ATS

Subterms

    Latest story

    163 Shares32 Views

    The Ultimate Guide to Applicant Tracking Systems (ATS) for Small and Medium-Sized Businesses

    by

    Drowning in Resumes? There’s a Better Way!
    In today’s competitive talent landscape, finding the right people for your small or medium-sized business (SMB) is more critical than ever. But let’s be honest: the hiring process can feel like a black hole, especially when you’re sifting through dozens, if not hundreds, of applications for a single role. For SMBs, often operating with lean HR teams (or no dedicated HR at all!), this manual, time-consuming approach doesn’t just eat into precious resources; it can lead to missed opportunities, poor hires, and a frustrating experience for everyone involved.
    Enter the Applicant Tracking System (ATS).
    Once considered the exclusive domain of large enterprises, ATS technology has evolved dramatically. Today, sophisticated, affordable, and user-friendly ATS solutions are readily available and specifically designed to meet the unique needs of SMBs. If you’re tired of managing spreadsheets, endlessly forwarding emails, and feeling overwhelmed by the recruitment process, this ultimate guide is for you.
    We’ll demystify ATS, explain why it’s no longer a luxury but a necessity for SMBs, and walk you through everything you need to know to select and implement the perfect system to transform your hiring.

    Chapter 1: What Exactly is an Applicant Tracking System (ATS) and Why Do SMBs Need One?

    At its core, an Applicant Tracking System is a software application designed to manage and optimize the entire recruitment and hiring process. Think of it as your digital recruitment assistant, handling everything from job posting to candidate onboarding.
    What Does an ATS Do?
    An ATS centralizes and streamlines your hiring activities, typically performing functions like:

    Job Posting: Automatically publishes your job openings to multiple job boards (free and premium), your company website, and social media channels with a single click.
    Application Management: Collects, stores, and organizes all incoming applications, resumes, and cover letters in a structured database.
    Candidate Sourcing & Database: Allows you to build a searchable database of past applicants and passive candidates, making it easier to re-engage talent for future roles.
    Resume Parsing: Automatically extracts key information (skills, experience, contact details) from resumes, populating candidate profiles and making them searchable.
    Candidate Screening: Uses keywords, qualifications, and customizable rules to automatically rank or filter candidates, helping you quickly identify the most suitable applicants.
    Communication Hub: Facilitates all candidate communication (interview requests, rejection emails, offer letters) directly from the platform, often with customizable templates.
    Interview Scheduling: Integrates with calendars to allow candidates to self-schedule interviews, reducing back-and-forth emails.
    Collaboration: Provides a centralized platform for hiring managers and team members to review applications, leave feedback, and communicate about candidates.
    Reporting & Analytics: Generates reports on key recruitment metrics like time-to-hire, cost-per-hire, source effectiveness, and candidate pipeline status.
    Compliance: Helps ensure your hiring practices comply with relevant regulations (e.g., EEO, GDPR) by maintaining detailed audit trails.

    Why is an ATS No Longer Optional for SMBs?
    Many SMBs mistakenly believe an ATS is too expensive, too complex, or only for companies hiring hundreds of people. This couldn’t be further from the truth. In fact, an ATS can provide a disproportionately large benefit to smaller organizations.

    Saves Time & Money: The most immediate benefit. Automating tasks like job posting, screening, and communication frees up countless hours for HR or hiring managers, allowing them to focus on more strategic activities. Reduced time-to-hire also means less time with open positions, directly impacting productivity and revenue.
    Improves Candidate Quality: Better organization and screening tools mean you’re more likely to identify and connect with top talent. An ATS helps you look beyond just keywords to find truly qualified individuals.
    Enhances Candidate Experience: A smooth, professional application process leaves a positive impression, even on candidates who aren’t hired. This is crucial for your employer brand, especially in a world where candidates share their experiences online.
    Boosts Efficiency & Organization: No more lost resumes, disjointed email chains, or forgotten follow-ups. Everything is centralized, making your recruitment process transparent and manageable.
    Strengthens Employer Brand: A professional, streamlined hiring process reflects positively on your company culture and operations, attracting more high-caliber candidates in the long run.
    Ensures Compliance: Automated record-keeping and standardized processes help you meet legal requirements and avoid costly compliance issues.
    Data-Driven Decisions: Gain insights into your recruitment process. What sources bring the best candidates? Where are bottlenecks occurring? This data helps you continuously improve.
    Scalability: As your SMB grows, your ATS grows with you. It’s built to handle increasing application volumes and team collaboration without breaking a sweat.

    Chapter 2: Key Features SMBs Should Look For in an ATS

    Not all ATS solutions are created equal, especially when it comes to the unique needs of SMBs. While enterprise systems might offer an overwhelming array of features, SMBs need a focused set of functionalities that deliver maximum impact without unnecessary complexity or cost.
    Here are the critical features to prioritize:
    1. Ease of Use & Intuitive Interface:
    This is paramount. If your HR person or hiring managers struggle to navigate the system, it won’t be adopted. Look for a clean, user-friendly interface with minimal training required. Drag-and-drop functionalities, clear dashboards, and straightforward workflows are indicators of good usability.
    2. Robust Job Posting & Distribution:

    Multi-Channel Posting: Ability to post to free job boards (Indeed, Glassdoor, ZipRecruiter), premium boards (LinkedIn, Monster, industry-specific sites), and social media simultaneously.
    Career Page Integration: Easy integration with your existing company website to create a professional, mobile-responsive careers page where candidates can apply directly.
    Customizable Templates: Pre-built, customizable job description templates to speed up the posting process.

    3. Efficient Candidate Management:

    Centralized Database: A single, searchable database for all candidate information, resumes, applications, and communications.
    Resume Parsing: Accurate extraction of data from resumes to populate candidate profiles automatically.
    Powerful Search & Filtering: Ability to quickly search candidates by keywords, skills, experience, location, and custom tags.
    Customizable Workflows: Define your own hiring stages (e.g., Applied, Screened, Interviewed, Offer Extended, Hired) to track candidates seamlessly through your unique process.
    Candidate Tagging & Notes: Add private notes, assign tags (e.g., “High Potential,” “Future Role,” “Visa Required”) for easy organization.

    4. Streamlined Communication Tools:

    Email Templates: Pre-written, customizable templates for all common candidate communications (acknowledgments, interview invitations, rejection letters).
    Bulk Messaging: Send personalized emails to multiple candidates at once (e.g., informing all unsuccessful applicants of a decision).
    Automated Triggers: Set up automated emails based on candidate actions (e.g., automatic “application received” email).
    In-Platform Communication: Ability to communicate with candidates directly from the ATS, keeping a full communication history.

    5. Collaborative Features for Hiring Teams:

    Team Access & Permissions: Grant different levels of access to hiring managers, recruiters, and interviewers.
    Feedback & Rating System: Allow team members to review candidate profiles, leave comments, and rate applicants within the system.
    Interview Scheduling: Integration with calendars (Google, Outlook) to facilitate easy interview scheduling, often with candidate self-scheduling options.
    Scorecards: Customizable interview scorecards to ensure consistent evaluation criteria across all candidates and interviewers.

    6. Reporting & Analytics:

    Key Recruitment Metrics: Basic reports on time-to-hire, cost-per-hire, source effectiveness, and candidate pipeline.
    Customizable Reports: Ability to generate simple custom reports based on your specific needs.
    Dashboard View: An at-a-glance dashboard summarizing key recruitment activity.

    7. Affordable Pricing & Scalability:

    Transparent Pricing: Clear pricing models, often based on the number of active job openings or users.
    SMB-Friendly Tiers: Plans specifically designed for smaller budgets and lower hiring volumes.
    Scalability: The ability to easily upgrade plans or add users as your business grows.

    8. Customer Support:

    Responsive Support: Accessible customer service via chat, email, or phone.
    Knowledge Base: A comprehensive library of tutorials and FAQs to help you troubleshoot common issues.

    9. Integration Capabilities:

    HRIS/HRM Integration: Ability to integrate with your existing HR Information System (HRIS) or Human Resources Management (HRM) software for seamless data transfer post-hire.
    Background Check Providers: Integration with third-party background check services.
    Assessment Tools: Connection to skills testing or personality assessment platforms. (While not essential for all SMBs, good to have if you use them).

    Chapter 3: Choosing the Right ATS for Your SMB: A Step-by-Step Guide

    Selecting an ATS can feel daunting, but a structured approach will ensure you pick the best fit for your business.
    Step 1: Define Your Needs & Budget
    Before you even look at a single ATS, understand your internal requirements.

    What are your biggest pain points in recruiting right now? (e.g., too many resumes, slow communication, disorganized feedback, no data).
    How many hires do you typically make per year?
    How many open positions do you manage concurrently?
    Who will be using the ATS? (e.g., HR manager, office manager, multiple hiring managers).
    What’s your budget? Be realistic about what you can afford monthly or annually. Many SMB ATS solutions range from $50-$300+ per month, depending on features and usage.
    What are your “must-have” features vs. “nice-to-have” features? Prioritize from the list in Chapter 2.

    Step 2: Research & Shortlist Potential Vendors
    Once you have your requirements, start exploring options.

    Online Reviews: Check reputable review sites like G2, Capterra, Software Advice, and TrustRadius. Pay attention to reviews from other SMBs.
    Industry Blogs & Comparisons: Read articles like this one and other reputable HR tech blogs that compare ATS solutions specifically for small businesses.
    Recommendations: Ask other SMB owners or HR professionals what they use and recommend.

    A Starting List of Popular SMB-Friendly ATS Options (as of late 2024/early 2025):
    (Note: Market changes rapidly, always verify current features and pricing directly with vendors)

    Breezy HR: Known for its user-friendly interface, robust features for collaboration, and visual pipeline management. Great for SMBs seeking an all-in-one solution.
    Workable: Popular for its strong sourcing tools, AI-powered candidate recommendations, and comprehensive feature set for growing teams.
    Recruitee: Offers a strong focus on employer branding and team collaboration, with customizable career pages and streamlined workflows.
    JazzHR: Designed specifically for SMBs, offering solid core ATS features, compliance tools, and good customer support.
    Homerun: A visually appealing ATS that excels at creating beautiful career pages and providing a great candidate experience, with strong collaboration features.
    GoHire: Emphasizes simplicity and efficiency, ideal for smaller businesses looking for core ATS functionalities without overwhelming complexity.
    Zoho Recruit: Part of the larger Zoho ecosystem, offering a comprehensive suite of features, including CRM capabilities for recruitment agencies, but also suitable for in-house teams.
    Fountain (for high-volume hiring): If your SMB has extremely high-volume hiring needs (e.g., retail, hospitality, gig economy), Fountain specializes in automating and accelerating this process.
    Lever/Greenhouse (consider for rapidly scaling SMBs): While often seen as mid-market/enterprise, their entry-level plans can be suitable for larger SMBs with ambitious growth plans who want a very powerful, scalable system.

    Step 3: Dive Deeper with Demos and Free Trials
    Once you have a shortlist of 3-5 systems:

    Request Demos: Schedule personalized demonstrations with sales representatives. Prepare a list of questions based on your “must-have” features. Ask them to show you how their system addresses your specific pain points.
    Free Trials: Take advantage of any free trials offered. This is the absolute best way to test the system in a real-world scenario with your actual team.

    Test Key Workflows: Try posting a job, receiving applications, moving candidates through stages, and sending emails.
    Involve Your Team: Get feedback from hiring managers who will be using the system. Is it intuitive for them?
    Assess Customer Support: Use the trial period to engage with their support team. How responsive and helpful are they?

    Step 4: Evaluate & Compare
    After your demos and trials, create a comparison matrix.

    Feature
    ATS A (1-5)
    ATS B (1-5)
    ATS C (1-5)
    Notes/Pros/Cons for each

    Ease of Use

    Job Posting

    Candidate Mgmt

    Communication

    Collaboration

    Reporting

    Pricing

    Customer Support

    Integrations

    Overall Fit

    Consider Pricing Models: Understand if pricing is per user, per job, or based on application volume. Factor in potential hidden costs (e.g., setup fees, premium support).
    Read the Contract: Understand terms of service, data ownership, and cancellation policies.

    Step 5: Make Your Decision & Implement
    Once you’ve made your choice, it’s time for implementation.

    Phased Rollout: Consider starting with a small team or a few job openings to get familiar with the system before a full rollout.
    Training: Even for user-friendly systems, provide basic training for all users. Many vendors offer free training resources.
    Data Migration: If you have existing candidate data, understand how to import it (or if it’s even worth importing old, potentially stale data).
    Establish Best Practices: Define clear workflows and guidelines for using the ATS to ensure consistency across your team.

    Chapter 4: Maximizing Your ATS Investment: Best Practices for SMBs

    Simply buying an ATS isn’t enough; you need to use it effectively to unlock its full potential.
    1. Create a Stellar Career Page:
    Your ATS-powered career page is often a candidate’s first impression.

    Showcase Your Culture: Use photos, videos, and employee testimonials to highlight what makes your SMB a great place to work.
    Clear Call to Action: Make it easy for candidates to find and apply for jobs.
    Mobile-Friendly: Most candidates apply from their phones; ensure the experience is seamless.

    2. Craft Compelling & Keyword-Rich Job Descriptions:
    An ATS relies on parsing and keywords, but candidates are still reading.

    Be Specific: Clearly outline responsibilities, required skills, and qualifications.
    Use Industry Keywords: Incorporate relevant terms that candidates are likely to use in their resumes and that your ATS can pick up.
    Highlight Your EVP: Briefly mention benefits, perks, and unique aspects of your company culture.
    Avoid Jargon: Don’t use overly technical internal terms that candidates won’t understand.
    Be Inclusive: Use inclusive language to attract a diverse pool of applicants.

    3. Optimize for Resume Parsing (But Don’t Over-Optimize!):
    Educate your candidates (subtly) and yourself.

    Clean Formatting: While most modern ATS can handle various formats, encourage candidates to use clear, standard resume formats (e.g., PDF) without excessive graphics or complex tables.
    Don’t Rely Solely on Keywords: While ATS helps filter, always review a selection of resumes manually, especially for critical roles. A perfect candidate might not use the exact keywords you’re looking for.

    4. Standardize Your Hiring Workflow:
    Consistency is key to efficiency and fairness.

    Define Stages: Clearly establish what each stage in your ATS means (e.g., “Phone Screen” means X, “Panel Interview” means Y).
    Set Clear Responsibilities: Who owns which stage? Who sends what communication?
    Use Interview Scorecards: Implement standardized scorecards in your ATS for all interviews to ensure objective evaluation.

    5. Embrace Automation for Communication:
    Save time and improve candidate experience.

    Automated Acknowledgments: Send immediate “application received” emails.
    Scheduled Follow-ups: Automate reminders for hiring managers to review applications.
    Personalized Rejection Letters: Even if automated, ensure rejection letters are polite, professional, and personalized where possible. Consider offering feedback for top candidates.

    6. Leverage Your Candidate Database:
    Your ATS isn’t just for current openings; it’s a talent pool for the future.

    Tag & Categorize: Use tags to mark candidates for future consideration (e.g., “Great Sales Talent,” “Possible Marketing Manager Next Year”).
    Re-engage Past Applicants: When a new role opens, search your existing database before going to external job boards. You might already have a perfect fit who knows your company!
    Build a Talent Community: Some ATS allow for talent pools or communities where you can engage passive candidates.

    7. Monitor Your Metrics & Adapt:
    Use the data your ATS provides to continuously improve.

    Time-to-Hire: Is it decreasing? Where are the bottlenecks?
    Source of Hire: Which job boards or channels bring you the best candidates? Invest more there.
    Candidate Drop-off Rates: At what stage do candidates abandon your process? This might indicate a problem with your application, communication, or interview process.
    Conversion Rates: How many applicants convert to interviews, offers, and hires?

    8. Integrate Wisely:
    If your ATS integrates with your HRIS or other tools, make sure the data flow is smooth.

    Post-Hire Handover: Automate the transfer of new hire data from your ATS to your HRIS to avoid manual data entry errors.
    Background Checks/Assessments: Streamline these processes by integrating with your preferred vendors.

    Chapter 5: Common ATS Misconceptions & How to Avoid Pitfalls

    Despite their benefits, ATS platforms can sometimes be misunderstood or misused.
    Misconception 1: “ATS is just a resume killer.”

    Reality: While early ATS systems were clunky and overly reliant on exact keyword matches, modern ATS are far more sophisticated. They are designed to help recruiters find the best candidates, not arbitrarily disqualify them. The issue often lies in how candidates write resumes (not ATS-friendly) or how recruiters configure the ATS (too restrictive).
    Avoid Pitfall: Encourage clear, standard resume formats. Don’t set overly aggressive keyword filters in your ATS. Always allow for human review of top candidates identified by the system.

    Misconception 2: “It’s too expensive for an SMB.”

    Reality: As discussed, many affordable, scalable options exist. The cost of not having an ATS (lost productivity from manual work, poor hires, longer time-to-hire) often far outweighs the subscription fee.
    Avoid Pitfall: Start with a basic plan that meets your core needs. You can always upgrade as your business grows and your hiring needs become more complex. Calculate your ROI by estimating hours saved and improved hire quality.

    Misconception 3: “It’s too complicated to use.”

    Reality: User-friendliness is a major focus for modern ATS vendors, especially those targeting SMBs. Many systems are designed to be intuitive with minimal training.
    Avoid Pitfall: Prioritize ease of use during your evaluation. Take advantage of free trials and involve your team in testing. Provide clear instructions and brief training sessions upon implementation.

    Misconception 4: “It dehumanizes the hiring process.”

    Reality: A well-implemented ATS actually improves the candidate experience by providing timely communication, a professional application portal, and a more efficient process. The “dehumanization” comes from poor implementation (e.g., generic rejection emails, lack of follow-up) not the technology itself.
    Avoid Pitfall: Use the automation features to enhance personalization, not replace it. Craft thoughtful templates. Ensure human touchpoints (interviews, personalized feedback for finalists) remain central to your process.

    Misconception 5: “Once it’s set up, I don’t need to touch it.”

    Reality: An ATS is a dynamic tool. Your hiring needs, job market, and company evolve, and your ATS configuration should too.
    Avoid Pitfall: Regularly review your workflows, templates, and reporting. Adjust filters and screening questions as needed. Stay updated on new features from your vendor.

    Conclusion: Empowering Your SMB with Smarter Hiring

    The “Ultimate Guide to Applicant Tracking Systems for Small and Medium-Sized Businesses” boils down to one undeniable truth: an ATS is no longer a luxury but a strategic imperative for any SMB serious about attracting, hiring, and retaining top talent in today’s fast-paced world.
    By embracing an ATS, you’re not just buying software; you’re investing in efficiency, organization, compliance, and ultimately, the future growth and success of your company. It frees up your valuable time, elevates your employer brand, and transforms your recruitment process from a chaotic struggle into a streamlined, data-driven engine for talent acquisition.
    No more drowning in a sea of resumes. No more lost candidates. It’s time to take control of your hiring and empower your SMB with the right Applicant Tracking System. The talent you’re looking for is out there – let an ATS help you find them.

    Share this post: More

    More stories

    • 138 Shares30 Views

      in Talent Acquisition

      The Ultimate ATS Showdown: Greenhouse vs. Lever vs. Workable vs. Bullhorn

      by

      In the cutthroat world of talent acquisition, an Applicant Tracking System (ATS) isn’t just a tool; it’s the central nervous system of your hiring operation. It’s where job requisitions are born, candidates are nurtured, interviews are scheduled, and ultimately, where your next star employee is found. But with a crowded market boasting an array of sophisticated solutions, choosing the right ATS can feel like navigating a minefield. The wrong choice can lead to inefficiencies, frustrated hiring teams, and missed opportunities. The right one, however, can transform your recruitment process into a well-oiled, strategic advantage.
      Today, we’re pitting four of the industry’s titans against each other: Greenhouse, Lever, Workable, and Bullhorn. Each has carved out its niche, boasting unique strengths and catering to different organizational needs. From fast-growing startups to established enterprises and bustling staffing agencies, these platforms promise to streamline, optimize, and revolutionize how you hire.
      This in-depth article, brought to you by Undercover Recruiter, will dissect each platform, exploring their core functionalities, user experience, integration capabilities, reporting prowess, and pricing models. Our goal is to equip you with the knowledge to make an informed decision, ensuring your ATS investment delivers maximum ROI and propels your talent acquisition strategy forward.
      Let the ultimate ATS showdown begin!
      Understanding the Landscape: A Quick Overview of Our Contenders
      Before we dive into the nitty-gritty, let’s set the stage with a brief introduction to each player:

      Greenhouse: Often lauded as a leader in structured hiring, Greenhouse is synonymous with robust, data-driven recruitment. It’s built for organizations that prioritize process, collaboration, and a consistent candidate experience. With a strong emphasis on analytics and interview kits, Greenhouse aims to remove bias and improve hiring outcomes.
      Lever: Positioned as a “Talent Acquisition Suite,” Lever goes beyond traditional ATS functionalities, integrating powerful CRM (Candidate Relationship Management) capabilities. It’s designed for proactive recruitment, talent nurturing, and building strong pipelines, making it a favorite among companies focused on talent pooling and relationship building.
      Workable: Known for its user-friendliness and intuitive design, Workable is often the go-to for small to medium-sized businesses (SMBs) and companies seeking an all-in-one, easy-to-implement solution. It simplifies the entire hiring process, from job posting to offer management, without overwhelming users with excessive complexity.
      Bullhorn: A long-standing veteran in the recruitment software space, Bullhorn is particularly dominant in the staffing and recruitment agency sector. Its strength lies in its comprehensive CRM features tailored for agency recruiters, robust database management, and extensive automation capabilities designed to manage high-volume placements.

      Over the next few sections, we’ll peel back the layers of each platform, comparing them across critical dimensions to help you determine which one truly aligns with your organization’s unique recruitment philosophy and operational demands.
      Now, let’s move into the core features and user experience for each platform.
      1. Greenhouse: The Champion of Structured Hiring
      Core Philosophy: Data-driven decisions, structured processes, and collaborative hiring.
      Greenhouse has become a darling of the enterprise and high-growth tech company world, largely due to its unwavering commitment to structured hiring. It’s not just an ATS; it’s a framework designed to standardize the recruitment process, reduce bias, and ensure every hiring decision is backed by solid data.
      Key Features & Functionality:

      Structured Interview Kits & Scorecards: This is Greenhouse’s bread and butter. For every interview stage and role, hiring managers can build detailed interview kits with specific questions and scorecards for evaluating candidates against predefined competencies. This standardizes feedback, makes it easier to compare candidates objectively, and provides a clear audit trail.
      Offer Management: Robust and customizable offer letter generation and e-signature capabilities streamline the final stages of hiring.
      Onboarding Workflows: While primarily an ATS, Greenhouse offers basic onboarding capabilities to help new hires transition smoothly, integrating with HRIS systems to push new employee data.
      Referral Management: A comprehensive employee referral program module encourages internal staff to refer candidates and tracks their progress and potential bonuses.
      Job Board Integrations: Seamless integration with major job boards (free and paid), social media platforms, and career pages.
      Candidate Experience (CRM Lite): While not a full-fledged CRM like Lever, Greenhouse offers features to keep candidates engaged, such as automated email sequences, interview self-scheduling, and a personalized candidate portal.
      Agency Portal: Provides a dedicated portal for external recruiters to submit candidates and track their progress, ensuring clear communication and reducing administrative overhead.
      Customizable Workflows: Tremendous flexibility in designing unique hiring plans for different roles, allowing for tailored stages, approvals, and tasks.

      User Interface (UI) & User Experience (UX):
      Greenhouse’s UI is professional, clean, and highly functional. It’s designed for efficiency, with clear navigation and a logical flow from requisition creation to candidate management.

      For Recruiters: Dashboards provide quick overviews of open requisitions, candidate pipelines, and pending tasks. Candidate profiles are comprehensive, consolidating all communications, feedback, and scheduling in one place.
      For Hiring Managers: The experience is streamlined. Managers can easily review candidate applications, access interview kits, submit feedback via scorecards, and participate in offer approvals. The emphasis is on making their involvement as efficient as possible.
      Learning Curve: Moderate. While intuitive for daily tasks, unlocking its full potential, especially around custom reporting and complex workflow configurations, requires a bit more training.

      Real-World Scenario:
      Imagine a fast-growing tech company scaling rapidly. They need to hire dozens of engineers, product managers, and sales executives simultaneously. Without a structured process, inconsistencies in interviewing, feedback, and decision-making could lead to bad hires and wasted time. Greenhouse allows them to create standardized interview loops for each role, ensuring every candidate is evaluated fairly against the same criteria. Hiring managers, often busy with their core responsibilities, appreciate the clear interview kits and easy-to-use scorecard system, minimizing their administrative burden and maximizing the quality of their feedback. The talent acquisition team leverages the robust reporting to identify bottlenecks, measure interviewer effectiveness, and track diversity metrics, continuously refining their strategy.
      2. Lever: The Talent Relationship Powerhouse
      Core Philosophy: Proactive talent engagement, pipeline building, and seamless candidate relationship management (CRM) fused with ATS functionality.
      Lever stands out by blurring the lines between an Applicant Tracking System and a Candidate Relationship Management (CRM) system. It’s built for modern talent teams who understand that the best candidates aren’t always actively looking, and that building relationships before a need arises is key to competitive hiring.
      Key Features & Functionality:

      ATS + CRM Fusion (LeverTRM): This is Lever’s defining feature. It combines traditional ATS functionalities (job postings, application tracking, interview scheduling) with powerful CRM tools. Recruiters can proactively source candidates, nurture relationships through automated email campaigns, and track interactions even before a candidate applies to a specific role.
      Talent Pool Management: Easily create and manage talent pools for future needs, segmenting candidates by skills, roles, or locations. This allows for quick activation of pipelines when new requisitions open.
      Rich Candidate Profiles: Lever centralizes all candidate data, including resumes, cover letters, social profiles, email exchanges, notes, and feedback. Its “People” tab offers a holistic view of every talent interaction.
      Automated Nurture Campaigns: Design and send personalized email sequences to engage passive candidates, keep silver medalists warm, or announce new opportunities.
      Collaborative Hiring: Strong features for team collaboration, including centralized feedback, real-time activity feeds, and shared notes.
      Interview Scheduling: Robust scheduling tools, including self-service options for candidates and integrations with popular calendar systems (Google Calendar, Outlook).
      Reporting & Analytics: Comprehensive reporting capabilities focus on pipeline health, source effectiveness, time-to-hire, and candidate engagement metrics.
      Easy Apply & Referral Program: Streamlined application process for candidates and an integrated referral system for employees.

      User Interface (UI) & User Experience (UX):
      Lever’s UI is sleek, modern, and highly intuitive. It emphasizes ease of use and a visually appealing experience, making it a joy for recruiters to navigate.

      For Recruiters: The “Dashboard” provides an immediate snapshot of open jobs and candidate activity. The “People” and “Jobs” sections are well-organized, allowing for quick access to candidate profiles and pipeline stages. The drag-and-drop functionality for moving candidates through stages is particularly smooth.
      For Hiring Managers: Managers can easily review candidates, provide feedback, and collaborate with the recruiting team. The system is designed to minimize friction for busy managers.
      Learning Curve: Low to moderate. Its intuitive design means recruiters can become proficient quickly. Mastering the more advanced CRM functionalities and automation sequences might require a bit more exploration.

      Real-World Scenario:
      Consider a rapidly scaling tech startup that relies heavily on passive candidate sourcing and wants to build a strong employer brand. They often find great candidates who aren’t ready to move immediately but would be perfect for future roles. Lever’s combined ATS/CRM allows its talent team to not only manage active applicants but also proactively engage with these passive candidates. They use Lever to segment talent into pipelines for “future engineers” or “potential sales leaders,” sending targeted content and updates. When a new role opens, they can immediately tap into these nurtured talent pools, significantly reducing time-to-hire and reliance on expensive job board advertising. The ability to track every interaction, from initial outreach to interview feedback, provides a complete candidate journey picture, enhancing personalization and increasing conversion rates.
      3. Workable: The Intuitive All-in-One for Growth
      Core Philosophy: Simplicity, ease of use, and an “all-in-one” solution that democratizes great hiring practices for businesses of all sizes, particularly SMBs.
      Workable has gained significant traction by offering a highly intuitive, user-friendly platform that doesn’t sacrifice essential features. It’s designed to be immediately accessible, allowing companies to post jobs, manage candidates, and collaborate effectively without needing extensive training or a dedicated ATS administrator.
      Key Features & Functionality:

      One-Click Job Posting: Workable excels at simplifying job distribution. With a single click, users can post jobs to hundreds of free and premium job boards, social media channels, and their own career page.
      Visual Pipeline Management: A clear, drag-and-drop interface makes it easy to visualize and manage candidates moving through various stages of the hiring pipeline.
      AI-Powered Candidate Sourcing & Matching (AI Recruiter): Workable leverages AI to help surface relevant candidates from its vast database, existing talent pools, and publicly available profiles. It can also suggest suitable candidates based on job descriptions.
      Built-in Assessment Tools: Offers a library of customizable skills tests and interview questions, helping recruiters evaluate candidates more efficiently.
      Collaborative Hiring Tools: Strong features for team feedback, internal notes, and interview scheduling, ensuring all stakeholders are on the same page.
      Branded Career Pages: Easily create and customize professional career pages to showcase employer brand and attract top talent.
      Offer Management: Streamlined offer letter creation and e-signature functionality.
      Reporting & Analytics: Provides essential reporting on key metrics like time-to-hire, source effectiveness, and pipeline status in an easy-to-digest format.
      Applicant Tracking & Communication: Centralized communication hub for all candidate interactions, including emails, calls, and scheduling.

      User Interface (UI) & User Experience (UX):
      Workable’s UI is arguably one of the cleanest and most visually appealing in the market. It prioritizes clarity and simplicity, reducing clutter and making every action feel intuitive.

      For Recruiters: The main dashboard provides a clear overview of open jobs and candidates. Managing candidates within a job is straightforward, with a visual pipeline. Everything from scheduling to sending emails feels natural and well-integrated.
      For Hiring Managers: Workable is often praised by hiring managers for its simplicity. They can quickly review resumes, provide feedback, and see where candidates stand without getting lost in complex menus.
      Learning Curve: Very low. Workable is designed for quick adoption, meaning teams can be up and running with minimal training, which is a huge advantage for smaller teams or those new to dedicated ATS systems.

      Real-World Scenario:
      Consider a growing marketing agency that has historically relied on spreadsheets and email for hiring. As they expand from 20 to 50 employees, their manual process becomes unsustainable, leading to missed candidates and inefficient communication. They need a system that’s easy to implement, doesn’t require a dedicated IT team, and can get their managers involved without overwhelming them. Workable is an ideal fit. Its “one-click” job posting feature quickly gets their roles out to a wide audience. The visual pipeline makes it easy for the HR manager to track all applicants, and hiring managers can jump in, review applications, and provide feedback directly in the system without extensive training. The built-in assessment tools help them screen candidates more effectively, and the basic reporting gives them immediate insights into their hiring performance.
      4. Bullhorn: The Staffing Industry Powerhouse
      Core Philosophy: Comprehensive front and back-office management for staffing and recruitment agencies, focusing on high-volume placements, client relationship management, and operational efficiency.
      Bullhorn is a colossus in the staffing and recruitment agency world. While it can be adapted for corporate talent acquisition, its DNA is firmly rooted in supporting the unique, fast-paced, and relationship-driven demands of agency recruiters. It’s an all-encompassing platform designed to manage not just candidates, but also clients, contacts, jobs, and placements – often integrating financial and operational aspects.
      Key Features & Functionality:

      Robust CRM for Clients & Candidates: Bullhorn’s strength lies in its deep CRM capabilities, managing relationships with both clients (for job orders) and candidates (for placements). It provides a 360-degree view of all interactions, notes, and activity.
      Comprehensive Applicant Tracking: Highly customizable candidate profiles, robust search capabilities, and a detailed activity history for every candidate.
      Job Order Management: Efficient creation and management of job orders from clients, with tools to quickly match candidates to open roles.
      Source-to-Pay Capabilities (Advanced Editions): Bullhorn offers modules that extend beyond recruitment, handling timesheets, expenses, payroll, and invoicing, making it a true end-to-end solution for staffing firms.
      Automation & Workflows: Extensive automation tools allow agencies to streamline repetitive tasks, from email outreach to follow-ups, ensuring no lead or candidate falls through the cracks.
      VMS/MSP Integrations: Critical for many agencies, Bullhorn integrates seamlessly with Vendor Management Systems (VMS) and Managed Service Provider (MSP) platforms.
      Reporting & Analytics: Powerful, customizable reporting focused on agency-specific metrics like placements, fill rates, recruiter performance, revenue generated, and client relationship health.
      Marketing & Engagement Tools: Built-in tools for email marketing, mass communication, and candidate engagement campaigns.
      Partner Integrations (Marketplace): A vast marketplace of integrations with complementary tools, from background checks to video interviewing, allowing agencies to build a bespoke tech stack.

      User Interface (UI) & User Experience (UX):
      Bullhorn’s UI is functional and information-dense, reflecting the complex data management needs of staffing agencies. While it has undergone modernizations, it can still feel more utilitarian than the sleeker designs of newer platforms.

      For Agency Recruiters: The system provides powerful search capabilities and a wealth of information on every screen. Experienced Bullhorn users appreciate its depth and ability to handle high volumes of data.
      For Account Managers: Detailed client and contact records allow for comprehensive relationship management and tracking of sales activities.
      Learning Curve: Moderate to High. Due to its extensive feature set and customization options, Bullhorn can have a steeper learning curve, especially for new users or those unfamiliar with agency-specific workflows. However, once mastered, it’s incredibly powerful.

      Real-World Scenario:
      Imagine a large, multi-branch staffing agency specializing in IT placements. They deal with hundreds of open job orders from various clients, manage a database of tens of thousands of candidates, and need to track everything from initial client contact to final placement, timesheets, and invoicing. Bullhorn is their command center. Their recruiters use its advanced search to quickly pinpoint suitable candidates from their massive database. Account managers leverage the CRM to track client interactions and sales pipelines. The system’s automation ensures that follow-ups with candidates and clients are never missed, and new job orders are immediately distributed to relevant recruiters. Crucially, the back-office integrations allow them to seamlessly transition from candidate placement to payroll and billing, providing an integrated, efficient operation that handles high volume and complex financial transactions.
      Now that we’ve covered the individual platforms, let’s move into a comparative analysis across critical dimensions: Integrations, Reporting & Analytics, Pricing, and ultimately, which type of organization each platform is best suited for.
      Comparative Analysis: Integrations
      The true power of an ATS often lies in its ability to integrate seamlessly with other tools in your HR tech stack. This includes HRIS, payroll, background checks, assessment tools, video interviewing platforms, and more.

      Greenhouse: Possesses one of the most extensive and well-developed integration marketplaces. They have an open API and actively partner with a vast array of vendors across all categories (assessments, background checks, HRIS, video interviewing, sourcing tools, etc.). This makes it highly adaptable and scalable for companies with diverse tech needs.
      Lever: Also boasts a very strong integration ecosystem, particularly with other HR tech and productivity tools. Its open API allows for custom integrations, and it has built-in connectors for many popular HRIS, assessment, and communication platforms. The focus is on creating a smooth, connected talent acquisition experience.
      Workable: Offers a good selection of essential integrations, particularly for core HR functions like background checks, HRIS, and video interviewing. While not as extensive as Greenhouse or Lever, it covers the most common needs for SMBs and mid-market companies. Its focus on simplicity means it often includes “good enough” native functionality that reduces the need for constant external integrations.
      Bullhorn: Being a mature platform, Bullhorn has a massive marketplace and a highly customizable API. It integrates with virtually any system relevant to the staffing industry, including VMS/MSP systems, payroll, accounting, compliance tools, and various sourcing platforms. Its integrations are critical for its end-to-end service offering.

      Verdict on Integrations: All four platforms offer robust integration capabilities, but the breadth and depth vary. Greenhouse and Bullhorn arguably have the most extensive marketplaces and open APIs, catering to complex enterprise or agency ecosystems. Lever is right behind, excelling in HR tech. Workable provides solid, practical integrations for common needs.
      Comparative Analysis: Reporting & Analytics
      Data is king in modern recruitment. The ability to track, analyze, and report on key metrics is crucial for optimizing strategies and demonstrating ROI.

      Greenhouse: A true leader in reporting and analytics. Greenhouse provides highly detailed, customizable reports on almost every aspect of the hiring process: source effectiveness, time-to-hire, time-to-fill, interview stage bottlenecks, diversity metrics, interviewer performance, and offer acceptance rates. Its structured hiring approach feeds rich data that allows for deep insights and continuous process improvement.
      Lever: Offers comprehensive reporting focused on pipeline health, talent pool engagement, source of hire, and recruiter activity. Its CRM capabilities provide unique insights into candidate nurture sequences and the effectiveness of proactive sourcing efforts. Reports are generally intuitive and actionable, helping teams understand where to focus their efforts.
      Workable: Provides essential, easy-to-understand reports on key metrics such as pipeline stage, time-to-hire, source effectiveness, and candidate volume. While not as deeply customizable or granular as Greenhouse or Bullhorn, it offers the critical insights most SMBs need to monitor their hiring performance effectively. The focus is on clear, actionable dashboards.
      Bullhorn: Boasts extremely powerful and highly customizable reporting, especially tailored for the staffing industry. Agencies can track placements, fill rates, billable hours, recruiter performance, client revenue, gross margin, and much more. It also supports complex dashboards and custom report builders. For agencies, these reports are vital for business intelligence and profitability analysis.

      Verdict on Reporting: Greenhouse leads for corporate TA in terms of depth and granularity for structured hiring data. Bullhorn is unparalleled for staffing agency-specific metrics and complex operational reporting. Lever offers excellent insights, especially around proactive talent acquisition. Workable provides accessible and sufficient reporting for growing companies.
      Comparative Analysis: Pricing
      Pricing models vary significantly and can be a major factor in decision-making. Most ATS platforms operate on a subscription model, often based on the number of active jobs or employee count.

      Greenhouse: Generally considered a premium solution. Pricing is typically opaque and enterprise-focused, requiring a custom quote. It’s often based on the number of employees in the organization and features chosen. Best suited for mid-market to enterprise companies with larger budgets.
      Lever: Similar to Greenhouse, Lever is a premium offering with custom pricing based on the number of employees. It positions itself as a strategic talent acquisition suite, and its pricing reflects that value. It’s also best suited for mid-market to enterprise companies prioritizing proactive talent acquisition.
      Workable: Known for its more transparent and accessible pricing, often structured based on the number of active job openings or employee headcount. It offers various tiers, making it attractive for small businesses to growing mid-market companies. This flexibility and clarity make it a strong contender for those with budget constraints.
      Bullhorn: Pricing is highly customized and depends heavily on the specific modules and user licenses required. Given its comprehensive nature and target market (staffing agencies), it’s typically a significant investment. Prices can vary widely based on the size of the agency, the number of users, and whether back-office functions are included.

      Verdict on Pricing: Workable offers the most transparent and generally most affordable entry point for smaller businesses. Greenhouse and Lever are premium, enterprise-grade solutions with custom pricing. Bullhorn is a significant investment tailored for the operational needs of staffing agencies.
      The Ultimate Question: Which ATS is Right for You?
      The “best” ATS isn’t a universal answer; it’s the one that best fits your specific needs, budget, and strategic priorities.
      Choose Greenhouse if:

      You are a mid-market to enterprise company (especially in tech) focused on structured, data-driven hiring.
      You need robust analytics and reporting to continuously optimize your recruitment process and demonstrate ROI.
      You prioritize a consistent, fair, and bias-reduced candidate evaluation process with detailed interview kits and scorecards.
      Collaboration among hiring managers, recruiters, and executives is critical, and you need tools to streamline feedback and approvals.
      You have a healthy budget for a premium, scalable solution and a diverse tech stack that benefits from extensive integrations.

      Choose Lever if:

      You are a mid-market to enterprise company (especially in tech) that believes in proactive talent acquisition and relationship building.
      You need a powerful ATS combined with a full-fledged CRM to nurture passive candidates and build strong talent pipelines.
      You want to leverage automated email campaigns and engagement tools to keep candidates warm and engaged over time.
      Your hiring teams value a modern, intuitive user interface and a streamlined candidate experience.
      You are willing to invest in a premium solution that offers a holistic approach to talent acquisition, from sourcing to hire.

      Choose Workable if:

      You are a small to medium-sized business (SMB) or a growing company looking for an all-in-one, easy-to-use solution.
      You need to quickly get up and running with minimal training and administrative overhead.
      Simplicity and intuitive design are paramount for your recruiting team and hiring managers.
      You want robust job posting capabilities and a streamlined applicant tracking process without excessive complexity.
      You are looking for a cost-effective solution with clear pricing that still delivers essential features and good reporting.

      Choose Bullhorn if:

      You are a staffing or recruitment agency (from small boutiques to large enterprises).
      You need an all-encompassing front and back-office solution to manage clients, candidates, jobs, and potentially payroll/invoicing.
      You operate in a high-volume placement environment and require powerful CRM, search, and automation tools.
      Your business relies heavily on client relationship management and tracking detailed interactions.
      You have a larger budget for a highly specialized, industry-leading platform that can be deeply customized to your agency’s unique workflows.

      Conclusion: The Right Tool for the Right Job
      The ATS market is rich with innovation, and Greenhouse, Lever, Workable, and Bullhorn each represent the pinnacle of what’s possible in different segments. There’s no single winner in this showdown, only the best fit for your unique circumstances.
      Before making your decision, thoroughly assess your current recruitment challenges, your strategic goals, your team’s size and technical proficiency, and your budget. Request demos, involve key stakeholders, and don’t be afraid to ask tough questions about scalability, support, and future roadmaps.
      The right ATS isn’t just a purchase; it’s a strategic partnership that will define your ability to attract, engage, and hire the talent that drives your organization forward. Choose wisely, and empower your recruitment team to build the workforce of tomorrow.
      Share this post: More

    • 188 Shares109 Views

      in Talent Acquisition

      The Metrics That Matter: What HR Leaders Need to Know to Track Progress in 2024

      by

      Though promises of efficiency, productivity, and experience boosts may have served as initial motivators for HR leaders’ investments in connected technology, there’s another benefit that is slowly but surely stepping into the spotlight: objectivity. As digital toolsets expand and their capabilities grow, talent acquisition (TA) teams are increasingly recognizing the value that comes with quantifying outcomes—especially in a field in which “success” often feels like a moving target.
      That said, not all data is created equal. Some metrics prove more valuable to teams than others, and knowing which ones speak to your organization’s goals is critical to benchmarking performance and making progress. As recruiting’s digital transformation journey continues, learning about the metrics that digital suites can provide—and which matter in the context of your optimization journey—is critical to improving outcomes.
      Seeking success with statistics
      Employ’s recent Recruiter Nation study aimed to get to the heart of the matter, asking participating practitioners to rank key TA performance metrics by their value. Here’s what they said…

      Quality of hire: Quality of hire was overwhelmingly cited as the most valuable metric TA teams use to evaluate success, with nearly one-third (31%) of respondents putting it at the top of their lists and 73% ranked it in their top five. This metric takes into account employee productivity, engagement, culture fit, and other performance feedback to try to add color to recruiter and TA team performance. It also helps teams correlate skills and qualities with successful hires to build more precise profiles for different roles.
      Time to fill: Time to fill reflects the timeline of the average hire, from the day the listing posts to the day a candidate accepts the offer. More than half (59%) of practitioners put time to fill in their top five metrics of value, with 14% saying it is the most valuable metric they use. This information can help highlight opportunities to improve sourcing and interview processes by department, role, or sector.

      At present, the average time to fill across industries, business size, and roles is 47.5 days, but it can vary wildly across industries. At one end of the spectrum are things like media roles, which take an average of 62.21 days to fill in today’s market. Healthcare roles, which are on the other end, take just 38.23 days on average. Knowing the timeframe for your industry critical to planning, as is seeing how your company compares to others.

      Cost per hire: Cost per hire uses operational data to estimate how much it costs to fill a given role. This metric ranks just behind time to fill, with 12% of respondents ranking it in the top spot and 57% putting it among their top five. Knowing the cost of each hire helps teams contextualize recruitment spending and find opportunities to cut waste by adjusting processes to avoid superfluous costs.
      Retention rate: It’s no secret that retention is a top priority in modern businesses, and retention rate data was an easy choice for respondents’ top five lists. Despite only 11% of respondents saying it’s the most valuable metric in their operations, 62% put it in their top five and 14% cited it as their second-most valuable data point.

      To determine retention rates, teams calculate the percentage of employees meeting specific criteria that remain employed over a set period. This exercise can help reveal the characteristics that may lead to employees staying at your company for the long haul and signs that someone might be gearing up to leave.

      Hiring manager satisfaction: Hiring manager satisfaction rounded out respondents’ top five metrics of value, with 53% of practitioners citing it among their top choices (7% said it was their most valuable). This measures managers’ overall satisfaction with the hires made on their behalf using data from qualitative and quantitative surveys. With this information, acquisition teams visualize performance, evaluate progress, and learn from feedback about areas they could improve.

      Of course, all of the above metrics can function at various levels of the business to provide different types of insights and speak to different opportunities for improvement. For example, one company may look at retention rates by department while another may look at this measure through the lens of the recruiter that conducted the search. The former can give insight into ways to improve department-level management practices, while the other may speak to the performance of the TA team member.
      The same is true for any of the metrics noted above—and others. As teams filter results down by various criteria, they are able to find patterns, identify correlations, and identify and test possible solutions.
      What matters to you
      Perhaps the most notable insight is the lack of alignment on the issue overall. Yes, some metrics—like quality of hire—stood out as clear frontrunners. Still, though, none of the options presented were seen as unanimously without value. Even those that scored lower overall were at the top of someone’s list, which speaks to a truth about measuring progress: The perceived value in any metric is directly linked to organizational goals. In short, the difference isn’t between having data and not having it; it’s how you use the data that makes the real difference within an organization.
      Candidate relationship management (CRM) platforms, applicant tracking systems (ATSs), and recruitment marketing software (RMS) all serve as records of past successes and failures. For companies that are used to having “lifers” among their ranks, a metric like retention rate may not be important. But for someone else, finally putting retention performance into tangible, quantifiable terms may yield the insight they’ve been missing.
      Because the possible variations, combinations, and applications of data made available by CRM, ATS, RMS, and other connected platforms are near infinite, it’s up to each company to identify what matters to them. That’s the beauty of connected operations; if you can capture it, you can track it and measure against it. That’s what allows you to experiment with new approaches and find solutions that move the needle for your business, whatever they may be.
      By Josh Jones, talent acquisition manager at Employ Inc.
      Share this post: More

    • 113 Shares149 Views

      in Talent Acquisition

      The 6 Best ATS’s for Recruiting Firms in 2023

      by

      In today’s competitive job market, it’s crucial for recruiting and staffing agencies to have the best tools and resources available to stay ahead of the game. That’s where the Best ATS platforms for Recruiting and Staffing come in. 
      Some standout solutions in this category include Bullhorn and Manatal. From candidate sourcing and tracking to collaboration and reporting, these platforms have everything agencies need to succeed. 
      But with so many options on the market, it’s essential to consider factors such as pricing, ease of use, and customer support before making a decision. Let’s explore the top six ATS (Applicant tracking software) platforms for recruiting agencies and staffing firms and see what sets them apart.
      The Best ATS for Recruiting Agencies
      1. Bullhorn
      With over 10,000 customers worldwide, Bullhorn is an acclaimed ATS in the staffing industry. The cloud-based platform offers both ATS and CRM (Customer Relationship Management) features to help recruiters manage their end-to-end staffing process.
      If you’re a recruiting agency that needs a scalable solution to manage its staffing needs, Bullhorn is your friend. The ATS can handle high-volume recruiting, complex workflows, multiple locations, and diverse client requirements. 
      Bullhorn dashboard
      It also comes equipped with AI-powered resume parsing and job matching to save time and improve candidate sourcing and screening processes.
      One of the unique differentiators of Bullhorn is its relationship intelligence features like pulse and radar that help recruiters monitor interactions with candidates and clients to identify engagement opportunities.
      Additionally, Bullhorn provides advanced reporting and analytics to dig deeper into recruitment metrics, identify trends and optimize recruitment strategies.
      Some of the key workflows of Bullhorn include:

      Candidate submission: Recruiters can submit candidates to jobs internally or externally, review their resumes, track their status, and communicate with them via email or text.
      Interview: Bullhorn lets you schedule interviews with candidates and clients, sync them with your calendars, send reminders and feedback requests, and update your status.
      Placement: It allows you to create placements for candidates who accept job offers, associate them with relevant information (including job details, pay rates, and start dates), and generate contracts and invoices

      Pros: 

      Bullhorn integrates with various third-party tools, including major vendor management systems, social media platforms, and email providers, to provide a seamless workflow and data synchronization. Some prominent names include Gmail, Outlook, LinkedIn, Herefish, TextUs, and more. 
      Bullhorn has more features than other ATS software, including job order management, candidate search, activity tracking, reporting, lead tracking, pipeline management, and relationship intelligence.
      Bullhorn’s bulk email-sending function allows you to communicate with multiple candidates or clients simultaneously.

      Cons: 

      Bullhorn does not have a free version or transparent pricing. Plus, the basic plan doesn’t include LinkedIn integration or unlimited data storage.
      Some users report that Bullhorn’s interface is not very intuitive or user-friendly.

      2. Manatal
      Manatal is a cloud-based ATS that helps HR teams and recruiting firms manage their entire recruitment process – from sourcing and candidate management to placement and onboarding.
      Manatal also stands out from other ATS solutions in a few key ways. 
      For starters, it offers candidate enrichment that lets you build detailed candidate profiles using data from LinkedIn and 20+ social platforms. This feature gives a holistic view of a candidate’s background and experience, allowing you to find a suitable match for a job opening.
      Candidate Enrichment
      Another unique feature is AI recommendations. You can reach top talent in your database with search tools, filters, and candidate scoring. 
      Recruitment CRM is another standout feature. This lets you keep track of commercial activity, clients, placements, and revenue all in one place. This is particularly useful for staffing and recruiting firms that need to manage a high volume of client relationships and placements.
      Recruitment CRM: Track pipeline in one place
      Manatal also offers a branded career page that helps you create a customizable career page or integrate an existing one. This can be a great way to showcase your brand and attract top talent to your organization.
      Some of its key workflows include: 

      Candidate sourcing: Manatal helps you source candidates from multiple channels, including job boards, career pages, LinkedIn, referral programs, and even manually. You can also enrich candidate profiles with social media data and AI insights. 
      Applicant tracking: It lets you track job applicants through different stages of the recruitment process using pipelines and activities. You can also collaborate with hiring managers and invite them to review candidates and provide feedback.
      Candidate matching: Mantal’s AI engine finds suitable candidates for your vacancies based on their skills, experience, and education, among other criteria. You can also use search tools and filters to narrow your candidate pool.

      Overall, Mantal is for HR teams, recruitment agencies, and headhunters looking to source and manage candidates quickly. It’s especially suitable for those who want to leverage AI and social media data to find the best fit for their vacancies. 
      That said, Mantal may not work for those who prefer a more traditional or manual approach to recruitment or need more customization or integration options.
      Pros: 

      Manatal has lower prices than many other ATS tools. You also get a 15-day free trial to try the features beforehand. 
      Manatal is easy to use and has Kanban-style, drag-and-drop pipelines for candidate management. 
      It also saves time and improves hiring quality with its AI-based suggestions tool. 

      Cons: 

      Manatal doesn’t let you add multiple locations for a single job position on the career page.
      They need to offer more customization options for the career page and email templates. 
      Lack of integrations with some popular tools like Zoom and Slack.

      Pricing: 
      Manatal offers three pricing plans: Professional, Enterprise, and Custom:

      The Professional plan costs $15 per user per month, allowing up to 15 jobs per account and up to 10,000 candidates. It also includes unlimited hiring managers.
      The Enterprise plan costs $35 per user per month and allows unlimited jobs, candidates, and hiring managers. It also includes custom features and integrations upon request.
      The Custom plan is on demand and requires contacting the sales team for a quote. It includes everything in the Enterprise plan plus custom features and integrations tailored to your needs.

      3. Recruit CRM
      Recruit CRM is a cloud-based recruitment software that combines ATS functions with a customer relationship management (CRM) system. It works as an all-in-one solution for managing and automating the recruiting process. 
      One of its most notable features is its simple and easy-to-use interface, making navigating and setting up a breeze. This can be a massive plus for recruiters with limited technical expertise.

      Recruit CRM interface
      Recruit CRM also has a visual pipeline that shows the status of each candidate, making it easy to track their progress through the recruitment process. Additionally, the platform offers a self-service portal that lets candidates update their profiles, reducing administrative work for recruiters.
      Another unique feature is its sourcing tool, which allows you to source candidates directly from LinkedIn. This can save recruiters time and effort when trying to find the perfect candidates for a job opening.
      Some of its primary workflows include: 

      Candidate interaction: It helps you communicate with candidates using email templates, bulk emails, email tracking, SMS integration, and a candidate portal.

      Managing clients: The CRM feature allows you to create and track opportunities, submit candidates, get feedback, and generate invoices.

      Posting jobs to multiple job boards: It has a single interface that lets you buy and post ads to premium job boards or automatically post jobs for free.

      Pros: 

      Recruit CRM’s modern and easy-to-use interface requires minimal training and setup.
      The visual pipeline gives a quick overview of candidates’ status, such as applied, assigned, shortlisted, or offered.
      It provides native integration with Zapier that helps connect with 5000+ business apps.

      Cons: 

      The lack of a calendar view for scheduling interviews or tasks. 
      The limited character limit for notes on candidate records may not be sufficient for recruiters. 
      Users have reported difficulties in training and solidifying processes with RecruitCRM due to constant updates and changes since it’s still in an early stage of development.

      Pricing: 
      Recruit CRM has three pricing plans: Pro, Business, and Enterprise.

      Pro plan ($85 per user per month): It allows unlimited jobs per account and up to 10,000 candidates, contacts, and companies. 

      The Business plan ($125 per user per month): It allows up to 20,000 candidates, contacts, and companies. It also includes everything in the Pro plan + resume/CV formatting, 100 custom fields, and API access.

      The Enterprise plan ($165 per user per month): It allows unlimited candidates, contacts, and companies. It also includes everything in the Business plan + a custom SLA, custom branding, dedicated servers, and a dedicated account manager.

      You can also start a free trial of Recruit CRM with no credit card required. The free trial provides access to all features with 50 candidates, 50 contacts and companies, and four open jobs.
      4. Loxo
      Loxo is an all-in-one talent intelligence platform that combines ATS, CRM, outbound recruitment, data, and sourcing tools. Consolidating these functions into a single platform helps simplify workflows, reduce costs, and improve performance.
      Loxo’s sourcing tool is worth noting. It provides access to a 1.2 billion professional and social profiles database from multiple data sources, including public profiles and the open web. And if you’re worried about the accuracy of contact information, Loxo’s got you covered with verified email, phone, and social profiles for over 800 million contacts.
      Candidate sourcing
      Loxo also offers an outbound recruiting tool that lets you create and automate multichannel sequences to engage candidates via email, SMS, and phone calls. This can be a great way to build a strong talent pipeline and reduce your reliance on job boards and other passive recruitment methods.
      That’s not all – Loxo also leverages artificial intelligence and machine learning to learn hiring preferences, suggest potential candidates, and automate tasks. This can help you save time and focus on the most important parts of your job.
       Here’s a quick overview of Loxo’s key workflows:

      Sourcing candidates from 1.2 billion profiles using a sourcing tool that automatically adds them to the database and enriches their profiles with social media data.
      Managing candidates using an ATS that shows the status of each candidate using a visual pipeline.
      Managing clients using a CRM that allows you to create and track opportunities, submit candidates, get feedback, and generate revenue.

      Pros: 

      Loxo combines ATS, CRM, outbound recruitment, data, and sourcing tools into one AI-powered talent intelligence platform.
      It offers access to a large database of professional and social profiles, verified contact information, and AI-recommended candidates.
      It allows you to automate outbound recruiting with multichannel sequences and built-in email, SMS, and calling features.

      Cons: 

      Some users mentioned difficulty in importing data from other sources or exporting data to other formats. 
      There’s a need for more training and documentation on how to use the software effectively.
      It’s priced higher than many other ATS platforms on the market. 

      Pricing: 
      Loxo offers three plans; their pricing will depend on your plan and add-ons. 
      The free plan offers the basic ATS and CRM features for free forever but includes no add-ons. The add-ons are optional features that can be purchased per seat, per month, such as Loxo Connect, Loxo Source, Loxo AI, Loxo Outreach, Talent Insights, SMS & Calling.
      The professional plan costs $299 per seat per month and includes all the add-ons as well as customized workflows, a dedicated onboarding specialist, and priority customer support. 
      The enterprise plan has custom pricing and includes all the features of the professional plan as well as AI internal mobility sourcing, e-signature integration, SSO, SOC 2 Type II reporting, audit logs, and deployment options.
      5. ZohoRecruit
      ZohoRecruit is another talent acquisition software that offers an ATS and a CRM in a single recruitment platform. It helps staffing agencies and internal HR teams source, attract, engage, and hire quality candidates for any role.
      To source candidates, you’ll get access to a database of professional and social profiles, along with verified contact information and AI-recommended candidates. 
      ZohoRecruit also offers a visual interface to help you track and manage the entire recruitment process – from sourcing to hiring. It consists of different stages, such as Screening, Assessment, Interview, Offer, and Hired, and each stage has appropriate candidate status.
      Hiring pipeline 
      You can also customize your hiring pipeline by adding or removing stages, color-coding them, and mapping candidate statuses to them. 
      Here’s an overview of the key features of ZohoRecruit: 

      Source & Attract: It allows you to post jobs on 75+ job boards with a single click and share those listings on social media platforms. You can also access an extensive database of professional and social profiles, verified contact information, and AI-recommended candidates.
      Track & Engage: Recruiters can track where their candidates are at every hiring stage and optimize their recruitment process with advanced analytics. They can also communicate with candidates via email, SMS, and phone.
      Automate & Hire: You can use custom automation tools to push candidates through every stage in the hiring process. You can also create a customized career site to attract more applicants. 

      It also lets you customize your career sites with SEO-friendly keywords, subdomain mapping, localization, and mobile optimization. And finally, it integrates with over 50 other tools, including Zoho CRM, Slack, Zoho Sign, Zoho Analytics, Outlook, and LinkedIn.
      Pros: 

      Affordable pricing plans, making it accessible for small and medium-sized businesses.
      Integration with other Zoho products, such as CRM and HR management, for a seamless hiring and onboarding experience. 
      Easy-to-use interface and intuitive navigation, reducing the learning curve for new users. 
      Good customer support, with helpful documentation and responsive customer service agents. 

      Cons: 

      Some users have reported occasional glitches and slow performance, particularly when working with large amounts of data.
      Some users have reported difficulty integrating third-party tools and plugins, which can reduce the platform’s flexibility.
      Reporting and analytics features are less advanced than other ATS platforms, making tracking and analyzing recruitment metrics harder.

      Pricing: 
      Like Loxo, ZohoRecruit’s pricing also depends on the plan and different add-ons. 
      The free plan offers the basic ATS and CRM features for free forever but includes no add-ons. 
      The add-ons are optional and can be purchased per seat, per month, including Zoho Workerly, Zia Voice, Candidate Anonymization, Assessment Module, SMS & Calling.
      The Standard plan costs $25 per seat per month and includes all the free features + resume parsing, email templates, interview scheduling, and reports. 
      The Professional plan costs $50 per seat per month and includes all the standard features + career site management, social media integration, and advanced analytics. 
      The Enterprise plan costs $75 per seat per month and includes all the professional features + modules, custom functions, and webhooks. 
      The Ultimate plan has custom pricing and includes all the enterprise features + a dedicated database cluster and premium support.
      6. Gem
      Gem is a talent engagement platform that leverages data and automation to help you engage talent more deeply, build diverse, high-quality pipelines, and hire predictably at any scale. 
      Gem integrates with various applicant tracking systems (ATS) to streamline the recruiting process and provide a single source for all talent relationships.
      For starters, it offers full-funnel insights into the recruitment process. This means recruiters can see the entire process, from sourcing to hiring, and use this information to optimize their outreach strategies and measure performance.

      Pipeline analysis 
      Another feature worth noting is its ability to automate personalized email campaigns and follow-ups. This will help you save time while ensuring you stay in touch with candidates. Additionally, the platform syncs all email activity with the ATS and LinkedIn, making it easier to track communications.
      Some of its key workflows include: 

      Sourcing candidates from LinkedIn or other sources and uploading them to Gem and the ATS through a single click. 
      Creating email sequences and templates and sending personalized outreach campaigns to candidates. 
      Tracking email opens, clicks, replies, bounces, unsubscribes, etc., and syncing them with the ATS and LinkedIn.
      Scheduling interviews with candidates and sending calendar invites and reminders.
      Moving candidates through stages in the ATS based on their responses or actions

      Gem is particularly beneficial for teams looking to build diverse pipelines and make predictable hires at scale. However, it may not be suitable for recruiting teams without access to an ATS or those who do not have a clear hiring strategy or goals.
      Pros: 

      The platform supports diversity and inclusion initiatives by helping recruiters source underrepresented talent, track diversity metrics, and mitigate bias.
      It facilitates collaboration between hiring managers and other stakeholders on candidate profiles, feedback, notes, ratings, etc.
      Offers a modern and user-friendly interface, making it easy for recruiters to navigate and use the platform.

      Cons: 

      Gem doesn’t disclose its pricing on its website but offers a free demo and a free trial for interested customers. 
      It’s not an ATS itself – you’ll need to integrate it with your pre-existing ATS to sync data and context.

      Benefits of Using ATS for Recruiting Agencies  
      Here are some of the benefits that an ATS can offer:
      Faster Hiring Process
      It’s a given that automated systems help reduce the time recruiters take to make hiring decisions. They allow candidates to apply via their website or mobile applications while they are away from their desks. 
      The application process is quick and simple, eliminating human errors during data entry or selection. This also helps recruiters save time and quickly get the right person on board.
      Streamlined Recruitment Process
      ATS automates many manual tasks, including posting job ads, screening resumes, scheduling interviews, and sending follow-up emails. 
      This frees up time for recruiters to focus on more human-centric tasks like candidate engagement, employer branding, and stakeholder collaboration.
      Data-driven decision making
      ATS platforms provide recruiters with valuable insights into their recruitment metrics like time-to-fill, source of hire, and cost-per-hire. This helps them optimize recruitment strategies, measure performance, and make data-driven decisions.
      Easier Management 
      An automated system allows you to track your candidate’s progress at all times, making it easier to manage them throughout the recruitment cycle. From assessment through onboarding and beyond into career development programs or even promotion opportunities when available within your organization’s structure, ATS platforms help you keep track of everything. 
      Manage Large Volumes of Applicants
      One of the best things about an ATS is its ability to handle large volumes of applications and resumes. 
      If you receive hundreds of applications per week, it would be impossible for your team members to go through each manually, especially when they have other responsibilities on their plates. Using an ATS allows you to keep track of all those applications so that you can identify candidates who meet your criteria and contact them if they are chosen for a position. 
      Key Features That Your ATS Platform Should Have 
      Here are some key features you should look for in an ATS platform:

      Ease-of-use: The platform should be easy to use and navigate through. You don’t want to waste time trying to find something that is not there. Your ATS should also be user-friendly, meaning it must come with a great user experience (UX).

      Integration options: Integration is key when choosing an ATS platform because they allow you to connect with other systems you already use — including HR software solutions, CRM, and applicant tracking solutions. It also helps you keep all the data related to hiring candidates in one place.

      Job posting: Job posting is one of the most common activities in recruitment. Naturally, your ATS should allow you to post jobs on job boards, social media, and other platforms like LinkedIn. Many ATS platforms even help you post multiple jobs simultaneously and also allow you to create automatic notifications when someone applies for a particular job. This saves you time as you don’t have to manually review each application received or respond to each candidate individually.

      Application tracking: You’ll need a system that can keep track of each applicant’s information throughout the entire process – from initial application through follow-up emails after interviews or preliminary job offers. That way, if someone doesn’t get hired but is a good fit for another position in the future, you can easily add them back into the database.

      Interview organization: Your ATS should assist you in scheduling and interviewing candidates. You should be able to send calendar invites and reminders and create interview kits that include candidate resumes, questions, feedback forms, etc. 

      Collaboration: The ATS you pick should let you collaborate and keep everyone in the loop on hiring decisions. It should also help you share candidate profiles, notes, ratings, feedback, etc. 

      Questions to Ask Vendors on Demos 
      When evaluating an ATS platform for your recruiting agency, it’s important to ask vendors the right questions to get a suitable fit for your organization. Here are some questions to consider:

      Ask the vendor about the candidate pipeline process. This question will give you an understanding of how the system handles each stage of the hiring process and if it aligns with your agency’s workflow.

      How does your ATS integrate with other recruiting tools and services? Make sure your new ATS will integrate seamlessly with whatever systems you already have in place, like payroll or HRIS systems.

      What type of tasks does it automate? Automation can help you save time by automating tasks such as candidate follow-ups, interview scheduling, and resume screening. Ask vendors about the extent of their automation capabilities.

      What’s the difference between our current applicant tracking system and yours? This will help you understand what exactly you’re getting when you pay for this new software and why it’s worth upgrading. 

      How does the ATS handle diversity and inclusion? Many companies are prioritizing diversity and inclusion in their hiring processes, so don’t forget to ask vendors how their system can support your agency’s efforts in this area.

      Can you customize the ATS to fit our agency’s specific needs? Every recruiting agency has different workflows and processes, so check whether you can customize the ATS to meet your agency’s needs.

      What kind of reporting and analytics does the ATS provide? Reporting and analytics can help you track the performance of your recruiting efforts and make data-driven decisions. Ask vendors about the types of reports and analytics their system provides.

      What kind of support and training do you offer? Knowing what kind of support and training vendors offer is important. Ask whether they provide support for onboarding, training videos, and ongoing support. This can significantly affect how quickly your agency can get up and running on the new system.

      How much data can it hold? This will greatly impact how many applicants you can track and manage through the system. If you need to store resumes, cover letters, interview notes, and other data, ensure your vendor has enough storage space.

      Common FAQs
      What is an ATS?
      An ATS platform is a software application that helps recruiting agencies manage their entire recruitment process, from sourcing to hiring. It automates and streamlines tasks like job posting, resume screening, candidate communication, interview scheduling, and reporting.
      Why do I need an ATS platform?
      You need an ATS platform because it will save you time and money in the long run. You’ll have a more efficient way of finding the right candidate for your job openings so that you can reduce the amount of time spent on recruiting efforts. This means more time for other important things like training new hires or managing existing employees.
      What are the key features I should look for in an ATS platform?
      The key features to look for in an ATS platform for recruiting agencies include job posting and distribution, candidate database management, interview scheduling, and collaboration. Some additional features include reporting & analytics and integrations with other recruiting and HR tools.
      How much does an ATS platform cost?
      The cost of an ATS platform varies depending on the size of your recruiting agency, the number of recruiters using the platform, and the features and functionality you require. Some platforms charge per user or job posting, while others offer monthly or annual subscription fees.
      How secure is my data on the ATS platform?
      Most ATS platforms offer data encryption, regular backups, and access controls to ensure the security of your data. It is important to ask vendors about their security measures and certifications to protect your data.
      Pitfalls to Avoid When Buying an ATS for Your Recruiting Agency 
      If you’re looking to buy an ATS for your recruiting agency, there are a few pitfalls you should avoid.

      Focusing too much on features and not enough on usability: While an ATS with robust features can be enticing, if it’s not user-friendly and intuitive, it can be challenging for recruiters to adopt and fully utilize the tool.

      Overlooking integration capabilities: A good ATS should integrate with other key tools in your tech stack, including job boards, HRIS, or CRM. Overlooking this can lead to manual data entry and siloed information.

      Neglecting security features: This includes password protection, encryption, and user access controls. Your ATS should also have a backup system if something goes wrong with the primary server or database.

      Ignoring customer support and training: Without proper training and support, you might end up struggling to use the platform and encounter issues that hinder your productivity.

      Failing to consider scalability: As your recruiting agency grows, your ATS needs to scale with you. Investing in a platform that cannot meet your hiring demands can result in downtime, lost candidates, and missed opportunities.

      Wrapping it Up!
      An ATS platform can significantly streamline and optimize the recruitment process for recruiting agencies. An ATS can also help recruiters source, engage, and hire top talent by automating workflows, enabling better collaboration, and providing data insights.
      Overall, each ATS platform discussed in this conversation has standout features that may make it the best choice for certain recruiting agencies. 
      Zoho Recruit’s hiring pipeline and candidate management system may appeal to agencies seeking a customizable and visual approach. Gem’s automation and collaboration tools may be ideal for agencies seeking to streamline their communication and hiring decisions. Or, Loxo’s comprehensive suite of features may appeal to larger agencies with more complex needs.

      Share this post: More

    • 100 Shares119 Views

      in Talent Acquisition

      The 5 Best Recruiting Software Tools in 2023

      by

      Looking for the best recruiting software on the market? You’re in the right place!
      Hiring a new employee can be costly and time-consuming. According to Indeed, you can expect to pay up to 30% of the hired employee’s first-year salary to a recruiter – and it can take up to 52 days to fill a position. 
      But what if you could save money and time with some powerful software tools? Recruiting software like JazzHR, Recruitee, etc., can help you streamline your hiring process, attract more qualified candidates, enhance your employer brand, and optimize your talent acquisition strategy. 
      But how do you choose the best one for your needs? We have compiled a list of the 5 best recruiting software tools in 2023 based on their features, functionality, customer reviews, and major pros and cons. 
      Here are the 5 best recruiting software tools in 2023:
      1.JazzHR
      Originally founded in 2009, JazzHR is now a full-fledged ATS and recruiting software that helps small and medium-sized businesses streamline their hiring process. It offers unlimited users and jobs, a customizable workflow engine, and integrations with popular job boards and platforms. 
      A customizable workflow engine is its biggest USP. This means you can create different stages for each job, add tasks and reminders, automate emails and notifications, and track the progress of each candidate. You can also use scorecards and assessments to evaluate candidates objectively.

      JazzHR Candidate Screening Dashboard
      Some of the key workflows that JazzHR supports are:

      Job creation: Users can create jobs using templates or custom fields, add job descriptions and requirements, set compensation ranges and benefits, assign hiring managers and team members, etc
      Job posting: Users can post their jobs to 18 free job boards, share them on social media platforms such as Facebook, Twitter, LinkedIn, etc., and embed them on their career site or website. 
      Candidate sourcing: Users can source candidates from various channels, such as referrals, resume databases (such as ZipRecruiter), talent pools (such as Indeed Resume), etc.
      Candidate screening: Users can screen candidates using filters such as location, education level, and experience level. use knockout questions to eliminate unqualified candidates automatically, use scorecards and assessments to rank candidates based on skills and fit, etc.

      Custom Knockout Questions 
      All in all, ​​JazzHR is a simple hiring solution for small and medium-sized businesses that need to collaborate with multiple hiring managers or teams. However, it may not suit large enterprises or highly regulated businesses that require more advanced features, compliance, or support.
      Pros:

      The pricing plans are affordable, making JazzHR accessible to small and mid-sized companies.
      Since all their pricing plans allow unlimited candidates and users, you won’t have to shell out extra money to scale the recruitment process. 
      It offers social media recruiting, career site branding, reporting, and applicant tracking as some of its main features. 

      Cons:

      Some emails go to spam or get lost in transit.
      There is no way to highlight your posts on certain boards or customize the application questions’ wording.
      The software is feature-rich but buggy and slow at times.

      Pricing:
      JazzHR has three pricing editions: Hero, Plus, and Pro. Hero costs $49 per month and allows up to 3 open jobs. Plus costs $229 per month and allows up to 15 open jobs. Pro costs $359 per month and allows up to 50 open jobs.
      2. Recruitee

      Recruitee is another cloud-based collaborative hiring software that allows unlimited users and data for all plans, so you can involve your whole team in hiring without paying extra. 
      It also has a talent-sourcing Chrome extension that lets you import candidates from LinkedIn, GitHub, Dribbble, etc., directly into Recruitee. In addition, it has a social media connection feature that lets you post your jobs on multiple platforms, increasing your reach and visibility.

      Social media connection feature
      Some of the key workflows of Recruitee are:

      Customized pipelines: You can create customized pipelines for different roles or stages of hiring. You can drag and drop candidates along the pipeline, track their progress, schedule interviews, send feedback forms, etc.

      Drag and drop interface 

      Hiring team: You can invite your colleagues, managers, or external recruiters to join your hiring team. It also provides the ability to assign roles and permissions, share notes and tasks, and mention each other in comments.
      CareersHub: You can build a branded careers site using Recruitee’s templates or your own design. It will help you showcase your brand, culture & values, display your open jobs, and collect applications via forms or LinkedIn Easy Apply.

      While it’s a holistic recruitment platform, it may not be good for companies that need more advanced features, such as AI-powered matching or automated screening. Recruitee is more suitable for HR teams looking to scale their hiring activities. It’s especially suitable for companies that want to collaborate with their team members and external partners on hiring.
      Recently, Recruitee also launched a ReferralsHub feature that lets you create and manage employee referral programs within the platform.
      Pros:

      It offers a high degree of autonomy and independence for recruiters. This means that you can create your own pipelines, templates, and workflows without relying on external agencies or consultants. 
      It helps internal teams hire better together by assigning roles and tasks, allowing you to collaborate with your colleagues and stakeholders on hiring decisions. You can also assign specific people to review applications, conduct interviews, or give feedback.
      Recruitee provides marketplace access, where you can integrate with other tools such as video interviewing, assessments, background checks, etc., enhancing your hiring experience.

      Cons:

      The pricing is based on active jobs, which can be limiting for companies that have a lot of open positions but a low hiring volume.
      Recruitee can be relatively expensive compared to other recruitment tools in the market. 
      While Recruitee offers a range of templates and customization options, some users have found it to be limiting in terms of customizing fields and designing forms to fit their specific needs. 

      Pricing:
      Recruitee has three pricing plans: Launch ($224/month paid annually for 10 job slots), Scale ($399/month paid annually for 10 job slots), and Lead (custom pricing). All plans include basic recruitment features and a free trial for 18 days.
      3. Teamtailor 

      Teamtailor is a recruitment and employer branding platform that helps companies attract and hire talent. Initially founded in 2013 by three entrepreneurs who wanted to make recruitment more fun and human, Teamtailor has grown to serve over 7,000 organizations and 115,000 users worldwide. 
      What makes Teamtailor special is how it combines an applicant tracking system (ATS) with a career site builder and a social media integration tool. 

      Employee dashboard 
      Companies can create a customized and engaging online presence that showcases their culture, values, and opportunities. At the same time, they can grow their talent pool by reaching out to passive candidates on social media platforms, such as LinkedIn, Facebook, and Twitter.
      Here are some of its key features: 

      Custom Workflows: You can create different workflows for different roles or departments, and assign them to your job ads. Each workflow consists of stages that represent the progress of a candidate through the hiring process. 
      Automated Triggers: You can also add triggers to automate certain actions when a candidate reaches a certain stage. For example, you can send an email confirmation, request feedback from your team members, schedule an interview, or send data to another platform like intelliHR. Triggers help you save time and streamline your communication with candidates and colleagues.
      Requisition flows: Requisitions are requests for approval to create or publish a job ad. You can set up requisition flows to define who needs to approve a requisition before it goes live. You can have different requisition flows for different roles or departments, and assign them to your job ads. Requisitions help you ensure quality and compliance in your hiring process.

      Pros:

      Teamtailor is intuitive and easy to use, even for users without extensive technical knowledge. The software features a clean, modern interface and offers simple navigation, making it easy to access and manage your recruitment process.
      Teamtailor offers extensive integrations with other platforms you use for recruitment, such as LinkedIn, Indeed, Slack, Google Calendar, etc. Integrations help you expand your reach and functionality without leaving Teamtailor.
      You can set up custom workflows for your hiring process, enabling you to define interview questions, and set up scoring systems to evaluate candidates. This flexibility allows you to tailor the software to your specific hiring needs.

      Cons:

      Teamtailor’s pricing structure is based on the number of employees, which can add up quickly as your organization grows.
      It does not support multiple languages for the career site, making it unsuitable for many international companies.
      The reporting and analytics feature is not very robust or flexible. Some users wish they could export or customize their data more easily. They also find it hard to track some of their recruitment metrics or SLAs.

      Pricing:
      Teamtailor has a subscription-based pricing model that adapts to the size of your company. The starting price is $2400 per year, but you can request a custom quote from their website. They also offer a free trial for 14 days. 
      4. PinPoint

      Pinpoint is a talent acquisition software and modern applicant tracking software that helps companies attract, hire, and onboard top talent. The built-in recruitment marketing automation platform helps run programmatic recruitment campaigns that get smarter over time, using data from Pinpoint’s ATS.
      They also have a diversity dashboard that gives access to anonymized data and actionable insights, allowing you to measure and improve diversity across the hiring process.

      PinPoint dashboard
      Other key workflows that Pinpoint supports are:

      Creating and publishing job ads on multiple channels
      Building career sites that showcase the company culture and values
      Managing candidates through stages and pipelines
      Collaborating with hiring managers and team members
      Scheduling interviews and sending reminders
      Sending offer letters and contracts electronically
      Onboarding new hires with checklists and tasks

      They have also added new features such as video interviewing, automated screening, and candidate feedback surveys.
      Pros:

      Pinpoint has a developer-friendly API that allows users to integrate with other systems and customize their workflows.
      They offer unlimited support from their team of recruitment experts who can help with optimizing recruitment advertising, improving job descriptions, setting up integrations, and more.
      It has a powerful and flexible career site builder that allows users to create attractive and branded career pages without coding or design skills. 

      Cons:

      It is a relatively expensive solution that may not suit smaller or budget-conscious businesses. Users have to pay per month or per year based on their number of employees. 

      Pricing:
      Pinpoint has two different plans: Growth and Enterprise. 
      The Growth plan costs $600 per month when billed annually and offers unlimited active jobs, team members, corporate branding, a single-page careers website, and standard integrations. 
      The Enterprise plan costs $1200 per month when billed annually and offers everything in the Growth plan plus custom integrations, a dedicated account manager, advanced analytics, and more.
      5. Greenhouse
      Greenhouse is a hiring software that helps companies hire and onboard the right talent. It provides an ATS that allows users to customize their recruiting process, track candidates, collaborate with hiring teams, and measure their hiring performance. 
      The platform is especially known for its structured hiring approach that helps users define clear roles, create consistent interview plans, and collect structured feedback. It also boasts a large ecosystem of integrations with over 450 partners that enable users to build their own hiring tech stack.
      It doesn’t skimp on reporting either – with the ability to track key metrics such as time-to-hire, source-of-hire, candidate quality, and diversity.
      Some of its other key features include: 

      Greenhouse Inclusion: It helps reduce bias in the hiring process and promotes diversity and inclusion.
      Job creation: Users can create job posts using templates or custom fields, assign hiring teams, set up scorecards and interview kits, and publish jobs to various sources.
      Candidate management: Users can track candidates throughout the hiring process using stages and statuses, send email communications, schedule interviews, collect feedback forms, and make offers. 

      Despite all these offerings, Greenhouse may not be the best option for companies that have a limited budget or prefer simpler software. It’s a bit on the pricier side and requires a steeper learning curve. 
      Pros:

      It has a dedicated customer support team that provides training, best practices, and troubleshooting.
      Greenhouse integrates with over 300 third-party applications, including HRIS systems, assessment tools, background checks, and more.
      Greenhouse has a high customer satisfaction rating and a responsive support team.

      Cons:

      They aren’t upfront about their pricing, making it difficult to compare with other solutions. 
      It’s a bit complex to use for some users and requires training and support to get the most out of its features. Some users also report that the system can be slow or buggy at times.

      Pricing:
      Pricing plans aren’t available on their website. You can request a quote from Greenhouse by filling out a form on their website.
      Benefits of Using Recruiting Software
      Streamline the hiring process.
      Recruiting software automates the otherwise tedious tasks in the hiring process, including posting job ads, screening resumes, and scheduling interviews. This helps you (the recruiter) save time and focus on more human-centric tasks, such as building relationships with candidates.
      Take JazzHR’s hiring software, for instance. It streamlines the entire hiring process by automating job postings and offering custom career pages and a candidate database.

      Candidate Database
      Improve candidate experience.
      Just like recruiters, candidates also prefer a streamlined, user-friendly application process. Recruiting software can help provide that. By making it easy for candidates to apply and stay informed about their application status, recruiters can improve their candidate experience and enhance their employer brand.
      Reduce bias in hiring.
      Workplaces are sometimes rife with a biased hiring process. Luckily, recruiting software can help you reduce biases in hiring by standardizing the screening process and using data-driven methods to evaluate candidates. This ensures that all candidates get evaluated fairly and based on their qualifications rather than subjective factors like their name or appearance.
      For instance, TeamTailor’s anonymized screening feature masks candidates’ personal details during the initial screening process.
      Make data-driven hiring decisions:
      Recruiting platforms, more often than not, focus on gathering and analyzing data to facilitate the hiring process, allowing recruiters to make fair decisions and improve their recruitment strategies.
      Scale your hiring process:
      As your business grows, your hiring needs will likely become more complex and time-consuming. In that case, a recruiting tool can be your friend. These tools can help you scale your hiring process by automating tasks and providing tools to manage high volumes of applicants.
      For example, Greenhouse has a special feature, “structured hiring workflows,” that helps recruiters manage high volumes of applicants while maintaining consistency and quality.
      Key Features That Your Recruiting System Should Have

      Resume Parsing: Most often, recruiters spend 6-7 seconds reviewing a resume. This isn’t a lot of time, which places doubts on the efficacy of the entire process. Resume parsing – with its ability to extract relevant data from a candidate’s resume and automatically populate fields in the ATS – solves this problem by and large. 
      Job Posting and Distribution: A report by Content Stadium shows that for those recruitment teams who use social media as a communication channel, the top three platforms are LinkedIn (79%), Facebook (71%), and Instagram (45%). That’s a lot of back and forth. But recruiting tools with automated job posting and distribution make it easier to post job openings to multiple job boards and social media sites.
      Analytics and Reporting: Analytics and reporting help recruiters measure the effectiveness of their hiring process and make data-driven decisions. Make sure your software offers the ability to track and analyze recruiting metrics such as time-to-hire, cost-per-hire, and source of hire.
      Candidate Relationship Management (CRM): The recruiting CRM features allow recruiters to track and manage candidate interactions and communications throughout the hiring process.
      AI and Automation: Automation-based features allow recruiters to use artificial intelligence and automation to improve recruiting efficiency and accuracy. For example, AI screens resumes and identifies qualified candidates, while automation assists in scheduling interviews and sending follow-up emails. 

      Questions to Ask Vendors on Recruiting Software Demos
      When evaluating recruiting software vendors and attending demos, here are some questions to ask to ensure that you’re getting the information you need:

      Ask whether the software can parse resumes automatically. Don’t forget to ask about all the formats it can extract data from. For example, can it handle PDFs?
      Next, check whether the software automated the process of posting to multiple job boards and social media sites simultaneously. Also, can it track the source of candidates?
      The ability to create detailed analytics and reporting is another essential feature to consider. Make sure your recruiting platform can track metrics like time-to-hire, cost-per-hire, and source of hire. Also, can it provide insights into the effectiveness of the hiring process?
      What integrations does the software offer? The software should be able to integrate with your existing HR systems, such as ATS or HRIS. Otherwise, you might have a hard time streamlining the process. 
      Ask whether the software has features to handle candidate relationships. Can it track candidate interactions and communications? Can it send automated follow-up emails and reminders to potential candidates?
      Don’t forget about customer support! Ask whether they offer phone, email, or chat support. Is there a dedicated customer success manager?
      Many SaaS-based platforms have customized pricing plans. So, if the pricing is not available on their sites, ask about their pricing model. It’s also important to verify if the pricing is based on the number of employees, the number of job postings, or another factor. Also, are there any hidden fees or additional costs?
      What security measures does the software have in place? How is candidate data protected? Is your software GDPR or CCPA-compliant?

      In addition, ask them to share case studies or references from companies that have used your software. This will give you an idea about the effectiveness of the software and an inclination on the type of results you can expect.
      Recruiting Software FAQs
      What is recruiting software, and how does it work?
      Recruiting software, often synonymously used with applicant tracking software (ATS), is a type of software used by HR professionals and recruiters to manage the hiring process. These platforms often assist with resume parsing, job applications and distribution, candidate relationship management, and the like.
      How much does a typical recruiting software cost?
      Their cost can vary based on the number of users, the number of job postings, and the level of functionality. Some vendors offer pricing plans based on a monthly subscription fee, while others may charge per-user or per-posting fees.
      How does recruiting software handle candidate communication?
      Recruiting platforms usually offer candidate communication features like automated email reminders, scheduling tools, and messaging platforms. This can help keep candidates engaged and informed throughout the entire recruiting process.
      What security measures are in place to protect candidate data?
      Acclaimed recruiting software vendors usually protect candidate data with data encryption and multi-factor authentication. It’s also important to ensure that the software is GDPR or CCPA-compliant based on your company’s operating locations.
      How do I evaluate recruiting software vendors?
      When evaluating recruiting software vendors, it’s important to consider factors, such as the software’s functionality, integrations, customer support, pricing, and security measures. Demos and free trials can be helpful in assessing the software’s capabilities. Additionally, it can be useful to read customer reviews and case studies to gain insight into other users’ experiences.
      Pitfalls to Avoid When Buying Recruiting Software
      Here are some common pitfalls to avoid when buying recruiting software:

      Overlooking integration capabilities: Let’s say, as a company, you invest in recruiting software that does not integrate with your existing HR management system. This can lead to data duplication and inaccuracies, as well as inefficiencies in managing the hiring process.
      Ignoring user experience: It goes without saying that poor user experience can put off both recruiters and candidates. A difficult-to-navigate recruiting tool or one that takes too long to load might even discourage candidates from applying – resulting in a loss of potential top talent. 
      Focusing too much on price: While you obviously have to consider your budget, it’s equally important to balance cost with functionality and value. Opting for a cheaper software solution may result in a lack of features or insufficient customer support.
      Neglecting security and data privacy: Failing to prioritize candidate data security and privacy can lead to breaches and data loss, which can be costly and damaging to your company’s reputation.
      Not considering future needs: If you don’t invest in a recruiting tool with scalability options, you may need to switch to a new software solution in the future. This can be both time-consuming and costly.

      Choose Your Perfect Recruiting Solution!
      In conclusion, each of the top 5 recruiting software tools for 2023 offers unique features and benefits to help organizations streamline their hiring process.
      JazzHR is an affordable and user-friendly option, while Recruitee is ideal for organizations seeking a range of features. Teamtailor is a modern and customizable platform, while PinPoint offers a comprehensive recruiting solution. Greenhouse may be more expensive, but it offers a range of features and may be a good fit for medium-sized and large businesses.
      Ultimately, the best recruiting software tool for your organization will depend on your specific needs, so it’s important to evaluate each option carefully.
      Share this post: More

    • 100 Shares169 Views

      in Talent Acquisition

      Top 10 Tips to Avoid Ghosting Your Candidates

      by

      A bad candidate experience can have a detrimental effect on both brands and those applying to work with them. During the pandemic, we saw a huge increase in volume of applicants for different positions. Rumors ran rife about being ghosted deep into the recruitment process. We wanted to investigate the scale of the problem and the damage being done, so we commissioned some research.
      The findings were shocking. 65% of people have been ghosted, according to our research of 2000 UK adults. 86% said their experience of being ghosted left them feeling down and 43% said it took weeks, or even months, to rebuild and move on. The damage to brands also became clear, with 94% saying it left them with negative thoughts or feelings towards the company they applied to.
      Most small companies manage with spreadsheets and simple trackers while large companies and recruitment agencies invest in technology, customized to their needs. Here are some tips to ensure your company can confidently avoid ghosting candidates.

      Get everyone on board. Recruitment is an area that most department managers get involved in as well as HR teams. Step one is to take the facts about the impacts of ghosting and educate everyone internally. Once you have company-wide support to ensure this doesn’t happen in your organization it’s time to make a plan on how you’re going to tackle ghosting head-on.
      Put yourself in the candidate’s shoes. What sort of communication would you want at each stage? A quick email takes seconds and can really help a candidate.
      Set up automated emails. If you have one, use your applicant tracking system (ATS) to set up automated emails to candidates at each stage of the application process. This means they will always be kept informed of the stage of their application.
      Send updates promptly. No news is good news, except for when you’re waiting to hear about an application. As soon as you’ve made a decision, positive or negative, then let the candidate know.
      Make notes straight after a call or interview. ‘Don’t put off to tomorrow what you can do today’ as the old adage goes. Take thorough notes each time you speak to a candidate, this will make it easier to make a decision and also give you plenty of information to use when you go back to them.
      Use bulk email or SMS. Communicating with multiple candidates quickly and simply, a standardized message is better than no contact at all.
      Use your ATS reporting feature or keep a log. This helps to ensure that no candidate gets forgotten, know how many candidates have applied to each role, what stage they’re at, and when you last contacted them, save all that inbox searching time.
      Close down the role. When you hire someone make sure to go back and check you have processed and responded to all of the other applicants.
      Get feedback from your applicants. They’re the ones that have been through your process so can offer some valuable insight. Make sure you speak to both successful and unsuccessful candidates for a well-rounded view.
      Review and improve your process. There’s always room for improvement, ensure you revisit your plan and the tactics you’re using every few months to make sure they’re still impactful and to implement any new ideas.

      Telling candidates they haven’t been selected is a tough call to make, especially when you’ve been positive up until that point. But doing so quickly and kindly provides closure and allows them to move on with their career elsewhere.
      No one ever intends to ghost a candidate part-way through the recruitment process, but it’s important to acknowledge that it does sometimes happen. We need to tackle this problem together. By supporting this campaign and following the best practice guidelines, employers can show that they care about each applicant as an individual. We invite readers to join the campaign or share their stories at www.end-ghosting.com.
      By Neil Armstrong of Tribepad.
      Share this post: More