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.
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):
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.
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).
Originally posted on Forbes
Read the entire article penned by our CEO on Forbes.
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.
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:
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?
Automatic, standard with applicant tracking systems (ATS), and easy to set up. Yet, sometimes this is an overlooked feature; especially with teams new to ATS software. Communication with candidates is key to maintaining a positive relationship with the public; even if you are delivering disappointing news to some.
When purchasing an item online, the standard etiquette includes receiving a confirmation email. Money is involved and a transaction took place. Yet, it also confirms that everything went smoothly, and that the ball is now in the company’s court to fulfill the next task.
Although filling out a job application doesn’t involve money spent, it involves money (that can potentially) be earned. Candidates actively looking for work take this very seriously. It is so important to acknowledge their time and effort, and confirm they successfully applied for a position.
Acknowledge and appreciate the talented people interested in working for you! Use Pereless Systems applicant tracking software to set up custom email templates. Templates can be assigned to specific recruit flows and set to send automatically to every candidate that enters that flow; which solves the problem for email confirmations for new submitted applications!
Sending a friendly confirmation reassures candidates that their information will be reviewed and they can expect a response. This is an easy and professional way to maintain a positive relationship with candidates.
Teams using the Pereless ATS can create a generic email address to communicate with candidates. This is a great way to build a talent pool and connect with candidates without compromising your personal email. All data is tracked and reported in the ATS!
Pereless users have the flexibility to customize the ATS to best fit their recruitment processes providing candidates a positive experience while relieving recruiters of manual work. In a technologically advanced age, why not use it to your advantage?
Pereless System’s applicant tracking software has tons of tools to help recruiters post jobs and manage incoming talent. One particular tool is pretty awesome and lets hiring teams promote jobs for free…
Pereless ATS comes standard with a QR code generator. QR (quick response) codes are machine-readable barcodes that are scanned using a smart device’s camera lens and read using a specified mobile app.
Anyone with a smart device can download a QR code app (for free), scan the code, and be directly linked to your career site! Not only is this an innovative way of attracting talent, it is free for recruiters, free for candidates to use, and codes can be places on virtually anything.
QR codes can be generated for a specific job or an entire career page which can then be applied to physical products, receipts, cars, posters, stickers, and more! iPhone users can download the app here, and Android users here.
Pereless Systems Applicant Tracking Software makes it simple for companies to track candidate flow and time-to-fill rates while maintaining team productivity. Here are 4 standard tools included with Pereless:
System administrators can monitor team progress and view candidate activity by checking the flow timeline. This provides a real-time overview of ATS user activity, candidate flow, and candidate dispositions.
Captures candidate source information via all sites jobs are posted including company career page and third-party job boards.
Pipeline report provides quick data on the job level; including information where candidates are within the review process, pass rate, and the average amount of days applicants remain within a flow.
Provides a quick list of top 10 best and worst performing active jobs in regards to candidate flow and the amount of days a position has been posted.
Whether you like it or not, Artificial Intelligence (AI) is rapidly becoming a new tool for efficiency.
In the recruiting game, AI is controversial. Some estimate humans will be replaced with “bots” while others see it as an innovative tool to improve processes across the board.
Pereless Systems applicant tracking software just launched a new AI tool named Intelli-Match that will make recruiting smarter and easier while maintaining (human) recruiters as an essential part of talent selection.
Intelli-match encourages hiring teams to build “smart” jobs while keeping these elements in mind:
Intelli-match compares these main points to candidate application information to determine best suited applicants based on job data.
Within seconds, Intelli-Match will analyze and rank the candidate pool within a particular job to provide a best-match list. It is also a great tool for gathering important data on team productivity and progress.
Pereless Systems is offering a 3 month trial period to all current and new clients! Interested?
We added a new dashboard tool to provide instant access to real-time data including time-to-fill & time-to-hire, candidate flow, source activity, user progress, and more! Users can customize the dashboard and choose exactly what they’d like to see. Learn more about DashPro here.
Text multiple candidates instantly based on their disposition status and requisition. This is an additional feature we built out on top of our standard text functionality based on client request. Our texting tool comes standard with the Pereless Systems applicant tracking software at no additional cost. Learn more about our text tool here!
Our clients have different requirements when it comes to an application format. That’s why we offer several different application forms to choose from. More recently, our clients requested an updated process that eliminated the requirement for candidates to create an account in order to apply. We delivered and added a fourth application process allowing candidates to apply to one or multiple jobs instantly without creating an account. ATS users still have the ability to add prescreening questions and request customization. Learn more here.
Another client request delivered! We updated our applicant tracking schedule tool to include a two-way Microsoft Outlook and Gmail integration. Users can synchronize their Gmail and Outlook calendars and import/export schedules directly into the ATS. Read more about our schedule and calendar feature here.