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Sourcing metrics every recruiter should know

7 Sourcing Metrics Every Successful Recruiter Should Know

 

How will you measure your IT recruiting company's success unless you track metrics? Quality of hire may be the main metric you have to track, but if you want to get the full picture of how you and your team are doing though, you have to track other key recruitment metrics. Yes, there are a number of recruiting metrics online, and if you follow all of them, you won’t have time for other important things. That’s why we made this list of key recruitment metrics that will help you improve the hiring process. All the data you have in your hands can be valuable, so don’t miss the opportunity to collect this information.

All these metrics are linked together so they can give you valuable insights into every single part of your recruitment funnel.

1.Sourcing stats: Which channel gives you the best candidates?

Every top recruiter needs to know the answer to the question where do the best candidates come from. You may need a few months to answer this question, but after tracking this data, you should have a very clear idea of where to find A-level candidates for different roles. Nowadays, you have plenty of choices when it comes to sourcing channels - job boards, employee referrals, social media, etc. Nevertheless, you have to measure their effectiveness in order to save yourself time and money. For example, you can do it by using a combination of Google Analytics and UTM parameters. It doesn’t matter what kind of system you use, as long as you track it.

2. Time to hire: From the “first contacted” stage to “hired”

This metric will help you track the speed of your pipeline and show you how much time do you spend between the moment a candidate is approached and the moment the candidate accepts the job. Time to hire will give you insight into how efficient and effective your team is at this side of the process. Most organizations have a hire slow, fire fast policy in order to skip mistakes. However, that’s not the best approach because the top 10% of talent tends to be off the market in 10 days. So, find out where the blockages are in your hiring funnel and try to hire faster without mistakes.

3. Quality of hire: Evaluation of recruiting quality

Known as the Golden Metric, QoH will give you an indicator of the first-year performance of a candidate. Why is this metric so important? Well, a single bad hire can cost companies a lot, and they will spend a lot of time trying to work with a wrong person. This is a bit difficult metric because it has a long-term horizon, and you can only measure it many months after you’ve made a hire. Quality is often vague and subjective metric. You will have to use a number of other metrics such as new hire performance, turnover and retention, and hiring manager satisfaction ratings in order to make an evaluation. There are a number of formulas that you can use, so choose the one that fits your needs the best.  

4. Cost per hire: Resources for hiring campaign

How much does each new hire cost? You have to know this in order to allocate the recruiting budget. Just like time to hire, the cost per hire metric will also give you an insight into the (in) efficiency of your recruitment process, but there are a number of things you need to account for here: advertising costs, recruiter fees, managers time spent interviewing, candidate expense, LinkedIn and other social media accounts, new hire training costs, etc. Keep the cost information together in one place and you will be able to create the precise recruiting budget.

5. Candidate experience: Ask for a feedback

Candidate experience starts when they first have contact with your brand. You have to be careful when choosing IT recruiting agency because the sourcer that engage new candidates represents your organization. This person is the only real window into your company for a candidate. Make sure that a recruiter sends personalized messages, do research on each candidate, and follows your strategy. However, the idea of candidate experience is often pretty intangible, so you have to ask them for a feedback.

  1. Surveys: Use Typeform or SurveyMonkey in order to make quick questionnaires. Don’t send these questions just at the end of the recruiting process because you can get a lot of interesting insights from candidates who are midway through.
  2. Feedback collection: You can use Beamery Surveys to get feedback for every email that you send. Candidates leaving their thoughts with the click of a button can be really effective.

6. Offer acceptance rate: Compensation as a typical problem

So, you did everything well. Your applicants made it all the way to the end of your recruitment funnel, but for some reason, they didn’t accept your job offer afterward. The offer acceptance rate metric shows you the percentage of candidates who accepted your formal job offer. So, if the candidates keep rejecting the offer, you have a real problem. This can mean that candidates got a better offer somewhere else, or they didn’t like your company culture, but usually, it’s about the salary. If you want to skip the money problem, you can discuss the salary earlier in the recruiting process in order to minimize the impact of a refused job offer. However, you can suggest other benefits for candidates besides the salary such as gym pass, a work from home option, extra holidays or free lunch. Be creative!

 

7. Early turnover rate: Bad onboarding or high expectation

This is a really valuable metric that can indicate problems with the onboarding process or candidate choice. Early turnover rate counts the percentage of people that left the company voluntarily within a year after they started. If an early turnover rate is high, it usually means that there’s either a mismatch between the candidates and your company culture or between the candidates and their expectations of the job. If you didn’t see the problem during the hiring process, you can fix it during the onboarding! So, use these tips for the onboarding process and both new employee and company stuff will be satisfied.

You can’t improve what you don’t measure

Every time you feel bored collecting this data, remember the sentence from the heading. Use the advantages of technology and collect this valuable information in order to make things right for everyone - candidates, managers, employees, your team and yourself. You will need to wait for results, but these metrics will help you work faster and smarter. Once you have numbers in front of you, you will be able to make changes that will lead you to success.

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How to Spot a Good Recruiter from a Bad One

There are incredible IT recruiters that will do everything to help both companies and job seekers to find what they are looking for, but there are also a ton of folks who just want to close the deal. Nowadays, it’s easy to become a recruiter, so some people are not taking this job seriously. You can call yourself a recruiter right now, but you have to earn people’s trust through your words and actions. To become an IT recruiter, you don’t necessarily have to come from HR backgrounds. Some of them may have experience in design, marketing, customer service, coding and a variety of other fields. IT recruitment companies hire recruiters who care about people and have the skills to find the best match for the job position. So, what makes a good recruiter and how can you recognize the bad one? Let’s find out!

Signs that you have to break up with a recruiter

First, we have to ask ourselves why are there so many bad recruiters that ignore candidates, don’t get back in touch with them, or even lie to them? Well, nobody likes to tell people that they didn’t get the job, and junior recruiters probably don’t know how to handle this situation. However, there should not be an excuse for this kind of behavior. So, if you notice behavior on the list below, you should seriously consider finding a new recruiter:

A bad recruiter:

  1. Asks you standard questions without trying to connect

  2. Doesn’t listen to you

  3. Doesn’t send you a rejection letter or feedback

  4. Ask intrusive questions

  5. Doesn’t call you unless there's something to report

  6. Bully you into taking the first job offer

  7. Doesn’t give you a feedback after an interview

  8. Lies to you

  9. Keep canceling their interviews last minute

  10. Ignores your email

 

That is not the person to be your representative. Now, let’s talk about good recruiters. First of all, they don’t use your vulnerabilities to get you a job you don’t really want. They are trying to build a long-term relationship and they are patient with you. But let’s go into details. You will easily notice if it’s time to break up with your recruiter.

   

Good recruiter...

1.Tries to get to know you

Good recruiters won’t brag about other candidates they placed into jobs and talk about them. On the contrary, they will ask you questions about your experience and career path, what do you want to do next, and what do you expect from a company and a job. While a bad recruiter may talk over you, a good one will listen to you carefully. Further, they should know a lot about you before they even call you. Your resume, LinkedIn profile or blog will tell will help them get to know you before even talking to you, so you better update your profile and portfolio.

2. Keeps communicating with you

Yes, recruiters have to reject more candidates than they hire, but that doesn’t mean that they should just stop communicating with you. They should find a way to turn rejection into a relationship. Sending a post-interview rejection letter should be a must, but it’s even better if they send you a personalized email. If they do so, stick to them because they are trying to build a relationship with you and to stand out from others. Any suggestion they give you can be helpful. You should appreciate these details and use them to improve your skills for a next interview they schedule for you.

3. Doesn't ask intrusive questions

Why would you tell anyone who you barely know personal things about your life and career? A recruiter has to earn your trust, so if they ask you about your relationship, kids, or current salary, just stop any contact with them. However, they can ask you for your target salary. When we switch jobs, a slight increase in pay is a good deal.

4. Engage past applicants

Good IT recruitment agencies know where to find experienced candidates, but they also keep in touch with past applicants. They don’t just wait for a job opening announcement to start looking for candidates, but they send you an email once a week to check on you. Even mail message that lays out your terms for engagement can be helpful for potential candidates. Engaging passive candidates is very important for creating a strong network. Remember, they represent you, so they should care about you!

5. Respects your expectations

To understand job seeker needs means putting yourself in their shoes. So, a recruiter who talks down your expectations is not worth your time. If you have high expectations, they will explain if they aren’t reasonable. However, they shouldn’t bully you into taking the first job offer you get. No matter how desperate you feel about finding a job, a recruiter is here to help you find the job that suits you the best. Good recruiters need to really dig into hiring managers’ needs to understand candidate requirements. After all, a recruiter should send only a few resumes instead of tons they have received. To thoroughly research each role they recruit for, recruiters should do more than just read a job description or get a list of desirable skills from the hiring manager. They should know more about the IT department and the extra qualities they should be looking for. So, if they have all these skills, they can advise you about your expectation.

6. Plays multiple roles

There are so many roles a recruiter have to handle. Sometimes, they are marketers who post compelling job ads, sometimes they act as salespeople or PR who boost their company’s employer brand, but more importantly, they should know a bit about psychology to better understand candidates’ reactions. They have to interact with so many different people with different needs every day. Not everything is about finding a perfect person for a job. Recruiters have to interact with clients, job seekers, they participate in the onboarding process, and get frequent feedback from new hires. A good recruiter is able to handle all of these things on a daily bases. More importantly, they are able to stay calm and friendly to job seekers, although sometimes this job isn’t easy and stress-free.  

7. Leads you through the process

How many steps in the recruiting process will you have to go through? How to prepare? A good recruiter should inform you about all the details. If there is an issue, they invest their time to help you solve it. After a job interview, they will give you feedback. If they don’t do so, or if they say that the employer won't return their calls, something is wrong. They should use all these qualities that made you trust them in the first place in order to find you a job.

8. Speak the truth

The truth can be hard to swallow, but that doesn’t mean that a recruiter should lie to you. Sometimes, they will tell you that a job is not right for you. Don't hate the recruiter for telling you the truth. However, a great recruiter should be able to speak the truth in a way that is not offensive but that will clearly convey exactly where candidates stand. After all, they had handled a number of applications and they know what both you and a client wants. Nevertheless, if they try to shine you on for weeks, telling you that they are still waiting to hear back from the client, they may not know what they are doing. So, dump this recruiter and find someone who behaves as professionally as you do.

9. Build long-term relationships

Can you rely on your recruiter when making hiring decisions? A good recruiter should have consultative skills, but they should also send you relevant job offers. Just as consultants deliver advice based on their knowledge and expertise, great recruiters exhibit the same behavior.

Bad recruiters will just drop your resume after the first rejection, but the good one will stay in touch with you and let you know about other jobs at their client organizations. You will easily notice the great recruiter because you will keep returning to them whenever you want to change the job.  

You’re not just a number!

Let’s be honest, dealing with recruiters can be time-consuming, and sometimes exhausting. But it doesn’t have to be! A recruiting process is a great journey if recruiters treat you well. You have to value yourself, so don’t let some stranger ruin your career path. Professional IT recruiters can help you find the perfect job, so let’s find the new job opportunity together!

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4 Ways Technology Can Improve Your Recruiting Process

4 Ways Technology Can Improve Your Recruiting Process

Technology is constantly improving and helping professionals from different fields to get their job done faster and better. These changes in technology affect the recruiter process as well, so professionals should stay up-to-date with techniques that can help them find the perfect person for a job. Moreover, there are a number of responsibilities that the HR department has to deal with - sorting employee payrolls, performance management, talent acquisition, administration and interviewing and hiring new employees. As the technology is improving, recruiters should follow new trends in order to handle these things in a modern and better way. The fact is that more and more recruiters are now relying on ATS (Applicant Tracking System) or recruitment software in order to improve their hiring process. So, let’s see how you can work alongside technology and use it to your advantage.

The power of artificial intelligence

Many IT recruitment companies are already using the power of artificial intelligence (AI). This technology is able to save a significant amount of time by helping recruiters finish many low-level, day-to-day tasks. Moreover, AI can screen and select A-level candidates without bias. This is a huge step in the recruiting process because the smart systems focus on experience, qualifications, and skills, without discrimination. Let’s be honest, humans can occasionally be discriminative, but now we can ensure that they don’t run the risk of having any unconscious bias.

A little help of chatbots

AI chatbots are extremely popular for a reason. They are able to carry out daily tasks such as answering questions or arranging interviews by saving a recruiter a lot of time. Now they can focus on an emotional and communicative aspect of hiring and make sure that employees and potential candidates are productive and satisfied. According to research, chatbots can save 75 percent of recruiters’ time, so they are definitely worth a try!

Job search and application process

As mentioned, AI can help recruiter find the best candidate - it can improve hiring system by scanning an application for the necessary criteria, but it can also alert the candidate if the position is suitable for them. Because of generation Z, eager-to-learn and tech-savvy workers will be all around us, so the hiring process should be speeding up as well.

Automatically track applicants

Tracking applicants manually can be costly, and take you a lot of time that you can use for other things. That’s why an applicant tracking system can be a great tool for recruiters - by automating these processes, recruiters can make informed decisions in a timely manner, although ATS does not remove the human component from hiring. Now recruiters can compare candidates to open position, easily determine channels that are providing the best candidates, and use that intelligence to set reasonable hiring goals. There are even more advantages that recruiters will get if they use ATS - they will be able to build a custom workflow for each job opening, stay organized, and, more importantly, they will be able to eliminate redundant tasks along the way.

How do applicant tracking systems work?

When a person click “apply for a job”, their resume is automatically going to be scanned by bots. There are a few important words that a bot is searching for, so if a person doesn’t have some of these words in a resume, or they have a typo, a bot won’t recognize them as a valuable candidates. Only resumes that bots accept will reach an actual human being. However, this system is not fail-safe. Some qualified candidates are likely being automatically filtered out of the vetting process by mistake, so both recruiters and candidates have to be careful. Applicants should find a way to optimize their resume for applicant tracking systems, while recruiters should choose a tracking system that was proved to be good. If they do so, they will be able to have more productive, fact-based conversations about each candidate, thus reducing the risk of unconscious bias.

Tracking candidates on social media

Recruiters have been using social media as a powerful tool in the hiring process for years - from posting adds about the job opening to checking candidates online. Moreover, 70 percents of employers check prospective candidates’ social media platforms to see if they’re posting regularly about industry-related topics and well-known industry speakers in order to see if they are passionate about their job. Nowadays, it’s very important for candidates to build a personal brand, and they can do it by using social media platforms such as LinkedIn, Twitter, Medium, Slack, etc. A candidate may be a beginner, but if an IT recruiter can see that they are passionate and interested in the industry, they may consider them for a position. Further, the good sign is if you can see a candidate liaising with industry peers and colleagues online because it shows that they have an interest in making a mark in their field. Headhunters can find a professional that may be great for the job opening on social media platforms, or check others who have already applied. Either way, social media is just one element of technology that is improving the hiring process and it can help recruiters make the best decision.

Recruiting software for compliance issues

HR leaders handle a variety of compliance issues related to employees. They have to stay up-to-date, especially because state and federal employment regulations can change at the drop of a hat. From anti-discrimination laws to wage and hour laws - they have to know everything in order to protect themselves and employees.   To ensure that they are staying compliant at all times HR stakeholders can use recruiting software with advanced reporting features. This tool gives them the ability to generate standard and custom reports in a matter of seconds, but also to stay ahead of legal issues. They can see how the organization maintains compliance with federal anti-discrimination laws, immigration laws, wage regulations, medical leave entitlements, safety requirements company benefits, workplace, etc. With this tool in their hands, they will be able to identify trouble spots in the recruiting process, compare them to compliance reports and find the best way to proceed with workflow improvements while staying within the letter of the law.

Use technology, but think with your head

Although technology is constantly improving, humans and technology should be working alongside one another in a variety of industries. After all, recruiters are dealing with people. Both humans and technology have flaws - while humans can have bias, technology can reject great non-traditional candidates. Not everyone has a perfect presence online, but some of these people can have a great knowledge and experience in their resume (and head). There are a number of talented people around us, so we need to start thinking about how to re-invent recruitment by combining big data tools with human expertise. Remember, technology is great, but recruitment still needs the human touch!
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Free Onboarding Template – how to set up a simple onboarding process?

One of the principal principles of IT recruiting is the need (and the ability) to keep all the information, files and documents perfectly categorized.  Each recruiting agency should develop their own system that will help them collect all data and keep team members and clients in loop. Luckily, there are numerous tools that can help recruiters keep track of applicants, CVs, interviews and appointments. Some of these tools should be frequently used in other segments of hiring process too. They can improve onboarding process and help your team welcome aboard new members with ease.

What is Onboarding Process?

Onboarding process is about welcoming a new employee onboard by helping them adapt to the new environment. It usually takes place within the first month and it implies introducing a new colleague to the rest of the team and to his new duties, schedule and responsibilities. Everyone on the team should be providing them with information and participate in making their adjustment period easy and stress free. Onboarding process should be done strategically but it must contain that certain something that distinguishes your team from others. Plan this process carefully and keep it friendly.

Why is Onboarding Process important?

Some researches show that it takes a year for new employees to fully adapt and reach the level of achievement their (veteran) colleagues are at. Not saying statistics lie, but a whole year does sound a little excessive. Especially if we have in mind there are many ways we can help out new colleagues. Being clear about tasks, targets, goals and objectives is mandatory. Your colleagues and employees are familiar with your ways, but it a newly hired person will most likely need some time to adjust to the environment. And the adjustment does depend on the onboarding process. Developing an onboarding program strategy and setting it in motion will most likely have a positive impact on your finances, among other things. The costs of losing an employee are way higher than the investment you’d make in onboarding process. Back to the researches and statistics - first year of employment does turn out to be crucial. Companies lose over 25% of all new employees within this period.

Benefits

1. Improved employee performance

It is known that a successful onboarding program has the power to increase employees’ productivity up to 54%. This program should be carefully planned and custom made - although some steps need to be followed, you should follow them in a way that suits your company. Stick to the plan and gradually incorporate a new member into your teams’ ways and daily occupations.

2. Increased employee retention

Employee retention is another important aspect you need to look into and take care of. Losing a new employee can seriously damage your budget and affect your projects. Standardised onboarding process will largely contribute to the improvement of this aspect. Onboarding program done right will increase employee retention up to 50%.

3. Happier employees

Happy and healthy working environment consists in various components. Cool projects and good organisation are just one part of the story. There’s more to team work than that. It’s important for everyone in your company to feel accepted and to feel free to ask questions and speak their minds. People on your team need the right amount of autonomy and some room to grow, but they’ll also need supportive and trustworthy environment. Onboarding program helps newly employed to feel welcome and to truly become part of the team.

Setting up a basic onboarding process

Each strategy is different, and that’s exactly how it should be done - each company should adjust the onboarding program to their needs, values, standards and goals. But no matter how you choose to plan and perform this program, it usually last lasts 30 days. These are the most common time frames:

Pre-start

Onboarding process should begin before the new employees’ official day one. It’s important to cover the initial “getting to know each other” ground. First impression and proper introduction are always those keynote thoughts that seem to stick with you for more than just a while. It’s also undoubtedly important to make sure all equipment is provided. This usually means getting a computer or a laptop for the employee, those devices should be on top of the list. There might be other stuff you’d want your employee to have, but those variables are mostly changeable. You should have a list of priorities and make sure all the necessary devices and things are at the office right on time and that they’re fully functional.

First day

You can start to incorporate a new colleague to the team by emailing them – they will appreciate it. You can provide them with some additional information and let them know you’re at their disposal. The email should be genuine and substantial and the HR writing it should be using the language that reflects the company’s culture. This opening email represents a virtual tour of the office. The virtual tour isn’t enough, and this is why it should be followed by an actual tour. Show them around, introduce them to colleagues face to face. Some anecdotes won’t do any harm either, let them see the fun and friendly side of the office (even if you’re corporate to the core). You should notify them about their rights and obligations at the very beginning. This is why you should have an employee handbook prepared in advance. Make sure it’s updated. If there are some forms to fill in (and they don’t necessarily need to wait for the starting day), you could send those over to them too. It will save them some time and the energy (yes, we can admit here and now – no one is particularly crazy about bureaucracy, especially on their first day).

First week

New employee should get to know a little bit about everyone and everything during the first week. Memorising colleagues names and nicknames might be the toughest job for some. Don’t forget to add them to mailing lists, Skype groups end other. Keeping them posted when it comes to daily tasks is easier if you include them in these discussions and threads. You should make sure they fully understood their duties and that they’re familiar with stacks you’re all using.

First 30 days

First month should be the period of familiarizing. It’s all about getting used to a new working environment and you should pay some extra attention to helping a new employee obtain a certain level of knowledge and understanding of his new position. Provide them with information, let them know if you have any suggestions and ask them about their opinion. Being supportive is a teamwork. Not only a new team member can pick up on what matters when it comes to a project itself, but they’ll get the impression they can rely on their colleagues.

Free Template Onboarding Process Example for Tech Teams using Trello

This Free Template Onboarding Example was made with love for small tech teams setting up an office in Serbia. Within this Trello board, you can find template B2B contracts, Sexual harassment template and much more documentation you might need when hiring. Trello is a task management app that helps you know Who is working on What based on a Kanban system developed to keep production level high. It's free and there are endless ways to use it. Join the board here. 
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What is Pay per Stay?

Switching jobs or looking for people to join your team takes a significant amount time and even more dedication. The entire hiring process implies a lot of searching and questioning on each end, but it also brings a certain feeling of accomplishment once this difficult task is successfully fulfilled. Our job is to be that link between talents and those who are looking for an opportunity to meet them and invite them to make their team even more exceptional and productive. Knowing we’ve done something good and contributed in someone’s career is what keeps us wanting to improve our ways. And we’re managing to grow by constantly finding solutions for problems our clients and candidates frequently come across. One of the ideas we came up with to make hiring easier and accessible for a variety of companies is called Pay per Stay method, and it’s actually very simple and efficient.

The Rubik’s cube

Each business owner is faced with numerous challenges and often with difficult decision making. The responsibility for maintaining each part of the company highly functional becomes a standard part of the daily routine. To put this simply, here’s what it is like for an entrepreneur: a coffee break followed by a full time contemplating and “what if”-ing section of the day.
Even though there are many amazing people with all the necessary skill sets, knowledge and all kinds of mojo any company would gladly welcome aboard, there are numerous small but inevitable factors one must have in mind when hiring.
Finding “the perfect match” is like trying to solve a Rubik’s cube – everything must fall right into place. Only in this case it’s a little less colorful and far more realistic. This Rubik’s cube is about structuring many elements, but these might pop up as the most important ones – the candidate must have certain tech skills required for the certain position, then there’s the part that’s often called “a culture fit” (and we’ll use this term until we come up with a more suitable one), and there is the always tricky question of a budget. Luckily, this is when our Pay per Stay method jumps in and saves the day. Or at least saves you from the notorious so called cash burnout syndrome. Before reviling the actual concept of this payment method let’s take a moment and explain what collaborating with us implies. Our number one priority is to collect all the relevant information about you and your company in order to reach out to the right crowd. Your first step would be to provide us with all the details about your current aspirations and future plans. And we’ll handle the rest – sourcing, screening and interviewing would be our preoccupations. Your next task is to check your inbox regularly and have a look at all the resumes we collected. It’s time for you to get introduced to experts interested in your projects and eager to hear more about what is it that you do.

The What Ifs

After carefully considering resumes and getting properly introduced to the candidates, you chose to hire someone. No matter how thoroughly we searched for suitable candidates, there is always a variety of potential scenarios, and unfortunately there’s always a slim chance something might not turn out as you planned. So, in case you decide that a person you hired does not entirely meet your expectations after all, you would need to do something about it. And that “something” is usually a code word for terminating the contact in majority of cases like this. What comes next? Well, our Pay per Stay method would surely cut your expenses if something like this happens.
And hopefully it will also cut your stress level in half.
The agreement we would offer you consists in dividing your payments for our services into 12 equal monthly fees. Think of it as a sort of insurance that if things go wrong you won’t be losing both – the new employee and the capital you invested in this whole hiring process.

The honest model

If we’re all down on our luck and your collaboration with the employee we introduced you to breaks for whatever reason, we would immediately stop charging you. The next step is entirely your choice – we could look further and find someone to take the first candidate’s place. We would appreciate any feedback from you and it would be more than helpful if you provided us with as many details about what went wrong as possible.  This way we can have all the pieces of this hiring puzzle together while looking for a new member to join your team. If you go for this option and let us keep searching for the person that will fit perfectly into your team, the payment method would remain the same. But the very good news for you is that we wouldn’t start charging you from the very beginning once you hire one of our candidates again. For example, if the first candidate you’ve decided to hire leaves after two months and after a while a new one comes along and you choose to welcome him to your team, we would send out our monthly fees as from the third month. All kinds of expenses on your end would just be paused for a while so that you can retain the necessary resources until we find a definitive match.
This brief introduction is meant to show a little bit of what we stand for.
Pay per Stay method of charging was created with the idea to encourage those who are in charge of smaller teams with the tendency to grow and those who are looking for a way to start their own business. What triggered this idea is the fact we are also a small group of people gathered around a goal to do something big that would hopefully have a positive impact on everyone we work with. Feel free to get touch with us. We would love to hear from you and get to know you. And we’ll gladly tell you more about our approach and our ways of making hiring easier and cost effective.
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I researched Applicant Tracking Systems (So you don’t have to)

Are you having hard time handling your talent pool and worried with upcoming GDPR? Then you probably tried to figure out which ATS would suit your needs. ATS stands for applicant tracking system and the idea behind this software is to automate company’s recruiting and staffing efforts, but also to manage candidate’s data. Handy little thing. The bad news for HR and PeopOps teams is there is a bunch of them (more than 300 in the market at the moment to be exact). Our team tends to move fast so we can keep our average time per hire at 2 weeks. From the moment we receive the job description to the moment a stressed manager starts thanking us, we only think about tracking our time and productivity. Staffing agencies use CRM’s and we couldn’t afford the whole team to do the research. The decision was I should do it. I’ve found an article named The top 100 ATS in 2018 . Oh, the excitement. 
 

I wanted to learn which ATS are the biggest sharks out there using.

Well, none of them. Google developed their own ATS product called Hire. The bad news is that this software is available only for companies that use G Suite and are based in US.  Facebook also developed CRM for their needs. This might not be the best solution for every company cause it takes up a lot of planning and resources if you want those cool features like video interviewing or employee referrals. We developed CRM for our needs and it’s far from perfect. It’s also far from cheap and we don’t even have “the cool features”. The truth is, most of the applicant tracking systems are built for small to mid sized businesses. Large organizations usually need more custom features and I figured Breezy has that option. Also comes with a “custom” price.

What happened when I used the ATS

I researched a bunch of them, but decided to write an overall review for just a few of the most popular ones. The most common elements are: career sites, applicant tracking, advanced search options, interviewing tools and analytics. 1. recruitee has career sites with customized application forms, you can even customize hiring workflow for each position. They also have this drag & drop option, which gives the user a nice kanban/trello feeling. Apart from the great UX, it offers a nice set of features for recruiting teams and integration with Slack. They listed pricing, so go check it out. 2. Workable says they are the most popular ATS, yet no pricing. The workflow is quite much the same as previous, it starts with a career site where applicants apply. Once they appear in your pipeline, each candidate will have their own profile. Workable has built in sourcing tool, based on booolean queries. Mobile apps available. 3. SmartRecruiters looks like pobresito comparing to the previous two. You'll find four tabs and for each job you'll have well drew up charts and data about the position. What I hated is how many pages I had to read to figure out what features this ATS has. KISS. 4. Zoho AKA the free one. There are actually two types, one for HR teams and one for staffing agencies. The free package for staffing agencies comes with Candidate Management, Career Website, Client & Contact Management, Email Management, Interview Scheduling and Job Posting Management. It is cloud based, offers integrations with social media, API or email, but it is provided only in Enterprise model. CV parsing also comes with few bugs. Much like others, you can customize ATS to your needs, migrate data etc. Does the trick for small recruitment teams. Bonus warning for recruiters: I noticed there are bunch of these charts, tracking your efforts. There are companies that are not able to meet their hiring needs due to different reasons. Seeing these charts might just motivate you to pursue your dream of being a farmer. I am kidding you not, I'm not even a recruiter and these things seem mean. (under pressure playing in background)

What to focus on when choosing an ATS

Social Media Sourcing

Copy/pasting a job offer to social media, and then adding a pic can be a drag. But, we’ve been used to doing it manually, and it gave results. What we’ve discovered is there are ATSs that allow you to connect your official LinkedIn, Facebook and Twitter page to it, and to post your job opening through it. Due to instagram’s policies, we all still dwell in sort of a limbo where we have to manually post. However, three out of four doesn’t sound at all bad. Good example of this is zoho. It may not be included in a free pricing plan, but at the end of the day, the level of optimization is completely up to you, and ATS is there to help you optimize your process.

Posting to External Job Sites

This one is a no brainer. It is necessary for acquiring applicants, and possibly the applicant who will be just perfect for the job opening. Luckily enough, most ATS’s we’ve looked at have this option. This option adds an additional dimension of security and creates more confidence in applicants that you are offering a stable and reliable work. Zoho has a basic function for this in it’s free pricing plan, and recruitee and workable offer this option.

Compliance with local laws

Four letter everyone should pay attention to are GDPR. Fortunately, all ATSs we’ve reviewed disclose where data is stored, and how it is protected. A good example of ATS disclosing this information is recruitee. You might also want to research if and how taxes are applicable.

Mobile Capabilities

If you’re a small agency owner, and you’re on your feet most of your time, it’s very important, as it is to me, to be able to access and see where in the selection process the applicants are, on the move. Workable and SmartRecruiters both have apps that will provide you with necessary insight to see how your candidate is doing in the selection process.

What I learned losing my mind over this ATS madness 

1. It’s an absolute must have if you have a lot of applicants asking for internship opportunities; 2. It can improve candidate experience, you’ll send feedback right on time; 3. Most of this softwares rely on a “post and pray” strategy. Reality is that in IT recruiting - the best talent out there are passive candidates and won’t apply through your career page. You would have to add their info manually or ask them to fill in data. 4. … which also reminded me that if there is a fill out form with more than 3 questions, Seniors just ain’t gonna do it if they are not really into the position; 5. Some of them are really pricey and you will probably have to talk your CEO/CTO/CFO into it; 6. Design sells; 7. It really depends on the size and needs of the organization;

What are your experiences? Hit the comments.

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