Tips for Hiring in the Summer

Depending on what type of business you have, summer might be either your slowest or busiest time of the year. Although summer may seem like a time for vacation and relaxation for many people, job applicants are often quite active at this time. No matter how busy your company is, the summer months are a good time to hire. Here are some tips to make the most out of your summertime hiring:

Seek out college graduates

Although experience might be an important part of some job positions, college graduates bring a fresh perspective to the workplace. In the summertime, many young people have just finished up their degrees and they are actively seeking employment. These new graduates are typically excited to get to work and can learn and adapt quickly. Try to tailor your job applications to be more open to new graduates and you will find yourself with a great pool of applicants.

Look for interns

If you are not entirely interested in hiring someone straight out of college for a full-time position, internships can be a great way to seek out potential new employees. An internship allows for you to test the waters and to see if someone who is currently a student could possibly work for you eventually. Internships can be brief and they allows for both the employer and the intern to gain different skills and experience. If you do end up eventually hiring an intern, he or she will already be familiar with the workplace and it will make the hiring process much quicker and easier.    

Conduct many interviews

As mentioned, candidates are quite active with job searching in the summer. Many people have a much looser schedule at this time, so use this to your advantage to conduct several interviews. This also means flexibility on your behalf, but conducting a wide range of interviews can sufficiently help you narrow down your job applicant pool.

Boost your social media

Since there are a lot of young people seeking employment in the summertime, this is the perfect time to frequently post on social media. Although active social media accounts are important all year round, make an attempt to reach a wider audience. Despite the warm weather, people still spend a sufficient amount of time browsing jobs in the air conditioning.

Some businesses may take a breather from hiring in the summer, but use this time to your advantage and find the best job candidates possible.

 

Victoria Leighton

The Impact of Artificial Intelligence in Business

Whether you like it or not, the impact of Artificial Intelligence has become increasingly noticeable. Companies all over the globe are implementing forms of Artificial Intelligence and Machine Learning that are impacting our lives in more ways than one. Amazon’s personal assistant “Alexa” is an example of conversational AI that allows humans to interact with a machine simply by using the languages we already know. Amazon is not the only company using this type of AI. In fact 61% of businesses in 2017 have implemented some sort of AI, which is up from only 38% in 2016.

This constant increase is inevitably going to keep rising, which gives companies the ultimatum: adapt or fall behind.

Although many people are skeptical about AI’s impact on unemployment in the workforce, with more advancements in technology it has become evident that it’s positives outweigh the negatives. Rather than replacing humans, machine learning will amplify our skills and make business processes that much more fluid. In the recruitment and software spectrum AI aspects are already paying dividends. Features such as initial resume scans that expedite the first stages of the recruitment process have lifted an enormous weight off hiring managers who are used to the monotonous duty of reviewing hundreds of unfit candidates. In this case, rather than replacing humans and taking jobs, AI will ultimately work together with humans to make the most beneficial impact.

By automating the monotonous tasks in business, workers will have more time to focus on increasing productivity leading to more revenue and higher performance. Although there are some risks to Artificial Intelligence such as privacy and some unemployment, there is no denying that machine learning is the way of the future. With new algorithms being implemented into AI, smarter faster data driven decisions will be made to optimize business performance and production. A wise man once said “work smarter, not harder” and with machine learning and artificial intelligence, the smartest types of work decisions will be made.

 

Spencer Pereless

Why You Should Use Social Media in Recruiting

Social Media has become a central focus in the lives of the people in our society today. Studies from the Pew Research Center display that in the United States alone, around 80% of people are using at least one social media account. On a smaller scale, 88% of people from the ages 18-29, are also using one account. This younger group are also the majority of people who are applying for jobs, right after graduating from college and looking to start a career. This also implies that this age group would most commonly be using ATS, the application tracking system used to apply for jobs. Now, more than ever, it is easy to connect with jobs through online systems and social media. Connecting your social media with ATS has many benefits when applying for jobs for the employer and the applicant.

Easy to find applicants

Due to the fact that ATS is an online system, it is harder to grasp someone’s personality and lifestyle through a simple application. By giving the applicants the option to connect their social media to ATS, you are able to look at an applicants life from a new angle. This is a benefit useful for employers looking to make the most out of their employees and develop a successful relationship in the future.

Making Connections

Through social media you are able to connect with people and look at mutual friends. It is also a way to associate the applicants interests and experiences to those of the people in the company to see if they would be fitting with other employees. It is important, especially in positions where employees will be working collaboratively, to find new employees who are compatible with their teams and able to get along with different types of people. By looking at an applicants social media, you are able to develop a better understanding and make connections to find the best fit for the company.

Applicants Become Informed

Most businesses have created social media pages to publicize and market their products. It is a beneficial way for people to see their products and what the company has to offer. It is also easy for applicants who want to learn more about the companies they are potentially applying to view their social media pages. They can see the company’s products, information about the employees and overall if they think they would fit in with the culture of the company. It is easy to learn a lot about a company from their social media, which can help bring in potential employees.

It is clear that connecting your social media when applying to a job using ATS benefits both the employer and the applicant. Employers can see who is applying, what kind of person they are and if they have any negativity on their posts. Applicants can research the company and develop interests based off of their pages. As long as the applicants are smart about their social media posts, it is beneficial from both sides to connect their social media pages to ATS.

Why College Athletes Make Good Hires

Every year millions of college graduating seniors start applying for jobs as they enter into the workforce for the first time. Most applicants have just received a four year degree and have been working hard to build their resumes to differentiate themselves from the rest of the applicants. Something most applicants are lacking is the experience you receive as a college athlete. A college athlete gains experience in their four years that most students do not receive. This experience builds character and prepares students for anything that can be thrown their way. Hiring college athletes is beneficial to many companies and can bring them success in many forms.

Time Management

One of the main benefits that comes along with hiring college athletes is their ability to manage their time. The main job of a college athlete is to balance their sport and school work while maintaining a social life. If an athlete is not able to complete this job, there are often times repercussions. Athletes have minimal time for school work, so when it comes to performing fast and efficiently, they have mastered the skill. Hiring a college athlete means their work will be accomplished on time and with good quality, regardless of the time frame given.

Work well with others

Most college athletes have been a part of a team for their entire life. Athletes are always dealing with different coaches, captains and teammates, so they are used to new leaders and working with different types of personalities. Due to this, they are able to put aside differences and work together with others to achieve a common goal. They are also able to create bonds and connections with new people. In a workplace, this skill would be beneficial to working with a team on projects for the company, adjusting to new leadership when changes are made or blending in with the overall vibe in the company.

Adapt to Change

A student athlete is always adapting and overcoming some form of obstacle. Between adjusting school schedules for games and weather issues, or adding new plays and learning new drills, there is always something new. They are used to having to change between different teams, coaches, and teammates, making them able to overcome anything thrown their way. This skill is useful in a company because they are able to utilize different skills, but can adapt quickly when new ideas or systems are put in place.

Communication Skills

Communication skills are very important in any part of life, especially in the workplace. Student athletes have been developing communication skills for as long as they have played the sport. As part of a team, athletes must communicate with their teammates and their coaches in order for things to run smoothly. Student athletes also had to learn to communicate with coaches when going through the recruiting process. In a company, employees have to communicate with other colleagues, clients, and bosses everyday. Student athletes are used to communicating, and will not have a problem when things need to be addressed in the workplace.

Student athletes are well rounded and have developed skills in their four years at school that make them beneficial in the workforce. These driven, young minds can bring new ideas to the company as well as skills that normal post-graduate students have yet to develop. Hiring a college athlete brings many benefits to a company and is helpful to their success in the long run.

 

Madelyn McMahon

4 Reasons Why Hiring With an ATS Leads to Future Success

When a company posts a new job and hundreds of candidates apply, it is usually the job of one person to review the candidates resumes and decide if they should be moved into the next stage of the hiring process. Many resumes go unnoticed due to human error and lack of resources such as time and money.  Some of these candidates can sometimes be the best fit for the job. That is why every company, no matter the size, should implement an ATS. Here are 4 reasons why no hiring manager should face the difficulty of hiring without the help of an Applicant Tracking System.

1. Applicant Tracking Systems save time

Rather than a hiring manager sorting through hundreds of resumes and applications, an ATS easily sorts the most qualified candidates. This saves countless hours and company dollars.

2. Applicant Tracking Systems save money

When using an Applicant Tracking System, the usual hiring related costs are eliminated. An ATS will automate the hiring process and help hiring managers find the best fit candidates at lower costs, rather than hiring more recruiters and paying more salaries. Applicant Tracking Systems are often affordable no matter what size of your company. For instance, ATS OnDemand now offers ATS Lite for smaller companies at a very reasonable $49 a month.

3. The most qualified candidates are hired

Usually finding the best fit candidates for a position can be a very taxing job for the hiring manager. Applicant tracking systems can effortlessly filter out unqualified candidates from the qualified ones by filtering capabilities and skills matching. Machine learning and other new technology are introducing new “Best Match” capabilities to highlight this feature.

4. Improved candidate experience

The overall candidate experience is improved greatly when using an ATS. Most applicant tracking systems have the capability of sending candidates text messages and automated interview scheduling. This keeps the candidate in the loop and eases their mind through the application process. Also with an ATS the onboarding process becomes incredibly smoother. Pereless ATS offers customized messaging, unlimited link storage which includes training videos and other learning resources, and electronic signature capabilities.  

 

Spencer Pereless

Make Offer Approval a Team Effort

Send offer letters for team approval;

Automate the process;

No room for error!

Overview

ATS users customize, manage, and control offer letter set up to include hired data and salary information. They can then send letters out for approval to anyone in the company; not just licensed ATS users!  There is no limit to the amount of people that can be involved in the process!

Users simply assign individuals to participate in review and choose the preferred order of email receipt.  Our system sends an email that includes a secure link to each established point of contact.  Recipients then can review, approve, reject, and comment on letters to continue the process forward or send it back to its creator for updates.   Completed fields are recorded as variables and fed into both the offer letter and incorporated third-party payrolls if applicable.

Candidate Perspective

Once the offer approval process is completed internally, confirmed offer letters are sent directly to the intended new hire.  Forms are equipped with e-sign technology allowing individuals to review, respond, and sign seamlessly on the go.  All data is recorded securely and accessible to recruiters in the ATS.

Third-Party Integration

Our system integrates with several payroll providers, making it easy to accept approved and signed offer letters to streamline the final steps of hiring.  We don’t charge any fees to integrate!

Get Started

The offer letter approval tool will regain hours lost that involved tasks without automation.  Best of all, it will eliminate room for error while tracking team compliance.

 

 

 

 

 

Top 3 Tips for Recruiting on a Budget

Hiring for a small business or start-up company can be tedious, you want the right candidates without going to extremes and breaking the bank to find them. Hiring the wrong candidate will only end up costing more. Most applicant tracking software comes at a hefty price, but here are some tips to help alleviate your financial stress during the hiring process.

 

  1. Focus on social media

It is important to make your job openings known through active and engaging social media postings. LinkedIn is the most useful for this, but other platforms such as Facebook or even Twitter and Instagram can boost your hiring process. In addition to this, keeping your company’s website and career page relevant and full of information to help reel in the right applicants. According to Talent Works, 59% of candidates use social media to find information about the companies that they are interested in. Frequent postings on social media is a sure way to help your recruiting process.

 

  1. Utilize employee referrals

The current employees at your company understand what makes it successful. They know what it takes to work there, so they will likely have a good idea about which of their friends or acquaintances have the right skills to fit in at the company. Of course, along with this you should conduct thorough interviews to be certain of the referrals. In terms of cost, simple word of mouth is one of the cheapest ways to hire. In addition to this, take advantage of local networking events and get out and meet potential candidates.  

 

  1.  Pick the most affordable applicant tracking system

An applicant tracking system is essential for recruiting, even on a tight budget, but many applicant tracking systems can be quite costly and not entirely efficient. Look for an ATS that is not only affordable but provides all of the features that you need for hiring. At Pereless, we have never lost a deal due to price. We are the most affordable enterprise solution on the market.

Pereless Systems Announces New Glassdoor Easy Apply Feature

Pereless Systems is proud to announce a new easy apply integration with Glassdoor. The integration will create a seamless transition from Glassdoor into the ATS by allowing candidates to apply right from the job posting on the Glassdoor platform.

Previously, the ATS integrated with Glassdoor as a job board. Clients would post out positions that directed candidates back to the company’s career page to apply. This new integration takes out multiple steps for the candidate and encourages higher applicant numbers.

This streamlined candidate experience will bring your entire replicated application onto the Glassdoor platform. This will lead to happier candidates, an easier application experience, and more high-quality candidates.

When employers allow candidates to apply directly from the Glassdoor platform, the median increase in application completion rate is 34%*. This statistic is more than double on mobile devices.

The new Glassdoor Easy Apply feature of Pereless Systems is free and available for clients who are not using customized applications. Clients who are interested in utilizing this new feature must reach out to their support rep, who will implement the feature into their ATS.

 

How do clients utilize this new integration?

For clients with a standard or one page apply process, the Glassdoor Easy Apply option will be automatically added to their ATS. To opt-out, please reach out to one of your account reps.

If a client has opted out of Easy Apply options with other job boards, they will automatically be opted out of the Glassdoor Easy Apply as well.

For clients with a customized application process, select the “Resume” custom field when creating a job. This will turn on the Glassdoor Easy Apply.

 

 

 

*Glassdoor internal data July – September 2016. Based on an analysis of 3.3m applications across ~600 employers.

How Offer Approvals Can Automate Hiring

Recruiters using Pereless’ applicant tracking system can send offer approvals to an unlimited amount of people for free!

System administrators of the applicant tracking system (ATS) can set up Recruit Team Members to receive emails from ATS users.  Active Recruit Team Members can then be selected to participate in the offer approval process. Recruit Team Members are unlimited and free of cost!

Offer Approval Process

  • Navigating directly from within the applicant’s profile, ATS power users create the offer approval template that includes the candidate’s job title, salary amount, start date, and a customized message to the approval team
  • Choose custom position codes, position type, frequency of pay, and reason for hire
  • Select individuals within the Recruit Team Members list to participate in the approval process

ATS users can select a maximum of 5 individuals to participate in the approval process and choose the order they receive an email to review.  The first individual selected to receive an offer approval will receive the email first.  Once they review and accept, the next in line will receive an email.

The offer approval email received contains:

  • Candidate information including their name, street address, phone number, and email address
  • Job title, location, job type, hiring manager, and other related information
  • Offer salary and start date
  • Custom offer message to approval team
  • Application detail which can be viewed
  • All resume documents the candidate attached to the application which can be viewed

 

Upon review, the approval team can make comments and “accept” or “reject” offers

System administrators can view the status of pending approvals at any time within the system.  Accepted offers are recorded within the ATS and automatically triggers an email to the next individual set to participate.  If an offer is rejected, it is sent back to the ATS user who initiated the process through an email alert.

Verified First and Pereless Systems Announce Partnership

Integrating background screening with applicant tracking system significantly reduces time-to-hire

Verified First, the premier background and drug screening company in North America, announces a partnership with Pereless Systems, an Applicant Tracking System (ATS) and career portal SaaS provider. This partnership will make powerful background screening tools available to clients that rely on Pereless for effective recruiting solutions.

To streamline HR functions, Verified First can be integrated with any cloud-based Human Resources Information System (HRIS). This integration can be completed within minutes at no cost to the user. Once complete, Verified First’s integration allow users to request a variety of background screenings on prospective employees. The system is intuitive and designed to assist users in complying with FCRA and EEOC laws that govern background screening. These features, part of Verified First’s patent-pending technology, along with their industry-leading turnaround times, significantly improves time-to-hire.

Pereless Systems’ customizable and scalable platform has kept clients at the forefront of hiring technology. Streamlined background checks improve the human resources experience for both the candidate and the HR professional, making a partnership between Pereless and Verified First advantageous.

“Pereless Systems is focused on being a world-class solutions provider,” said Devon Dickinson, CEO of Verified First. “Their commitment to developing best-in-class technology makes this partnership really exciting for us. Pereless is a natural fit for us, and we’re pleased to work with them.”

“A partnership between Pereless Systems and Verified First combines industry disrupting technology. We are ecstatic to join forces with such a powerful platform and look forward to future growth,” stated Arthur E. Pereless III, CEO of Pereless Systems.

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About Pereless Systems
For almost 20 years, Pereless Systems has provided Human Resource professionals with a scalable, cloud-based Applicant Tracking System (ATS). The ATS was built to meet the demand for automation and convenient reporting while sourcing and retaining qualified talent. Pereless Systems streamlines recruitment from job posting to onboarding. The safe and secure solution integrates with several services including job boards, payroll, email and background check providers. Simple reporting on critical HR metrics ensures your critical EEO and OFCCP information is just a click away.

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About Verified First
Headquartered in Meridian, Idaho, Verified First is the premier background and drug screening company. Our customizable search solutions help companies of all industries validate and verify potential employees. We take pride in our ability to work with organizations of all sizes, and our global reach enables us to solve even the toughest background screening challenges quickly and efficiently.

Contact: Ian Bellais, Director of Business Development, Verified First, LLC. ibellais@verifiedfirst.com, direct: 888-852-8504