Five Questions That Will Lead You to the Best ATS

Campaign/FTC disclosure: This is a sponsored guest post. I will receive compensation for this post. I only work with companies I feel have great products, services, and offerings. In accordance with my blog disclosure statement, I will only work with and showcase products, thought leadership, events and/or companies I believe my readers will benefit from.  I am not formally employed by Recruitee.  All thoughts and viewpoints are created and written by Perry Oostdam of Recruitee. I am disclosing this in accordance with the Federal Trade Commission’s 16 CFR, Part 255: Guides Concerning the Use of Endorsements and Testimonials in Advertising.

 

Image courtesy of Recruitee

Image courtesy of Recruitee

What works for one company may not work for another. This goes for the budget, policies, and recruitment software! With the abundance of Applicant Tracking Systems (ATS) available, it’s worth it to shop around and get the best fit for your specific needs. There are comparison tools that are handy, like Capterra’s list of the best ATS. Side-by-side features and ratings are a great research tool! However, it may seem like a daunting task to sift through the options if you don’t know what you are looking for. Read on to find out the questions you need to be answering in order to determine the right ATS.

1—Is it user-friendly?

Collaboration in the hiring process is crucial. Decide with your whole team if an ATS will work for your particular situation. You must find one that even the least tech-savvy of employees can use and interact with! This will increase the level of inclusion and employee engagement, as well as the quality of hires. It’s a win-win situation.

How to find the answer:

Pin down what it means to your team to be user-friendly. A great place to start is a resource or article that explains how and why recruitment software can benefit teams when it’s easy to navigate and use. When listing these requirements out, remember to include criteria that benefit both a) the users and b) the potential applicants. Here are some quick ideas to give you and your team some inspiration:

  •  Simple application process with no redundancy
  • Application form can be completed on mobile
  • Sourcing extension for auto-fill of candidate data
  • Email inbox right in the platform
  • Live support

2—Is it mobile optimized? (Bonus if it has an associated mobile app!)

In the first question’s details, I mentioned mobile application forms as a possible must-have. This isn’t something to take lightly! Even if you don’t tangibly see the results of your mobile-optimized application form, candidates and your hiring results will thank you for it. A whopping 78% of job seekers reported that they would apply for a position via a mobile device. This is a huge chunk of your talent pool! Some applicants will bypass applying for a job if it can’t be completed when they are viewing it on their mobile device. Why miss out on top talent this way?

Speaking of missing out, the hiring arena is fast-paced. You don’t want to lose a potentially great fit for your company because you are out of the office. I’m not saying stay connected 24/7. However, your team will benefit from an ATS app that allows custom notifications. This way, your ATS is essentially in your pocket, allowing you to pick up on important, time-sensitive opportunities. Candidates will appreciate the responsiveness, and your competitors will be left wondering how you nabbed top talent so quickly!

How to find the answer: Test it out on your phone! Does the application form hold up on a mobile device? Also, go to the app store and see if there is an associated app with the ATS at hand. Download it, and try it for yourself.

3—Is it customizable?

Not only should notifications from your ATS be customized, but the whole platform should be able to be tweaked to fit your exact needs. Extra features that aren’t necessary just waste space and junk up the interface. Find an ATS that is intuitive and allows for customization. This will not only benefit your hiring workflow, but it will improve the candidate experience.

For instance, mass emails can appear cold and impersonal. When you are already dealing with a sensitive situation such as rejection of a candidate, this can leave them feeling jaded, confused, and, worst of all, ready to retaliate. The candidate experience can have a large impact on employer brand and the way your company is perceived. Tweaking bits of the hiring process to show candidates that you care will work wonders.

How to find the answer: Look for options to customize your workflow, from interview setups to team management. Furthermore, look for the ability to personalize candidate interaction, such as emails with placeholders.

4—Does it track recruitment data?

With the pressures of recruitment to-do lists, analysis sometimes gets pushed to the backburner. However, constant optimizations can result in a genius hiring process! It’s worth it to track the right data and analyze your findings. Practical application throughout different stages of your company’s lifetime will get you better hires in less time. Not only do companies differ in their hiring needs, but hiring needs change and fluctuate as an individual organization ebbs and flows.

How to find the answer: If you think you don’t have time to track data and/or don’t know what metrics to include, find an ATS that offers data tracking and automated reports!

5—Is your data secure on the platform?

Recruitment software is making the right move: to the cloud. ATS, in particular, are best when cloud-based. This keeps sensitive candidate and user information safe and secure from hackers, viruses, and the like. Think of the cloud as an intangible file cabinet that doesn’t run the risk of catching fire, losing documents, or being broken into! Pick an ATS that has proper security procedures in place.

How to find the answer:  Make sure your ATS is outside of the jurisdiction of the Patriot Act. Cloud-based software can be used globally. Additionally, in the terms and conditions, look for adherence to security protocols.

Ask these questions, but play around with them to ensure that they are right for your company. What works for a similar company may be way off when it comes to your needs! Sit down with your team and decide the make-or-break features that will fill in the gaps where your recruitment is lacking. Try out the free trials of a few ATS and use your experiences to make an informed decision. Your hires will be better for it.

Recruitee square logo

Author bio:

Image courtesy of Recruitee

Image courtesy of Recruitee

Perry Oostdam is the co-founder and CEO of Recruitee, a collaborative hiring platform for teams of all sizes. Recruitee helps optimize the entire hiring process, from candidate relationship management, employer branding, and job posting to candidate sourcing and applicant tracking. The company has offices in Amsterdam, The Netherlands, and Poznań, Poland and works with companies around the world.

For more information on Recruitee and its features email them at sales@recruitee.com.

 

Is Your Recruitment Process Still in the Stone Age?

Recruitment Process- Jobsoid

Have you ever called a promising candidate for a follow-up interview only to find out they just took up a job at a competing firm? How often does this happen? If it’s more than once, it’s already one too many! If you are missing out on top talent only because the follow-up rounds took longer to plan, it’s high time you updated your process. But you probably know that already. What usually happens is HR managers like yourself often find themselves in a tough spot because they simply don’t know where to start! Considering the multi faceted nature of the process, you can’t always rightly identify the cause of such delays but you can tweak your process wherever possible and avoid any unforeseen delays! Find out how:

Automation, Automation, Automation

It’s time to stop making dedicated drives for all your HR data and upgrade to the latest technology. Sure spreadsheets and emails work when there aren’t any urgent/immediate hiring needs but that won’t always be the case, since this function is more of an ongoing activity. The HR department receives resumes all round the year and keeping track of them can become quite a daunting task. So, instead ditch those spreadsheets and move to an automated software that can intuitively track and manage all applicant data.

The Source Code

Just kidding, no code here, but there is just one simple rule, dig deep enough to find out which source drives the best candidate volume. It is very important for the modern recruiter to understand where and how his company receives the best traction. Another aspect to this is that you not only track which medium you get the most visibility on but also the best quality. Identifying the right platform for your recruitment needs automatically streamlines your process by cutting out the noise.

First Impressions are a Two-way Street

Like you would expect your applicant to be on top of their game while you interview them, they have similar expectations while applying for jobs. And with the digital age that has set in. Your company’s website is the mark of credibility in your applicant’s eyes. A well-updated, detailed website will always draw more traction as it adds to the company’s overall image.

Embrace the Change

While all things vintage and classic have their own charm, sometimes it is necessary to make the shift with changing times. There are a plethora of applicant tracking systems, recruitment tools and hiring software available in the market which significantly add time to your hiring process. A good applicant tracking system will help in taking care of minute details like automatically souring and screening candidate data, maintaining and updating talent pools, as well as sending out follow-up emails.

Research and Development

Just like recruitment, research and development is an ongoing process. Taking time out to constantly analyze your recruitment processes is crucial to hiring success. Apart from identifying bottlenecks in your process, you also need to keep tabs on current strategies and technologies to be able to get the desired results. Do your reading, experiment with those free trials and then settle on the best method for your organization.

So, there you have it, recruitment doesn’t have to be as cumbersome as it used to be years ago. All you have to do is find out what works best for your company, find software and tools to automate functions that don’t need your immediate attention, giving you time to focus on other time pressing activities.

Author Bio:

Kelly Barcelos

Kelly Barcelos is a progressive digital marketing manager specializing in HR and is responsible for leading Jobsoid’s content and social media team. When Kelly is not building campaigns, she is busy creating content and preparing PR topics. She started with Jobsoid as a social media strategist and eventually took over the entire digital marketing team with her innovative approach and technical expertise.

The Power of Onboarding

FTC Disclosure: I received compensation for writing this product review listed below as one of the services I offer my clients. I only work with companies I feel have great products, services and offerings. In accordance with my blog disclosure statement, I will only work with and showcase products and/or companies I believe my readers will benefit from. iCims is an ATS provider and I have either reviewed or used their product personally. I have not made any absolute statements about its functionality but endorse the capabilities I have personally observed.  I am disclosing this in accordance with the Federal Trade Commissions 16 CFR, Part 255: Guides Concerning the Use of Endorsements and Testimonials in Advertising.

In recruitment, we try any reasonable tactic to gain the attention of the candidates we seek for our positions. We will do whatever is necessary to attract and hire the right candidate all the way up to the offer. You make the offer with a sense of accomplishment; but further engagement or communication dies with the offer, doesn’t it? Fast forward several weeks into the future. Your prized employee starts orientation day- what has transpired? You haven’t been in touch, not even via e-mail. This employee who is bright-eyed and excited is now made to fill out a bunch of dusty HR new hire forms and sit through a long day of company pitches and presentations on what you expect of him or her going forward.

Great first impression?

Not so much, you had the candidate at hello, but you forgot to keep the dialogue and courtship going beyond the offer. This is where the power of onboarding helps. Onboarding is more than a checklist of household items and tasks you and your employee needs to accomplish prior to the commencement of your official partnership. It is about making sure every new hire is consistently and thoroughly made aware of how they will contribute to the organization and what the organization aims to offer them in return.  Being proactive and ready to onboard your employees is a key indicator of the employee’s future productivity, morale, and success. In addition, it is a significant gesture that lets the employee know you are dedicated to their success.

Did you know?

Despite the ongoing discussion about the importance of having a formal onboarding process, only 37% of organizations have invested in a strategic onboarding program for more than two years according to a March 2013 Aberdeen Group report. Taking the time to look at your new hire process and finding areas where you can streamline and automate can only further benefit your new employees and the company.

How do you accomplish all of this?

iCIMS Onboard is an intuitive and extremely versatile platform that not only allows you to automate your onboarding process by allowing new hires to fill out and submit everything from your direct deposit form to I-9’s; but offers a personalized and unique introduction to your company culture. No shock that Aberdeen Group reported that 68% best-in-class companies cited “getting new employees productive more quickly” as a key driver for implementing a strategic onboarding process.  iCIMS electronic forms will save you time and effort in both explaining and collecting papers on the first day; giving you more time to spend with your new hires acclimating them to the company and their new work environment.

With iCIMS Onboard, you can set up notifications and tasks through the platforms task management capability- allowing hiring managers to properly prepare workspaces and other internal clearances so your new hires can be productive day one.  Task management is dynamic enough to be set up by department, region, and new hire type so there is a unique experience delivered for the spectrum of new hires that join your organization.

Got video?

The iCIMS Onboard platform is configurable and able to be designed to match your company’s branding incorporating welcome videos or even training videos to further engage and accelerate your new hires assimilation into your organization. Think of your organization as a mini-society, each citizen that joins your society should be socialized appropriately understanding things like mission, values, culture, and ways of conducting business. Using iCIMS video capabilities in Onboard allows you to deliver company messages, communicating business objectives from day one so employees connect the dots.

Onboarding is no longer a nice-to-have but a business imperative for all organizations. This is especially true, if your goal is to retain new hires and truly realize the ROI on your recruitment efforts.

Start communicating and socializing your new hires today with iCIMS Onboard.

 

Beyond Recruiters: Making The Hiring Process Simple For Candidates

FTC Disclosure: I received compensation for writing this product review listed below as one of the services I offer my clients. I only work with companies I feel have great products, services and offerings. In accordance with my blog disclosure statement, I will only work with and showcase products and/or companies I believe my readers will benefit from. iCims is an ATS provider and I have either reviewed or used their product personally. I have not made any absolute statements about its functionality but endorse the capabilities I have personally observed.  I am disclosing this in accordance with the Federal Trade Commissions 16 CFR, Part 255: Guides Concerning the Use of Endorsements and Testimonials in Advertising.

Image courtesy of stockphotosforfree.com

Image courtesy of stockphotosforfree.com

When we speak about Applicant Tracking Software (ATS) capabilities, we often overlook its impact on the spectrum of users and instead focus on the bells and whistles that tend to be non-essential or less relevant to its primary recruitment function. After all, the purpose of an ATS is to automate and streamline recruitment, hiring and onboarding processes so that it saves time, resources and energy.

The question is: who is really saving the time? Has ATS technology to date been too heavily focused on the recruiter and hiring manager experience?

The gap in ATS technology has been the lack of emphasis on the candidate experience.

2014 is the “Year of the Candidate” at iCIMS. With this initiative, they are refocusing their intentions out of both necessity and utility to better serve the candidate from a technology standpoint. Today’s candidate is on-the-go, always looking for the next opportunity and an easier way of reaching you the employer.  With the increased influence of social networks, mobile capabilities and the flattening groups of passive, active and non-active jobseekers, it is only right that iCIMS look at ways of improving candidate engagement.

iCIMS is taking the lead on reengaging the workforce by revamping and developing technology that encourages the candidate to engage with companies and seek out opportunity rather than deter them from the hiring process. In January 2014, The International Labour Organization (ILO) reported a dismal outlook on economic recovery and job creation. In this report, they state that, 23 million people globally have left the labor market due to difficulties in finding suitable employment. Slower job creation can be blamed for that statistic, but I’m sure we can also agree that finding the jobs that do exist has become increasingly onerous as well.

The mobile advantage

Two in five candidates say that their perception of a company is hurt if a company career website is not optimized for mobile. iCIMS has created an extremely responsive career portal that is optimized for candidates to utilize on mobile devices and tablets of all screen sizes. The clean and simple look and feel of the career portal is enhanced with intuitive navigation, making it easily accessible for candidates-on- the move.

Candidates that have embraced using “the cloud” for document storage, will find ease of use in being able to upload their resumes from their Google Drive or Dropbox accounts. In addition, the more social candidate can reap the benefits of iCIMS social integrations which allow candidates to submit their resume for a job with their social accounts like LinkedIn, Facebook, or Google+. Social capabilities also ensure that candidate applications that reach recruiters are as up to date as the news feed on their social networks.

Another convenient capability is the location based job search tool which uses GPS technology to search for positions within a specific radius of the candidate’s location. The ideal situation for any candidate is pursuing a job within a reasonable commute. This technology allows candidates to focus on opportunities in their area. This also benefits employers as it allows them to target candidates looking specifically for opportunities in the markets where the business is located. The “Year of the Candidate” is all about connecting the dots and creating a “fit” for both the candidate and employer.

Video as the rule

Video is no longer the exception, but rather the rule. Increased time constraints, diminishing budgets for travel reimbursement or coverage for out-of-state candidates, coupled with a glocal (global +local) candidate ecosystem makes video not only cost-effective, but practical. Video is the shining star across the iCIMS Talent Platform whether it is as a branding initiative on the careers page or part of the real-time Skype integration for interviewing candidates remotely.

Their newest and most exciting feature is the video cover letter. The video cover letter is one of iCIMS newest candidate screening tools that allows the candidate to showcase their skills above and beyond the parameters of what a normal resume can tell the employer. The candidate can record a short video to be submitted for consideration with their application from a computer webcam or mobile device. Rather than submit the same old cover letter that recruiters have seen for years, they get to truly understand from the candidates’ point of view why they believe they are qualified- while gaining an opportunity to assess how they communicate orally.

HR technology takes the guessing out of recruitment; while reallocating power to the candidate, in an effort to allow them to put their best foot forward as they pursue new opportunities with you. Start simplifying recruitment today and make 2014 the “Year of the Candidate”

Company Bio

iCIMS, is a leading provider of innovative Software-as-a-Service (SaaS) talent acquisition solutions, is an Inc. 500 and Software Satisfaction honoree focused on solving corporate business issues through the implementation of easy-to-use, scalable solutions that are backed by our award-winning iCARE Customer Support.

Translate »
Font Resize