All posts by Pereless

With the CDC reporting declining cases of COVID-19 in the United States and abroad, it is a recruiter’s market for companies that have survived the pandemic. With individuals looking to get back to work, hiring teams face tough competition to source and hire the best talent. Businesses are increasingly turning to text recruiting software and other virtual technologies to communicate with talent quickly.

Text recruiting speeds up communication

Companies actively hiring have a massive pool of eager and talented candidates to review. Yet it’s important to connect with people as quickly as possible before your competition does. According to CNBC, 55% of recruiters are focusing their efforts on phone calls to source talent. Sending text messages to candidates can expedite the process even more.

Smart phone and texting data

81% of the American population own a smart phone.

95% of text messages received are read.

98% of texts are opened compared to just 20% of emails.

Is text recruiting for everyone?

Engaging job seekers through text allows recruiters to establish relationships far quicker than email or a phone call. Yet, not all job seekers will appreciate this method of communication. 96% of people ages 18-29 have a smart device, while only 79% of people aged 50-64 do. Consider your talent pool demographic before texting them and stick to traditional steps if it makes more sense. Recruitment phases like scheduling interviews can be achieved in a matter of seconds compared to several days via email or telephone, but you don’t want to use a method if your candidates are not familiar with it.

Learn more about Pereless Systems & text recruiting by visiting our website!

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 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.”

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.

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?

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!

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).

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.