Pereless Team Favorite ATS Features (Part 3)

Part 3 of our series focuses on our favorite applicant tracking system (ATS) tools that provide clients powerful data collection and customized system options to suit company needs.



Candidate Report

Our clients played a major role in building the reporting platform.  Based on valuable feedback, we’ve built a strong and seamless reporting tool that includes 24 templates for gathering data including a Build Your Own report option. Templates come standard with the system and at no extra cost.  Here are just some of the most commonly used reports:

Agency Summary: Gathers a list of applicants sent via the agency portal
Resource Return On Investment (ROI): Return on investment for job posting resources
Candidate Source: Source of incoming candidates, how they heard about the job, and other helpful data
Candidate Referral: Candidates referred by employees

Custom EEO-1: EEO information for all candidates in the standard required format for specified dates.

Cost Per Hire: New hire information including the costs recorded within the hired screen
Time to Fill: Activity ranging from job creation to hire

 ATS Users

Unlike other application tracking systems, Pereless does not charge based on company size, but by how many users are utilizing the system and at what level.  Clients have total control when it comes to managing hiring teams and selecting user roles that best fit recruiting needs.  There are four different license seat levels that have direct access to the ATS: Power Users, Recruiters, Regular Users, and Hiring Managers.  We also include free and unlimited Recruit Team Members that can communicate via email only.

Power Users: System Administrators; “see all, do all” of the ATS who manage other licensed users and grant permissions.

Recruiters: Almost as powerful as a power user with the exception of a few permissions.  Power users can grant Recruiters certain permissions, i.e. the ability to post to job boards and view candidates within jobs they do not own.

Regular Users: Slightly more restricted license compared to a Recruiter with the exception of a few permissions that must be granted by Power Users, i.e. access to post to job boards, view positions of other system users, and view candidates within jobs they do not own.

Hiring Managers:  Most restricted portal of all license seats.  Users are assigned jobs and other system permissions by Power Users and can only view candidates behind jobs they are assigned.

Recruit Team Members: Free and unlimited users that receive emails from system administrators to participate in the recruiting process. (Learn More)

Each licensed user logs into the ATS with unique individual credentials.  Recruit Team Members are setup by Power Users within the ATS settings.  Contact our team to learn more about pricing!

Application Options

ATS administrators choose the application process that best suits their needs for gathering candidate data.  There are four application options to choose from: standard, resume, one-page, and easy apply.  Each option allows for prescreening questions to be added at the discretion of system administrators (explained in part 1) and can be set as required and/or knock out questions.

one page apply

One Page Apply


One-Page Apply: Seamless, one-page apply process that asks candidates for their basic information, resume documents, and prescreening questions that are added by system administrators.  Education and work experiences are not required by default.  Candidates are required to create a login with an email and password to begin the application.


Easy Apply: Quick and easy application process that does not require candidates to create a login to apply for jobs.  Applicants can simply select positions and answer the required questions to submit.

Quick Apply

Easy Apply


Standard Apply: The most in-depth and longest apply process.  Candidates must create a login with an email and password to begin and can return at any time to edit and update information.  The application is a step-by-step process and each page is saved upon moving to the next step.  Candidates can log out and log back in at a later time to begin where they left off as long as the job is still posted.

Resume Apply: Similar to Standard Apply, yet a quicker apply process that excludes military, references, education, and employment history.

Be sure to check out part one and two of the Pereless team feature favorites series to learn more about our system!

4 Ways Hiring Managers Are Key To Recruitment

Hiring Managers have a host of responsibilities in their day-to-day lives, but if talent initiatives aren’t a top priority for your company, recruitment efforts will fall quickly to the bottom of the task list. In a decentralized recruiting process where HR professionals rely on their hiring managers to review and engage job candidates, major gaps and obstacles can become apparent without the proper recruitment tools.  An effective applicant tracking system is a great way to incorporate your managers into the recruitment process while ensuring your company has a competitive advantage to fill jobs quick with the best talent.


Here are 4 reasons why your managers should be involved in the recruiting process:

It Gives Them Buy-In to the Hiring Decision

What hiring manager doesn’t want to have a say as to who is on their team? A poor hiring decision affects more than just performance, it affects the company’s bottom line. By making them team captain, it empowers them to get their pick of the draw and build their bench of qualified employees.

They Know the Job Better Than You

Let’s face it, as much as you know the “nice-to-haves” versus the “must-haves” in a job description, your Hiring Managers are living and breathing those roles and responsibilities. They know what makes a person succeed in that particular role because they lived it themselves. They also know the existing dynamic of the team and what hard or soft skills are needed to strengthen that team.

It Holds Them Accountable

Giving your Hiring Managers access to an ATS allows for quick review and engagement of job applicants. This gives HR visibility into your process by allowing them to see a full audit trail of emails sent, comments made on applicant profiles, scheduled events and more.  If you are having a tough time filling a position, this is the first place you should look.  The fate of the new hire lies in the hands of the Hiring Manager. Without the proper tools and training in place, your hire could be out the door in 90 days if they are not properly onboarded into your organization.

Streamlined Recruitment Tools for Hiring Managers

When rolling out any new technology to your managers, it can seem overwhelming, and if a clear process isn’t in place, it is sure to result in poor user-adoption over time. An ATS can be set-up for manager success by making it as easy as possible for them to review candidates. For example, you can limit the workflow steps that they can move candidates in or out of like “Phone Screen” or “Future Interest,” but eliminate the hired flow so they don’t have to worry about creating offer letters or chasing after new hire documents. This not only help you define your process, but helps your managers adhere to it.

A decentralized recruiting process might not work for every organization, and for some HR Professionals, the mere thought of sharing sensitive candidate information with their Hiring Managers can be daunting, but with simple recruitment tools in place, you can streamline your recruiting process and improve your candidate experience with your company.

Top 3 Websites For Social Media Recruiting

Social Media Recruiting is the process of businesses utilizing popular online platforms to attract and source candidates for job opportunities.  Using social networking sites for recruitment is a growing trend among organizations, with 84% of human resource professionals citing they currently follow this strategy.  Companies have attributed much of their success in finding quality, long-term employees to recruiting online, and have praised it for its cost effectiveness, ease of use, and its potential for reaching a large audience.  So, what are the top three websites that businesses are using for their social media recruitment strategies?

According to a study released by the Society for Human Resource Management (SHRM), in the year 2015, 96% of HR professionals used LinkedIn for social media recruiting, while 66% used Facebook and 53% Twitter.   89% used these platforms to post job advertisements while 75% contacted candidates and 73% sought out passive job applicants with specific skill sets.  Each of these platforms serve slightly different purposes, yet all are useful for finding new hires and increasing your presence on the world-wide web.


  • LinkedIn is a hub for business professionals that offers free and premium accounts.  Users can search for career opportunities, build and maintain relationships, and share valuable information.   Most importantly, it is a great source for employers to post open job positions and proactively search and recruit passive candidates with skills compatible to their industry (all while using the free service).  LinkedIn has millions of users, so creating a company profile, highlighting your brand, and building a positive reputation is a must if you’re serious about getting highly qualified applicants into your organization.
  • Facebook is a free, easy to use social media site that is great for recruitment, marketing, and building a solid client base. The “Page” feature allows employers to create a unique Facebook page that includes your company name within the URL, making it easy for individuals to search and locate your business.  Users can “like,” “follow,” rate, and share the page with their friends, as well as leave comments and send private messages to the page owner.  Employers can connect and interact with their followers, utilize analytic tools to gain important insights to customers activities, and alert followers of available job opportunities.  If you have an awesome company culture that is consistently showcased through Facebook, your loyal fans will line up to become a part of your team when the opportunity arises!
  • Twitter is a completely free social networking site allowing its members to share bits of information instantly.  For employers, one of the most important elements of this platform is the use of “hashtags” (or keywords), connecting your posts to a general topic.  For example, your company has an open position for a human resource manager, and you’d like to post this out to the Twitter-sphere.  Researching a commonly used hashtag (in this case, #HR), then including it within your post along with a link directing individuals to an application will get your post visible to all Twitter members who search for that specific hashtag.  Include as many hashtags as you’d like, however there is a 140 character limit per post, so use them wisely!   Users can also follow your account and “Retweet” (or share) your posts, getting your job listings maximum visibility within the Twitter world.

In the modern technological age, social media recruiting is the new method for publishing job opportunities and marketing your company brand. With an increasing number of business professionals embracing these strategies, your company cannot afford to skip out on it!

This Applicant Tracking System Is Your CRM

An Applicant Tracking System (ATS) helps businesses manage their recruitment efforts and newly hired employees.  Customer Relationship Management (CRM) nurtures the relationship and maintains communication with your clients.  Remaining connected to your contacts is vital to keeping them satisfied, and when it comes to job recruitment, it can assist in acquiring and retaining top talent.   Luckily, there is one applicant tracking system that can regulate both processes for your business.


An Applicant Tracking System (ATS) is more than just software that tracks and stores applicant information.  ATS is the solution for your proactive (and reactive) recruiting efforts, allowing you to reach out and connect with potential qualified candidates through social networking sites.  Recruiters can search and engage individuals matching certain skill sets and criteria using Linkedin, Indeed, Monster, and CareerBuilder, then build and store contact lists within the ATS.  Not only will your system provide a portal for all interested applicants to apply for job opportunities, it will provide your hiring team with an innovative tool that allows them to source for candidates, build relationships, and turn passive applicants into new hires.  Now more than ever, employers are becoming more proactive in their efforts to source for the best talent within their industry. Nurturing relationships with the intent to convert individuals into employees is very similar to the CRM process, which is why ATS is the CRM for recruiting! 

Our ATS also includes features that will enhance your online presence and reputation.   Generate QR codes to promote your job opportunities in creative ways, use the Social Post feature to instantly post jobs and company information to your social media platforms, customize your career pages, and instantly post your open listings to job boards, all while using just one system.

With dynamic applicant tracking tools from Pereless Systems, you are in control of the entire recruitment process.  Attract and source prospects without settling for less with an inferior recruitment tool.  Recruit, engage, secure, and hire the best candidates for your business using the best-in-class ATS!

Don’t settle for less with an inferior applicant tracking system.  Learn more about how our CRM can streamline your recruiting process, find you qualified candidates, and build relationships that will last!

Learn More

Why Should You Have An ATS?

Back when your essential laptop used to be considered a pen and pencil, there was no such thing as an ATS (Applicant Tracking System). Candidates would have to print out their resume and cover letter and present an application completely handwritten. This wasn’t the easiest thing for recruiters. They had to compile the information from each application and develop a sense of where they believed each candidate should be placed in the recruiting process.  As the ideal way of managing the recruiting process became more difficult and technology began to catch up with ideas most people could only dream about, businesses began to shift in the direction of the ATS.


Time management is everyone’s concern throughout the week.  Becoming overloaded with work causes an overwhelming increase in work hours. An ATS can fix the problem. With the use of an applicant tracking system, recruiting efforts for filling job positions is easier than ever.

Businesses can post open positions to job boards and customized career pages, organize and review incoming resumes and cover letters, schedule interviews, contact candidates through email and text message, develop job specific pre-screened questions and run reports for review-all while using one software system.  So the real question is, why wouldn’t companies begin using an applicant tracking system?

Candidates applying to companies using a quality ATS also have an advantage. When filling out an application, candidates are typically registered into the applicant tracking system by creating an account using an email or phone number.  Applicants providing this information are then granted a connection with the company, giving them avenues of communication and access to application status updates.  Another important feature is applicant support. Pereless Systems, a provider of a specialized applicant tracking systems, offers applicant support for companies using Pereless hosted and managed career page sites. Candidates can submit a ticket if requiring assistance during the application process, which are then pushed immediately to the support team where they are answered efficiently and precisely.  With this, organizations can be sure that all of the best candidates are receiving the support they need to successfully submit an application to fill open positions in a timely fashion.

Another important feature of an applicant tracking system is the ability to search candidate resumes for skill keywords.  Recruiters use the ATS to develop and post an appropriate job title and description to grab the attention of prospective candidates. Then, the ATS user can search for specific keywords matching the description, singling out specific applicants who have the experience for the position and appear to be the right fit overall. For example, a recruiter is looking for a candidate who has applied for the position of being a full-time chef for a particular restaurant. Keywords for this job may include chef, restaurant, cooking, etc. If an applicant’s resume states that he has knowledge elsewhere such as in engineering or computer science, he obviously isn’t a qualified candidate for the job, and therefore won’t show up in the keyword search.  This simplifies the recruiter’s process of sifting through new applicants and makes it easy to narrow down the search to the most qualified, practical choices.

Once you hire a new employee, a great way to welcome them to your company is by using an ATS offering an Onboarding Portal. Onboarding allows you to send new hires to a designated portal, introducing them to your company and allowing them to complete any necessary documentation. The Onboarding portal is a custom field which has the capability of containing reports such as company information, certain benefits, social media sites linked to the company’s account, training videos to enhance the employee’s knowledge, company policy, and messages relaying dress code, office hours and organizational tips. Current employees also have the chance to welcome new hires through message boards making them feel comfortable, appreciated and open to new faces. Finally, new hires have the ability to update EEO information if there has been any updates to their personal profile or contact. Even though this process does not apply to candidates and only employees, we see the reduction of cluttered files in the desk and an increase in organized files through the Onboarding Portal.

Applicant tracking systems have been around long enough that the regular apply process is now considered outdated.  The more secure, steadfast, and dependable system of a recruitment software such as an applicant tracking system is the most reasonable way to bring in new hires. As technology becomes more advanced, the business world will see many improvements and changes to their ATS.  As recruiters begin to shred all of those useless applications and feel bad about all the trees they might have killed, remember that the future with an ATS looks clearer than ever.

Written By: Nolan Pereless