The Top 5 Benefits of Cloud Recruitment Software

The Top 5 Benefits of Cloud Recruitment Software

Spending on public cloud services and infrastructure is expected to reach $160 billion by the end of 2018, and nearly two-thirds of that spending is on software as a service (SaaS) like cloud recruitment software. Cloud computing has surpassed all expectations because it offers several benefits. Cloud recruitment software like ApplicantStack demonstrates the value of software-as-a-service.

Why Cloud Recruitment Software Is Best

It Saves Time

You can get up and running with a cloud recruitment software solution within a matter of hours or days. Traditional software takes weeks or months to implement. SaaS software is user-friendly and can be mastered in just a short period of time.

It Saves Money

SaaS is less expensive to implement and support than traditional software applications. Here’s why:

Lower Upfront Costs

Cloud recruitment software avoids the high upfront costs associated with planning, installing, and implementing a software system that needs to be deployed internally on servers and desktops and integrated with other IT systems.

Lower Maintenance Costs

Traditional software needs regular maintenance, patching, fixing, and updating. An internal IT staff or an external IT services company is typically needed for that. Most software requires continual performance updates and some type of annual maintenance program. These costs add up over time. Cloud software updates automatically, so you don’t have to worry about it.

Lower Training Costs

Conventional software applications often require extensive training to teach users how to leverage its capabilities. People get up to speed quickly and easily when using cloud recruitment software. It’s designed for ease of use, so you don’t need to waste time with training programs.

Pay As You Go

With most cloud recruitment software, you pay a monthly subscription fee that you can include in your budget. Change or cancel your subscription at any time; there’s no commitment. Once you invest in conventional software, you have sunk costs that make it hard to change – even if you’re unsatisfied.

It Keeps You Up To Date

With licensed software, you’ll be stuck waiting for a new release before you can fix bugs and glitches. Cloud recruitment software automatically keeps you updated. You’ll have the latest capabilities and up-to-the-minute fixes.

You Stay Focused

A hosted software solution allows your company to focus on its core business rather than putting time, money, and people into supporting the application. It can take significant company resources to maintain the server, integrate the application, install updates, implement security, collect user feedback and add functionality, and ensure that people know how to use the application effectively. Cloud recruitment software releases these resources so they can be redirected to the core business.

Secure, On-Demand Access

Access cloud recruitment software anywhere there’s a computer (or phone) and internet. HR teams both near and far can log in when they’re working from home or traveling. The data is more secure, since it is hosted and backed up by the provider. (If, that is, you select the right cloud service!) If something happens to an individual PC or a company server, the data is easy to restore.

Test out these benefits and see what else we have to offer during your free trial of ApplicantStack. There’s nothing to download, no cost to you, and no commitment. Try it today!

Why choose ApplicantStack for your Applicant Tracking System?

Why choose ApplicantStack for your Applicant Tracking System?

Recruiting Software Applicant Stack Applicant Tracking System

Applicant Tracking System

2 min read

There are many ATS’s on the market today.  Where do you begin to find the one that is right Applicant Tracking System your company needs?

Since 2009, over 2,500 companies have chosen ApplicantStack (Applicant Tracking System) to automate and streamline their recruiting process. We created ApplicantStack, a simple, easy-to-use, 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.

We speak HR, it’s in our blood. We spent our careers in human resources, bogged down with paperwork and craving more time and
resources.  Now we’re on a mission to give organizations the tool we always wish we had.  We wanted something that is:

  • Easy to use
  • Configurable / Flexible
  • Affordable

ApplicantStack’s Applicant Tracking System Features:

  • Plans starting at $95 a month with no binding contract or long-term commitments – see our pricing page
  • Web-based system requiring no installation or programming on your part
  • Easily configured to mirror your current or desired recruiting process
    • Simple enough to start using the day you subscribe with our guided startup wizard
  • Interfaces with all major job sites such as Indeed, LinkedIn Jobs, Stack Overflow, CareerBuilder, Monster, Dice, Glassdoor, ZipRecruiter, and JuJu
  • Easily post jobs to your social media feeds such as Facebook, Twitter, and LinkedIn
  • We offer integrations for assessments, background screening, home care management, payroll services, video interviewing, and more
  • Seamlessly accept candidate applications via Indeed Apply or LinkedIn profile
  • Users and candidates can access ApplicantStack from any mobile device
  • Candidates can upload their resume and files using their Dropbox or Google Drive files
  • We also have great reviews that you can see here.
  • Many more features

See our Features page here for more information.

As a result, ApplicantStack offers many features to streamline your recruiting and hiring process.

 

 

HR Etiquette: How to Tell Candidates They Didn’t Get the Job.

HR Etiquette: How to Tell Candidates They Didn’t Get the Job.

searchAs 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.

Get Personal.

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.

ApplicantStack is a complete applicant tracking & onboarding system for HR professionals. Post jobs online, recruit via social media, communicate with applicants quicker and much more!

Free 15 Day Trial!

ApplicantStack is a complete applicant tracking & onboarding system for HR professionals. Post jobs online, recruit via social media, communicate with applicants quicker and much more!

Start a Free Trial!

 

The Difference between Configuration and Customization

Interested in the SaaS model for a new Applicant Tracking System? The difference between configuration and customization can add thousands of dollars to what you thought you would pay!

As a purchaser and user of applicant tracking software, I learned the hard way that many people use the terms configuration and customization interchangeably. To us users and usually non-technical people, the terms often mean the same thing. However, software developers– those creative people behind the scenes who are developing these helpful recruiting tools– think of them quite differently. So I’m writing today to try to clear up the difference and help you avoid a major mistake when choosing an applicant tracking system.

SaaS (Software as a service) is becoming very popular because “technically” speaking it is a software delivery model in which software and its associated data are hosted centrally (typically in the (Internet) cloud) and are accessed by users using a thin client, normally using a web browser over the Internet.

Okay, so to us non-technical users, this simply means that the SaaS model is a web-based solution that only requires an internet browser to use and requires little or no internal IT support. The system and data are securely stored on the SaaS vendor’s server.

If the SaaS vendor describes their system as “configurable” they typically mean that the software is complete and that we only need to fine tune it for our specific needs. We can change the behavior of a feature by pressing a few buttons. The benefits of the configurable system are:

  • The application is hosted centrally, so new releases can be put in place without requiring customers to physically install new software.
  • The application configurations can be tested and corrected faster.
  • The solution provider has access to user behavior within the application (usually via web analytics), making it easier to identify areas of improvement.

After all, that’s what we all want, right?

On the other hand, “customization” technically means that the product is only half way done or incomplete, which will require secondary development to meet our needs. Writing new code by a software developer typically equates to added expense and a lot more time. The cost of a professional developer and the time it takes to test the new code can often add up to spending considerably more money and taking a lot longer to implement. Additional changes to the customized system will continue to add to the cost of the system.

My advice is read the fine print, ask the right questions and get clarification on the whether the system you are interested in is configurable or customizable!