Can a Small to Mid Size Company Like Yours Afford an Applicant Tracking System? Selling an ATS to Management

Can a Small to Mid Size Company Like Yours Afford an Applicant Tracking System? Selling an ATS to Management

Selling an ATS to Management

Does your desk or office look like the photo above?

Are the resumes you’ve received waiting for your attention or have you already reviewed and separated them with sticky notes by name, date received, or function?

Selling an ATS to Management

How to organize resumes your company receives is an on-going dilemma for us recruiters.

If you have them alphabetized by name, you have no idea how old they are or what kind of background they have.

If you organize them by date received, you have to sift through all of them to find the applicants with the right credentials.

Maybe you have the stacks labeled unqualified, potential or top prospectsor hold, call or sign off?

Probably the best solution is to list each and every applicant on an Excel spreadsheet before you file them away.

No matter how you try to organize them, manual resume files are just not efficient.

I remember it used to make me feel better if they were filed in a cabinet, so at least I didn’t have to visually look at the stacks every day and everyone, including my boss, had the impression that I was really organized!

That’s where an Applicant Tracking System (ATS) can work for you.

But is Selling an ATS to Management the right strategy for you?

Then one day, I read an article on SHRM’s website about online applicant tracking systems.

Could it be?

Has someone really come up with an efficient way to track all the resumes I receive?

I was the Recruiting Manager with a small company and I remember thinking the software must be expensive because it actually automates the hiring process from end to end – from how candidates view openings, submit resumes and complete online applications to scheduling interviews and securely storing resumes.

After contacting a couple of applicant tracking system vendors to inquire about price and implementation, I realized maybe I could put a business case together selling an ATS to management.

At this point, I had nothing to lose!

I outlined all of the benefits and return on investment (with a little help from our financial guy), compared it to our current manual process and presented it to our CEO and my Manager.

The rest is history!

I couldn’t believe the positive “it’s a no-brainer” response I received and immediately signed up!

Conclusion

If you’re having the same “our company can’t afford it” thoughts that I did, you might be very surprised to learn that your company can’t afford not to have one. The HR Managers of small to mid-size companies I talk to know how valuable an applicant tracking tool is but continue to have reservations about how they can persuade the decision makers in their company. So, I’ve put together 5 easy steps on how to sell the idea.

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Step 1:

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Map out each step of your current recruiting process and put an approximate time each takes and an approximate cost. Include things like, approving new jobs, posting new jobs, receiving and reviewing applicants, pre-screening and interviewing applicants and making offers.

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Step 2:

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Make a list of the negatives and positives of your current recruiting process. The negatives will certainly outweigh the positives.

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Step 3:

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Estimate the loss of revenue to the company for the average time your jobs go unfilled. (CEO really gets this one!)

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Step 4:

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Compare items 1, 2 and 3 with the time and approximate cost when these same steps in your recruiting process are automated.

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Step 5:

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Finally, summarize your business case with an exhaustive list of the benefits. I’ve included many benefits below:

Top 15 Benefits of an Applicant Tracking system:

  1. Allows candidates to quickly and easily apply to your organization
  2. Can facilitate high-volume recruiting while remaining cost-effective
  3. A highly configurable, scalable solution that can be configured to your unique hiring management process and capable of  accommodating your evolving needs as your organization grows or the processes change
  4. Improved reporting capabilities: many organizations are challenged with determining their total spends on vendors, sourcing, and comparing metrics. Coordinating through a single source will allow for accurate centralized reporting
  5. Allows recruiters to quickly search the database for all information, and by specific parameters
  6. Includes a Reporting Center that enables users to run ad-hoc reports and save criteria for future use, as well as run industry standard reports, including cost-per-hire, time-to-fill, source effectiveness, and more
  7. Build Brand Identity and Awareness. A strong brand can generate trust that will drive applicant traffic and enhance your talent pool
  8. Allows recruiters to easily post career information to the company website
  9. EEO/AAP Compliant – Capable of capturing, tracking, and reporting voluntary EEO data, while remaining in compliance with the guidelines set forth by the EEO/OFCCP
  10. Capable of pre-screening candidates with elimination questions in order to indicate those who meet basic qualifications for the position
  11. Improved communications with applicants and hiring managers
  12. Establishes an environment that effectively informs, will unify all the users and streamline the organization’s operations
  13. Includes a Communication Center to facilitate communication among recruiters, hiring managers, and candidates. Also allows users to schedule appointments, leave notes and interview feedback, to send mass messages, and auto-respond to applicants upon receipt of resume
  14. Readily available support team, dedicated to managing company and user issues while employing industry best practices
  15. Technical support available at no charge to your company

Finally, if all else fails, give your management a list of your competitors who are using an applicant tracking system—that should get their attention!

Try ApplicantStack for free for 15 days! Click here!

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.

ApplicantStack and Google for Jobs

ApplicantStack and Google for Jobs

Google logoApplicantStack has integrated with Google for Jobs to make finding the right candidate even easier.

ApplicantStack and Google for Jobs: You can now automatically push your jobs to appear in Google for JobsGoogle for Jobs is a new job search engine powered by Google and is a job search tool which boosts the exposure of your job listings to help you attract more relevant candidates to your roles.  Job seekers can search for and apply to open positions directly from Google search. Google’s advanced technology makes it easier to find jobs that are a good match for what you’re looking for in your next position.  It is similar to how Indeed pulls job listings from many different sources.

How to post to Google for Jobs in ApplicantStack

When using ApplicantStack, simply go to your jobs launch page and select “Google for Jobs” here:

ApplicantStack - Google for Jobs launch

 

Simply continue as you would with any other job board included in your ApplciantStack account.

 

 

 

How can candidates find your jobs on Google for Jobs

When a candidate searches for a job in Google, they can easily select apply with “ApplicantStack”ApplicantStack and Google for Jobs

and they will be directed to your ApplicantStack job board where you can track the candidate in your workflow, communicate with them right from your ApplicantStack portal, & hire the right candidate!

 

Please note that Google does have full discretion of what they place in their feed. By submitting your job through ApplicantStack, there is no guarantee that your job will post on Google for Jobs.

 

Try ApplicantStack for Free for 15 days!

How to Save Time with Pre-screening Questions!

How to Save Time with Pre-screening Questions!

Pre-screening Questions

Pre-screening QuestionsGoing through hundreds (sometimes even thousands) of resumes can be very time-consuming.  Being a human resource professional, there are many items on your to-do list and freeing up some time is always a plus.  That is where Pre-screening Questions can come in handy.

Here are a few ways to save time using pre-screening questions:

Location-based Pre-screening Questions:

Once you have a clear understanding of the job requirements you can easily set up pre-screening questions to bypass those candidates that don’t meet the job criteria.  For example, if your job is for a specific location, you might want to make that a pre-screening question.

“Are you able to work in the New York City office?”

or you can be extremely specific about the location

“Are you able to work 9:00 am – 5 pm EST in the office located on 23rd Street and Madison Ave. in NYC?”

Answers to both questions can be set to “Yes” or “No” where “No” would be a knock out question.

Salary-based Pre-screening Questions:

Another pre-screening question that can save you a lot of time is to set up a yes or no question for a salary-related question.  (Please be aware of your state and local laws regarding salary questions – some states are no longer allowing salary-related questions).  If you are looking to hire someone for a job and know the salary cannot exceed $85,000, getting a clear understanding of salary expectations might be beneficial.  Consider creating a pre-screening question such as:

“The salary for this position is $75,000-$85,000.  Is this salary range acceptable to you?”

Where the answer provided is either “Yes” or “No” where “No” would be a knockout question:

Experience-based Pre-screening Questions:

Experience-based questions are another fitting example of pre-screening questions.

If you are looking for candidates with a minimum of 3 years’ experience as a C# developer, you could set up experienced-based questions with a range:

“How many years of C# development experience do you have?”

With the following ranges:

< 1-year

1 – 2 years

> 2-years

You can either set up a value for the ranges and/or set <1-year experience as a knockout question.

Having multiple pre-screening questions can save valuable time for a human resource professional in finding the top candidates and ultimately the right new employee. 

Try ApplicantStack for yourself and see just how easy setting up pre-screening questions are!

Click below to start your Free 15-day ApplicantStack trial:

Request a free no obligation trial!