The job application process can be extensive, and mostly everything is digital. Having a reliable ATS is essential, however there are a number of precautions to take when writing a job posting.

DO: Write a good job description

You want to be clear and concise in your job description. When writing a job posting, do not focus so much on buzzwords, but rather the essential details. Include key responsibilities of the job and be specific with what you are looking for. This is your opportunity to draw in ideal candidates!

DON’T: Start hiring before you are prepared

You want to make sure that you have the right accommodations to expand your business and take on new employees. Growth is great, but you must have a clear idea of what you need and what is a financially sound choice for your company. Take your time.

DO: Go through your own application

A study found that nearly 40% of recruiters and hiring managers had not gone through the job application process on their own website to test it out. Self-testing the job application is a great way to find any flaws and to make any necessary improvements.

DON’T: Make the application excessively lengthy

The same survey found that 60% of applicants thought an online application was too complex or long in the past and quit it. As mentioned in the first “DO”, keep it clear and concise. A somewhat long application is perfectly fine in order to be thorough, but at a certain point applications can simply become far too extensive. To avoid applicants quitting or getting frustrated, you need a good ATS.

DO: Have the best ATS possible

Hiring is difficult enough as is, and having an unreliable hiring software only adds to the pressure. A user-friendly applicant tracking system allows for easy and effective recruiting. An ATS automates the recruitment process and features can include resume sorting, access to job postings on hundreds of job boards, and onboarding documents and processes.

Hiring the right candidates is essential in growing your company. Take the pressure off by having a good ATS and following these Do’s and Don’ts.

As a company who focuses on recruiting and Human Resource technology, we take pride in our ability to find the best candidate for every position. With the relevance of equality in the workplace, Pereless Systems analyzed our own team dynamic and found that our company is powered equally (1:1) by men and women. In total, our gender split is off by one single employee. 

What does this mean for our internal dynamic? Some members of our team spoke about what it means to them.

“I’ve worked for a variety of companies with a variety of dynamics. I knew the best place for me was an environment where my gender would be no obstacle. At Pereless, I am very grateful for the opportunities I’ve been provided as part of the balanced team and urge new graduates to consider this when looking for their first jobs.”

This distribution remains true throughout the entire company – up to and including the management level.

“I’ve been at Pereless Systems for 3 years now and it’s a unique and empowering experience when the sky’s the limit for all employees. As a team, I think we are so efficient due, in part, to our diversity and balance.”

From large names to start-ups and with a variety of capabilities, Human Resource managers face a difficult decision when choosing an applicant tracking system (ATS). For those who currently have an ATS but are coming to the end of a contract, looking for a new opportunity can provide many benefits to your company. Pereless Systems has been in the market for 17 years, constantly growing our list of capabilities and our client base. Our platform is comparable to the top ATS in the market but there are some key differences that make Pereless unique in the market.

Dedicated Client Success Team

Customer service is extremely important for a business to survive. However, customer service often falls aside as a company grows and has to juggle more clients. Automated phone lines or general support FAQs become the way in which most customers can get their answers. At Pereless, we refuse to fall into that stereotype. Each client has a dedicated client success team who directly answer the phone for questions, support, and feedback. Every time you call us, you speak to a human.

This is not only one of our clients’ favorite perk, but it allows us to truly understand our clients’ needs. Due to this close relationship, our software development teams are constantly making updates and adding new features to our product. For some of our competitors, this is a nearly impossible connection to maintain, at Pereless we rely on this connection to enhance our software.

Internal Applicant Support Team

An internal applicant support team may be one of our most unique offerings. We strive to support not only our clients, but their candidates as well. For HR Managers, the application process can be a nightmare. The larger the company, the more applications they receive and therefore the more calls and questions from applicants.

We highly value both client and candidate support and have taken candidate relationship management to the next level. We provide an internal applicant support team who will directly take calls from candidates throughout the application process, lessening the work of hiring managers and therefore opening more time to do their jobs.

Flexible Pricing Model and Customized Packages

Many applicant tracking systems and on-boarding software providers lock their clients into long term contracts. In addition, there is little flexibility with pricing because of standardized packages. Due to the fact that we are privately owned, Pereless has the ability to put together customized packages for each client and we will never lose a deal because of pricing.

In addition, we rarely ask clients to sign into long-term or multi-year contracts. Pereless Systems will speak for itself and the lack of long-term contracts results in an indescribable drive to stay ahead of client needs. Our product and people are what keep our clients with us – not a legal obligation. Therefore, we constantly innovate to keep ourselves at the top.

Integrations with Job Boards, Payroll, Background and Assessment Providers

As one of the first in our industry, Pereless has established many integrations that provide an impressive range of functionality to our clients. We have access to hundreds of job boards through partnerships with companies like Indeed, ZipRecruiter, Glassdoor and many others.

In addition, we have built our platform to accommodate services from payroll, background check & assessment providers like ADP, Aurico, and People Answers (and many more!). Pereless provides recruiters and HR Managers with an easy to use and centralized solution for their needs.

Unique and Robust Reporting that Includes, “Build Your Own” Customized Report

Analytics drive the reasoning behind all major business decisions. Analytics drive the reasoning behind all major business decisions. Provide management with robust reports that include a “Daily Activity Report”, “Candidate Source Report”, “EEO-1 Report”, “Cost per Hire” and “Time to Fill” reports. These are just a few examples of the report templates we offer. Need a customized report? Take advantage of our “Build Your Own Report” feature. All of our reports can be saved and run according to specific dates. Export reports to Excel or simply print them out for review. The difference between our reports and other ATS is that we offer a “build your own” reporting feature based off of your specific interests.

Branded Career Pages

Familiarity with a brand name is most often the reason a customer buys a product, whether or not that product is of high quality. Getting your logo in front of an audience is the best way for customers to become familiar with your business. For this reason, a lot of service providers and companies we compete with put their logo on your career pages and inside of your applications. Pereless Systems works more behind the scenes. We produce personalized and branded career pages with your logo, not ours.

Data Migration from Current Applicant Tracking System

Finally, we understand that there are other ATS in the market but we also understand this list of reasons is why companies switch over to Pereless. We have built our platform so that data transfer is extremely easy from your current provider into our platform. In fact, we offer to take 50% off of your implementation fee if you are switching from another ATS to our system.

If you would like to schedule a demo of our platform, please click here and we will be happy to work with you.

Modernizing the application process is crucial for recruiters to find and attract top tier talent.

Mobile devices have become arguably the most important piece of technology we own. Cellphones are changing the way that people consume data and interact with businesses. A major increase in technology companies has been seen over the past 10 years, disrupting industry after industry.

Internally, companies have been left scrambling to keep their processes and software up-to-date. Human Resources and Recruiting Departments are no exception.

For the past year, Pereless Systems has had mobile career pages and application processes.  These features help to maximize the access of recruiting and reach of job opportunities to candidates. Applicants no longer have to be restricted to apply on a computer.  These on-the-go features, along with our one-page application process, make for a quick, simple, and responsive experience. With mobile application capabilities, companies will see their candidate pools increase due to the vast amount of people using their smartphones.

Many times applicants will shy away from long applications due to inconvenience and time needed. Seeing all application fields on one page and on a phone screen is a very attractive process for applicants. Becoming a technologically savvy company through mobile applications will set companies apart when trying to attract new employees.  It is vital to keep up with the ever-growing world we live in.  

In addition, one page application processes are rising in popularity.

Candidates are faced with an increasing number of job postings and an increasing number of competition, so expediting the application process will encourage them to apply.

Company growth can be stunted without adaptation.  This is why it’s imperative to become a mobile friendly company.  The additions of mobile applications and career pages will help tremendously in doing so.  In competitive markets, this is the best way to get the quality candidates that fit your company culture and work ethic.  Take the time to evaluate your HR approach and become more mobile friendly for the best results.  

To see how easy it is to become a mobile company,  contact Pereless Systems to add mobile applications and career pages to your applicant tracking and on-boarding strategy.

Understanding millennials is important for anyone in HR. According to the U.S. Bureau of Labor Statistics/The Business and Professional Women’s Foundation, they will account for 36% of the U.S. workforce by next year. By 2030 it is predicted that number will rise to 75% of the workforce. These statistics are staggering, so what exactly do you need to know about this generation?

New Skills Brought on by New Talent

Millennials bring a different perspective to the workplace. According to a Forbes study, 74% of non-millennials agree that their generation offers different skills and work styles. This is an important factor in growing a collaborative business. It is understandable that varying work methods and ideas are increased through hiring younger generations considering that many of them are ambitious and driven.

Shift Towards More Educated Workforce

Millennials are one of the most educated generations with about 79% of them holding at least a bachelor’s degree. The higher education of millennials combined with their innovative critical thinking skills make them ideal job candidates. Degrees in areas such as engineering yield especially high job placement results, however many hold degrees in other specialized areas and have difficulty with finding jobs. This is an interesting statistic because the more specialized a degree can be, the deeper a knowledge it requires about the subject. This can be a huge advantage to companies looking to hire for a specific need when looking through a large pile of resumes.

Focus on Future Generations in the Workforce

A Forbes study also found that 74% agree that businesses should partner with colleges. If more businesses worked with colleges, this would ensure that graduating students have the necessary skills for their job. College professors will often try to achieve this by making sure that the skills taught in the classroom are relevant to the actual job which students will be going into, this makes their younger generation and future applicants even more ideal as employees.

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Millennials are an innovative generation with varying values, beliefs, and work ethics. Their skills and high levels of education make them ideal work candidates which can help to excel your business. Millennials are not just a part of the workforce, they are the workforce.

New legislation affecting specific U.S. states could remove “the salary question” on job applications as early as the fall of 2017.

Updated: 5/23/17

In 2016, The Pay Equity For All Act of 2016 was introduced to Congress to make it illegal (on the federal level) for employers to ask job candidates to disclose current or previous compensation.  If the bill becomes law, the US Department of Labor (DOL) would enforce regulations for the entire nation with the power to cite violators up to $10,000 in fines.  Currently as of this writing, the bill is pending Congressional review and approval.  However, on the local level, Massachusetts and cities like New York City have officially signed similar legislation into law.

• New York City, NY: The New York City Council passed a bill banning employers from asking job applicants about salary history.  Mayor Bill DeBlasio signed the legislation into law in this month.  (Set to go into effect November, 2017).
• Massachusetts: State-wide law banning compensation history questions to go into effect July 1st, 2018.
• Philadelphia, PA: Current legislation was set to go into effect this month, however is currently facing legal challenges from the city’s Chamber of Commerce and is expected to be further delayed.
• Other states: In 2016, 36 states introduced at least one bill that mirrors the federal legislation.

Massachusetts and NYC are leading the way for changes that may soon become more of a reality for local businesses.  Without legal challenge, job applications in both areas must reflect the new rules dictated in the local law or employers will risk hefty fines and lawsuits.    Time will soon tell if other states will follow suit or be stopped by legal – stay tuned!