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How an ATS Can Help Your Business Survive and Thrive in the Digital Era

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Archives, Global Trade Daily, Special Reports

How an ATS Can Help Your Business Survive and Thrive in the Digital Era

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It is very clear why you are looking for elusive talent in a niche where it is already lacking, trying to convince your top choice candidates to consider you and not your competitors and evaluating the right fit for a given position – all with a restricted recruitment budget and a deadline. Having an ATS at this point can turn the tables and give you a competitive edge. And you need it because it empowers you to significantly move the needle on improving the quantity and quality of hires.

You can either run a business that makes forward progress or you can deal with an overflowing email inbox, sort resumes, screen applicants, schedule interviews, make phone calls and interview them. Fortunately, you can leverage technology to do all the legwork and stay focused on getting the right people who can grow your business.

What is Applicant Tracking System and Why Use It

An applicant tracking system helps streamline and speed-up the sourcing process by automating manual aspects of recruitment so you can save time and stay focused on selecting the right fit. A feature-rich applicant tracking system includes:

-Automated job postings

-A branded careers site that is mobile-responsive

-Job board and social media integrations

-Smart filter intelligence

-Real-time dashboards

-Auto-generated recruitment reports

-Customizable recruitment workflows

-Personalized email templates and text messages

-A centralized candidate database

-Unlimited cloud storage

If all of these features sound terrific to you; imagine the enormous savings they will bring your business in terms of time, effort and money.

Time savings

Manual job postings take up a ton of your time. Promoting your open positions on different social media platforms can take up precious hours of your productive day leaving you little time to focus on your core business processes. If you thought this is it, now comes the actual task that will test your patience and your sanity – opening emails, downloading resumes in different formats, screening and sorting applications, and shortlisting candidates for interviews.

Using online recruitment software automates all of these mind-numbing activities in an instant, freeing up your valuable time for things that actually matter.

A Seamless and Superior Candidate Experience

Today’s tech-savvy job seeker expects you to deliver a positive candidate experience at every step of the sourcing process. Online recruitment software makes it easier to ensure a rich end-user experience with a mobile-responsive careers site, allows you to customize the application process to make it quick and easy for your busy candidates, keeps them involved at every stage with automated emails, sends them interview reminders to eliminate no-shows and gives you a competitive edge when it comes to candidate management. Also, with Google’s increasing emphasis on mobile-responsiveness, having an applicant tracking system can make or break your talent pool.

Improved Collaboration

Online recruitment software keeps the entire team in sync and updated with a centralized, easy-to-access framework. It ensures a collaborative recruitment environment where you can share candidate ratings and reviews in real-time, use @mentions to notify specific team members, set automated interview reminders, access recruiting data on-the-go with a mobile app, and keep candidates engaged in a timely and professional manner with personalized emails – all without the hassles of maintaining paperwork.

Actionable Insights

Using an applicant tracking system allows you to leverage real-time insights with intuitive reports that facilitate informed decision making. With more actionable data at hand, you can make better hiring decisions. You can also leverage these intelligent reports to get a clear snapshot of your recruitment operations and evaluate the performance of different job boards and social media platforms. This helps improve hiring efficiency by enabling you to focus your efforts on the right resources.

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

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Archives, Commentary, Global Trade Daily

Hiring The Wrong People? Maybe You’re Asking Them The Wrong Questions.

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A company’s intention in a job interview is to find the person who best fits a particular position. But recent research has shown that quite often, the candidate who was hired failed, and usually their exit was related to attitude issues that weren’t revealed in the interview.
That raises the question: Are interviewers asking the wrong questions — and consequently hiring the wrong people? Alex Zlatin, CEO of Maxim Software Systems (alexzlatin.com), says some traditional styles of interviewing are outdated, thus wasting time and resources while letting better candidates slip away.
“It still astounds me to meet HR professionals who lack the basic skills of interviewing,” says Zlatin, author of the book Responsible Dental Ownership. “In 2019, ‘tell me about yourself’ is still a way to start an interview, and that’s absurd. The only thing you get is people who describe the outline of their resume, which you already know.
“You want to get to know the candidate’s personality in the interview. In a normal setting, you would have about one hour to do this. But some traditional interview practices waste this precious time, and you can miss out on great talent and instead hire a mediocre one.”
Zlatin offers the following interview approaches to help HR leaders, recruiters and executives find the right candidate:
Make it a two-way conversation.  Zlatin says traditional interviewing focuses too much on the candidate’s skills and experience rather than on their motivation, problem-solving ability, and willingness to collaborate. Thus, he suggests configuring the interview in a non-traditional, informal way to gain insight into the candidate’s personality. “Rather than make most of the interview a rigid, constant question-and-answer format that can be limiting to both sides, have a two-way conversation and invite them to ask plenty of questions,” Zlatin says.
Flip their resume upside down.  “Surprise them by going outside the box and asking them something about themselves that isn’t on their resume or in their cover letter,” Zlatin says. “See how creatively they think and whether they stay calm. You want to see how a candidate thinks on their feet — a trait all companies value.”
Ask open-ended questions. Can this candidate make a difference in your company? Zlatin says answering that question should be a big aim of the interview. “Ask questions that allude to how they made a difference in certain situations at their past company,” Zlatin says. “Then present a hypothetical situation and ask how they would respond.”
Don’t ask cliched questions. Zlatin says some traditional interview questions only lead to candidates telling interviewers what the candidate thinks the company wants to hear. “Interviewers should stop asking pointless questions like, ‘Where do you see yourself in five years?’ “ Zlatin says. Or, ‘Why do you want to work for this company?’ Candidates rehearse these answers, and many of them are similar, so that doesn’t allow them to stand apart.”
Learn from the candidate’s questions. The questions candidates ask can indicate how deeply they’ve studied the company and how interested they really are. “A good candidate uses questions to learn about the role, the company, and the boss to assess whether it’s the right job for them,” Zlatin says.
Don’t take copious notes. Zlatin says the tendency by interviewers to write down the candidates answers and other observations is “a huge obstacle to building a solid two-way conversation because it removes the crucial element of eye contact.”
“An effectively done interview allows the employer to get both an in-depth and big-picture look at a candidate,” Zlatin says. “Judging whether they might fit starts with giving them more room to express in the interview.”
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Alex Zlatin, author of the book Responsible Dental Ownership (alexzlatin.com), had more than 10 years of management experience before he accepted the position of CEO of dental practice management company Maxim Software Systems. He earned his MBA at Edinburgh Business School and a B.Sc. in Technology Management at HIT in Israel. His company helps struggling dental professionals take control of their practices and reach the next level of success with responsible leadership strategies.