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

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

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

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

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

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

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

Pereless Systems – Candidate Report

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Do you think it’s logical that applicant tracking system (ATS) vendors charge companies based on the total amount of employees they have versus how many users actually use the system? We don’t think so, which is why our clients save tons of money without sacrificing quality.   We charge clients per user and depending on the user level access they choose per user.  Best of all, we have a free and unlimited user option!

• Power users (Also known as system administrators, these are the “see all, do all” users of the ATS)
• Hiring Managers (Users with a restricted login portal who are assigned jobs, candidates, and other accessibility by power users)
• Recruit Team Members (Free and unlimited users that do not log in to the ATS but are sent emails to participate in the candidate review and hiring process)

We also make it easy for power users to activate or deactivate ATS users as needed and replace them with new users. For instance, let’s say you have a hiring manager who is going on maternity leave for 3 months. Instead of purchasing a new user seat for an additional fee, you can inactivate her license temporarily and replace her with another employee without cost. The absent employee’s activity is saved while the new user’s activity is completely separate and reportable. When your hiring manager returns, power users can reactivate her in a matter of seconds! Power users have full control of their team and the access they have to the ATS!

Want to learn more about pricing?  Let’s talk!

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Tired of playing phone tag with job candidates?  Switch up your strategy by using an applicant tracking system (ATS) to contact them via text message.  An estimated 77% of Americans own a smart device and use it to text twice as much as calling someone.  65% of them are using their mobile phone to search for jobs online.  Job recruiters tasked with reviewing applications and contacting candidates for interviews have a main goal of hiring the best talent in the shortest amount of time.  Making communication easy and convenient for both recruiters and candidates is an effective way to get things done quicker while creating a positive and innovative experience.  Using an applicant tracking software like Pereless Systems that is equipped with text messaging functionality will accomplish just that.

Mobile-friendly career pages and applications – The first step to capturing mobile-active candidates is to have an apply process that is compatible with their device.  1 in 10 millennials reported they would dump a company – or skip applying for jobs – if they lacked a mobile apply process.   Pereless Systems builds all career pages and applications mobile-responsive by default.   Make sure the ATS provider you’re currently using does the same.

Text message functionality – The Pereless platform is equipped with SMS text message functionality allowing hiring teams to contact candidates on their mobile device.  Use the ATS to instantly send a text using a generic phone number to introduce yourself to applicants, ask additional questions, and send interview invites.  All conversations are stored within the ATS and can be accessed at any time.

Pereless Systems text message functionality

Send interview invites based on schedule availability – One of the major benefits of an applicant tracking system is that you can create and manage schedules within the platform. Pereless System’s scheduling feature includes an innovative invite functionality that sends applicants text messages and emails with available dates and times for interviews based on your schedule.  Candidates can then accept or reject their choices and continue to connect with you via text message.  Have multiple team members involved in the interview process?  You can assign them to the confirmed interview date and send them reminders via text and email too!

Pereless Systems text message interview invite

 New Pereless clients get their first 5,000 text messages free!  

Contact us to learn more about our mobile functionality and innovative applicant tracking system.

Is your company career site optimized to its full potential? Even if you are not actively recruiting for positions, you can still passively recruit job candidates by adding a talent network portal to your site. Talent networks provide individuals interested in working for your company an easy way to submit their contact information, resume files, and skill portfolios for future consideration.

Applicants who wish to enter the talent network simply sign up using their email address or login credentials from sites like LinkedIn and GitHub to create an applicant profile detailing their qualifications and showcasing their experience. Once completed, their information is saved and sourced into an internal talent pool within an applicant tracking system (ATS) that can be easily accessed by hiring teams when needed. The ATS system will even trigger alerts to candidates within the talent network when positions aligning with their qualifications are made available.

Pereless Systems Talent Network Login Form

Candidates attracted to your company based on reputation are more likely to be qualified, compatible with company culture, and remain long-term employees if hired.   Providing them an open door to potentially become an employee is not only a smart employer branding strategy, but also provides recruiters an instant list of qualified and interested talent when they need to start filling jobs.  It is a win-win situation for both parties!

Check out Pereless Systems applicant tracking software and get the Talent Network portal included FREE!

There are many hiring strategies for attracting potential employees to your company. You can draw in candidates with tools other than social media and online postings.

1. Search outside of the US

Once your company is big enough, do not limit your job hires to only people in the US. Look into international hires. Many international candidates have the skills that you need and a foreign perspective can bring new ideas to the company.

2. Billboards

Although most people will search online for a job, a billboard in a more populated area is likely to gain quite a bit of attention, especially if you are looking to hire within a certain radius. Billboards will not only get your brand more visibility but it is also a unique way to display “Now Hiring.”

3. Creative business cards

Your business card can be a lot more than just a name and contact information. When spreading the word of your open job position, hand out some well-designed business cards. This shows that both you and the company that you are a part of are innovative and different. You can see some business card ideas here.

4. Use videos

You can have some typical social media postings to show that you’re hiring, but a creative or funny video may be more likely to attract candidates. You can find out more about creating a social media campaign here. This also sets your company apart from the competition. You can relate to your audience on a deeper level.

The job market is extensive and competitive, attracting the perfect hire is a process, but these small steps can at least bring your company some positive attention. After you have brought in several candidates through your creative hiring strategies, make sure that you have the best ATS to handle it.

You may have your ups and downs amongst employees, but there are ways to have a collaborative company culture. This will result in a very efficient and motivated team.

Make sure that everyone has the same goal.

Although having a goal seems simple enough, not everyone may grasp what exactly your company is working towards. Whether it is to increase sales, broaden your brand name, or to send a message, everyone must be on the same page. This creates a much better understanding amongst all employees. Also, be sure to prioritize and organize if your company has multiple different goals.

Don’t be afraid to make changes.

If your current team of employees is just not collaborating effectively, don’t be afraid to take a leap. This could mean letting someone go or hiring new people. Branch out a bit and look for millennials or other unique personalities to add to your work environment.

Team-building exercises

Some team-building games may seem a bit silly to partake in, but they help to create communication and trust. Additionally, team-building exercises are great ways to break the ice if employees do not interact often. A good team-building method is random lunches with employees. Have employees sit with different people that they do not normally sit with for lunch. Soon enough employees will hopefully feel more comfortable around each other and it will allow for more ideas to flow.

Ensure that your employees stand behind your company.

Employees may enjoy working and the environment which they are working in, but a solid team of employees truly believes in the product or service that they are working for.

Establish definitive roles.

This somewhat stems from the first point, “make sure that everyone has the same goal.” Each employee should have a detailed understanding of their responsibilities in the office. This way there will not be a clash as to who does what. You do not want employees to have either far too much or far too little work to do.

Having a strong, defined, and collaborative team in your workspace is a sure way to help your company succeed.

Millennials make up a massive portion of the workforce, and there are several benefits to hiring them. However, recruiters may find challenges with both hiring and integrating millennials into a company. Here are some of the biggest challenges.

Job market perspective

71% of recruiters say that it’s a candidate-driven market while 53% of millennials say that it’s an employer-driven market. With this mostly split view of the market there may be discrepancies between what recruiters are searching for and what millennial candidates are searching for.

Career expectations

With the high cost and years of effort that it takes to obtain a degree, millennials are typically unsatisfied with low-paying jobs with little responsibility. Millennials are ambitious, so that entry-level position in their field that makes under $50,000 a year just simply is not as fulfilling. Many millennials become frustrated with the amount of time it takes to work their way up the ladder to achieve higher pay and greater responsibilities. There are many capable millennials out there that are more than prepared for whatever their field of work may be.

Technology

A company should be tech-savvy in all areas whether it is hiring, social media, or e-commerce. Technology becomes a challenge when hiring millennials if a company is out-of-date with their digital services or online presence. Not only will it be more difficult for both millennials and other candidates to find your company, millennials will especially feel underwhelmed without any sort of technology usage in a company.

When scouting out candidates for a job, carefully consider these challenges but do not be afraid to take a chance on millennials. All of the above challenges are easy to overcome with the right company culture, fair salary, updated technologies, and an open mind.

There are several resources and readings out there with details on how to make your business grow. It is important to consider what will help a company expand, but it is also equally important to understand what may be hindering your growth. Once you get past these growth-halting factors, your business can thrive.

1.     No social media or website

2.     Not analyzing properly

You should be analyzing and tracking every aspect of your company. This includes sales, social media activity, and hiring activity if you are trying to expand. As you track the numbers in these areas, you will start to see what makes your business tick.

3.     You haven’t built up a positive image yet

This factor also ties into having a strong social media presence. You want the best reviews possible for your business. It is important to remember that customers are much more likely to share a negative experience rather than a positive experience with your service or product, so try your best to prevent any negativity!

4.     You haven’t found the right audience

It is essential to target your service or product at the right group. Make sure that you are advertising correctly and in the right places.

5.     You need more referrals

Sometimes simply encouraging customers to spread the word may help you gain referrals, but also consider implementing a reward system for referrals. An example of this is $5 off your product or service if a customer refers a friend. Although this may not apply to all companies, referrals help you grow!

6.     You aren’t hiring the right people

An efficient ATS is one of the most important parts of hiring, but in addition to that you should also take the time to research the steps of successful hiring. Your employees what make your company!  

If you can get past some of these hindrances you will start to see some growth in your company. Just remember to analyze everything along the way!