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Have you ever glanced at a person and assumed they were successful, or decided right off the bat they were likely a bum? You are not alone. According to PsychCentral author Janice Wood, first impressions are more important than fact. The less time a person has to make a judgement, the more likely they will go with their gut long term. That’s why, when it comes to a job interview, first impressions are important to get right the first time. Here are a few tips on how to influence a hiring team with first impressions:

Body Language is often the first thing a person will notice. Often times we are unaware that being nervous or anxious can result in awkward body language that might give off the wrong impression. Becoming aware, in example, by improving your posture and sitting up straight while conversing, will show a level of confidence that will help convince an employer you are the right person for the job. Maintaining eye contact can also help, which will show you are engaged, attentive, and connecting with the interviewer.

Style is another tool that can improve your appearance and confidence while offering a great first impression. Style will help a person demonstrate their personality and assure employers you will show up to work looking neat, tailored, and appropriate. As Nicholas Rule, PhD. researched in his study for PsychCentral, it is nearly impossible to not judge a book by its cover. Because of this, people likely connect a neat and stylish person with one that is intelligent, organized, aware, and successful. Style is something that can be easily, so it’s important to keep this in mind before going into a job interview!

“I like to smile, smiling’s my favorite!” This quote by Will Ferrell’s character in the movie “Elf” pretty much sums up this tip for a first impression. Smiles can make a huge difference in a person’s first impression because it reinforces that a person is friendly, approachable, and cordial. An emotion and smile study by psychologist Paul Ekman at the University of California San Francisco shows that a full smile, even when it’s feigned, can reduce stress and actually make yourself and those around you happier. Being in a positive mood during an interview will leave a lasting first impression. Lastly, don’t be afraid to “smile” and introduce yourself to everyone on your first day of interviewing. This will be a great show of confidence and a friendly gesture to break the ice and show you will fit well with the culture.

4. Intelligence. Employers are looking for candidates who have a certain degree of intelligence when it comes to a particular job position. If the employer reads your resume and thinks you are competent and can add value to the company, you’ve already won half the battle. The next step is to prove all of that during the first-impression, also known as the first job interview. Employers will want to interview those who have a solid work experience, a college degree, or sparkling recommendations. Yet, the candidate needs to still impress the interviewer to get hired. Convince the interviewer you are more than what a piece of paper says. Speak clearly, express your thoughts and be prepared to answer questions about yourself, your past experiences, and the current job position you are applying for. Bringing a notepad and pen to the interview is a great indication you are detail oriented, eager to learn, and are interested to know everything about the job position. Make sure you are knowledgeable about the company too–you don’t want to enter a job interview with absolutely no clue about the organization!

5. Ask Questions: Asking questions on an interview is important when analyzing if you are a good fit for the company. When you ask questions, it indicates you’re paying attention, and also shows you are a serious candidate who is interested in understanding all aspects of the job position and organization before signing on. Listen to the interviewer and ask the right questions to decide if this is a journey you desire.

First impressions can be a positive lasting impression, so make sure your next business venture begins on the right foot!

In our previous post, “How Employer Branding Improves Recruitment,”  we explained why a branding strategy is important for success in business and recruitment. One of the key ways to improve company brand is a powerful marketing strategy that results in the creation of a talent network (also referred to as a talent community or talent pool).

A talent network is a community of individuals who considers a particular organization a preferred employer. That is, they have a positive view of the company overall and believe it would be a great place to work; (and if given the opportunity, would apply for employment).  Individuals who are attracted to a company’s brand may be passive, or might be actively searching for a career change, however individuals within a talent network tend to be more qualified, compatible, and likely to remain with a company long term.  That’s why it’s important for businesses to maintain constant contact and engagement with their followers so when opportunities arise, those who are interested and likely compatible with company culture will be motivated to apply for open positions.

How To Build A Talent Network

Build a Solid Website For Reference

How does a company begin to build a talent network?  First, you need to master your marketing strategy beginning with your company website.  According to a study produced by ManpowerGroup Solutions, 1 in 4 job seekers considered brand and/or company reputation as one of the top three important factors in making a career decision.  9 out of 10 candidates use a company’s website as a primary source for information.  Your website is the virtual real estate of your company.  Make sure your site has all of the information candidates are looking for: benefits, company values, culture, and information about the job itself.    This will shorten the candidate assessment process for recruiters while providing applicants with the information they need to decide if a job is right for them.  For whatever reason, if a candidate decides against pursuing a position, a great experience while visiting your website or during an interview could result in them applying for a suitable position in the future, referring friends and family, and most importantly, becoming a member of your talent community.  It is all about the first impressions and lasting impressions, so make it count!

Have a Presence On Social Media

A powerful website can be a valuable source of information for prospective applicants, however the next step is to market your business and make sure people know you exist.  Luckily, we live in an age of social media.  Because social networking is essentially free and easy to use, companies are using these platforms to post job listings that have the potential to reach thousands, even millions of people within seconds.   According to a SHRM survey, in 2015, 89% of HR professionals used social media to post job advertisements, while 75% used it to contact potential candidates.  77% of those professionals used social media platforms to increase brand and recognition.  Of the most popular social networking platforms used, 96% of professionals used LinkedIn to recruit for candidates, while 66% used Facebook and 53% Twitter.  When it comes to candidates, 1 in 3 used social media platforms to gather information about a company or job position, ultimately leading them to the company’s main website to learn more.  Increasingly, social media is becoming a crucial tool for marketing and building talent networks for companies.  Having a solid presence online will set the tone for what candidates (and clients) can expect and allow them to keep track of your company.

What does a Talent Network Provide The Employer and The Candidate?

For the employer:  Talent networks provide employers a source of qualified and potentially loyal candidates.  It provides a go-to list of individuals with certain skill sets and compatibility that can help a company grow in times of need.   Talent pools usually consist of all different levels of work experience, ranging from entry-level to upper-management, so recruiters have diversity and flexibility.  Because recruiters are often burdened with the stress to fill a position quickly, talent communities can help avoid the predicament of hiring someone only to realize they are not a good fit.  With a solid talent network that is parallel to your industry, employers can proactively recruit and alert the most qualified prospects for their jobs.

For the candidate: For candidates who are supportive of a particular company, remaining connected through a talent network is a great advantage in the long term.  Individuals who have applied for positions in the past or who are not necessarily considering a career change might find themselves influenced by an open opportunity once announced.  According to CareerBuilder, organizations with managed employment brands could source more than 60% of the labor market.  That’s because people already know what to expect!

Overall, talent networks are key for successful recruitment and business growth.  Build a website, mark your territory on social media, promote your business, and remain engaged with your audience and they will never forget about you! 

“I believe in talent communities, in attracting and engaging with people as early as possible.  if you wait until you need them, you don’t have the luxury of time and you don’t have the same depth in the talent pool.  they are probably also already  interviewing-and you have increased your competition unnecessarily.” – Lisa Schiller, VP of Client Delivery of ManpowerGroup Solutions

Building a talent network without an ATS & CRM solution can be difficult.  Learn more about how Pereless Systems can streamline your recruitment process in more ways than ONE!

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Marketing your company and career opportunities to potential candidates can be difficult.  In today’s tough job market, businesses are looking for new ways to engage, attract, and retain top talent while candidates are searching for specific indicators to help them decide which company they should work for.    There are many tools candidates can use to research a business in depth; and those tools should be provided by a knowledgeable company.  So, if you’re having trouble attracting and retaining top talent, you may need to do a full review of your strategies and make sure you are covered on all basis.  Below are a couple ways to get back on track and engage the talent you need!

Engage By Catching Their Attention

To get your company or job positions out into the public eye,  you and your team need to develop a well-managed and effective marketing strategy.  This includes vital steps such as partnerships with different career sites, advertisements through blogs and other digital venues, outgoing emails linked to your personalized website, and of course social media postings.

The use of Sponsorship is a creative way to revitalize your marketing strategy.  While sponsoring a brand or individual may be expensive, it is a reliable way to attract potential candidates. For example, imagine sponsoring a professional athlete. Professional athletes are admired by fans for the respect that they have on and off field. The people that these athletes attract could be in the millions, so envision the amounts of followers that these athletes have on their social media accounts. Sponsoring a player for a specific event not only helps to boost your reputation but also attracts people that may be curious and interested in learning more about your company.

Social media is not something you want to neglect, so always remember to update your social media page. This allows you to branch out and interact with your audience, become aware and involved in new trends, and most importantly, advertise yourself in the best way possible. Keeping a social foot forward in this world can, and has helped attract new candidates to companies.

Attract By Focusing On The Individual, Rather Than Generalizing To The Public

When you send out that first email to a prospective candidate, you are looking to spark their interest in your company right away. A generalized email describing your company may not attract the candidate that you really want.  Attempting to individually relate to your candidates and make them feel comfortable should be the goal. Do some research, gather information on their successes, and relay why they’d be a great fit in the email. Don’t be afraid to mention the successes you and your company have had over the years. Company reputation is another great way to attract potential candidates.  By personalizing emails, you help to ensure that when the potential candidate clicks into it, they are not immediately clicking the trash bin at the top of the screen. Remember, clicking into and actually engaging are two different things! One may lead to failure and one may lead to success.

Retain By Knowing What’s Best For Your Company

So you’ve marketed your company successfully and a potential candidate has agreed to a conversation. What is the next step? The next step is to convince them why they should work for your company.  The only way to do that is to show them proof of how great your company really is! Knowing your company assets inside and out will help to make the sell a much simpler process.  A great way to do this is by involving your team. There’s no better way to introduce candidates to company culture than by allowing those who already work there engage your prospects. Employees who can interact with applicants and give clear insights to the foundations of your business will help clarify what is expected and promote a team atmosphere serious candidates will appreciate.

Written by: Nolan Pereless

Written By: Alex Goldfarb

To a lot of people, especially in the business world, “feminism” is a dirty word.  It is often thought of as extreme women holding controversial signs, hating men, and going bra-less.  In reality, feminism is so much more than that.  Feminist groups are often the leaders in the gender equality movement.  Specifically, gender equality in the workplace that ensures job positions are granted to those who are qualified, regardless of their gender, and that women in particular are not subjected to disadvantages.

According to a report, “Women In The Workplace,” 74% of companies claim that they are dedicated to equality in the workplace, yet over 50% of employees think this is untrue.  When it comes to women who are pregnant and expected to be absent from the work, over 90% of women and men feel that taking family leave will hurt their careers.  So although companies claim that they are dedicated to and complying with gender equality, many women still fear having a child and taking a leave of absence will interfere with their jobs and put them at risk of losing their livelihood.  Company management clearly needs to do a better job to reassure women that taking family leave will not result in losing their job.  It is no wonder 82% of women consider an employer’s view on equality and diversity as a key factor in deciding where to apply for jobs.

There Is Hope…

Fortunately, the incoming workforce of millennials is expected to view gender equality more progressively.  Caroline Turner, an author for the Huffington Post claims that people born from 1980 to 2000 have a completely different view of gender roles and may finally break the “glass ceiling” of inequality.  She claims that since girls and boys were always able to compete, they no longer find it odd or offensive that both genders have the ability to hold a high position in a company. U.S. states are also beginning to make the move towards gender equality through legislation. Massachusetts recently created a law that an employer can no longer ask a candidate’s current or previous salary.  By removing the question asking an individual’s previous pay, companies are forced to decide a salary based solely on a candidate’s credentials, experience, and merit.  The Massachusetts law, set to go into effect in July 2018, is sure to be the pioneer of equality in the workplace, leveling the playing field by removing an application question that may unfairly influence salary and who gets hired.

Thankfully, it seems that women entering the workforce in the coming years will not have to overcome the many barriers women have experienced in the past. When job applications begin focusing on a candidate’s credentials and experience, rather than their gender or previous pay scale, it can lead to companies furthering their success and growth with the help of intelligent and talented women that were finally given a fair chance.

Augmented reality (AR) is dominating the gaming world with Pokémon Go; and with its many applications, it is sure to become a front and center technology for many industries—including recruiting and marketing.  Companies are always pioneering new ways to attract and retain top talent, and with the use of AR, they will certainly catch the attention of prospective applicants and convert them into new hires.

There are a few active examples of AR, one of which was put into play by the popular furniture store Ikea.  With their AR application, shoppers could place furniture in their home and see exactly what it would look like if they were to purchase a specific piece.  Ikea’s application yielded 8.5 million downloads according to Alexander Oser, a Strategy Associate at Apple.  If such an application made a large difference for Ikea shoppers, it can surely be used by companies to attract candidates with virtual candidate experience.

How Will Augmented Reality and Virtual Reality Revolutionize the Candidate Experience?

1. Improving candidate experience and brand loyalty with Virtual Reality

There are many times when a candidate is a perfect fit for a job based on their degree and qualifications, but they do not mesh with company culture.  With the implementation of augmented reality, a candidate can take a virtual tour of the office and meet employees prior to a physical interview.  According to a study published by LinkedIn, 66% of candidates believe that the culture and values of a company are some of the most important things when seeking a job—so this new app could help by narrowing down the applicant pool to those who know they are a great fit with the company, and vice versa.  When a potential candidate is “viewing and chatting” with company employees, they can get a sense of the office environment, the personalities they’ll be working with, and a glimpse of what they can expect if hired. Current employees can become company ambassadors, explaining why they enjoy working for the organization, benefits, and what exactly they’re looking for in a new hire.  If the prospective candidate doesn’t feel that they are compatible, they can move on and continue their job search, whereas if they desire to be a part of the team, they can pursue the position. The utilization of augmented reality throughout the application process can make it more enjoyable, as well as smoother for both new hires and hiring managers; saving copious amounts of time and money.

2. “Cool” Factor for the Millennials

It goes to say that Millennials will make up the majority of the workforce in coming years. Not only will augmented reality applications streamline the hiring process, it will also make your company attractive to professional and “tech savvy” candidates.   When you have the “cool factor” of augmented reality, many prospects are going to be interested in looking further into your company. According to LinkedIn’s Global Talent Trends survey, 59% of people claim that once they discover an appealing job, the first thing they do is explore the organization’s website.  If the company had an augmented reality application, the candidate could instantly gain perspective and interest in the high-tech and fun way they recruit.   For example, the Oser study explains the use of an augmented reality app in Tokyo where an adorable penguin guides users around the streets of the city, ultimately leading them to a popular aquarium.  The study claims that the company’s ticket sales rose 152%, and of all app users, 90% would recommend the penguin city guide to others.  The attraction is half the battle, but with augmented reality and virtual reality applications candidates will be fascinated long before stepping foot into a company’s office building.

3. Beyond Text Based Job Searches

Imagine pointing a Monocle-type app at a building that then generates a list of companies who are hiring within the building. It could also tell you the “best rated workplaces,” or which companies will be at the next career fair in your area.  Considering 90% of people are interested in hearing about new job opportunities, yet 64% remain passive, the application would appeal to the majority of smartphone users, who may become active job seekers with the convenience of an augmented reality app. Not only is this convenient, but also amusing—especially when wandering places such as New York City or San Francisco.  An application that presents companies in this way would encourage qualified candidates to be on the lookout for a better opportunity as well as encourage companies to maintain an excellent reputation which can improve their candidate pool.  This next generation job search can serve as a benefit for both candidates and employers by giving unique insights into a company while capturing talent that might not have discovered the opportunity otherwise.

4. Gamification of Hiring

Millennials are extremely different from any other generation.  They are tech savvy, phone savvy, and desire immediate gratification—including within the job market. With augmented reality becoming the new norm, an employer can engage a potential new hire with challenges and games that test their knowledge, values, and critical thinking abilities.  This is a tricky yet fun way to test what is important to the candidate and their ability to perform well for the company.  With the use of augmented reality, candidates can complete work-related assessments in their free time or on the go, which can indicate their work ethic and timeliness.  In 2016, 41% of people plan to remain at their current company for 2 years or less, while 22% of people have no idea how long they see themselves working for a specific job.  That remaining 37% of candidates are considered “job loyal,” or planning to stay at their job longer than 3 years.  This is an aspect that could be extremely important to companies when trying to save money and time throughout the hiring process, and could be tested using a values quiz on an augmented reality application before the candidate is hired.

5. Interview Using Virtual Reality and Augmented Reality

In addition to the many things that are accessible using augmented reality, AR enables a virtual first interview.  Although most companies will eventually meet a candidate in person, the edge and convenience of getting a first impression using video can influence a second interview, or dissuade one.  A virtual option where a hiring manager can see the candidate while the candidate gets a first-hand look at the office from the comfort of their home gives the company a competitive edge, while saving time and resources for interviewers and recruiters.  For companies hiring long distance or remote candidates, this is a great option for recruiters who are thousands of miles away but want to vet candidates to ensure they are qualified for the position.  Augmented reality is a great advantage to ensure businesses are hiring the best candidates regardless of their location.

Augmented Reality as seen with Pokémon Go is a game changer for the future, especially when it comes to recruiting.  With constantly evolving technologies, it’s important for HR professionals to utilize new emerging technologies that rethink the candidate experience and implement new strategies. Keep your company ahead of the game and successful in getting the best talent around the world with augmented reality!

Written by: Alex Goldfarb

Applicant Tracking Systems (ATS), provides an easier way of hiring qualified candidates. Let’s face it, if you are a mid to large sized company without this software you are falling behind. According to The Wall Street Journal, 90% of large companies implement an ATS and it would be very difficult to find a fortune 500 company without one. Although Applicant Tracking Systems are generally beneficial to companies with a large client base, most of them are not being used to their full potential. Many systems lack the engagement of hiring managers and hiring teams, which prevent the best possible candidates from being hired. Hiring managers need to be integrated into the ATS to help your company reach its full potential in the following ways:

• Integrating Hiring Managers/Hiring Teams creates a way for more strategic hiring:

By using a Hiring Manager or Hiring Team, a candidate’s resume is reviewed by qualified personnel that knows what they are looking for. For example, a Hiring Manager in Pereless Systems’ ATS has the opportunity to approve a candidate and move them to the next step of the hiring process or send their application to another partner on the hiring team to approve. By doing this and getting the opinion of every member of the hiring team, the best possible candidate is going to be hired.

• The Best Possible Candidate will be Hired:

By integrating a Hiring Manager/ Hiring Team in your ATS the possibilities of hiring the best possible candidate is increased immensely. By having a group of hiring professionals reviewing resumes through the use of an ATS the best possible candidates will be chosen, and help fill your company with the best possible employees.

Written by: Spencer Pereless

Companies using an ATS to hire candidates without integrating a hiring team are missing out on all of the benefits an Applicant Tracking Systems has to offer.  Request a demo to see how our ATS can help your company!

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Employer branding is the method of promoting company culture and reputation to attract and retain high quality job applicants. In today’s job market, employers are in a constant battle with competitors to snag top talent that will remain with the company long term.  There is an increasing amount of evidence linking successful attraction and retention rates to businesses using employer branding strategies.  As a result, more companies are becoming aware and involved with branding recruitment, with 61% already implementing it while 25% are planning to in the near future.  What’s it all about?

• Improvements In Applicant Quality:  Businesses using proper branding strategies have seen a drastic improvement of incoming candidate quality for job positions.  Prospective and passive candidates who are familiar with your brand, or can become easily informed, are eager to apply for a company they deem an ideal place to work.  According to a 2015 survey,  respondents cited brand reputation as one of the top three factors when making career decisions.  That same survey also found that experienced candidates are more likely to approach recruiters based on branding perception.  Companies who provide transparency in its values, incentives, and relationships with employees will attract candidates with a clear understanding of how they’d fit within a culture and add value to its brand.

• Increase Of Passive Candidates: Companies with ongoing commitment to branding are able to source candidates who are knowingly or unknowingly passive.  CareerBuilder led a survey that analyzed 265,000 job postings concluding companies with active branding experienced 3.5% more applicants per job posting than any other company in their industry.  In addition, the Corporate Leadership Council surveyed 90 organizations with 28,000 new hires and tenured employees revealing organizations with a managed employer brand could source over 60% of the labor market compared to 40% of companies without it.   Strong brands can create a talent community base with a heightened sense of motivation to seek employment with their preferred employer.

• Lower Recruitment Costs & Quicker Time-To-Fill:  With job seekers more likely to apply for branded companies and more willing to contact recruiters, this can significantly cut down on recruitment costs and time-to-fill deadlines.   Recruiters will spend less time waiting for candidates to apply, less time focusing on posting job advertisements, and more time reviewing a likely large applicant pool with qualified candidates.  Not to mention, employer branding often involves social media, providing platforms for recruiters to post job opportunities that can reach a large audience while providing resources for prospects.  Plus, it’s free to use.  One study revealed that 30% of candidates said they used social media sites like Facebook, Google+, and LinkedIn to learn more about companies and open job positions.

• Less Turnover: Turnover is the rate at which employees leave a company and are replaced.  According to CareerBuilder, 35% of workers cited that, in general, they voluntarily left a job because of company management. 67% said they would not, or are not sure, if they would recommend their employer to others while 34% valued their company as a, “poor” or “extremely poor” place to work. These are harsh indications of poor company culture and are typically unknown to a new employee at the time of hire.  Companies with branding are almost always guaranteed to live up to their promise, or risk sacrificing reputation.  Serious, qualified candidates know that highly reputable companies are the best places to work, and businesses who brag about their company normally provide evidence to back it up.  That is not to say that companies who are viewed as not-so-fun places to work can’t improve.  It’s important for management to be honest and willing to implement new changes that will improve company culture and perception. Employer branding research can be the starting point towards success.

In a competitive economy, businesses are looking to secure the best new hires by actively managing their image as a positive place to work.  Although investment in employer branding is an ongoing process, and new methods are needed to enhance reputation, it will solidify a company’s position within an industry and influence qualified talent to engage you for employment!

*Managing and organizing a large amount of incoming applications is not easy without an applicant tracking system.  Request a demo or visit our homepage to learn more about how our software can help streamline your hiring process, assist in your branding strategy, and help you proactively recruit for the best talent in your industry!

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By: Alex Goldfarb, Spencer Pereless & Nikki Holcombe

The new Pokemon Go augmented reality gaming app is a huge hit among millennials. Created by Nintendo, players traverse the physical world using a digital map on their smartphones to catch virtual Pokemon that “appear” at popular places in their area. Not only is Pokemon Go a craze, but it encompasses characteristics that are parallel to the world of HR and recruitment.

1. Proactive Pokemon Hunting

The best Pokemon are almost never going to be right in front of you when you open the app. The best characters are located in popular places around town, places that require you to get out and proactively look for them. In recruiting, it is often more effective to go out and find candidates rather than letting them find you. Sometimes, the best candidates are passive and unaware of your company, but if you use Candidate Relationship Management (CRM) provided from Applicant Tracking System (ATS), there is a good possibility that you will find the best candidate and Pokemon. Proactive recruiting and proactive Pokemon hunting are a must have tool and skill in these days in order to find the best candidates and pokemon out there.

2. Right Tools to “Catch Em All”

In Pokemon Go, people look through their smartphone cameras to find Pokémon. When an animated creature appears, they toss Pokéballs at it until it is subdued. There is often a desirable character right in front of a player, but if there were no Pokeballs left, it would be impossible to catch it. Similarly, there are often quality candidates somewhere in your talent pool, or passively existing on websites like LinkedIn, but if you do not possess the correct tools, like an ATS, CRM and a good hiring manager, these candidates will slip away and be snagged up by one of your competitors. A similar situation happens in Pokemon Go when a Pokemon is not caught in a quick amount of time–it is be picked up by someone else. With the correct tools, one can find and acquire the perfect candidate for a job position, and catch whatever Pokemon happen to cross their path.

3. Using a “Lure Module” incentive

When your friends, family members, or acquaintances tell you there is a large amount of Pokemon nearby, you are going actively search for them. Similarly, when someone you know posts about a job opportunity at a company they love, it can help “lure” people into applying for the position. Referral programs are social postings about openings within a company, and they are one of the key drivers for hiring success and increasing company’s brand through employee incentive referral programs. Similar to Pokemon Go tracking popular capture spots, an ATS can record traffic and sources on these referral posts just like the GPS on Pokemon Go tracks the popular capture spots. Players who go to Pokemon populated areas receive the reward of catching multiple characters at once, whereas employees who refer successful new hires receive rewards in the form of monetary bonus.

4. Location, Location, Location

In order to find the pokemon that you want, you need know where to look.  For instance, to catch characters like Horsea or Magikarp, you need to be near water since they belong in aquatic environments.  This is the same concept for recruiting. You need to be able to post to the right job boards in order to find the best fit for your company. With the Sourcing Analytics provided from your Applicant Tracking System (ATS), you can direct your resource to maximize your ROI, and find the best candidates.

5. Patience for Pikachu

In the beginning of Pokemon Go the player is given the option to choose either Charmander, Squirtle, or Bulbasaur. Rather than picking one of these three Pokemon to start your Pokemon Go journey, some users walk away and explore new options. When exploring new options users are greeted by a Pikachu as their starter pokemon. Likewise, many companies, when they have a vital employee resign, rush to hire the first decent candidate that comes along. Instead, hiring managers should wait and conduct many interviews in order to ensure that they are getting the “Pikachu” or the best option possible. With an ATS, it is easier to preface many options about a candidate, and with the schedule feature, it is easy to fit and organize many interviews into a single day for countless new hire options.

Request a demo today to see how Pereless Systems Solution can transform your recruiting to catch em all!

Pokémon Go, Pokémon, Gotta catch em all, and Pokémon character names are trademarks of Nintendo and respective Companies.

FREMONT, CA—Jun 20, 2016— Pereless Systems, a leading provider of Recruitment Management solutions, has been listed as one of the 20 Most Promising HR Technology Solution Providers 2016 by CIOReview.

“We are pleased to recognize Pereless Systems as one among the 20 Most Promising HR Technology Solution Providers 2016,” said Jeevan George, Managing Editor of CIOReview. “Pereless Systems’ proven track record of successful client deployments in HR arena demonstrates its prowess by offering recruitment management solutions that helps to meet large companies’ recruitment processes.”  

Pereless Systems is specialized in providing products and services like Applicant Tracking System, Recruitment Management Software, On-boarding Software, Pre-Employment Services, HR Software, ATS Software, and Cloud Based Recruiting. It provides a top tier Applicant Tracking System with first-class customer support and innovative new features. Its Applicant Tracking System (ATS) helps organizations in finding talent and stay competitive while keeping up with federal requirements and regulations. It develops products to meet the growing demands of HR Recruiters to take their recruiting process paperless while retaining valuable candidate records for reporting.

About CIOReview

Published from Fremont, California, CIOReview is a print magazine that explores and understands the plethora of ways adopted by firms to execute the smooth functioning of their businesses. A distinguished panel comprising of CEOs, CIOs, IT VPs including CIOReview editorial board finalized the “20 Most Promising HR Technology Solution Providers 2016” in the U.S. and shortlisted the best vendors and consultants. For more info visit: http://www.cioreview.com

About Pereless Systems

Pereless Systems is a software company founded in 2000 with its headquarters in Red Bank, New Jersey. Its main business objective is to develop an innovative, web-based ATS solution that could help businesses perform essential recruiting and employment duties more efficiently. For more information visit: http://www.pereless.com/