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13 Dec 2024
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Is Your ATS Leaving You In the Dark? Discover the Audits It Should Be Performing on Demand!

Sticky Post By On December 13, 2024

In a world where hiring decisions can pivot on a single click, choosing the right Applicant Tracking System (ATS) isn’t just a technical decision—it’s a strategic one that can make or break your recruitment process.

Picture this: your HR team is excited about a new candidate, but when you turn to your ATS, the system just doesn’t deliver the insights you need—leading to missed opportunities and poor hires. To avoid this frustrating scenario, it’s crucial to select an ATS that not only tracks applicants but also performs audits on demand, giving you the vital data required to make informed decisions.

In this blog, we’ll explore the key audits that an ATS system should be performing on demand for your company. Get ready to revolutionize your hiring strategy and take the guesswork out of ATS selection!

If your ATS doesn’t perform these audits on demand, then beware!

Audit and Recording Features:

1. Activity Logs: Tracks actions taken by users, such as:

• Job postings created, modified, or deleted

• Candidate records viewed, updated, or deleted

• Communication (e.g., emails sent to candidates)

• Workflow changes, such as advancing or rejecting candidates

2. User-Based Tracking: Logs actions by specific users, enabling accountability and compliance.

3. Time Stamps: Provides detailed records of when actions were performed.

Reporting Capabilities:

• Custom Reports: Create reports based on specific actions or user activity.

• Compliance Reporting: Tracks compliance-related data (e.g., Equal Employment Opportunity reports or GDPR activity logs).

• Usage Metrics: Reports on system usage by recruiters, hiring managers, or other stakeholders.

Most Important Takeaway

In conclusion, a robust ATS is more than just a recruitment tool; it’s a vital ally in your hiring strategy. By understanding the essential audits that your ATS should perform on demand, you empower your organization to streamline processes, enhance candidate experiences, and uncover invaluable insights. These features help ensure transparency, accountability, and adherence to legal and organizational policies.

As the landscape of talent acquisition evolves, prioritizing these audits not only safeguards your hiring integrity but also positions your business as a leader in a competitive market. Take charge of your recruitment future—ensure your ATS is a finely-tuned machine, ready to propel your organization’s success. Remember, in the world of hiring, knowledge is power. Embrace it, audit diligently, and watch your talent pool flourish.

If your ATS does not support these features, you might need to explore whether upgrades or alternative systems are necessary. Book your demo today of Pereless Systems if you’d like a more detailed breakdown or recommendations!

13 Dec 2024
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Talent Strategies Reimagined: Navigating the Complexities of a Multi-Faceted Workforce

Sticky Post By On December 13, 2024

In today’s rapidly evolving job market, the traditional workforce is no longer a one-size-fits-all structure. The days of a workforce made up solely of full-time employees working 9 to 5 in a fixed office setting are long gone. Instead, the modern workforce is a dynamic blend of full-time employees, part-time workers, contingent workers, and even digital workers powered by artificial intelligence and automation. This shift represents a new era in how we think about work, employees, and productivity.

 

Full-Time Employees: The Backbone of the Workforce

Full-time employees have traditionally been the backbone of any organization. These workers typically enjoy stability, long-term employment, and benefits such as health insurance, retirement plans, and paid time off. They are often the core members of an organization who carry the responsibility of long-term goals, day-to-day operations, and maintaining a company’s culture.

However, the role of full-time employees is increasingly being reevaluated as businesses look to adapt to the modern economy. With technological advancements, global competition, and the rise of flexible work arrangements, full-time employees no longer represent the sole workforce group in most organizations. While they still play a central role, businesses are diversifying their approach to talent acquisition and management.

 

Part-Time Workers: Flexible and Adaptable

Part-time workers are those who work fewer hours than full-time employees. They often have flexible schedules that allow them to balance work with other commitments, such as education, family responsibilities, or side businesses. For many, part-time work offers a way to enter the workforce without committing to the rigid structure of a full-time job.

For employers, part-time workers provide flexibility and help manage fluctuating demands. For example, a retail business might need extra workers during holiday seasons, and part-time employees can help fill that gap without the need for long-term contracts. However, part-time workers may face challenges when it comes to job security and benefits, which makes it essential for businesses to ensure they are offering fair compensation and opportunities for growth, where applicable.

 

Contingent Workers: The Freelancers and Contractors

Contingent workers, also known as temporary workers, contractors, or freelancers, are on the rise as businesses seek to remain agile and cost-effective. These workers are hired for specific projects or to fill short-term needs. Unlike full-time employees, contingent workers don’t typically enjoy long-term job security, benefits, or a permanent role within the organization.

For businesses, contingent workers provide a valuable resource for specialized tasks or when there’s a need for extra hands during busy periods. Whether it’s a tech consultant brought in to oversee a software upgrade, a marketing expert hired for a campaign, or a construction crew contracted for a new building, contingent workers provide skills and expertise without the long-term commitment. This arrangement also helps companies reduce overhead costs and remain nimble in responding to market shifts.

However, the growth of contingent work also raises concerns regarding labor rights, fair wages, and job security. As more businesses rely on this flexible workforce, questions about the treatment of contingent workers—especially in terms of pay, benefits, and job stability—are likely to intensify.

 

Digital Workers: Automation and AI Take Center Stage

One of the most significant changes in the workforce is the rise of digital workers—intelligent software, automation, and artificial intelligence that can perform tasks traditionally done by humans. These digital workers can carry out a wide range of activities, from answering customer inquiries to analyzing large sets of data and even executing complex tasks like programming code or diagnosing medical conditions.

Digital workers are transforming industries across the board. In customer service, chatbots are answering questions and solving issues around the clock. In data analysis, AI can process and interpret large datasets in minutes, tasks that would have taken human analysts weeks. In logistics, robots can handle inventory and assist with the supply chain.

While these digital workers offer significant efficiency gains and cost savings, they also pose challenges. There are concerns about job displacement, as automation has the potential to replace human roles in certain sectors. The rise of digital workers also prompts discussions on ethics, privacy, and the impact of AI on labor markets.

 

The Benefits of a Blended Workforce

The blending of full-time employees, part-timers, contingent workers, and digital workers provides several advantages for both businesses and employees:

  1. Flexibility: With a mix of employee types, businesses can easily adjust to changes in demand, budget constraints, or skill requirements. This flexibility also allows workers to find a work arrangement that best suits their lifestyle and goals.

  2. Cost Efficiency: By leveraging contingent workers and digital labor, businesses can save on the costs associated with hiring full-time employees, such as benefits, pensions, and other long-term commitments.

  3. Access to a Global Talent Pool: The rise of remote work, freelancing platforms, and global hiring means that companies can tap into a broader, more diverse talent pool. They are no longer limited by geographic boundaries, allowing them to find the best person for the job, regardless of location.

  4. Specialization and Innovation: Bringing in contingent workers or digital workers for specialized tasks allows companies to access expertise that might not be available in-house. Digital workers, in particular, can help accelerate innovation and improve operational efficiency.

The Future of Work: Embracing the Blend

The workforce of the future will undoubtedly continue to evolve as businesses and workers adapt to the demands of a digital, globalized economy. The blend of full-time employees, part-timers, contingent workers, and digital workers is likely to become the norm, with organizations finding creative ways to leverage each group’s unique strengths.

 

For businesses, the challenge will be to manage this diverse workforce effectively—ensuring clear communication, fair treatment, and fostering an inclusive culture that allows all employees, regardless of their work type, to thrive.

 

For workers, the future offers more options than ever before. Whether they are looking for flexibility, a traditional career path, or the freedom to work on specialized projects, the modern workforce offers a wide array of opportunities.

 

As we move forward, the future of work will be defined by the ability to balance human skills and digital intelligence, offering unprecedented potential for both businesses and employees. The key to success will be finding the right blend.

11 Dec 2024
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A Comparative Study of Talent Management: United States vs. European Union

Sticky Post By On December 11, 2024

In the ever-evolving landscape of global business, effective talent management has emerged as a pivotal factor in organizational success. With the United States and the European Union being two of the largest economic powerhouses, their strategies for managing talent reveal unique contrasts that reflect their cultural, economic, and legislative environments. This blog post will explore the contrasting practices of talent management in the US and the EU such as talent management strategies, workforce development, and employee engagement. 

 

Talent Management Practices in the United States

The United States is often characterized by an aggressive approach to talent management that emphasizes individualism and performance-based outcomes. Talent acquisition in American organizations typically focuses on selecting top performers who can drive results. Companies such as Google and Amazon exemplify this mission-driven workforce culture by prioritizing ambitious individuals who align with their competitive goals.

 

  1. Performance Management:

In the US, performance management systems are commonly used to evaluate employees through regular reviews, feedback mechanisms, and key performance indicators (KPIs). This data-driven approach enables organizations to reward top talent with promotions, raises, and bonuses, reinforcing the meritocratic nature of the workplace. The focus is on individual achievements, fostering a dynamic environment that encourages constant improvement.

 

  1. Employee Development:

Investing in employee development is also a hallmark of US talent management practices. Companies are increasingly adopting professional training programs, mentorship initiatives, and e-learning platforms to equip their workforce with the necessary skills. Organizations understand that fostering continuous learning can lead to higher engagement rates and retention—key factors for maintaining a competitive edge in the market.

 

  1. Flexibility and Culture:

Furthermore, US companies are often at the forefront of promoting a flexible work culture, offering remote work options and unconventional benefits to entice top talent. This adaptability not only improves job satisfaction but also aligns the workforce’s objectives with organizational goals, driving innovation and productivity.

 

Talent Management Practices in the European Union

In contrast, the European Union approaches talent management through a comprehensive lens, integrating aspects of social responsibility, worker protection, and employee well-being. This approach reflects the diverse cultural backgrounds and labor laws of EU member states.

 

  1. Regulatory Environment:  

The EU is governed by robust labor regulations that prioritize employee rights and workplace equality. This regulatory framework often leads to longer-term employment contracts and a focus on skill development that benefits employees and employers alike. Organizations are encouraged to invest in talent retention strategies that go beyond mere compensation.

 

  1. Work-Life Balance:

A fundamental aspect of the EU talent management landscape is its emphasis on work-life balance. European companies often provide generous benefits, including parental leave and vacation time, contributing to global rankings of quality of life. By allowing employees to maintain a healthy balance, organizations can cultivate loyalty and create a positive company culture.

 

  1. Employee Engagement:

Moreover, the EU tends to emphasize collective engagement and employee representation through works councils or unions. This encourages organizations to involve their employees in decision-making processes and foster collaboration, ultimately leading to a more cohesive work environment.

 

Common Challenges and Opportunities

Despite their different approaches, both the United States and the European Union face common challenges in talent management, including the need to adapt to digital transformation, respond to an evolving workforce, and bridge the skills gap exacerbated by economic uncertainties. As organizations in both regions continue to redefine their talent management strategies, there are valuable lessons to be learned from each other’s approaches.

 

Our Takeaway

Understanding the differences between talent management practices in the United States and the European Union is essential for organizations aiming to attract and retain top talent. The US’s results-driven culture contrasts sharply with the EU’s emphasis on employee rights and work-life balance. By understanding these differences, organizations can enhance their talent management strategies, making informed decisions that foster a skilled and engaged workforce.

As companies navigate the complexities of the global market, adopting a blended approach that leverages the strengths of both regions can create a powerful framework for managing talent. By implementing best practices from both styles, businesses can ensure they not only attract top talent, but also maintain a motivated and satisfied workforce, paving the way for long-term success.

26 Jul 2024
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Staying Ahead of the Curve: Ensuring Compliance with Your Applicant Tracking System

Sticky Post By On July 26, 2024

Greetings, forward-thinking business leaders! As the regulatory landscape continues to evolve, ensuring compliance with an applicant tracking system has never been more critical. Are you ready to take the proactive approach to keep your recruitment practices aligned with the latest laws and regulations? Dive into our guide on how to guarantee your company’s compliance with an applicant tracking system and stay ahead of the game.

Latest laws and regulations for recruitment
In today’s dynamic business environment, staying compliant with an applicant tracking system involves more than just checking boxes. It requires a strategic approach to keep up with the ever-changing legal landscape. One key aspect is to stay up to date with the latest laws and regulations impacting your industry. From Equal Employment Opportunity (EEO) laws to data privacy regulations like GDPR, being aware of these requirements is fundamental to maintaining compliance.

According to Envoy, “The first step in ensuring compliance is understanding the relevant regulations and laws that your company needs to comply with. This will vary depending on your company’s function, workplace environment, and even location. For example, a lab in the US with hazardous chemicals, a manufacturing facility in the EU with heavy machinery, and a tech office in Australia will all have different compliance regulations to follow. You’ll want to keep up to date with changes to these regulations and laws.”

Our integrations with partners like Circa and Mineral ensure our clients that they are legally compliant. Mineral helps companies ensure compliance by keeping your company up to date with the latest laws and regulations in our HR Support Center. Circa handles Official Federal Contract Compliance Programs (OFCCP) compliance and diversity outreach. They navigate federal compliance obligations, reduce risk, and ensure OFCCP audit success.

Create policies to ensure compliance
Once you’re well-versed in the legal requirements, it’s time to implement robust policies within your applicant tracking system. Customize your system to capture the necessary data points, ensure proper documentation, and establish clear processes for data handling. Additionally, regularly monitor and audit your system to guarantee ongoing compliance and address any potential issues promptly.

Envoy stated, “Once you have a solid understanding of what specific compliance requirements your company and your people need to follow, make sure you have them clearly documented for others to understand. It’s much easier to remember and act on the rules if you have a place where you can find them. Think: employee handbook, internal resource hubs, or new hire welcome packets. You should have your employees sign off after reading the materials. That way you can ensure they’ve taken the time to understand them.

Have you researched your policies? Check. Then did you document them in a handbook? Check. Now it’s time to train. Training will help reinforce those companies’ policies and procedures. The training sessions should cover:

  • Safety and health policies
  • How to report hazards, injuries, illnesses
  • Emergency response training
  • Who to contact in case of compliance breaches

Also, training isn’t just a one time thing. It should be ongoing. Training employees regularly ensures that they are aware of compliance policies and procedures. Plus, it helps employees and leaders stay up to date on any changes.”

Conclusion
In conclusion, ensuring compliance with your applicant tracking system is a proactive endeavor that demands attention to detail and a commitment to staying informed. By keeping up to date with the latest laws and regulations, implementing comprehensive policies, and ensuring your employees follow best practices, you can create a solid foundation for compliance success. Trust in the power of your applicant tracking system as a tool to streamline your compliance efforts and lead your organization towards a future of regulatory excellence. Ready to elevate your compliance game? Start today and embrace a culture of compliance that sets you apart from the rest.

Harness the potential of Pereless Systems and witness the compliance it ensures in your hiring process. Request a demo today and see how Pereless Systems is the right fit for your company!

16 Jul 2024
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From Hire to Inspire: Why HR Technology is the Key to Attracting and Retaining Seasonal Talent

Sticky Post By On July 16, 2024
Picture of seasonal workers provided by Canva.

Human Resources technology is essential for attracting seasonal workers with its ability to streamline the recruitment process and provide a positive candidate experience. With the rise of gig economy platforms and the increasing demand for temporary workers during peak seasons, organizations need efficient tools to attract and onboard talent quickly. 

One key benefit of HR technology for attracting seasonal workers is the ability to reach a larger pool of candidates through online job boards, social media platforms, and recruitment marketing tools. By using these digital channels, organizations can target specific demographics, promote their brand, and engage with potential employees in real-time. This increased visibility can attract more qualified applicants, allowing businesses to select the best individuals for seasonal positions. This increased exposure can help businesses find the right talent quickly and efficiently, ultimately leading to a successful seasonal hiring process.

With the advent of HR technology, businesses can now utilize online job boards to post job openings and reach a wider audience of potential candidates. Social media platforms such as LinkedIn, Facebook, and Twitter also provide an avenue for businesses to promote seasonal job opportunities and attract candidates who may not be actively searching for employment but are open to new opportunities. Recruitment marketing tools, such as targeted email campaigns and Google Ads, allow businesses to strategically target and attract seasonal workers with specific skills or experience. This precision in targeting ensures that businesses can find the right fit for their seasonal positions and attract a diverse pool of candidates.

Moreover, HR technology allows for automation of repetitive tasks such as screening resumes, scheduling interviews, and sending follow-up emails. This not only saves time for hiring managers but also creates a seamless and efficient experience for candidates, enhancing the employer brand and increasing the likelihood of attracting top talent. The top key benefits of using HR technology for automation tasks: 

  •  One of the key benefits is the time-saving aspect. Instead of manually sifting through countless resumes, HR professionals can utilize screening software to quickly identify qualified candidates based on specific criteria. This not only accelerates the recruitment process, but also ensures that all applicants are fairly evaluated.
  •  Another key aspect is that this automation enables HR professionals to efficiently schedule interviews by syncing calendars and sending out invitations with just a few clicks. This eliminates the need for back-and-forth communication and reduces the likelihood of scheduling conflicts. 
  • Lastly, follow-up emails are crucial for maintaining communication with candidates and providing them with updates on their application status. HR technology can automatically send personalized emails at predefined intervals, ensuring that candidates are kept informed and engaged throughout the process. 

 

Overall, HR technology plays a crucial role in attracting seasonal workers by enabling organizations to scale their recruitment efforts, improve the candidate experience, and ultimately stay competitive in a fast-paced and dynamic job market. The automation of repetitive tasks through HR technology not only increases efficiency but also enhances the overall candidate experience. By leveraging these tools, organizations can streamline their recruitment processes and focus on building meaningful connections with potential employees.

Are you hiring? Pereless Systems can be your perfect solution to simplify hiring while streamlining your hiring process. Pereless Systems makes finding the most qualified candidates easier! Request a demo today and see how Pereless Systems can help your company thrive!

28 Nov 2022
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Why SOC 2 Audits Are So Valuable For SAS Startups And Established Companies

Sticky Post By On November 28, 2022

In April 2010, the AICPA announced a new auditing standard: the Statement on Standards for Attestation Engagement (SSAE 16).

This new auditing standard is known today as the Service Organization Controls or the SOC 2.

This auditing standard reports on the internal controls of a company for what is defined as the five Trust Services (These trust criteria’s are Security, Confidentiality, Processing Integrity, Privacy, and Availability of customer data).

My firm was introduced to this audit in 2011. Since we deliver software applications via the web, most companies that we sell to request this certification prior to any sale/engagement.

That same year, our senior management mandated that we comply and provide annual SOC 2 reports. First, we hired a leading accounting firm that guided us through the process. We found out immediately that the audit demands that a firm designate key personnel from every division and provide targeted data on their controls. Once the controls are documented, the accounting firm then comes on site and tests these controls in real-time with your team, ultimately providing the report. Processing time on a full report is approximately six (6) months from start to finish.

The SOC 2 audit legitimizes and provides full transparency on critical operational standards within your company. It truly calls out deficiencies and builds a stronger company. Although this audit is expensive and very time consuming, it will bridge any resistance to all operational questions a customer needs answered prior to signing the deal!

Our President and CEO, Arthur Pereless, said, “The SOC 2 audit is a pre-requisite to any sale of our company’s products! Our firm could not effectively compete without this certification.”

30 Jun 2021
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Three Key Post-Pandemic Hiring Trends You Should Know

Sticky Post By On June 30, 2021
ats

2020-2021 has been the most challenging year to date when it comes to unemployment. Millions of Americans have lost their jobs due to the coronavirus pandemic, which shutdown hundreds of thousands of businesses worldwide.
The tech industry overall witnessed a slowdown during the pandemic. The sector saw a overall stall on new jobs being posted due to the uncertainness of the demand for services during these unprecedented times. 
Although some tech services slow down on hiring, others were booming by the demand of tools that promote the virtual workforce. Communications such as team collaboration tools and video meeting tools witnessed increased demand by this new way of working virtually.

Tech Industries Are Changing the Way We Work in Today’s Environment

Telemedicine

Telehealth and telemedicine witnessed a significant increase and awareness as doctors started promoting their practices via virtual meetings with their patients. Technology companies that promote a virtual suite of tools for physicians to work virtually are being recognized for their efficiencies and cost savings which are here to stay and grow practices worldwide.
According to findings from the CDC, “During the first quarter of 2020, the number of telehealth visits increased by 50%, compared with the same period in 2019, with a 154% increase in visits noted in surveillance week 13 in 2020, compared with the same period in 2019.” 

Telemedicine Technology that will impact post-hiring trends in technology

“AMA Marc Zarefsky Contributing News Writer”

  • Video-conferencing tools will be adopted for face to face interviews from Doctor and Patient.
  • Video-conferencing will also allow doctors to bridge with other physicians, an example would be a primary physician working with specialists on specific cases out of their domain.
  • Electronic filing systems are assisting physicians and practices in streamlining and standardizing file management on patients. This area will be advancing and becoming stronger as technology advances.
  • Physicians will be able to utilize new remote monitoring tools to follow patients with chronic illnesses.

Corporate Communications Tools

This sector saw a major increase in subscribers during the pandemic, and according to experts are here to stay because of the efficiencies and cost savings that companies are finding in this new virtual way of thinking. 
Sales and support functions within companies realized the time efficiencies and decreased expenses with these virtual tools, and demand is increasing across all industries. For instance, Zoom experienced a meteoric rise in popularity due to the pandemic. The virtual meeting platform’s meeting participants increased from 10 million in 2019 to 300 million in December 2020.

Virtual Hiring Tools

Virtual platforms saw a major increase during COVID-19. Companies adopting collaboration tools such as video-interviewing and onboarding witnessed major efficiencies in time and money, ultimately boosting the bottom line. These new trends are here to stay and can be found in full SAS recruitment technology packages that cater to companies that want to outsource this functionality.
According to an SHRM article by Roy Maurer in February 2021, “In the same way that a hybrid workforce of onsite and remote employees will become more normalized, a hiring process that combines virtual and in-person processes will become increasingly standard due to the associated cost and time savings, according to 70 percent of respondents to the LinkedIn survey.”

Opportunity 

COVID-19 has demanded that we change our way of thinking in all industries. The tech industry is primed to lead in this revolution and will continue to forge new technologies that will advance and streamline operations across the globe.

07 Jun 2021
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Why is the Hospitality Industry Struggling Pre & Post-Pandemic?

Sticky Post By On June 7, 2021

2020-2021 has been one of the most challenging years to date when it comes to unemployment. Millions of Americans have lost their part-time or full-time hospitality jobs due to the coronavirus pandemic, which shutdown hundreds of thousands of small businesses. 

One industry that has struggled the most compared to any others is the hospitality sector. Hospitality careers have a tremendous amount of business types that fall into this broad category. From hotels, to restaurants, to travel services, and the tourism trade.  

This pandemic was very abrupt, and before we knew it, we had become confined to our residences in order to not catch or spread this deadly new virus.

Travel became restricted and that immediately choked the hospitality industry.  

The Department of Labor reports that 39% of all jobs in the Leisure/Hospitality industry disappeared.  

Hospitality industry is still facing struggles today

Today, as we are turning the corner and small businesses are beginning to see the light of day, the industry is still facing a massive problem with regards to staffing and filling the roles of the employees that were laid off during this time. 

During the pandemic, this industry has a demand for workers that far outweighs the number of potential employees. This dynamic is felt across the globe from our largest cities to the smaller demographics.

Some of these laid off workers have grown accustomed to staying at home and receiving unemployment checks rather than returning to their minimum wage jobs as waiters, bartenders, servers, etc. I’m sure that social programs do play into this equation heavily, but that is not the complete answer.

Since 2018, we have been policing our border stronger than any other time in our history. Our country blocked an estimated 70% of all migrant workers coming over to get work visas. With unemployment at a 50 year low in our country, and immigrants making up 31% of the hospitality workforce according to “Deloitte 2019 Travel and Leisure,” something had to give. The truth is we are struggling to fill these positions and get back to normal.

How is the hospitality industry handling these employee shortages today?

Employee shortages have resulted in very difficult times but fortunately, today our digital economy has allowed us to broadcast through social networks. Reaching the masses! Marketing your company openings through the mouth of someone who works there, is very powerful.

Another big dynamic that is occurring in this industry is the adoption of new technologies that replaces tasks that in the past only humans could perform. 

Companies are also using technology to recruit, and staff employees while using the tools available to market in mass, and build pipelines of qualified applicants that can be easily plugged into their many openings.

We will ultimately turn the corner and see our customer services industry thriving like never before.

07 Dec 2020
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2 Tech Tools For Successful Remote Work

Sticky Post By On December 7, 2020

When 200 recruiters were asked about new adaptations to work life during COVID-19, the results:

84% hiring teams said they were shifting towards remote work

80% began using video interviewing software

46% increased social media presence to share job opportunities

58% started using social media to promote brand and source more candidates

With an increase of work-from-home job opportunities, HR professionals are adapting to new ways of sourcing and hiring talent. Technology platforms and solutions haveindustry has introduced new innovations that claim to solve HR obstacles.

#1 Social Media

The global pandemic keeps people at home and using social media. Millions of jobs have been lost due to COVID-19 shutdowns while social distancing is still recommended across the nation. As some businesses operate semi-normal, people are now favoring work-from-home positions or companies that are flexible to it. A social strategy that reflects a societal preference will encourage higher candidate engagement, flow, and connection. It’s important to give talent an easy way to submit applications directly from your social post. Social will also serve as a great way to connect with the general public and build brand reputation.

#2 Video Interview Software

Once you have discovered talent, it’s time to get to know them through interviews. With telephone screening only going to so far, video interviewing software can manage the entire process without in-person requirement. Interviews can be automated to allow candidates a way to submit responses to questions already recorded by hiring teams. You can also do it the old-fashioned way, just via video!

According to Amy Hargrove of All Web Leads, this popular video interviewing platform, “Decreased the time we spend screening candidates by 67%.” Leslie Willson from Digital Federal Credit Union cited that her team, “…Made 300 hires out of 8,000 applicants with a recruiting team of 3 people.”

Absent a global pandemic, video interviewing software and social media remain a cost-effective method for brand building and hiring the best talent. One of the many lessons of 2020 is learning to navigate through obstacle. When you know what you need and how to achieve it, the possibilities are plentiful!

15 Sep 2020
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Connect With Talent Fast With Text Recruiting Software

Sticky Post By On September 15, 2020

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!

Request a Demo