Reference checks are essential in verifying the qualifications of a potential hire. However, it is tedious to sit and dial multiple phone numbers and spend hours trying to reach references.

We recently introduced a portal that automates the process of collecting candidate references.

The portal works in three simple steps:

1. Candidates receive an email from the portal in which they enter or confirm their professional references.
2. An email is then sent to each reference asking for feedback.
3. Finally, the reference is asked to endorse or reject the candidate.

After the first launch, we received great feedback from our clients. Our goal was to eliminate tedious reference checking. Now, we’ve made it even better.

We’re happy to announce that you can now add job specific questions to reference checks.

Instead of simply receiving positive or negative reviews, clients can now include specific questions related to the job opening. This will result in a much better response from candidate references regarding a potential new hire’s ability to excel in the position.

Pereless Systems and Indeed have teamed up to make it easier than ever to reach the right talent, fast. We’re excited to announce that you can now sponsor your jobs on Indeed directly from Pereless!

Pereless Systems launched a new integration to help you quickly sponsor jobs on Indeed from within Pereless’ platform.

About Indeed

Indeed is a job search engine available in more than 60 countries and 28 languages. Every month, more than 200 million people search for jobs, post resumes and research companies on Indeed,* and Indeed is the #1 source of external hires for thousands of companies.**

Employers can post jobs on Indeed for free.^ However, you also have the option to pay for prominent placement in the search results. This is useful for hard-to-fill positions and jobs that need to be filled quickly.

While all of your open roles within the ATS are already on Indeed, sponsoring your job is a simple, cost-effective way to make sure it is seen by the most candidates.

Why sponsor a job?

• Sponsored Jobs receive up to 5X more applicants than free listings
• You’re in control: Set, adjust, pause, or end your budget at any time
• Pay only when candidates click on your job(s)

Sources:
*comScore, February 2017
**SilkRoad Source of Hire Report 2017
^Terms, conditions, and quality standards apply

As seen on NJBiz

For the longest time — and still today in some cases — when a company decided to do its own job recruiting, it meant that someone was tasked with putting advertisements up on job boards galore.

What came next was impossible to prepare for: the manual filtering of a thousand-email flood.

“There was no rhyme or reason to it,” said Art Pereless, who founded a software firm after seeing what a need there was to streamline that process.

The former software engineer’s namesake company, Pereless Systems, was brought online in 2000 and today offers a full range of applicant tracking and on-boarding software through the cloud.

“What we saw were a lot of different functions that were broken,” Pereless said. “We developed a way to have an interface that brought all that information into a central application.”

The company combines content from third-party job boards such as Monster or Glassdoor with ways of managing the hiring necessaries, such as background checks and skills assessments.

But the Red Bank firm hasn’t entered this niche alone. Although it predates many competitors, the amount of startups marketing similar services — all involving the convergence of recruiting tools onto a tech platform — has ballooned.

The narrative is this: It’s a good sector that has gotten way too crowded.

“In last five years, there has been so many players entering this market,” Pereless said. “The space has gotten very convoluted. I think that’s going to lead to some consolidation, but it’s going to take time.”

The experience Pereless has in the software space tells him that this is not a new phenomenon.

“This happens with a lot of software,” he said. “It goes through a period of getting popular and a lot of people jump in at the same time.”

Regardless of it coming with the territory, the local business owner isn’t at all pleased with the claims of some of the sector’s newcomers.

“You have companies coming online in the past year or two that market the same type of full suite as us, but there’s no way it could be,” Pereless said. “We’ve been building modules based on client needs and adding them into the suite after testing (for years).”

But one thing is for sure — the platforms all of these companies are developing are making an impact on business overall.

Pereless said benefits are particularly felt by companies that experience a lot of employee attrition, such as call centers.

“Systems like ours really benefit those companies because they can have a bench of people who they can plug right in,” he said.

Pereless went as far as to say that unemployment numbers being kept so low today might have a connection, however tangential, to the influx of affordable tools streamlining recruiting.

“It’s all relevant — it’s a reflection of how successful companies are in their recruiting process,” he said.

Written by Brett Johnson

As seen on Forbes

The backbone of every company is the manpower behind its development. Therefore, recruiting is paramount to every company’s strategy and long-term success. Think about it: How can you have stellar support without great customer service reps? How can you achieve record-breaking sales without great salespeople? How can you create great products without the best engineers?

There is a massive amount of pressure on human resource (HR) professionals to find, screen and hire the best talent available in the market. A company is only as strong as the people it employs. That all boils down to one department, and it creates a crucial need for a strong and efficient recruiting process.

If you spoke to a recruiter a couple decades ago, their day-to-day tasks would be extremely different than those of an HR professional today. Although the end goals of the job are the same, the ways in which those goals are reached have drastically shifted.

In the early days of recruitment, most companies tracked the status of candidates through Microsoft Excel and email. This tended to be very laborious for the recruitment team and demanded that staff be constantly logging into third-party applications to achieve the results they needed. There were a lot of moving parts in the old days of HR — and a huge lack of technology — compared to 2017.

The rise of technology, particularly cloud-based tools, disrupted the recruiting industry. It provided an opportunity for entrepreneurs and software professionals to enter the space. HR professionals now had access to software that centralized their recruiting process from job board distribution to candidate pipelines. The space became flooded with applicant-tracking systems aimed to streamline the recruiting process.

The key to surviving in the early software market was flexibility. A lot of these emerging systems did not remain on the market long due to their lack of functionality and increasing competition. As technology continued to evolve, mobile capabilities and a variety of web browsers became huge challenges when creating a centralized platform.

Prescreening questions, auto rankings, employee referral portals and background checks expedited the selection process. Payroll, calendar management, tools and electronic form integrations simplified onboarding. Some applicant tracking systems (ATS) can host up to 15 distinct integrated portals to streamline the recruiting process from cradle to grave.

The cloud also allowed for access to a large distribution network in real time. Job boards and search engines became very powerful tools for reaching candidates actively searching for employment. Social media then presented the opportunity to get job openings in front of candidates who were not actively searching.

Human Resources quickly moved from a regional scale to a global one. It soon became possible to reach the best candidates no matter where they were in the world.

Finally, integrations were key to recruiting toolkits. Early players that integrated with other companies in the HR space turned their software into a powerhouse. The consolidation of third-party integrations brought opportunities like payroll and skill assessments into that single platform. ATS systems completely revolutionized recruitment.

So what else could possibly develop?

Artificial intelligence is a crucial addition coming to most cloud-based systems. AI is the future of technology and especially important to the future of HR. There has never been a more exciting time in HR, as AI will be the ultimate tool for deeper insight when it comes to recruiting job candidates.

Proactive companies that integrate AI into recruitment will become the next generation of shining stars.

For a lot of people in HR, the worst part of recruiting is reference checks.

Reference checks are essential in verifying the qualifications of a potential hire. However, it is tedious to sit and dial multiple phone numbers and spend hours trying to reach references.

Our new Reference Portal automates the collection and confirmation of candidate reference information!

The portal works in three simple steps:

1. Candidates receive an email from the portal in which they enter or confirm their professional references.
2. An email is then sent to each reference asking for feedback.
3. Finally, the reference is asked to endorse or reject the candidate.

This feedback is displayed under the candidate profile for review.

With hundreds of job boards on the market, it can be overwhelming for HR Directors to choose the best place to look for candidates. An Applicant Tracking System such as Pereless Systems streamlines the recruitment process from job postings to onboarding.

Pereless partners with leading job boards and search engines to ensure our clients have the most exposure to the applicants they are looking for. Clients across all industries find success working with Pereless, including non-profit organizations, retail, and healthcare to name a few. However, some interesting statistics can be drawn from our retail sector as our partners have continued to provide a large quantity of high quality candidates.

A key part of the retail sector is the fact that successful hires come from a variety of experience levels.

Contrary to popular belief, the retail sector does not only consist of only entry level sales associate positions, our clients have found success filling higher-level positions such as Store Manager and Assistant Manager positions.

Within the past 5 years, Indeed has remained the leading source of candidates for Pereless retail clients. Looking at the data from Pereless source tracking, in total, Indeed has expanded client candidate traffic reach to more than double what a company’s own career site organically brings in. Indeed brought in 115,000 applicants while other job boards brought in 10,000 applicants. Therefore, in 2016, Indeed brought in 11.5x more applicants than all other job boards combined.

Through Pereless’ partnership with Indeed, when employers create a job inside the ATS, the job is shared to Indeed automatically and includes Indeed Apply.

When employers use Indeed Apply, their job listings stand out in search results on Indeed marked as “Easily Apply.” Jobseekers can use their Indeed resume to apply from any device including mobile devices. Indeed Apply also supports screening questions and can be configured for most custom application processes, providing an easy, consistent application process wherever job seekers are.

For one specific retail client, Indeed accounts for 67% of applicants. Indeed Apply was the key to expanding their quantity and quality of applicants. Full page applications directly from a company career portal only accounted for 19% of applicants for their current open jobs.

Another client example shows a combination of Indeed Apply and redirects from Indeed made up 37% of applicant traffic, double the amount of traffic the company received through their company website alone.

Through these examples, it is clear that the retail segment greatly benefits from posting jobs on Indeed.

However, it is not only the quantity of job candidates that are important to our retail clients.  Our clients were able to find over 6,000 hires through Indeed. This high correlation of applicant numbers and hires also suggests that the highest quality candidate for over 6,000 job openings came to our clients from Indeed, backing their promise for quality.

A new survey conducted by reThinkData revealed that a majority of applicant tracking system (ATS) vendors are beginning to focus on improving reports and analytics for 2017 (based on customer feedback).  For years, Pereless Systems has worked closely with our clients to build an ATS platform that delivers exactly what they need.  Reports and data tracking have always been key functionalities for our system to which our clients directly helped us customize and build.  Take a look at a running list of the most commonly used reports within our system:

Build Your Own Report – Custom build a report for any and all tracked fields at the candidate, job, recruiter, or EEO level.

Agency Summary – Returns a list of candidates that were sent through the ATS agency portal.
Job Approval – Provides real-time data of job(s) currently within approval status or that have already been approved.
Individual Approval Level – Export job approval history for free and unlimited recruit team members (learn more about recruit team members here).
Offer Approval – History of offer approvals from start to finish – pull data based on customized date ranges and custom fields.

Total Candidates/Jobs Summary – Current recruitflow status of candidates and/or jobs displayed by recruitflow.
Prescreening Question – Candidate responses to custom prescreening questions.
Daily Activity – Overview of active jobs and the number of candidates that applied during selected dates.
Conversion Rate – Status of candidates in a specific recruitflow based on the date they applied plus the percentage of applicants within a specific flow.

Resource Return On Investment (ROI) – Return on investment for each job posting resource.
Candidates/Jobs Activity (Logged history) – Activity and disposition history of candidates within each recruitflow.
Candidates/Jobs Activity (Current) – Current recruitflow status and other vital information of candidates/jobs by recruitflow.
Candidate Source – Track source of incoming candidates, where they heard about the position, and other helpful analytics.
Candidate Referral – Track candidates who were referred by employees.

EEO Applicant – Activity for EEO reporting purposes (internal and external).  Displays gender, ethnicity, and other related data reported by the candidate.
EEO-1 – Information for hired candidates in the standard required format for specified dates.
Custom EEO-1 – EEO information for all candidates in the standard required format for specified dates.

Job Status/Recruitment Activity – Track activity including job resource information, number of hires/openings to single application, and number of days a job has been open.
Cost Per Hire – Tracks new hire information including the costs recorded within the hired screen.
Time to Fill – Tracks activity ranging from job creation to hire – the job timeline or time to fill calculations for an individual job or group of jobs.

Pereless Systems – Candidate Report

Pereless Systems is unique because we customize our platform based on customer suggestions.  Innovation is our primary goal, and we are always updating our interface and modules to keep up to speed with modern technology.  Request a demo to learn more about what our system can do for you!

Modern advances in technology constantly disrupt a range of industries, and human resources and recruitment is no exception. HR technology has become an integral tool to distribute job postings internationally and match companies with quality job candidates around the world.

Pereless Systems, an applicant tracking system (ATS) for enterprise recruitment management, provides access to hundreds of job boards through partnerships with third party integrations. The ATS provides one centralized platform for a variety of recruitment and hiring processes, from job distribution to onboarding.

5 years ago, Pereless partnered with ZipRecruiter, an easy-to-use marketplace with 100+ job board partners that is used by millions of job seekers every month.

This partnership was more than just an integration. The two companies built innovative tools for ATS clients aimed at producing greater exposure for job postings and improving candidate flow and hire rates.

The integration also gives Pereless clients free access to the ZipRecruiter platform. Once a Pereless job post is created, clients can select to upload the job listing directly to ZipRecruiter.

The free organic feed provided by ZipRecruiter is priceless for Pereless clients. Access to the ZipRecruiter organic feed brings all active jobs from the Pereless’ ATS over to ZipRecruiter, exposing every job posting to more qualified candidates and increasing overall traffic to clients’ websites.

With increased visibility comes greater exposure to quality candidates. Opt in to the free ZipRecruiter traffic feed to find your perfect hire.

Employers on the verge of sending job offers to candidates want to be sure they make the right hiring decisions. Often times, employers will contact the applicant’s references to confirm qualifications in work, education, and other important aspects of their experience before making that final decision.  Pereless Systems applicant tracking system makes it easy and convenient for recruiters to connect with candidate references and manage their data with one platform. Here’s how it works:

1) Employers send an email to candidates with a secure login link and pass-code.  

2) Candidates then add, remove, and confirm their references personal information.

3) Candidates can then write a personalized message and send an email to their references requesting they review and confirm recommendations.

4) Once references receive the email, they have the ability to review, accept, or reject endorsements plus write custom responses which are sent and recorded into the applicant tracking system.  

This email method makes it easy for busy recruiters to gather the information they need quickly into one system while not having to worry about playing phone tag with busy references.  If you are in the market for an innovative applicant tracking system that does it all (without killing your budget) request a demo with us today!