If you are an HR director, it’s boom or bust right now when it comes to talent management. Essential businesses are in a hiring frenzy. Others, regrettably, are laying off or furloughing workers.
We hope you are in the former category.
But how do you compete for talent with Walmart, Amazon, Fed-Ex and CVS?
Let’s look at 3 ways creative HR directors are hiring during the COVID-19 crisis.
3 Ways to Hire During the Coronavirus Chaos
1. Partner With Your Customers and Vendors
Are you a talent acquisition specialist for a B2B company? Have any of your customers or vendors recently let employees go? There’s no reason you can’t follow the lead of CVS and source partners’ recently laid off employees. If you are a professional services company, you may have relationships with hundreds of organizations.
CVS is embarking on one of the most ambitious hiring drives in its history with plans to hire 50,000 full-time, part-time and temporary workers—and it has decided to tap directly into its customers’ workforces by taking on furloughed workers from the Marriott and Hilton hotel chains. The drugstore chain said it would use a “technology-enabled hiring process that includes virtual job fairs, virtual interviews and virtual job tryouts.” Market Watch
Most SMBs don’t have the resources of CVS but you can use the same techniques on a smaller scale. Talk to colleagues who have business relationships with your partners’ or customers’ recently laid off employees. These may include account managers, event planners, buyers, and supply chain managers.
These potential employees have already been vetted by companies you know and trust. They probably have a favorable view of your company. Passive recruiting is a lot easier when you are trying to source talent that is currently unemployed!
2. Host Virtual Job Fairs
Create an event using chat rooms, video conferencing, company videos, and webinars. Assign each hiring manager a presentation. Enlist your best brand ambassadors (current employees who love your company) to engage with job seekers.
A virtual job or career fair is perfect for attracting both onsite and remote workers. For telecommuting positions, you aren’t limited to job seekers in a geographic radius.
If you are looking for employees in your community, you can tailor the event to a specific demographic. If a local employer just cut workers, be straightforward about targeting their former workforce.
Who do you invite?
Use your applicant tracking system (ATS) to search for resume keywords in your talent database. Chances are, some of these people have recently been laid off. Create a job fair email template in your ATS and email an invitation to qualified candidates in your pipeline. Include a link to your registration page.
Request employee referrals. Each of your employees probably know several people out of work right now. Don’t forget to advertise on your social media sites. Ask your vendors and business partners for referrals. Talk to career counselors at schools in your community. Make the sign-up process fast and easy.
Virtual job fairs speed up hiring
For the recruiter, these events [virtual job fairs] compress the time to first engagement and ultimately the time to hire. Candidates are given the opportunity to engage with an actual recruiter from the company they are interested in on a specific day and time. That’s something you normally don’t have that early in the process. (SHRM)
3. Offer Flexible Schedules
Schools are closed. People are caring for sick family members. Workers need flexible schedules as much as they need steady jobs.
There’s never been a better time to offer flexible and non-traditional schedules—for both onsite, mobile and at-home employees.
Flexible schedules allow smaller companies to compete
Flexible schedules aren’t just an attractive perk for job seekers. They help SMBs be more competitive in multiple ways.
- Flexible scheduling reduces labor costs
- Reduced absenteeism increases productivity
- Engaged employees drive business growth
- Improved work/life balance helps retain experienced employees
What’s the easiest way to provide flexible work schedules? Cloud-based employee scheduling software is your answer for flex scheduling.
Employee scheduling software lets you create standard schedules in seconds—and flexible schedules in minutes. You create templates for each department, team, or location. You can also create templates for specific shifts or seasons. When the base schedules are in place, it’s easy to drag and drop employees into shifts.
Flexible schedules reduce healthcare employee burnout
Employee burnout is an issue for many industries, especially healthcare. And especially now. When employees have more control of their shifts, they are less likely to suffer psychological stress. Workers with improved mental health are more effective and make fewer mistakes. There’s never been a greater demand for experienced healthcare employees. If you don’t offer flexible schedules, your workforce can easily find positions at competing healthcare employers.
A Refresher Course on Best Practices for Hiring
1. Use an Applicant Tracking System
An applicant tracking system (ATS) allows you to reach far more candidates and track them through the hiring process with smart automation.
The software manages postings in multiple venues, receives and filters applications, parses resumes, and store applications for future openings. Since preliminary screening is automated, it narrows down applicants to a small pool of promising candidates. An ATS is a smart investment for any small business owner who is serious about competing in today’s job market.
An applicant tracking system doesn’t just make your life easier. It is an important tool for attracting top talent and onboarding them when they are hired.
Did you know that desirable candidates will probably find a job within two weeks? If your application system takes weeks, you are losing quality employees to companies with modern, efficient systems. Job seekers have plenty of options. The best applicants will move on if your recruiting system is antiquated.
2. Rethink Educational Requirements
Many employers have discovered that real-world experience can be more valuable than a degree. In a tight job market, you can’t always get college grads. Consider candidates with tech certifications and applicable work history.
3. Fine Tune Job Descriptions
Enlist your managers and employees to write accurate, detailed job descriptions. These don’t need to sound like they were written by a professional headhunter.
Include the salary range. Many applicants don’t waste their time applying when they don’t know what the job pays. Save yourself time by weeding out candidates who are looking for a higher salary.
When creating job descriptions, lessen the emphasis on qualifications the candidate must possess. Consider what your company can do for the employee. Candidates who respond to a benefits-first approach are often the most ambitious and competent.
You can create, store, and update job descriptions with recruiting software. Centralized access makes it easy for teams to collaborate.
4. Shorten Your Applications
Only the most desperate candidates will struggle through a lengthy application. Carefully-designed applications contain only the essentials. Recruiting software has templates to get you started.
5. Define Your Hiring Criteria
Answer the following questions: 1. Who must sign off on the hire? 2. What specific qualifications are necessary? 3. What is the deadline for making a decision?
6. Treat Applicants Like Customers
We’ve all had bad experiences job hunting. These include automated “we received your resume” emails (or worse) no notification that the company even got your application.
Be clear about the timeline. Keep candidates informed during the entire process. Your hiring methods reflect on your company. Respect your applicants as if they were your customers.
7. Formalize Your Interview Process
Create an interview script and make sure managers follow it. Ensure that it meets anti-discrimination requirements. Workforce management recruiting software helps you create and manage interview scripts. Update the questions as job roles evolve.
Good interviewers don’t dominate the conversation. They let the candidate do most of the talking. Pay close attention to the questions the candidate asks. They will yield valuable insight into the job seeker’s priorities and personality.
8. Monitor Employee Reviews
Have you read the online reviews from current and former employees? Smart employers take them seriously and make changes when necessary. Evaluations by actual employees carry far more weight than your website. Good job candidates do their research. Negative reviews hurt your hiring chances. You can’t remove reviews on most sites, but you can respond to them and describe steps you’ve taken to address the complaints.
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.
Healthcare Hiring: Catch Top Talent With Our Essential Hiring Guide
Need to win at healthcare hiring in 2021? We’ve got you covered with our in-depth playbook. It’s designed for small to mid-size health care companies that need to expand their workforce.
ApplicantStack’s How To Hire Your Next Employee playbook will help you:
- Find first-round draft picks for all healthcare occupations
- Avoid hiring compliance red flags
- Make sure qualified applicants can pass to the end zone
- Intercept top candidates from your competition
- Provide a mobile-friendly, convenient application process
How to Win at 2021 Healthcare Hiring
- Get your head in the game: Prescreening Preparation
- First down: Create a Job Description
- Post route: Post Job to Job Boards
- Screen pass: Filter Candidates with Knockout Questions
- Handoff: Schedule Interviews
- Huddle up: Collect Hiring Team Feedback
- Top draft pick: Make Your Selection
- MVP: Extend The Job Offer
- Touchdown! Hire Your Next Employee
Get your head in the game: Prescreening preparation
- Create custom questionnaires with knock-out 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, ApplicantStack streamlines the process for busy healthcare professionals.
- 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.
Need more job boards? We also integrate with JobTarget job distribution platform. JobTarget has an extensive job marketplace with 25,000+ sites. They post to the most popular job boards including those above. Plus diversity sites, college job sites, state job banks, military veteran job sites, and more. JobTarget allows you to post by keyword (hospice, critical care, etc.), job title (delivery nurse, senior care aide, dental technician, etc.), candidate demographic (veteran status, etc.) or location (New York, Colorado, etc.). And JobTarget has algorithms that suggest the best job board for your posting.
Here’s the tape:
What’s the score? Candidate scoring questionnaires
Save time screening healthcare workers custom questionnaires. ApplicantStack scores each applicant based on your criteria. Immediately.
In the applicant dashboard, sort the applicants 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.
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 indicated availability.
No flags on this play:
Huddle up: Collect hiring team feedback
In ApplicantStack, healthcare recruiters can create a candidate scorecard for the interview evaluation. (Note that this is not the same as the filtering questionnaire or application.) In the scorecard, 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 emails to references. ApplicantStack partners with top companies, including Verified First, a leading background check service with a super-speedy turnaround.
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 recruiting playbook.
ApplicantStack is the Applicant Tracking solution in Swipeclock’s WorkforceHub HRMS.
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