Image courtesy of Recruiterbox

Image courtesy of Recruiterbox

 

Campaign/FTC disclosure: This is a sponsored product review. 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, events and/or companies I believe my readers will benefit from.  I am not formally employed by Recruiterbox. All thoughts and viewpoints are created and written by me. 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.

I have long discussed the perils of ill-implemented HR Technology. I have also discussed the necessity for HR Technology that can grow and bend with the whims of the business.

As someone who worked in Talent Acquisition for virtually her  entire HR career, I know the pain points  when it comes to Applicant Tracking Systems (ATS) all too well. I have lived through everything from ridiculous error reports for minor input mistakes to larger-than-life SaaS solutions that consistently overpromised and under-delivered in the way of ease of use.

As both a former HR practitioner and now as a business owner/analyst assisting companies with making technology decisions for their businesses, I have often wondered why technology that has been designed to streamline the hiring process has instead made hiring more difficult for everyone involved.

Let me be fair…we have evolved.

In fairness, it probably wasn’t the intention of the founders of several of the applicant tracking systems we know to deliberately make recruiters’ and hiring managers’ jobs harder with their creation.

If we look at the ATS historically, there was a time when ERP systems were the best, new products on the market for tracking the steps of candidates and hires. ERP systems weren’t necessarily ideal, but they got the job done – albeit in an excruciatingly painful manner.

We evolved with Software-As-A-Service solutions – understanding that the nature of how business and work gets accomplished was changing to a more on-demand and flexible approach. This approach continues to be at the forefront of what is needed from the ATS whether you are an enterprise company or a small business.

The Workforce is changing.

The workforce is a mix of Millennials, Boomers, Gen X, Gen Z and even some Traditionalists. It is a mashup of full-time, part-time, freelancers, temporary, remote workers and per diem employees. With a mix of all of these demographics funneling into companies of all sizes, it is an absolute necessity that companies have an ATS that is dynamic enough to capture all of the information available to us, malleable enough to change workflows, users and processes on the fly, and easy enough to use – that even the least tech savvy employees in your organization will enjoy using it.

Meet Recruiterbox

I had the pleasure of chatting with the one of the three co-founders of Recruiterbox, Raj ShethRecruiterbox is a 5 year-old, self-funded recruiting software company that doesn’t try to be anything more than what it is intended to be and that is a seamless, easy-to-use technology that makes hiring a productive activity.

During my demo with Raj, he summed up the reasoning for why Recruiterbox exists as follows: “Traditional HR software is cumbersome and built for process – not for productivity.” He went on to explain that so much of what we do takes place in email, yet there is no way to draw from this data source.

As a former recruiter, I can attest to how many resumes and discussions took place in my email. In return, I had the task of figuring out how to properly document those conversations in the ATS.

Raj and his team have gone to great lengths to see that productivity, communication, and user experience are the cornerstones to this software.

How do I know?

I put my super user hat on and spent the past week and a half utilizing their free trial to test the capabilities of this software.

RB Social Footprint

Social Footprint Screen

Here are some features that really resonated with me:

  • Truly configurable workflows. The first thing you do when creating a new opening in Recruiterbox is to design your workflow. They give you three delivered workflow stages that you can edit to suit your needs. I appreciated this feature, because different openings call for different steps towards the hire at times. With this workflow editing option, Recruiterbox is giving you, the organization the power back to make changes to your hiring process as needed. I did not need to log-in to a different portal to make my changes nor did I need extensive training to learn how to configure the workflow. Everything in Recruiterbox is extremely intuitive.
  • No more post- job fair or compliance nightmares. When you sign-up for Recruiterbox you get a company-branded email that allows people to apply to your company with one email. When the candidate sends their resume to this email, it automatically loads their resume in the system. You as the recruiter or coordinator can assign the candidate as you see fit thereafter.  If you don’t like this option, you can also batch upload resumes via zip file into the system. This is a nice feature if you like a paperless process like me.
  • Capture the candidates you find on the web with one click. Recruiterbox has a Google Plug-in that allows you to pull in candidates into their “Prospecting” dashboard. You know those candidates that you happen upon during a Boolean or LinkedIn search? You can capture their name, email, phone number, referral source, and resume with this plug-in. Minimal parsing makes for 100% successful execution every time.
  • Want to know where your candidates hang out on the web? Recruiterbox captures each candidate’s social footprint so you can see how they present themselves across all social platforms.
  • Interview scheduling made easy with a dose of video. In Recruiterbox, you can easily schedule everything from a phone screening to a Skype Interview. You have the option of confirming your interviews or you can send prospective schedules to candidates for them to confirm their acceptance of the designated timeslot. Two clicks from within Recruiterbox allow you to launch Skype when you have installed the Skype plugin on your desktop.

 

Application form configuration screen

Application form configuration screen

The list of positive attributes to this system is endless. As we speak they are working  launching an improved and robust reporting and analytics module. As you well know, I have a penchant for companies who are relentless about improving their product  through good data.

If you are a company of 1-1000 employees and in the market for a new ATS, Recruiterbox is worth your attention.  You will find the pricing to be reasonable and  the value immense.

For a free demo, click here to sign-up or watch their video demo.

Need more convincing? Read a case study from one of their clients, Beauty Brands here.

Bonus: Get a free copy of Co-Founder, Raj Sheth’s  E-Book prePARE: How I Learned to Stop Worrying and Love Hiring. Click here to download.

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