Here’s What Recruiters Should Look For In Their Talent

What do recruiters value when selecting candidates? Experience, education, certifications, and skill-sets are undoubtedly among the top few. Yet, things like culture fit, authenticity, and positive attitudes are arguably just as important as work experience. As today’s world continually changes, and companies compete to stay relevant, how do you find the best talent while also finding the best fit?

Naturally, recruiters focus on hiring candidates who will match the required skills of the position. We usually refer to these as hard skills. While there is still emphasis on a candidate’s hard skills such as data analysis, marketing, software development, and information systems, businesses are considering it just as important to identify a specific set of soft skills as well.

So, what are soft skills?

They are an individual’s interpersonal skills. Most significant of these are purpose, problem-solving, and emotional stability. While all of these skills hold value, some are more fundamental in recognizing how effective a person can be in their role. Employees who possess these additional traits will unquestionably strengthen company culture as well-adjusted and open-minded individuals who are willing to evolve and contribute to the continuous growth of the company.

Having an efficient and responsive recruiting process is beneficial to both the employer and candidate. Candidates must interview before being considered for a position, so cutting out this step is impossible. But what about a way to get a read on a candidate before even scheduling a face to face interview? Identifying a candidates’ soft skills would be identifiable right from the beginning.

Looking for a strong recruitment system that integrates with assessment tools to help you source the best talent?

E-Signature Technology: Solving Old Problems With New Tech

Originally Published by Forbes
Written by Pereless Systems CEO Arthur Pereless III

We have come so far in technological advancement that it is hard to remember the way things were. In 1999, the idea of signing digital documents was hard to imagine. Twenty years later, e-signature technology has proven to be a great technological innovation.

History Of Electronic Signatures

Electronic signatures, also known as e-signatures are “any electronic process that indicates acceptance of an agreement or record.” Unlike digital signatures that use a certificate-based ID, electronic signatures use a single-factor authorization using variables like passwords, unique PINS and Social Security numbers to verify identity. Proof of signing is achieved using an audit trail function embedded within each digital page.

Finish reading here.

CEO Explains How To Monitor Best-Performing Web Pages With This Free Tip

CEO of Pereless Systems Arthur Pereless knows a thing or two about capturing website traffic.

As the Founder of applicant tracking software that centers around gathering data, he also has first-hand experience in tracking and managing metrics of his own business websites. Over the years, the Big Data market has exploded to a $203 billion dollar market, servicing companies with expensive tools that capture it all. However, there are always cost-effective and even free alternatives available if you know where to find it.

Here’s one piece of advice Mr. Pereless offered the Forbes Technology Council in the article, “Gathering And Analyzing Website Traffic: 12 Proven Pro Tips.”

“Use Google Analytics to capture metrics and pull daily reports of best-performing pages. It is free of cost and user-friendly, providing an insightful database of information including page views, bounce rates and average time on pages. Filter results to your preferences and transfer to an Excel sheet within seconds. It’s a great way to keep track of website performance on a regular basis for free.”

Learn more about Arthur Pereless on The Hire Talent’s podcast, “Applicant Tracking Systems, AI, and the Future of Recruiting.”

Talent Will Reject Job Offers If You Do This…

Originally published by ATS OnDemand

Disrespect Them.

Job seekers and new hires want to feel respected and recognized beginning at pre-offer and beyond employee onboarding.  Without this, they are more likely to abandon job offers and look elsewhere. In fact, lack of respect was the number one reason talent decided against an offer.  

What constitutes disrespect?

Lack of communication

46% of respondents said they’d reconsider a job offer if they did not hear from someone between the time of acceptance to their first day of work.
Believe it or not, failing to communicate with new hires after they accept a job is common, and it could be an early sign of poor management culture. Communication puts new hires at ease and ensures they are prepared for what’s next.

No Recognition

“Recognition is one of the most important variables that influence candidates’ perspective throughout the hiring process.”

Nurturing new hires with reinforcement and recognition during onboarding demonstrates a healthy team dynamic. 60% of job seekers said praise and recognition was important during pre-offer and before their first day. This sets the tone for how they will be treated as employees. Don’t let a bad first impression scare your hires away!

Employee onboarding software

Technology exists to help us do things easier and faster. Employee onboarding software can fulfill all new hire expectations including communication, progress tracking, and recognition; all while streamlining the process for recruiters.

ATS OnDemand(ATSOD) is the business edition to Pereless Systems. ATSOD is a “pay as you grow” applicant tracking system suitable for smaller teams.

If You’re Not Sponsoring Jobs, You Should Be…

Pereless Systems applicant tracking provides employers an easy way to post jobs to the top free recruiting sources on the internet: Indeed, ZipRecruiter, Glassdoor, and the LinkedIn (Free Non-Sponsored listings). Naturally, clients will enjoy plenty of candidate traffic from these sources with standard postings as they are the most commonly used platforms to source talent.

Yet despite high candidate flow, it can be tough to fill a position! In cases like this, you may want to consider sponsoring a job.

Sponsored jobs can receive up to 5 times more clicks than an organic posting!

How is this possible?

In the organic listing, jobs age and lose priority as time passes. A sponsored job retains is listing placement, ensuring that more candidates can see and click on the post.

Each job board is going to have different costs and benefits to their sponsored post, but with Pereless Systems, you never need to worry about evaluating a source! By running simple sourcing metrics, users can evaluate their sponsored post campaign for effectiveness and candidate quality.

What to learn more about Pereless?

Pereless Systems CEO Talks AI & The Future of HR Tech

The Hire Talent’s latest podcast episode, “Applicant Tracking Systems, AI, and the Future of Recruiting,” features our CEO Arthur Pereless discussing the early days of recruitment, challenges of the industry, and the future of HR tech.

Listen Now!

How Well Do You Understand How to Use Criminal Records for Employment Screening?

Published by:MICHAEL GAUL | Proforma Screening Solutions

AUGUST 27TH, 2019

As an HR manager or employer, chances are good you use criminal background checks to inform your hiring decisions. A new study from the National Association of Professional Background Screeners found that 96% of employers use some form of background check on their employees and 94% of those use criminal background checks.

While your hope is that the person you’re about to hire has a clean criminal background, chances are good you will encounter applicants who do have a criminal past of some kind. In fact, one-third of the adult working age population has a criminal record.

How you handle this reality will put you squarely in the spotlight of an expansive and long-standing cluster of employment laws whose purpose is to ensure that the decision to exclude based on criminal background is fair. In this context, “fairness” means not excluding people for criminal history unless you can show that it is relevant to the specific job in question.

Employment law rightfully aims to ensure an equitable playing field where people with a criminal background are not automatically excluded. Its goal is to expand job opportunities for ex-offenders and is motivated by the idea that automatic exclusions, when individual circumstances are not considered, are potentially discriminatory under the law.

Employment law provides an extensive set of rules and guidelines to define a compliant hiring process that will yield good hires without crossing the lines of discrimination. The savvy HR professional who knows all these rules can devise a hiring process that meets the most stringent tests in the exact hiring location, while still getting the information needed to make a good decision.

The hiring process should be in compliance with at least the three main sets of rules (and there may be additional ones in certain locations):

  • Equal Employment Opportunity Commission (EEOC): The Guidance published by the EEOC is an excellent overview of the policy positions and legal case history about using criminal background checks in hiring. It provides a clear roadmap of how to use arrest and conviction records without discrimination.
  • Fair Credit Reporting Act (FCRA): The FCRA under the Federal Trade Commission is intended to ensure that background information solicited and used to make important decisions about a consumer’s access to credit, housing, a job, and other important life events is objective and fair.
  • Ban the Box (BTB):  Ban the Box is not a single law; it is a type of law that has been adopted in state and local jurisdictions across the nation. The common purpose of these location-specific laws is to improve the chances of ex-offenders getting a job. They do so by prohibiting the use of a blanket exclusion—the idea that checking a box that says “Were you ever convicted of a crime?” excludes anyone who says yes—and by other measures that promote more individualized background assessments. These laws vary greatly by jurisdiction, so the HR manager has to be on his or her toes.

Our newest HR Quick Reference, Guide to Criminal Records for Employment Screening, is a must-have resource to help navigate the reality of employment screening today.

About Michael Gaul

Michael is a results-oriented marketing executive with over two decades of experience in employment screening, physical security, and business process management. Michael has deep experience in human capital risk management and a passion for educating business leaders and HR professionals on strategies that tangibly protect their interests. Michael serves on the Board of the Secure Cash and Transport Association (SCTA) and is a member of the National Association of Professional Background Screeners (NAPBS), and the American Society of Industrial Security (ASIS).

User Interface & Experience: 6 Things To Remember

Originally posted on Forbes

  1. Research: Check out industry norms. Ask yourself: what are my competitors doing? Is it working? Where do they fall short? What are common complaints from technology customers?
  2. Define: Establish goals for your new technology. What are you looking to accomplish? What sets you apart? How can this translate to your UX design?
  3. Ideas: How can you make your goals translate to your technology? What specific ideas does your usability need to exemplify? What general colors, format and style should your technology possess? How do your workflows translate? Can you streamline or automate any processes?
  4. Prototype: Create the first sample of your product. Take what you decided in your Define and Ideate stages, and put it to paper. Create wireframes that will show your product breakdown, and develop those into real technology.
  5. Test: Let at least five people use your product. What are these users saying? Their feedback is the key to success.
  6. Repeat: With user feedback, go back to step No. 3. Think about how you can solve their criticisms within your usability. Restructure your processes. Test again, and repeat if necessary.

Read the entire article penned by our CEO on Forbes.

Recruiters Don’t Need To Cancel Themselves To Use AI Tech

The possibilities are endless in today’s world of innovation and technology.  Artificial intelligence (AI) is introducing itself into several industries across the globe – including recruitment – and is both welcomed and feared by many.  Some anticipate the benefits of streamlining processes while others worry their jobs are on the line; a serious topic that has even inserted itself into the upcoming 2020 Presidential election.

However, humans can remain important players while utilizing AI.  It all depends on how companies are building it into their software. 


Earlier this year, Pereless Systems launched our BETA “Intelli-Match” AI tool to provide recruiters a smarter way to sort through candidates.  Based on specific data points entered by the job creator, the algorithm will sort and rank best-suited candidates on the job level.  Recruiters are still 100% involved in the process and responsible for reviewing and dispositioning candidates. 


Artificial Intelligence becomes increasingly “smarter” and accurate as it gathers data and learns company processes.  New clients will receive “Intelli-Match” for 3 months free! You can also ask us about our 3-month trial to test drive the entire system for curious prospects.

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Tech “Big Bang:” The Evolution of Recruitment Software

The backbone of every company is the manpower behind its development.” – Arthur Pereless – (CEO Pereless Systems)

If you spoke to hiring teams a decade ago, their ability to complete day-to-day tasks would be described as difficult compared to present day. Although the end goal remains the same (find the best talent, hire them, and hope they remain long term), the recruitment processes to reach these goals have drastically changed thanks to technology.

In the early days of recruitment, there were a lot of moving parts. With the absence of recruitment technology, candidates filled out paper applications, recruiters entered their data into Excel sheets, then called or emailed prospects to set up interviews. Third-party applications helped to an extent, however recruiters were forced to use several platforms to complete minor tasks which were often time consuming and costly.


The rise of technology, particularly cloud-based tools, changed the recruiting game forever.  Founder and CEO of Pereless Systems applicant tracking software explains,

“The cloud admits access to large distribution networks in real-time. Job boards and search engines, in turn, became powerful tools for reaching proactive (and even passive) candidates.”

With recruiting processes transformed from manual to electronic, management and organizational functions were simplified into one centralized system, and job distribution to the world-wide-web became easy and instant.

Suddenly, the recruiting space was flooded with new recruitment solutions built by software professionals and entrepreneurs.  Many failed due to competition, lack of functionality, and inability to keep up with constant technological advancements.    But others got the memo: flexibility is key to surviving in a new software market.


As technology evolves, so MUST every tech company. This presents new challenges to keep up with advancements while competing to remain relevant and innovative. Certain functionalities that didn’t exist within ATS platforms became immediate demands as the world advanced.

Mobile Optimized – Any ATS vendor selling a system without a mobile-optimized career page, application, and internal texting functionality, might as well quit while they’re behind. This applicant tracking software includes it as standard.

Social media integration – The ability to connect an ATS to social media accounts is crucial for candidate traffic and flow. This is a standard functionality included with this ATS.

Artificial Intelligence (AI) – The most recent technological advances sweeping recruitment software today, artificial intelligence is set to be the next best “smart” tool to find the best talent. (P.S. we just launched our “Intelli-match” AI tool that finds candidates best suited for particular jobs). 3 months free trial if you are a new client 😊


Here are a few more examples of some of the new solutions spawned from recruitment technology:

  • Automated letters (emails)
  • Prescreening questions (automatic disposition)
  • Candidate ranking (quality talent)
  • Social media integration (exposure)
  • Text messaging & mobile-friendly functionality (communication)
  • Skill assessments (quality talent)
  • Employee referrals (quality talent)
  • Background check integration (expedite hiring)
  • Payroll integration (expedite hiring)
  • Smart calendars (management/organization)
  • Onboarding/electronic documents (expedite hiring)

With the technological “big bang” that effects us all, the Human Resource industry has been positively effected. With the ability to reach talent from anywhere in the world, what’s next for the recruitment industry?