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what-is-an-ats

What is an Applicant Tracking System (ATS) ?

Businesses these days are going guns blazing to invest in recruitment technology and Applicant Tracking System is the most important piece in the scheme of things. If you have worked as a recruiter, this post is of even much more importance as you would know why an ATS is so integral to the success of the new age recruitment teams around the world.

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applicant tracking system security

Applicant Tracking System Security: Points You Must Know

Data security has become of great concern these days and rightly so as a huge chunk of critical user data is stored on remote datacenters and accessed on daily basis by various systems through the cloud. In such a scenario, even a small breach can place the entire system at risk of being hijacked and misused for various unscrupulous reasons. Applicant tracking systems or recruitment software is getting advanced by the day. Most of them now use cloud based technology and provide a personal centralized database to the customer. But are they secure enough?

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How to Reduce time to hire

How to Reduce Time to Hire?

We all have heard the famous saying, “Time is money”, and for recruitment, this holds absolutely true. Time to hire is one of the top key performance indicators for the recruitment team.  A lengthy recruitment process has a negative impact on the candidate experience. Also, a delay of even one day can have a compounded effect on the bottom line in terms of higher financial costs.  Thus it is really important to adopt methods and tools that can shorten the time to hire.

Build a ready to use candidate database for hiring to reduce hiring cycle time

Those who sweat in peace, bleed less in war. If you want to reduce your time to hire, the most important step would be to have a ready made talent pipeline which you can refer to when any new requisition comes.  For this to happen, it’s essential to always be on the lookout for outstanding talent. Thus recruiters should source candidate proactively by identifying the roles that require frequent hiring, pre-determining the requirements such as skills, aptitude, identifying the sources that could get you the ideal candidates and reaching out to them. When you will have a ready to use candidate database for hiring, you won’t have to go through the entire process of advertising the job and waiting for the applications to pour in every time there is an open role.

(Also Read: Why Employee Referrals are the Best Source of Hire?)

Put in place a structured recruitment process to improve time to hire

While this might seem too obvious, but there are many small to medium enterprises that still do not have any documented hiring process in place. Without a structured process, the recruiters have to spend longer time to fill as they end up starting from scratch for every hire. A process is not established until it’s on paper; therefore, recruiters must map out the entire recruitment journey including all possible steps and scenarios. This is the only way one can understand the gaps and improve them. With everything documented, recruiters know exactly what to do and what not to, at every step, hence reducing redundant activities and improving the time to hire. This will also impact the costs per hire positively, improve visibility and make the recruitment process more measurable as well as transparent.

(Also Read: Steps to improve recruitment and selection process)

Adopt automation to reduce lead time in recruitment process

Automation is not just a shiny new term in the business. It’s the reality of this time and every industry is looking to automate repetitive tasks to reduce costs and improve performance. Why should recruitment be left behind? By adopting a good recruitment software, organizations can automate their entire recruitment cycle from requisition to onboarding. How does this reduce time to hire? A recruiting solution automatically screens the incoming profiles and parses them to provide structured data. It allows recruiters to search profiles matching the requirements, schedule multiple candidate interviews and even send offer letters, all with a click of a few buttons.  With a comprehensive applicant tracking system recruiters can simplify and streamline their recruitment flow, increase visibility and cut their time to hire without losing on quality.

(Also Read: Recruitment Software Benefits)

Establish clear communication channels with all stakeholders to reduce tat in recruitment

One of the biggest reasons of lag in the recruitment process is delayed or vague communication between various members of the hiring team. This team includes every person involved in the hiring of a candidate, whether it’s the recruiter doing the actual hiring or a Marketing manager who has raised the request for hiring. Without a well-established communication process, getting approvals for hiring or receiving feedbacks post interview may take some time which can increase the time to hire considerably. One solution for this could be to employ a recruitment management system that has modules for capturing feedbacks and getting approvals through an automated workflow. Any solution that eases communication between candidates, recruiters and hiring managers is bound to have a positive effect on the time to hire.

Improve your careers website to reduce recruitment cycle time

Careers webpage is a significant source of candidate profiles for any organization. Any candidate who is really interested in a position in a company will definitely check their website and careers webpage. If this website is not optimized for best user experience or doesn’t provide clues about the company’s vision or culture, it surely is going to put the candidate’s mind in doubt. The candidate may take longer to take his decision or may drop off completely. In both the cases, recruiters will find it difficult to quickly source candidates for hiring, thereby lengthening the recruitment process. Therefore, it’s essential to improve the company career website, or finding a solution that not only provides you a branded careers webpage but also integrates it with the ATS, thus improving your performance and reducing time to source candidates.

(Also Read: 5 Must Haves for a Company Careers Website)

 

A delay of a single day in hiring candidates comes at the cost of productivity and revenue. Therefore, improving time to hire is of critical importance.

Benefits of using an Applicant Tracking System

Top 10 Benefits of Using an Applicant Tracking System

Automation is a buzzword in the recruitment industry. While we witnessed the first automation technology making its mark in HR in mid 1990s, it wasn’t until last 5 years that applicant tracking system became an absolute necessity for HR professionals and there were good reasons for that. HR Technology has come up in a big way in the last few years. While large enterprises have been quick to adapt, there are still several small and medium businesses that are stuck with the traditional ways of hiring, thus losing out on top talent and hours of productivity with every passing day. There are umpteen benefits of using an Applicant Tracking System. We have listed here the top 10.

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Disruptive HR Practices in 2018: What is changing for HR?

Disruptive HR Practices in 2018: What is changing for HR?

The advent of technology and changing demographics are forcing significant differences in the way organizations hired and managed their talent in the past. CHROs, recruiters and every HR practitioner must adapt to these changes and bring a new order to talent management. They must give due importance to the changing times and keep an eye on the best practices to implement them in their organizations. This is the only way to build an HR policy that is disruptive and meets the demand of the future.  Let us examine what has changed and will change for the HR in the coming future. Here are the disruptive HR practices for 2018.

Man-Machine Collaboration is a disruption in HR

Harvard Business Review predicts that as much as 80% of the employee turnover is due to bad hiring decision.  In the same context, another report by Business Insider reveals gut hiring has 50% failure rate. The writing on the wall is clear. Relying on human gut for making hiring decisions instead of analytics data can prove expensive to an organization. It is no longer man versus machines and those who still believe in this are missing the bigger picture. In fact, the future is about man with machines and how machines can enable better decision making.

Humans are prone to unconscious bias, boredom, exhaustion and many other behavioral tendencies which may alter the final decision. On the other hand, machines have no such pre-conceived notion, can do the same task tirelessly and with greater accuracy. Using machine learning algorithms can help make better assessments as they employ a strictly scientific approach based on previous trends and data. To ensure a successful outcome, recruiters should leverage the power of these algorithms to narrow down on their choices and use human intelligence to make the final decision. Since the existing HR practices are neither scientific nor based on evidence, we are bound to see a growth in man machine collaboration in the future. Growing competition for top class talent is going to make sure that HR professionals resort to integrated approach, where Artificial Intelligence and Big Data are as important as human gut.  Machine will help automate repetitive tasks of HR and give them bandwidth to invest time in strategic decision making.

(Also Read: Need for HR Digitization)

HR emerging as a value based role is a disruptive innovation in HR

The annual C-Suite Challenge survey asks CEOs across the globe to identify significant business challenges in front of them. This could be a little surprising to know, but the most critical concern of CEOs in 2018 is the ability or inability to attract and retain talent. What does this mean for HRs? They have got a great responsibility on their heads. This also reflects the growing importance of HR, from an activity based role (hiring, training, payroll) to a value based role, where we focus on the value these activities create for the business. This challenge is an opportunity in disguise for human resource professionals to rise above their current role. This is a chance to evolve and become a strategic business partner. To do so, the HR needs to think as a business – identify the customers, define value proposition, measure results and build a data-backed business case while asking for investments/budget allocations. This is not all. HR’s strength is its human element and as a people’s manager, HRs need the human touch to induce loyalty, employee engagement and a genuine work culture.

(Also Read: How to Improve Your Human Resources Department?)

Continuous performance assessment in HR is a disruptive HR practice

There has been significant buzz around performance management in the last few years. A survey of 300 HR leaders revealed 21% have already moved away from rating system in their performance management. Changing needs of work environment have necessitated this reaction from companies to ensure better talent development, less costly performance management and improved retention rates.

Organizations don’t need to do away with ratings altogether but this trend shows clearly that continuous performance assessment is very much possible and can have a transforming effect on your organization. According to Josh Bersin’s Deloitte HR Tech Disruptions report, more than 70% of companies are reinventing the performance management process in their organization. The new process includes having a regular employee-manager interaction, employee activity tracking, productive feedback and learning opportunities.

 

Continuous performance assessment in HR is a disruptive HR practice

These changes in process are being acknowledged by HCM vendors who are shaping up their products to address the new concerns, although we are still far away from a complete solution to implement continuous performance management.

People Analytics Tools are HR technology disruptions for 2018

The last few years have seen an enormous flux of people analytics in HR processes. Organizations now resort to analytics and reporting tools to study their employee behaviour and improve metrics such as retention rate. Some tools have embedded intelligence to predict the factors that trigger high performance outcomes from employees. There are other analytics tools with embedded recommendation engine that tells which employees should take which training in order to optimize them for maximum performance.

Recent advancements in software and technology that can make sense of large datasets and the explosion of data itself have made sure that organizations can now fully utilize the maximum potential of people analytics. HRs already have access to huge data piles about their employees such as their demographics, academic credentials, compensation and performance data. With people analytics coming to the fore, HR can effectively and strategically leverage this data and act on it.

(Also Read: Importance of HR Analytics)

 

Why your Applicant Tracking System needs to be changed?

Why Your Applicant Tracking System Needs to be Changed?

The case for using applicant tracking systems in recruitment is becoming stronger as business heads now acknowledge the role of next generation HR technology in improving HR productivity and efficiency. The C-Suite executives now understand that talent is their biggest asset. This is precisely why, whether it is an enterprise or a startup, every business is looking to expand their HR capabilities so as to improve the talent quality and hiring process (Also Read: Top 10 Benefits of Using an Applicant Tracking System). Even if you are one of those early adopters who were already using an applicant tracking system in your organization, it is essential to keep looking for signs that you are actually getting the maximum bang for your buck.

Using a legacy technology is as good as using no technology at all. Here are some indicators that tell you may be using an outdated Applicant Tracking System and there is a need to change your ATS:

Change your ATS if it lacks a Configurable Hiring Workflow

Every business has its own hiring process and modalities. There are certain norms and practices that apply very well to a manufacturing business but may not hold true for an IT company. The Applicant Tracking Software you are using must take into account the nature of your business, the scale of your business and allow you to setup a hiring workflow accordingly. If the ATS doesn’t have such configurability, it is time to look for a better option.

Using your ATS, you should be able to replicate each step of your hiring process, whether it’s calling a candidate for an interview, sending out reminders, scheduling interviews, generating offers or onboarding.  Also, when a business scales and grows into various departments or separate entities, its hiring process also evolves and becomes complex. Your ATS should be robust enough to handle the new, complex hiring flow. In short, the applicant tracking system you chose should completely satisfy the unique needs of your company’s hiring workflow.

Switch your ATS in the absence of ATS Integration

Whenever there is talk of B2B software, especially enterprise software like ATS, integration is a major concern. Integration becomes tricky with Applicant Tracking Systems as most large organizations use their legacy HRMS or Candidate Management Systems, which they are heavily reliant on for managing a lot of HR tasks. Replacing their HRMS to accommodate a new ATS or vice versa doesn’t make sense most of the time and therefore, ATS integrations become a key concern in such scenarios.

Make sure your ATS vendor offers integration with third-party solutions, so that talent acquisition professionals can leverage the power of latest tools and technologies without compromising on their choice. These technologies could be anything, from data analytics & business intelligence tools to chatbots, third party search, email and others. This integration should take place seamlessly on the back-end, without affecting user experience, where user can be either the recruiter himself or a job seeker.

(Also Read: What to look for in an Applicant Tracking System)

Replace your ATS in case of no improvement in Time to hire

Deploying an ATS is largely dependent on the benefits that every ATS vendor promises. Reduced hiring time is one of such advantages that an ATS user should ideally experience over a non-ATS user. The ATS is supposed to have  functionalities, such as a search and parse algorithm, automated workflow, instant communication or collaboration between different stakeholders, that enables recruiters to take more effective and timely hiring decisions.

This can only happen when your ATS not only allows sourcing the best matches for a role but also supports end to end hiring. In effect that means, the Applicant Tracking Software must act as your end to end recruitment software.  Time to hire is an important recruitment metric that indicates the effectiveness of the ATS in use. Ideally, the ATS should be telling you the time spent in filling a position after it is posted. This would help you compare and gauge the effectiveness of your Applicant Tracking Software.

(Also Read: Why Cloud Based Applicant Tracking System is a Better Option?)

Upgrade your ATS in case of no improvement in Candidate Experience

A report from Software Advice says that 26% of recruiters believe using ATS has a positive impact on the candidate experience (Also Read: How to Measure Candidate Experience?). Using the right ATS can go a long way in improving the candidate experience. Good candidate experience comes from simplicity and intuitiveness. A good ATS should be invisible to its users. The last thing you want is to use an ATS which may count high on features but has an overtly complicated and long hiring workflow. If your ATS is making the job application process lengthier for the candidate than it should be, it’s time to change it in favor of simpler, easy-to-use software.

Of course some systems will claim to be better than others, but you have to test it out yourself which ATS are actually proving to be better for your audience’s experience.

Lack of Social Media Integration is a sign your ATS is outdated

If you are still stuck with an ATS that doesn’t have built in support for social media for sourcing profiles, it’s time to change it. The new age applicant tracking systems allow posting jobs on various social media channels in order to reach a previously untapped mine of talent. In addition to social media posting, social media sign in is another important feature where candidates do not have to create a new profile from scratch while registering for an account.

The ATS can pull profile details from the social media page of the candidate. Allowing employees to easily share the job posted on employee referral site to their own social media account through the click of a button will expand the company’s pool of resumes and help them tap into a greater talent pool. Thus, lack of social media integration in your ATS is no longer acceptable in the current age.

The role of Applicant Tracking Systems is vital in evolving hiring processes across departments and organizations. However, first it is important to bank your money on the right piece of software in order to maximize your gains and return of investment.

(Also Read: Disruptive HR Practices in 2018: What is changing for HR?)

 

5 Must Haves for a Company Careers Website

5 Must Haves for a Company Careers Website

A company’s career website is one of the most important recruiting tools that a HR person has to their disposal. However, to only consider it as a recruitment aid would be underselling your employer brand. A corporate website is more than that. It is a wonderful opportunity to showcase your true value proposition and can prove to be a compelling cause for jobseekers to apply to a new job in your company.

Attracting top talent takes more than just posting jobs on different platforms and waiting for responses. In fact, if you want to have a real chance at hiring quality talent, you first need to have a strong employer branding strategy in place. A strong employer brand not only gives you access to better talent but it also gives you an upper hand while negotiating the final compensation package. (Also Read: Hiring Trends In 2018 That You Can’t Ignore)

A career website is one of the important parts of this employer brand and therefore, you should put great emphasis on optimizing it for maximum results. Also, as per the 2017 Silkroad Sources of Hire report, a career website is an important source of hiring, delivering 14% of the candidates. This makes it all the more important to optimize your company’s career website.

The five important elements of a company’s careers website are:

Impactful employer branding is a must have for company career website

There are certain characteristics of a successful brand. It cares for its customers. It communicates and engages with its customers. It provides a unique and clear value proposition. An employer is no different. If you want to attract the best customers aka employees, you need to make it known that you are one of the best employer brands out there, if not the best.  How to go about it?

(Also Read: Creating a Positive Candidate Experience with HR Technology)

Build company culture videos/Employee speak

Prospective employees want to see how it like is to work at your company. They may want to have one of your employees say how it feels working there. The best way to have this possible is by having a video where you show in brief (60-120 seconds is enough) the brand, legacy and how it’s like to spend a day at work. Alternatively, you can have two to three 60 second videos – one where you talk about the brand and second where employees share their experience like how do they find the work and the workplace. Inserting pretty visuals of work stations, recreational areas and employees having fun time is also a good way of conveying the message.

Company Blog

Many large employers such as Microsoft have blogs on their career site. These blogs are a good way of communicating various smaller aspects of working at the organization as making a video for each of them might not be feasible after all. Some of these blog posts might also be generic career advice as you want the jobseekers to capture value after visiting your site.  There could be stories of how a product was developed against major deadlines, putting a spotlight on how teamwork made even the toughest things possible. Such stories show the bonhomie and empathy that the workers share at the workplace.

Call to action is essential for the career site

A call to action is an absolute must. Employer branding is not the only purpose of your company careers website; the main goal is to make the candidate apply to the openings. Other CTAs that you may include are social sharing buttons so that the candidate may spread the word about the particular job in their social network. In addition to that, a Contact Us form that serves as a query platform for the jobseeker if he has any concern is also very much required. Without valid CTAs, there is not much use of having a career page, is it?

Company careers site integration with ATS is important

There are a number of ATS’ that easily integrate with your existing careers webpage so that you can easily update it as and when new job openings are there. If you do not have a company career website or if you want a redesign, these Applicant Tracking Systems come with an option of developing them for you. All major ATS like Bullhorn, NaukriRMS, SmartRecruiters provide this possibility. With an ATS, updating the careers website becomes a breeze.

Good Job descriptions are a must have on careers page

A careers page doesn’t serve its purpose until the job listings aren’t effective enough. Not only the design and font should be legible, but the job listings should be smartly drafted and double checked for errors before being posted on the page. Adding smart filters like departments and locations will help candidates find the right job quickly. Also make your job listings interesting, bias free and easy to understand.

(Also Read: How to Improve Recruitment and Selection Process)

Careers web page must have a responsive design

The millennials believe in doing most of their job search on the go. Mobiles are being touted as the next generation devices which can help accomplish most of the tasks while on the go. Hence, it is imperative to have a webpage that is mobile friendly. If you want more candidates to visit your company’s careers webpage and apply to the jobs there, make sure the site is optimized for mobile. A bad mobile experience will not only send back the candidate without applying to any job but also damage your brand value.

(Also Read: Disruptive HR Practices in 2018)

 

How to Get Most Out of Recruitment Software?

How to Get Most Out of Recruitment Software?

If you are an active recruiter, chances are that you have to spend a major part of your day trying to spot the best talent out there before competition sets their eye on it. Implementing recruitment software like ATS is essential for achieving this goal.  However, technology can only help those who know how to utilize it to its fullest potential. Read the following tips to get the most out of your recruitment software.     

As we talk about the exploding HR technology scene, we also need to understand that the more powerful technologies we use, the greater is our responsibility to make sure we are able to achieve the best outcome possible so as to justify the investment.

Here are certain things you can do to improve your hiring efficiency through the recruitment software:

Know all the recruitment software features

Migrating to a new ATS without knowing what it is capable of and what it is not is suicidal. Once you have made up your mind to implement a new applicant tracking software it is only sensible to understand the various functionalities and features it comes with. You might need to take help of the owner’s manual, multiple demo sessions, and trials for this. Asking relevant questions during such sessions will further help you know the capabilities and limitations of the software.

(Also Read: How Recruitment Software Works, its Benefits and Main Features)

Give the team proper recruitment software training

Typically, installation of a new Applicant Tracking System comes with an onboarding process where the team is trained in the various functions and features of the software.  Check if your vendor provides such an incentive. Many times it happens that the team that was originally trained in using the software doesn’t stay around long enough in the company, or they might even forget various nuances of the software with time and may not be able to pass the knowledge to others in an efficient way. In such a scenario, retraining the staff is a viable alternative to digging in the manual every time confusion arises. You can schedule a retraining session with the ATS vendor and speed up the entire recruitment process.

Follow recruiting process best practices

The prerequisite of maximizing the utility of the recruitment software is a recruiting process that is “simple, straightforward and scalable”. If your hiring process is efficient and intuitive, the implementation of recruitment software will also be effortless. If there are inherent hitches in the hiring process it, or the process is marred by redundancy and confusion regarding its flow, then proper implementation of ATS also becomes an uphill task. Without a streamlines process in place, the information being collected by the ATS is also messy and unusable and overall efficiency takes a hit. To avoid such a hopeless situation, it is essential to bring in place a measurable recruitment process that everyone agrees to.

(Also Read: Steps to Improve Recruitment and Selection Process)

Keep automatic updates of the recruitment software on

The essence of technology is in its constant evolution. Recruitment software have undergone a major transformation through the last decade. From clunky interface to slick, intuitive design; from on premise to in-the-cloud, a lot has changed over the past few years. Social recruiting has become a big part of these new age tools. HR Tech vendors release updates to their software to include all these advanced functionalities.

If your system is lagging behind, there are one of the two reasons for it; either your vendor has not released an update in a long time, in which case you need to talk to them or maybe you have not taken the pain to update your system despite reminders from the vendor.  In the new, cloud based recruitment software like Naukri RMS, you don’t need to do any manual task as updates also happen automatically in the cloud.  Regular updates could mean the difference between achieving highest efficiency and high quality candidates and missing out on both.

Make efficient use of recruitment data

If you are not able to put to use the data generated by your recruitment software, you may be missing out on extracting its maximum potential. Therefore, as soon as you implement the new ATS system, have a game plan ready to utilize the information recorded by it. While the first priority will always remain to improve productivity and hiring quality, the captured information can provide vital insights into hiring patterns which can be implemented in future for making better hiring decisions. These insights are not always in plain sight, and you may have to use analytics to make sense of the data.

Keeping these points in mind simultaneously while implementing your recruitment software will help you tap into its maximum possibilities.

(Also Read: Choosing the Right Recruiting Software for Your Business)

 

Why Cloud Based Applicant Tracking System is a better option

Why Cloud Based Applicant Tracking System is a Better Option?

Cloud is trending big time in technology space. From large enterprises to startups, everyone is either in the process or preparing for moving their core business functions to the cloud. Well, even governments around the world have now identified the benefits that cloud represents and hence are not averse to capitalizing on cloud computing’s myriad benefits. Recruitment could not have been left behind and therefore we see a new breed of recruiting software, based in the cloud, making a wave across the industry. Here are some reasons why you should choose a cloud based applicant tracking system

 

If you are a part of the recruitment industry, you must have heard by now about the various benefits of using a hiring automation tool, more commonly known as an applicant tracking system. Many of you must be experiencing it firsthand. But what about a cloud based ATS? How does it make more sense, than say, your locally hosted ATS?

Here are some points that will make you re-evaluate your recruiting efforts with a cloud based applicant tracking software:

Cloud based ATS Improves Accessibility

With cloud comes the ability of remote access. While on-premise software will require you to be physically present in the office to get work done, an ATS with cloud capability will let you work from anywhere with just a computing device and an active internet connection. Working from office is not the most convenient option at times and therefore, having a cloud based system is of much use as it allows retrieving information and data from anywhere, anytime, 7 days a week.

(Also Read: How to Select an Applicant Tracking System?)

Cloud based Applicant Tracking System is quick to deploy

On premise software are often bulky and require expert installation skills, which make them a time consuming affair. On the other hand, with cloud based applicant tracking system, speedy implementation can be achieved as they do not have very high specific system requirements. Also, cloud based recruitment software  do not require much training as compared to legacy software. Without the need to spend time in processes like procuring licenses, setting up servers deploying cloud-based software is a much speedier process.

Cloud based Applicant Tracking Software speeds up recruitment process

Owing to the number of stakeholders involved in recruitment, the entire process becomes a lot complex and time intensive. Using cloud based applicant tracking software speeds up the entire recruitment process by reducing the response time between different parties involved as each update happens in real time. Coordinating communication becomes easier resulting in a more streamlined workflow. By removing friction across different stages of recruitment, a cloud based ATS accelerates the entire recruitment process.

(Also Read: Why Your Applicant Tracking System Needs an Upgrade?)

Cloud Applicant Tracking System is always up-to-date

With on-premise software, upgrading is a big headache. You have to call in engineers from vendor who take their own sweet time getting the system updated without worrying about your days of productivity going out of window. So much is the concern whenever an upgrade is around the corner that many companies ultimately decide to give it a miss, making them vulnerable and outdated. The cloud makes upgrading a system a breeze. You don’t even have to know that an update is happening, and your productivity and work remains unhindered. The vendor regularly releases patches and updates, which are applied automatically whenever the system is idle. This way your cloud based ATS is always updated with latest features and you can stay on top of your game.

Cloud based HR Software reduces expenses

As we already know that in cloud-based software, you are not required to buy any costly license per user like that in legacy software, therefore, you can be assured of greater capital savings. Plus, you will not require buying additional servers and storage space to host the software, and also can save on employing a specialized IT technician for update and maintenance. Applicant tracking systems based in the cloud result in significant cost savings and promise better ROI by improving productivity.

There are numerous other benefits that one can experience by implementing a modern cloud based applicant tracking software such as improved transparency, easier integration with other software and improved usability.

Applicant-Tracking-System-Featured

How to Select an Applicant Tracking System?

Good hiring decisions often play a decisive role in the growth of any organization. An HR, thus, has one of the most important roles to play in ensuring that the business meets its objectives. A company is a function of the employees working there, which explains why we need an applicant tracking system that not only makes it easier to hire but also facilitates quality over quantity. Here are some tips on what to look for in an applicant tracking system:

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