gathered for Internet job applicants.  There are specific data collection methods, record keeping and reporting requirements that companies must be aware of and follow in order to be in full compliance.

The good news is that an emerging set of software applications called Applicant Tracking Systems can help companies comply with these regulations by automating the capture, collection, storage and reporting of these data.

To help ensure EEO and OFCCP compliance make sure your Applicant Tracking System can:

  • Capture voluntary EEO information from each applicant.
  • Automatically record the reason for “non-selection” for every applicant.
  • Record the minimum qualifications for each job position.
  • Track the workflow associated with each applicant in case of an audit
  • Provide reporting that can show the company captured the key information for each candidate and for each hired candidate

For more information visit the United States Department of Labor website here.

What to Look for in a Recruiting Software Application

As more companies offer recruiting software applications, and promote different feature sets, it’s hard for companies to know specifically what to look for in order to make the right choice. Naturally, companies need to make sure any recruiting software they consider is easy-to-use and fits within the budget. In terms of capabilities, here are some of the key features to look for in an HR and Recruiting Software application.

Workflow and Process Automation: a key reason to add software to the recruiting process is to save time and increase efficiency. Make sure the software can automate the key steps in your recruiting process and show you the status of each of the key steps and manage the workflow and approval process in order to reduce the time-consuming, manual steps.

Create and Post Online Jobs: it should be fast and easy to copy a written job description and post it online to your Career Site with a single click. When the position is filled, it should take only a click to take the post off the website.

Candidate Screening and Qualifications: the recruiting software should enable you to quickly build screening questions and score and rank applicants using a rules wizard that helps narrow down the applicants to the top prospects.

Create a Customized Company Career Site: companies should expect to be able to easily create an online Career Site that matches the look and feel of the company website.

Easy Resume and CV Importing: with a single click, a recruiting manager should be able to select a single resume or a group of resumes and upload them. When large batches of applications come in, the recruiting application should be able to use a “parsing engine” to extract key information from the resumes and place them into a database and all incoming email should be automatically placed into the application for follow up.

Single, Searchable Candidate Database: all new and existing resumes should be placed into a single, searchable database to make it easy for HR managers and recruiters to find the most qualified candidates whether they are new applicants or already in the database.

Email Communication with Candidates: it is very important to promptly and efficiently communicate with a large number of applicants. All email communication should be easy to do with triggers build into the workflow to save time.

Candidate Reporting: hiring managers want to see reports that show a pipeline of candidates and presents the qualifications of the top candidates. You should expect to get standard reports as well as to be able to develop custom reports.

Compliance Management: companies need audit trails and compliance reports in order to comply with EEOC and OFCCP requirements. This should be built in and automated to make it easy to verify the company compliance.