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?
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 Here are some indicators that tell you may be using an outdated Applicant Tracking System and there is a need to change your ATS: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
- Switch your ATS in the absence of ATS Integration
- Replace your ATS in case of no improvement in Time to hire
- Upgrade your ATS in case of no improvement in Candidate Experience
- Lack of Social Media Integration is a sign your ATS is outdated
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.
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.
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.
HR is going digital and the recruiters are taking full advantage of the technology at hand for maximizing their productivity and effectiveness. The existing breed of recruitment technology is advanced enough to take on any challenge and hurdle arising in your hiring process. However, since every HR technology vendor out there claims to have the best recruitment software, you should be aware of different aspects that will help you in choosing the right recruitment software for your needs.
However, before we even go deeper into making selection of recruitment software, let’s look at its functioning, benefits and features.
How Recruitment Software Works?
Ideal recruitment software should be a one stop sourcing and hiring solution. It should be the one place and the only place that recruiters should have to go to either post a job, view the applications received for a job, find the best matching profiles for the job without having to go through each profile, schedule the candidate’s interview and come up with a subsequent offer. While it might seem too good to be true, there are recruitment software in the market, which currently not only offer the above explained functionalities but are backed by latest machine algorithms, artificial intelligence and a cloud based database. Such recruitment software use semantic search and Natural language processing to match the recruiter query with the resume content and return the best match for an open vacancy.
There are mainly six components to an enterprise level recruiting software:
- A Centralized job posting platform that is integrated with company careers website, different social media platforms like LinkedIn and other job boards so that the recruiter doesn’t have to post the same job separately.
- Talent Sourcing: A Cloud based CV Database which is used for sourcing CVs from candidates, vendors and from various social media channels like LinkedIn.
- Resume Parser: A CV Parser that analyses the CVs, identifies the various elements, extracts the data and classifies it in different sections such as Skills, Location, Experience, Salary and others.
- Applicant Management: A resume screener that quickly goes through thousands of CV and returns the best match for any required skill and experience
- Analytics: A reporting and analytics module that maintains the record of various recruiter activities and other statistics related to candidates, and hiring
- Post-Hire Management: Candidate onboarding, performance management and employee retention is handled by this module
Recruitment Software Benefits
There is not an iota of doubt in the immense advantages that recruitment software brings to the table. Here are the top 5 benefits that you can expect:
- Benefits of recruitment software in recruitment efficiency
- Benefits of recruitment management software in quality of hire
- Advantages of recruitment software in employer branding
- Recruiting software benefit in talent acquisition
Benefits of recruitment software in recruitment efficiency
Any technology, however small, invariably ends up improving the productivity and efficiency of the process where it is applied. Recruitment software, through automation, increases recruiting efficiency.
Benefits of recruitment management software in quality of hire
Companies using recruiting software are able to improve the quality of talent they hire. This is because, like humans, machines does not discriminate, is not biased, and does not suffer from any fatigue, hence performs no errors. Besides, the recruitment software generates data which can be analyzed intelligently to support the decision making power of recruiters.
Advantages of recruitment software in employer branding
We have always maintained that technology is one of the most important enabler of brand value as an employer. Top talent doesn’t remain available for hiring forever. If you want to attract the best talent towards your company you will need the help of technology to make your brand appear enticing enough. Recruiting software can help you do that by improving the candidate experience (through short response time and automatic mail notifications on selection or rejection, and simplifying the application process).
Recruiting software benefit in talent acquisition
With a recruitment software not only do you improve your day to day recruiting quality, but also have time for creating and executing a well-crafted talent acquisition strategy to improve your business leadership. The future of your company relies on how able are the shoulders that carry its weight. As a recruiter, or talent acquisition specialist it’s your primary responsibility to find such future leaders.
Recruitment Software Features
In order to extract maximum value out of your purchase of recruitment software, you should know what all features are important for you.
Here are some vital features that your recruitment software should have:
- Intelligent search and matching algorithm is a key feature of recruitment software
- Requisition & Interview management are main characteristics of recruitment software
- CV import from multiple sources is a key recruitment management system feature
- Recruitment solution should be Cloud based
- Job distribution should be a recruitment management system feature
- Key recruiting software feature is API integration
- Main component of recruitment software is Reporting & Analytics
- Recruitment management system should have Collaboration feature
- Key feature of recruitment software is Customization
- Main characteristic of recruitment software is Customer support
Intelligent search and matching algorithm is a key feature of recruitment software
A new age recruitment software should take the help of artificial intelligence and machine learning to devise algorithm that identify the best match from the database of CVs for a role.
(Also Read: Benefits of using Semantic Search in Recruiting)
Requisition & Interview management are main characteristics of recruitment software
The recruitment software should have a robust and extensive requisition management module that takes care of requirement creation at various levels and for different groups/departments. With an interview management module at place recruiters can schedule interviews, provide feedback, approve or reject a candidate and place an offer.
CV import from multiple sources is a key recruitment management system feature
In order to execute talent sourcing efficiently recruiter’s personalized CV database is essential. For the same, the recruitment software should provide options to upload CVs, import from social media channels like LinkedIn, bulk uploading, and importing in excel formats.
Recruitment solution should be Cloud based
Gone is the time of legacy Applicant Tracking Systems that took ages to deploy and required multiple resources for maintenance and updates. Now cloud based recruitment software have taken their place and how!
Job distribution should be a recruitment management system feature
A recruiter should be able to post his job on multiple job posting platforms and channels through a centralized interface in the recruitment software. The whole point of having a one stop recruiting solution is that the HR doesn’t have to waste time and efforts in posting same jobs on different channels separately.
Key recruiting software feature is API integration
Main component of recruitment software is Reporting & Analytics
How will you measure the success or failure of your recruiting campaign? How will you justify the Return on Investment of deploying the recruitment solution? How can you determine the productivity of your recruitment team? You need an extensive reporting and analytics section for all of these that can provide you with all the data you will ever need.
Recruitment management system should have Collaboration feature
Very rarely does a recruiter work solo. In most organizations, there are teams that handle recruitment of various departments like IT, Finance, Marketing, and these teams work together with Hiring managers, and department heads or managers. Your recruitment software should enable a seamless collaboration through timely communication with all stakeholders.
Key feature of recruitment software is Customization
What if you want a new feature added to the solution which is important specifically for your company? Does the vendor support personalization? Will the vendor be willing to customize or tweak a certain feature to suit your organizational goals and requirement?
Main characteristic of recruitment software is Customer support
Onboarding and customer support is like a sail in a wind boat which guides the boat into the wind or against the wind keeping it on the right course. Make sure to buy a solution that has the support of a well-trained and robust customer support.
(Also Read: How to Get Most Out of Recruitment Software?)
A recruiter’s role has evolved over the years. Earlier they were only responsible for filling up vacancies arising out of a new role or requirement, or an employee moving out. In the current context, a recruiter has a bigger role to play. Organizations now understand that their biggest asset is their workforce, which explains why there is an increasing emphasis on finding and attracting the best talent. This growing competition for talent is also a result of rising candidate awareness. High performance employees understand they are a valuable asset and therefore do comprehensive benefit analysis before committing to a particular organization.
Job search is no longer a once in a two year affair. In this smartphone age, jobseekers are constantly checking out new, better opportunities on the go or even while at work. Thus, your role as a recruiter, hiring manager or talent acquisition specialist has grown manifold. From filling up vacant positions to finding and hiring top talent, to retaining them, it’s a tough task at hand. Helping you out in your daily pursuit are the latest HRMS, comprehensive recruitment software, talent management systems and applicant tracking systems.
Collectively expressed as HR Technology, these tools have opened up new possibilities for recruiters that either remained hidden till now, or were ignored for lack of the requisite data and resources. The infusion of HR Technology has given way to data-driven recruiting and HR analytics. These methods work on data acquired through HR technology tools like Applicant Tracking Systems and Recruitment Management Systems. Learn more about HR analytics here:
- What is HR Analytics?
- Benefits of HR Analytics
- Challenges of HR Analytics
- How to Use HR Analytics?
- Disadvantages of HR Analytics
What is HR Analytics?
Analytics is based on data. HR analytics is the science of gathering, organizing and analyzing the data related to HR functions like recruitment, talent management, employee engagement, performance and retention to ensure better decision making in all these areas. By using various types of HR software and technology, HR departments are creating a large amount of data every day. However, the objective of HR analytics is to actually make sense of this data and turn it into a valuable insight.
Benefits of HR Analytics
Application of HR analytics results in a number of strategic and operational advantages to HR.
- Increased need for data and analytics tool in HR to make better HR decisions
- Better Quality of Hire is one of the HR data analytics benefits
- A vital benefit of HR metrics and analytics is Employee Retention
- Transformation of HR as a strategic partner is one of the benefits of Workforce analytics
- Business analytics in HR can help predict the hiring needs of an organization
Increased need for data and analytics tool in HR to make better HR decisions
An important role of HR analytics is to provide access to critical data and insights about the workforce which can be then analysed for making better decisions. Not only does it improve the HR performance but also provides a better understanding of what motivates employees to work productively, and how do the organizational culture affects employee performance.
(Also Read: How to Improve Your Human Resources Department?)
Better Quality of Hire is one of the HR data analytics benefits
Running machine learning algorithms on jobseeker’s data allows companies to identify the best matching talent for a vacant position, thus improving the quality of hire.
A vital benefit of HR metrics and analytics is Employee Retention
Similarly, using employee data, recruiters can recognize a pattern of high performing employees and accordingly modify their employee hiring and retention strategy. HR analytics helps identify the departments suffering from the maximum attrition and the reasons causing it. It can also help HR in identifying the activities which have the maximum impact on employee engagement and thus allow organizations to invest in such activities.
Transformation of HR as a strategic partner is one of the benefits of Workforce analytics
The application of HR analytics can provide a unique vantage point to HR department to validate its importance and its role as a strategic partner in a business’ performance. HR professionals can provide business leaders with verifiable data to back their talent hiring, retention and engagement policies.
(Also Read: How to Improve Talent Acquisition?)
Business analytics in HR can help predict the hiring needs of an organization
HR analytics can help predict the changes that may be in the organization’s future. Using HR analytics, one can predict the skills and positions which are needed to improve business performance.
With the manifestation of HR technology on a never before scale, we can assume there will be more focus areas adding to this list where HR analytics can play a role in ensuring better HR performance and improving business performance an a whole.
(Also Read: Big Data in HR: Why it’s here and What it means)
Challenges of HR Analytics
It is true that the various HR tools being used today churn out huge amount of data every day, but without the clarity of how that data can be useful for a particular decision making process, it is difficult to tap into the true power of HR analytics. Although there are many local challenges that a company might face while implementing a HR analytics strategy, the major challenges that HR analytics face globally boil down to:
- Multiple sources of data: With different HR tools catering to different functions of HR, there are too many sources of data working in isolation. Whether it is your HR information system, Applicant tracking system, learning management system or an employee referral software, every tool creates its own data and integrating it with the other sources is a major challenge. You could be surprised to know that data scientists spend 85% of their time just collecting and cleaning data, i.e separating the useful data from noise. Also, you cannot use the data from one source in isolation while making a strategic business decisions. Thus a major challenge is to integrate these silo systems and make them communicate with each other.
- Lack of Skills and Training: While it’s true that data scientists are at the forefront of this data & analytics revolution, Hiring managers and even CHROs have a preconceived notion that HR departments have little to no role to play in analyzing the data. Considering the technicalities involved, they hesitate to learn and implement these tools, supported by a mindset which is fearful of the learning curve. The HR managers would rather rely on their human intellect and understanding than going through training for a HR analytic tool. They often fall back on a faulty argument that machine intelligence will take out human from human resources, which is not at all true.
How to Use HR analytics?
Despite these challenges, organizations are committed towards utilizing the benefits of HR analytics and use it in the following ways:
- Long term planning and strategic decision making: Most top performing businesses use data not to make windfall gains but to forecast and plan for future. Using data to analyze the ROI of various programs and initiatives helps make better decisions for company’s future.
- Using automated tools: Using automation tools and automated processes not only reduce data errors due to human factors but also give time for more important strategic tasks. Evolving to these tools is one of the easy ways to utilize the real power of HR analytics.
- Building an analytics savvy HR team: It is good to have data but without a team which feels comfortable with data, one is still stuck with age old methods. Therefore, building a HR Tech savvy team of human resource professional, either by training or reskilling or new hiring, is going to be mandatory in future. Top performing organizations are already working towards enabling digital transformation in their human resources department.
Disadvantages of HR Analytics
While the advantages of HR Analytics are immense, there are also a couple of disadvantages to using it in the current scenario. Since HRs deal with huge amount of sensitive and confidential data, security and privacy are two main concerns. Any HR analytics system which handles this data must be designed to prevent any unauthorized access. There have to be multiple levels of access and the system must be constantly monitored for any data theft. Maintaining such a system will obviously lead to greater costs and that’s the second main disadvantage to implementing HR analytics. High acquisition and maintenance costs mostly act as a deterrent, especially for smaller companies to implement such a system. Also, operating a sophisticated HR analytics tool requires special expertise and that results in additional training costs, or the costs of hiring an IT expert to handle this system.
However, since HR analytics is still in development stage, HR are still awakening to its immense potential, there will soon be a time when using these tools will become far easier and cost effective.
We have already dealt with the basics of Boolean search and its applications in sourcing and recruitment. Owing to the limitations of Boolean search there was a need to migrate towards a more comprehensive and intelligent search technology which was partly fulfilled by semantic search.
Let’s examine how semantic search has proved to be a great help for recruitment software developers and where the future of sourcing and recruitment is headed:
- What is Semantic Search?
- How semantic recruitment works?
- What are the Benefits of using Semantic Search in Recruiting?
- What is the future of Semantic Search in Recruiting?
What is Semantic Search?
Looking up the definition of semantics reveals it as “meaning or interpretation of a word or sentence”. Semantic search is defined as a search technique which takes into account the meanings of words and the searcher’s intent, looking beyond the exact word for word match of the search query.
Semantic search works at contextual and conceptual level, allowing you to search for “meanings”, rather than simple “words”. Applicant Tracking Systems are a great help for recruiters because they present a centralized database ready for sourcing profiles. Earlier, recruiters wasted precious time going from one source to other source searching for the matching candidate. An ATS solves this pain point. But is that all to the much hyped “recruitment technology”? Shouldn’t the ATS be able to provide you with the best possible candidate for the job, and not just matching profiles?
However, most ATS providers currently lack that search intelligence which can guarantee such results, even if they have the vastest database of prolific candidates. Semantic search intends to solve this problem.
(Also Read: How to select an applicant tracking system)
How semantic recruitment works?
Jobseekers do not write their resume for software. An average ATS often misses the best candidates as their search function which relies solely on Boolean is not capable enough to understand the words that they are using to phrase their skills and experience. A recruiter when uses a particular query for searching their database, might be missing on candidates who chose different words to describe the same qualification. Semantic search solves this by understanding what the candidates are conveying and how it relates to the search query.
For instance, when a recruiter searches “content marketer”, semantic search takes into account the expanded meaning of the word by using language patterns and fetches all the best possible related results that may also include candidates with “digital marketing”, “content writing”, or “blogging” as their key skill. Thus, leveraging semantic search, recruiters can source from a larger pool of qualified candidates.
What are the Benefits of using Semantic Search in Recruiting?
Some of the key benefits that application of semantic search in ATS provides include:
- Larger pool of qualified candidates to choose from
- Recruiters need not have to type every skill nor they need to have the knowledge within an industry or skill set to return all relevant candidates in the database
- Reducing time to source candidates
- Providing a boost to the recruiter’s talent sourcing capabilities
- Recruiters can enjoy more time for performing the actual HR responsibilities of engaging with the relevant candidates
- Greater productivity for recruiters
(Also Read: How to Reduce time to hire)
What is the future of Semantic Search in Recruiting?
It will be wrong to assume that Boolean search is any less powerful than Semantic. However, relying solely on any one of these search technologies will only result in a compromised ability to source relevant candidates. Until AI and machine learning becomes mainstream, ATS vendors will have to keep finding ways to combine the strengths of both in their offerings. In the end, a human touch will always remain an absolute must to make the difficult decisions.
(Also Read: The Role of Artificial Intelligence in Recruitment)
While we can keep browsing through articles scattered all over the web that speak about the impact Artificial Intelligence is creating in HR, there are only few who delve into the practical problems being solved by use of Artificial Intelligence. Time has come when instead of talking about theory of the AI and its high-level impact, we look at its real world applications in context of the HR industry and the ways in which the recruitment can take full benefit of the resulting disruption. As a forward thinking, technologically inclined product vendor, we have listed some of the players which are doing outstanding work in this field. There are others also, but these have impressed us the most.
Here are the five practical applications of AI in hiring that make us understand the importance of artificial intelligence in hr:
Mya Chatbot aka Artificially Intelligent Recruiter
Formerly known as Firstjob, Mya systems have developed a recruiter chatbot, named, Mya. The bot uses artificial intelligence to communicate and interact with jobseekers. Mya was launched in July 2016 and it works on different levels such as sourcing CVs, screening them for the job and scheduling the interview. The application assistant relies on Natural Language Understanding to find meaningful information from the candidate’s response to a query and accordingly responds to it.
Mya also delivers regular updates automatically to the applicant about the status of his job application. The best part about Mya is that it can easily integrate with your existing ATS and career sites. The cloud based bot uses different mediums like Facebook messenger, Skype, SMS and Email to communicate with the applicant from within the ATS. Over the course of its existence, the chatbot has interacted with more than 2 million candidates growing its knowledge base intelligently with every interaction. The automation made possible by Mya enables recruiters to free up a large part of their bandwidth for doing actual HR tasks.
(Also Read: Chatbots In Recruitment: How Do They Help?)
Relink is a Copenhagen based startup that sells APIs for screening and matching candidates. These APIs use machine learning to identify different patterns in CVs and accordingly match them to a particular job. Having the experience of reading through more than 20 million CVs, Relink is one of the first players to provide a machine learning based platform for CV-Job matching.
The smart API can be integrated with the existing recruiting software to boost its search and matching capabilities. They have named the API as Marlowe which uses Artificial Intelligence to provide smart recommendations, do smart research and offer insights based on industry trends and skills. The purpose is to make it easier for the recruiters to find the right match, and save crucial time in the process by application of machine learning and big data.
(Also Read: Benefits of using Semantic Search in Recruiting)
If you are looking for an AI based tool that reduces bias in recruiting, HiringSolved has you covered. Its experimental tool RAI uses hundreds of data points to identify diverse candidates to help you reach the diversity goals. The tool uses a proprietary statistical model that was developed in house that allows users to boost search relevance through the platform’s ethnic and gender diversity models. The other function of RAI is similar to that of Mya, which is interacting with candidates just like any other human assistant.
RAI uses the same Natural Language Processing that Mya uses to understand the conversations and come up with a suitable response. The developers promote its context awareness as one of the big differentiators amongst its competitors. Other than RAI, Hiringsolved has developed an AI powered advanced “talent matching and search” technology called Talentfeed. Talentfeed analyzes billions of data points across the social web to come up with a pool of talent along with data of their skills, experience and more. The same technology can power your ATS, CRM and HRIS to enable AI based recruitment in your organization.
Do you need to improve your job listings? Textio will help you do precisely that and through Artificial Intelligence. It is an augmented writing platform which provides HR all the help they require for constructing effective high impact job postings. Powered by machine learning and Natural Language Processing, Textio smartly analyzes millions of job postings and recruiting outcomes to recognize the patterns that result in some posts getting greater success than others in terms of applies. The startup aims to solve diversity and talent sourcing problems by helping the recruiters write their best job post ever.
(Also Read: How to Improve Talent Sourcing in Your Organization?)
If video interviewing is one of your main recruiting activities then it’s worth taking a look at Hirevue, a recruiting startup based out of Jordan. The startup applies AI algorithms in the most innovative ways to select candidates through video interviews by analyzing their raw audio, facial expressions and many other data points. The Hirevue Video Intelligence platform aims to speed up the recruitment process by reducing reliance on CV and combining video interviews with predictive, reliable I-O science and artificial intelligence.
(Also Read: The Role of Artificial Intelligence in Recruitment)
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
- Call to action is essential for the career site
- Company careers site integration with ATS is important
- Good Job descriptions are a must have on careers page
- Careers web page must have a responsive design
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?
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.
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)
This is no secret that recruitment departments across all scales of organizations are arming themselves with HR software, showing specific interest in the new age cloud based applicant tracking systems (Also Read: Why Cloud Based ATS is better). Buoyed by the useful features and productivity increments that these ATS present, organizations are lapping up every opportunity to adopt the new technology. However, if you want to experience full benefit of an ATS, it’s essential to do due diligence of the vendors providing it. Here are some points to keep in mind while making the decision:
- Multiple job board access is an important applicant tracking system feature
- Candidate screening is one of the key ats features
- ATS resume parsing technology is an important component of applicant tracking system
- Reporting and analytics is one of the key features of an ats
- Mobile friendly user interface is one of applicant tracking system functional requirements
- Instant messaging and collaboration is an essential application tracking system feature
Multiple job board access is an important applicant tracking system feature
An applicant tracking system should allow recruiters to post jobs on multiple job boards in one go. To enable this feature ATS should have multiple job board access. In order to build a large candidate pool, it is essential to be able to source CVs from multiple channels. The ATS should have this inbuilt feature where the user can post the job to multiple job boards in one go. This feature makes sure recruiters do not have to post the same job description to different job boards one by one and thereby reducing the redundancy. It helps in increasing recruiter productivity and speeds up the hiring process.
(Also Read: How to Improve Talent Sourcing in Your Organization?)
Candidate screening is one of the key ats features
After sourcing, recruiters have to screen the candidates for the open position. Going through thousands of CVs is not an option as it will be a tortuous and time taking process. The ATS should be equipped with candidate screening tools that automatically scroll through the CVs and parse them in structured, searchable format. Using the screening feature, recruiters should be able to filter through the entire database of CVs in few minutes to find the relevant matching profiles.
ATS resume parsing technology is an important component of applicant tracking system
The most critical functionality of an ATS is its ability to find candidates based on keywords query of the recruiter. Although there are many other uses of an ATS but there is little that you can do until you have found someone for hiring. Just because you have a huge database of resumes doesn’t mean that you can easily hire anyone whenever required. The data is of little value if you do not have the means to retrieve the right information when you need it. Therefore, having an exceptional search and resume parsing technology is of critical importance.
ATS uses resume parser to extract useful information from CVs and make them searchable. With the aid of semantic search capabilities, an ATS is quickly able to sort CVs as per the keywords. An ATS with an intelligent parser is able to understand keywords and the context in which they are used and return accurate results. With a strong parsing technology in place, an ATS can become HR’s best friend helpful in better talent management by removing manual entries and wrong information.
(Also Read: The Benefits of Semantic Search in Recruiting)
Reporting and analytics is one of the key features of an ats
Ask any recruiter, and his biggest pain is hitting the target numbers. Hiring process is as much about getting tangible results as it is about building fruitful relationships with candidates. This means ATS should be as much about providing sound reporting and analytics capabilities as it should be about providing a positive candidate experience. Ask your ATS vendors about the recruitment metrics that can be tracked by the ATS. Time to hire, time to fill, cost per hire, and employee referral tracking are some of the vital recruitment metrics that your ATS reporting and analytics module should cover.
(Also Read: Top 5 Recruitment Metrics That Matter)
Mobile friendly user interface is one of applicant tracking system functional requirements
Millenials are a mobile loving generation. If the candidates are using mobile to search and apply for jobs, the applicant tracking system should enable them to do so. The ATS should provide ease of use through a mobile friendly interface to candidates who want to complete the application process while on the go. If the ATS cannot provide a seamless experience on mobile, there is a huge chance of losing out the talent to the competition.
Instant messaging and collaboration is an essential application tracking system feature
ATS that are equipped with messaging and collaboration tools allow seamless communication between candidates, recruiters and the hiring manager. With proper communication candidate experience is positively impacted which again leads to building of a strong employer brand. In the end, a strong employer brand is essential to attract the top talent. Also, seamless collaboration removes bottlenecks, enhances performance and propels the process towards greater success.
(Also Read: How to Select an Applicant Tracking System?)
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
- Cloud based Applicant Tracking System is quick to deploy
- Cloud based Applicant Tracking Software speeds up recruitment process
- Cloud Applicant Tracking System is always up-to-date
- Cloud based HR Software reduces expenses
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 recruitment solution such as improved transparency, easier integration with other software and improved usability.
When LinkedIn was acquired by Microsoft in 2016, it took everyone by surprise. Microsoft was considered the last name that would be interested in a digital media company whose sole focus was connecting talent and providing talent solutions to recruiters. But the acquisition did happen, and if we are to believe the statement of LinkedIn Chief Executive Jeff Weiner, LinkedIn’s graph can now be interwoven through the entire Microsoft Suit of Products like Outlook, Windows, Skype amongst others. Future will tell how this will fare for both LinkedIn and Microsoft, but recruitment industry got a big boost with the entry of the tech giant.
2017 has continued to remain significant for the recruitment industry as we already witnessed the launch of Google Hire and rumors of Facebook also entering the recruitment space were also doing the rounds although nothing concrete came out of it. The recruitment industry is at a critical juncture as we witness the highest-profile companies in the world making grand entrance in the world of recruitment. It would be silly to assume that decision makers at Microsoft or Google do not have a long-term strategy and a well thought out plan for their products in recruitment.
The recruitment technology space is lucrative and has an investment potential of billions. It is now for us to wait and watch how these firms, which are known for disrupting trends and making an ever lasting impact on every industry, will affect the incumbents of the recruitment space and everyone else – right from investors to service providers, recruiters to job seekers.
Innovation in recruitment industry
The below framework visualizes the important shifts across three distinct durations of innovation. This is a generalized framework which fails to register thousands of startups that haven’t had that much of an impact. However, it does provide an overall view of innovation in recruitment space over the past 20 years.
Moving from ATS to RMS
Though a bit slow on exploring the possibilities of technology, progress has been made in terms of using tools for finding and tracking candidates. The Applicant Tracking System, with its ability to digitally store candidate CVs, emerged as game changer during 1990s. It saved a lot of heartburn for recruiters and protected them from lawsuits through infusing more consistency in hiring practices. However, the earlier versions of ATS did little for increasing the efficiency of recruiters and focused more on compliance.
This has changed in the past few years. There has been continuous improvement in the ATS with more features being added. The ATS 1.0 was a unique software installed locally on the customer’s server and focused on enterprises. Taleo was the biggest name back then. It was soon replaced by a new “web-first” version ATS 2.0 in the early 2000s and new players like Jobvite gained considerable spotlight and market share. This was also the period when enterprise companies like Oracle took the first step towards building full suites of HR software.
However, we are still behind time to witness a true revolution. Most companies and staffing agencies still use their manual expertise or outdated tools for tracking potential candidates for vacant positions. These tools lack the capability of posting job ads to job boards and different social media platform. The ATS is indeed a beneficial tool, but working with them demands a lot of manual dexterity, for instance, searching for right candidate using keyword research. According to the latest insights from Alexander Mann Solutions, the new age Applicant Tracking System must progress from basic tracking to managing all processes right from sourcing to on-boarding and beyond.
This is where Recruitment Management Systems come into picture. Also known as the ‘wave of ATS 3.0’ we now see a whole new breed of HR software, also sometimes known as RMS or Recruitment Management System taking over the mantle. This new breed of software is mobile-first, user-friendly, feature rich, cloud-only and open to integrations. In fact, the development of RMS is one of the bigger highlights of the $14-plus billion marketplace for HR software and platforms.
How the ATS 3.0/RMS is different from previous versions?
While the traditional ATS is heavily process driven, the RMS incorporates all elements that HR heads are now seeking. It is in fact a one stop solution for all your hiring needs. From having features like resume parsing and social media monitoring to post-hire tracking and candidate tracking capabilities, a RMS can do all this and much more. A good RMS not only takes care of all four stages of recruitment process that includes advertising jobs, receiving applications, screening applications and final selection but also can be used for performance appraisals, talent forecasting and employee management once the candidate is hired. These Recruitment Management Systems have advanced communication capabilities allowing HR managers to email, SMS or even tweet to potential hires. Moreover, all this happens in the cloud, which has its own immense benefit.
Selecting the right recruitment software
The selection of recruitment software is not an easy process owing to its importance to talent acquisition or staffing firm or a recruiting department. There can be huge repercussions on recruiter’s performance and productivity, not to forget the impact it will have on the candidate experience. Hence, it helps to ask certain questions so as to arrive at a definite conclusion.
1) What to look for while buying a recruitment management system?
2) What type of organization you are? Are you a consultant, a SME, startup or a large organization working in diverse sectors? The needs of each are different and require a different type of solution.
3) What are your key areas of improvement?
If this is your first encounter with HR software, it will help to define the pain-points of your human resource department which are affecting your business. The innovation that we call RMS is a tremendous tool for connecting prospects to right work opportunities.
NAUKRI RMS ADVANTAGE
ABOUT NAUKRI RMS
“Naukri RMS is the Enterprise Cloud Business division of Naukri.com. Since its inception, Naukri RMS has developed a bouquet of customized recruitment solutions addressing needs of different market segments. Naukri RMS intends to evolve recruitment into more productive and efficient process through automation of the entire recruiter workflow, right from requisition to offer. It aims to become India’s largest one stop recruitment platform. “