ApplicantStack Joins ADP Marketplace to Simplify Employee Onboarding

ApplicantStack Joins ADP Marketplace to Simplify Employee Onboarding

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.

About ApplicantStack

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.

5 Hiring Statistics Proving You Need Candidate Tracking Software

5 Hiring Statistics Proving You Need Candidate Tracking Software

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.

Save Money

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.

Save Time

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.

Get Organized

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.

Get Connected

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.

Get Happy

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.

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.

ApplicantStack named as ATS Leader

ApplicantStack named as ATS Leader

ATS LeaderPress Release: Software Advice Names ApplicantStack as a Leader in FrontRunners Quadrant for ATS – Applicant Tracking Software

Cary, NC February 6, 2018—ApplicantStack announced today it has placed as a Leader on the FrontRunners quadrant for ATS – Applicant Tracking Software.

“We are honored and very excited to be listed as a Leader in FrontRunners Quadrant for ATS – Applicant Tracking Systems.” Said Nathan Shackles, founder and CEO of ApplicantStack.  “We continue to strive to deliver the best product and support to our customers.”

FrontRunners is published on Software Advice, a trusted resource for software buyers. FrontRunners evaluates verified product data and end user reviews from softwareadvice.com, capterra.com and getapp.com, positioning the top scoring products based on capability and value for small businesses. The FrontRunners quadrant for ATS – Applicant Tracking Software is available at https://www.softwareadvice.com/hr/applicant-tracking-software-comparison/#top-products.

About ApplicantStack

ApplicantStack: the affordable, easy-to-use, full-featured recruiting and 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 you need and nothing you don’t. It’s not another thing to manage, but the tool that helps you manage your day. Visit us at Free Trial for more information and to start a Free, no obligation trial.

DISCLAIMER: The content for the FrontRunners quadrant is derived from actual end-user reviews and ratings as well as vendor-supplied and publicly available product and company information that gets applied against a documented methodology; the results neither represent the views of, nor constitute an endorsement by, Gartner or any of its affiliates.