Houston, TX, August 03, 2017 –(PR.com)– DISA Global Solutions announced a new partnership with ApplicantStack, a highly recognized and respected applicant tracking system. DISA, focused on improving background screening services, enhances the hiring process with this new addition, and helps to create a safe working environment for all clients. “We are very excited about this new partnership and integration. It allows ApplicantStack and DISA the ability to offer more solutions to our existing clients through a consolidated process, and we will continue to identify additional service offerings based on customer feedback,” said Colin Woods, DISA’s vice president of sales operations.
“Our partnership with DISA provides a tremendous new value to our ApplicantStack customers. With this new integration, ApplicantStack and DISA customers now have an end-to-end recruiting solution that allows them to quickly post jobs to all major job boards, receive high quality candidates, and then efficiently screen candidates through DISA as part of an automated hiring workflow,” said Nathan Shackles, ApplicantStack CEO.
About DISA Global Solutions, Inc.:
DISA enables employers to make the most informed hiring decisions possible. Innovative technology and comprehensive testing protocols combine to provide a full-service, integrated employee screening solution which includes drug and alcohol testing, background screening, transportation compliance, and occupational health screening and safety training, allowing companies to move faster – confident that hiring standards will contribute to the success of their business. To learn more, visit www.disa.com
ApplicantStack is an affordable and easy-to-use Applicant Tracking System for any size organization. ApplicantStack is used by thousands of organizations worldwide, from single recruiters to global corporations with 10,000+ employees.
As a provider of Drug testing and background screening services with more than 30 years of experience, DISA helps thousands of companies across the globe make more informed staffing decisions by offering a broad array of industry-leading screening and compliance services.
It’s one thing to tell you how we can help, it’s another to see for yourself. We’ll regularly post case studies so you can see how ApplicantStack has been able to save our customers time and get more qualified applicants in the door.
Maryland University of Integrated Health is a graduate school of integrative medicine, serving roughly 1,400 students. MUIH offers doctoral degrees, master’s degrees, graduate certificates, post-master’s certificates, post-bachelor’s certificates, and continuing education in areas such as health and wellness, nutrition, and acupuncture.
Maryland University of Integrated Health was drowning in spreadsheets. Candidates were emailing in their applications, hard copy resumes were stacked on desks, and all positions were being tracked manually. As a result, positions were taking four to five months to fill, and MUIH was missing out on top talent. And with many virtual employees and faculty members all over the world, once positions were filled the process to get them into the system was cumbersome and inefficient. Forms were not filled out correctly, if they were completed at all.
As a new Human Resources Director assessed the situation, she knew they had to streamline their processes or they would never be able to get ahead. Busy HR departments simply can’t be effective without an applicant tracking tool. She had previously used several different applicant tracking systems, and knew the simplicity, flexibility and cost of ApplicantStack would make it a good fit. Within two weeks, the system was up and running with all the hiring managers trained in the system. The Director was able to post a new job, list it on the website and linked job boards, and utilize the complimentary advertising — all within an hour.
Best of all, MUIH didn’t have to manage or maintain ApplicantStack. And, the University loved how easy it was to use. They have 32 hiring managers using the system effectively with little training time.
Since implementing ApplicantStack, MUIH has seen more diverse candidates apply, from a greater geographical reach, and a higher caliber of candidates overall. Hiring managers are able to review candidates much more quickly – hiring time has been reduced from four or five months to seven or eight weeks. The University is now filling 4.5 jobs per month, most being adjunct faculty, academic directors and staff positions. The addition of ApplicantStack Onboard has also simplified the new hire paperwork, so all paperwork is housed in one place and easy to deploy no matter where an employee may live.
As an applicant, we’ve all been there – applying for a job, then waiting anxiously by the phone while compulsively checking email, hoping for a status update on where we stand in the hiring process. For applicants, sometimes the hardest part of the process isn’t hearing the bad news that they Didn’t Get the Job – it’s the waiting for communication that’s the most difficult.
So why do some HR professionals seemingly “wait” to communicate to applicants that they didn’t get the job?
Most of the time it has to do with lack of resources and time. To follow up with applicants each step of the way is very time consuming, so to add this step to the process can be overwhelming to some. However, communicating to applicants in each step of the hiring process whether or not they got the job is not only professional and considerate, it’s also best interest of your employer brand, making this a must-add step in your process. Your employer brand is just as important as your company brand, so setting a positive image is extremely important. Customers talk, so do applicants. You don’t want to run the risk of developing a negative reputation that could impact the number of applicants you receive in the future.
While the standard “thank you for your time, etc.” mass, automated email is useful for large groups of unqualified applicants, consider utilizing a more personalized approach when informing your final candidates that they didn’t get the job. You don’t have to make a personal phone call to every single candidate you’ve interviewed, but if you’ve narrowed your options down to a few applicants, then you should take a few moments to personally thank them for their time. Serious candidates invest a good amount of time into your interview process, so thanking them for their time is both professional and considerate.
Be Quick To Communicate.
If you know an applicant has been disqualified, then reach out to them in a timely manner to let them know they will not be moving forward in the process. Do not wait until the job requisition is closed to inform all applicants of their status in the process, which unnecessarily keeps candidates in limbo for a long period of time. If email notifications become time consuming, considering utilizing an applicant tracking system that can automate emails quickly and easily.
Utilizing the right etiquette in your hiring process is a win-win for both company and applicant. If you need help streamlining your hiring process and improving organization and efficiency, considering utilizing an applicant tracking system. You can sign up for a live group demo.
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.
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.