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15 Applicant Tracking Softwares & Systems

admin — Mon, 03 Jan 2011 12:00:32 +0000

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Depending on your business, Applicant Tracking Systems are typically an essential part of your business to keep organized and efficient. There are tricks and work-a-round for those without an ATS but there are usually free to very low cost options that are simple to learn and use.

Over the next few weeks we will start to build a live list of ATS providers mainly sticking to low cost and free options for independent and small market recruiters. We are calling this a live list because as we build the list we will be taking your input and suggestions. We’ll break them down into lists of 15 for easy consumption.

The suggestions on the list are not guided by sponsorships or paid features. All ATS systems listed are done so in an unbiased manner and is meant to share available resources with our readers.

Here are the first 15 Applicant Tracking systems for you to consider:

Zoho Recruit is an easy-to-use Applicant Tracking System that helps staffing agencies and recruiting departments track job openings, resumes, candidates and contacts more quickly and efficiently. Zoho Recruit allows you to spend less time on the process and more time on what you do best: getting the right candidate.

ZipRecruiter enables companies to post to multiple free job boards with a single submission and vet all applicants through simple-to-setup online interviews. Good for recruiting, hiring, job posting, candidate screening, and applicant tracking.

Active Interview is the fastest way to conduct video interviews online. Enjoy easy creation and publishing of custom interview with optional start-times and deadlines for interviews. Option to limit answer lengths on candidate responses and public (web-link) or private (invite only) interviews

CVWarehouse delivers the answer to many recruitment challenges modern companies face, by bringing the classic jobsite and tracking system into an integrated and highly efficient solution.

TalentFilter TalentFilter is TalentDrive’s on-demand, 100% SaaS model sourcing technology allows you to simply input your job descriptions into the user-friendly interface and then sweeps all your paid and free job board subscriptions, in addition to thousands of niche resume databases.

TalentPath New Features for Spring Release ’10 including a brand new User Interface, Consoles, and a powerful new platform for your Job Board with enhanced administrator and jobseeker functionality.

iRecruit is a hosted, web-based recruiting software designed to provide any size of business a cost effective, affordable and simple way to handle their recruiting process online.

Not only will this applicant tracking software work in conjunction with your current website, iRecruit provides you with it’s own career center that will allow your applicants to select the position they are interested in, and apply online through your website!

OpenCATS seems to be infinitely customizable. OpenCATS is a free Applicant Tracking System (ATS) designed for Recruiters by the recruiting community who need to manage the recruitment process from job posting, candidate application, through to candidate selection and submission.

ApplicantStack allows you to upload resumes and CVs, capture applicants from your website and public job boards and manage it all in a central database.

Jobtrain solutions deliver and support flexible, easy-to-use internet based e-recruitment software/applicant tracking systems to companies of all sizes and across all sectors

ALEX performs full resume/CV parsing of English (US/UK), Dutch, French, German, and French Canadian, while supporting nearly all US, Canadian, UK, Australian, New Zealand, South Africa, and AsiaPac address formats.

Rogerjob ATS offers an affordable solution to manage your recruitment process and talent pool. It consists of leading online tools that you customize to suit your unique recruitment priorities.

Desktop Recruitment Software is an online web application that integrates an interactive career center to your corporate website. It is built On PHP/MYSQL/Linux Platform that enables you to quickly deploy a fully functional career site customized to your requirement.

Simplicant is a simple applicant tracking system for small and medium sized businesses with easy to follow features allowing you to organize, collaborate, search and communicate.

Trovix Recruit is a human-like search technology is a breakthrough that combines complex scoring algorithms, learning, and a comprehensive knowledge base to provide personalized search results for recruiters and job seekers. Trovix understands the true context of the information on a resume

This is not a sponsored post / series. All lists and information provided in this series is meant to be used as a knowledge sharing tool to our readers. If listed software is an advertiser on Recruiter.com, that partnership does not apply to this posting series.

Selecting an ATS: Trials, Successes and Failure’s

admin — Tue, 09 Nov 2010 22:00:03 +0000

Michael Goldberg based in Dallas Texas is a frequent contributor to blogs in the recruiting space. He is currently engulfed in a project reviewing and selecting the next applicant tracking system for his recruiting firm. For those that have been part of an ATS slection process and implementation, you certainly know the pain. We will be following Michael’s path through ATS selection and implemetation as he shares the good, bad, ugly, and painful.

Below is his first installment. If you have your own stories about ATS selection, please share.

Over the last three months, I have been seeing demo after demo of the best ATS Systems in the world. I mean they got everything we need-OFCCP Compliance, Excellent Reporting Tools, and my favorite…it is configurable. I will say we have it down to our top choice who I will keep nameless for the time being, but the road to getting down to the selection has been extremely exhausting.

Five parameters I set at the outset of the search: Needs to be configurable, easy for our field offices, easy for candidates to apply, easy for the recruiters to use the system and finally, keep us compliant as we are a federal contractor. Simple, right? Not exactly. As our company selects and begins implementation, I will be blogging about the experience and add some helpful hints so when you and/or your company goes through this, you will have some insight. I will throw out a disclaimer that what works for one company may not be a one size fits all. As always know your culture, your business partners and your resources available before starting.

Pushing the Easy Button: I cannot say enough that every time I ask about a certain feature it was always how how easy it for my customers to do X or how easy is it to do Y. Who are the customers? Hiring managers who will use the system to review the candidate information, set up requisitions, and find the information they need quickly. My second customer is my candidate. How many clicks does it take to get to the candidate portal? Can they find the job(s) they need to apply to quickly? Most important, number of clicks it takes to apply for the job. Ask anyone, the less the number of clicks to apply, the less candidate drop off you will have in the process.

We are in beta with a company who is measuring the analytics around candidate drop off within our site (stay tuned for some results in a future posting). We will use that data to determine the clicks we want.

My goal is to keep it to three (3) clicks. Companies with poor career sites beware…if you want candidates to apply, keep them engaged throughout the online profile process so they do not drop off. The goal in selecting your ATS is to have all questions and can the system do this questions answered before signing on the dotted line. Do NOT settle for, oh yeah, it can do that. I have heard too many horror stories over the last few months of “100K later and we are totally unhappy”, false promises, poor delivery lead to the assumption that recruiting made poor decision making.

No one wants that kind of egg on their face. Avoid the mistake by asking “What can’t the system do”, “What are the upcoming updates in the next 3, 6, 9 and 12 months?” Reporting is where the questions need to be asked. Get sample reports and ask to play in the sandbox. Test out all screens and get your clients involved when you are in the sandbox.We believe we have made the right choice and I will be announcing our decision in the coming months. Stay tuned to my post on Project Planning when Implementing an ATS coming soon!

An ATS choice is one of the most important decisions for a recruiting firm to make – the actual recruiters will be stuck using the ATS you choose for many years. It can severely impact recruiter productivity for the good or bad. Do you have your own story about applicant tracking system selection? What do you think are the most important features for an ATS to have?

LinkedIn InStant Search: Hackday Winner #recruiting with #in

admin — Sun, 24 Oct 2010 13:00:55 +0000

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LinkedIn is an innovator right? Like most other companies looking to not just attract but retain serous talent, LinkedIn allows it’s team, it’s users and developers to be creative. Back in 2007 you may remember “Hackday” or at least some buzz about it. Recently LinkedIn (according to their blog) has implemented the whole company, a panel of judges and some serious bragging rights to internal hackers.

You get 2 minutes to present your hack and answer rapid fire questions from the panel of judges.

I like this hack. It’s called Instant search. It’s in beta and you cannot use IE, but it’s got some very nice potential. *disclaimer* – I have not tested the tool for a prolonged period but enough to know I like it.

Pros:

Fast results, instant results
Nicely displayed
Not the same old static feel

Cons:

Not 100% there yet on the search capacity (It was not successful thus far for me, using the same searches I use both on the open web to xray or LinkedIn search features)
The returned results do not always match my criteria, for the “current” position, though as you open the target profile the candidate typically has been in that location or worked for the company etc.
When you return to your results page you lose your search criteria, as it is not hard written to the page (as of 10-24)
If your search displays 96 results you cannot see them all unless I am missing something.

With all of this, the idea is sharp and I like it. I am looking forward to following future releases.

JobKatch and Hashable: Jobsearch / Sourcing Super Power

mikevandervort — Tue, 12 Oct 2010 20:00:43 +0000

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One of the major benefits of using social media in a job search is that it allows you to build a bigger network of connections. Given the reach of social media, the size of these networks can grow large in size, requiring powers far beyond those of mortal men to manage.

Fortunately, you can now download super-powers off the Interwebs. These super-powers are now called apps.

Here are a couple of apps that will help you crank up your networking super-powers

Jobkatch is a social CRM, now in open beta that allows you to add a bookmarklet tool to your browser that registers your job leads to JobKatch from any other web site. This will allow you to add as many job leads to your account as you want, and review them at your leisure.

According to their site, Jobkatch is designed to help make searching for a job easier.

We give job seekers a great set of tools to make their search as effective as possible. We’ll help you organize all your job search information, including leads, companies, contacts, communication, and to-do’s and feel that our solution will keep you on task and help you find that new job as fast as possible.

JobKatch can be described as a Social CRM system for Job Seekers. JobKatch can tap into your online and offline networking connections to help you identify the people you should be reaching out to help you achieve your job search goals.

Hashable is a tool (still in private beta)that uses the power of Twitter to make professional introductions in three simple ways, through Twitter, email, or its website. This profile from TechCrunch describes how #Hashable works:

On Twitter, all you need to do is include the Twitter handles of the two people you want to introduce as well as @hashable, and the hashtag “#intro.” For instance, if I wanted to introduce investor/entrepreneur Chris Dixon to VC Fred Wilson (assuming they didn’t already know each other), I would Tweet out something like “@cdixon meet @fredwilson, you guys would get along #intro cc @hashable.” Then Hashable would put out another Tweet to both of them with a short link to an icebreaker page on Hashable with some bio information from each one and a quick way to reply via Twitter. The icebreaker page also shows Twitter followers both people share in common.

Hashable also works through email by simply sending an email to both people and Ccing post@hashable.com. (You can do private introductions through email by CCing dontpost@hashable.com). Each recipient will get an email with the other’s bio in the body of the email. Finally, there is an intro tool on Hashable.com which creates either Twitter or email intros automatically. The bio info is pulled from LinkedIn, Twitter, and Hashable profiles. A few days after each intro, Hashable follows up with each recipient to see if they connected.

Pretty cool tools to add to your job search arsenal! If you know a cool tool, mention it in the comments.
This post was written by Michael VanDervort. Michael writes on human resources, labor realtions, and social media issues at the Human Race Horses Blog. He also walks dogs.

Sendouts crushes the Recruiting Makeover

admin — Wed, 11 Nov 2009 17:42:37 +0000

Is it advertising, or is it generosity? Who cares? It’s downright cool and with the ability to win a $50,000 recruitment makeover you should take a serious look at what Recruitingmakeover.com has put together. Have you heard of it?

Recently I spoke with the sponsor of the recruiting makeover Jonathan Herrick, VP of sales at Sendouts regarding the contest. “This contest will change the face of a business that would otherwise not have the ability to leverage such great technology.”

Sendouts.com is a leader of online recruiting software for third party staffing and recruiting firms, leveraging web 2.0 technologies to help maximize 3^rd party e-sourcing efforts. “Today’s recruiter has got to be smarter. Recruit smarter. Source smarter. Work smarter.” Sendouts is a fascinating set of tools that couple the ability to source, manage recruitment campaigns and automate workflows allowing the recruiter to eliminate the tedious tasks enabling you to market open opportunities to potential candidates.

The contest launched back in April of 2009 and the winner was decided in June. The contest itself was massive success with over 300 entrants from around the globe. In the end, Juno Search Group was chosen as the inaugural winner of the 2009 Recruitingmakeover. Juno Search Group is a boutique executive search firm that specializes in the financial areas.

“You can’t imagine our disbelief and excitement about winning the Recruiting Makeover,” said Dailey. “These new resources will allow Juno and our people to grow and achieve ultimate success.”Jonathan is a firm believer in dedication and referred to Juno Search Group as “team centric and driven to succeed.”

So what will the team at Juno receive that’s worth $50K? The new Juno Search Group site has been released. Take a look at it here:

If you are interested in participating in Next year’s recruiting makeover – visit –Recruitingmakeover.com

Of course to make this project a success involved a team effort totaling 6 sponsors and a donated $50K in services and product. Juno has and is receiving technology solutions from Broadlook, Buzz Recruiter, Careerbuilder.com, Good as gold training, TFI Resources and Sheila Greco Associates. From search to ATS, to Training and recruitment strategy JUNO Group has received what could be a company changing gift, affording them the opportunity to compete with much larger and more resourceful firms.

A briefing on all supporting sponsors

About Broadlook

Broadlook Technologies is the leader in the development of innovative software and services that empower HR Professionals to leverage the Internet for the identification and acquisition of passive candidate and competitive intelligence necessary to grow revenues and improve productivity. For more about Broadlook, visit their website at www.broadlook.com.

About BuzzRecruiter

There are plenty of web design agencies out there! Some are even good. But where can recruiters find a design agency that both understands recruiting as well as professional web design, and has the one-on-one recruiter care promise to bring it all together? Visit BuzzRecruiter.com.

About CareerBuilder.com

CareerBuilder is the global leader in human capital solutions, helping companies target and attract their most important asset – their people. Its online career site, CareerBuilder.com, is the largest in the U.S. with more than 23 million unique visitors, 1 million jobs and 31 million resumes. CareerBuilder works with the world’s top employers, providing resources for everything from employment branding and data analysis to talent acquisition. More than 9,000 Web sites, including 140 newspapers and broadband portals such as MSN and AOL, feature CareerBuilder’s proprietary job search technology on their career sites. Owned by Gannett Co., Inc. (NYSE:GCI), Tribune Company, The McClatchy Company (NYSE:MNI) and Microsoft Corp. (Nasdaq: MSFT), CareerBuilder and its subsidiaries operate in the U.S., Europe, Canada and Asia. For more information, visit www.careerbuilder.com

Good as Gold Training

Good as Gold Training was established in 1993 and provides comprehensive, cutting-edge training solutions that you can count on to catapult you forward, showing you exactly how to achieve and maintain the higher levels of professional success and financial freedom that you’ve always wanted, and that you undoubtedly deserve. Leading this highly professional team is Barbara Bruno, CPC, CTS, the CEO of Good as Gold Training, who has devoted her life to increasing the sales, profits and incomes of the individuals she trains. For more information, please visit www.goodasgoldtraining.com.

TFI Resources

TFI Resources is a multi-state payroll service providing a full range of services to recruiters in the temporary, contract and permanent placement industry by providing employer of record service, payroll funding and payroll processing. Many independent recruiters utilize TFI to expand their business to include temporary and contract placements while mid-size and large staffing firms use TFI to serve as employer of record for temporary and contract placements in states where they are not registered or licensed to do business. For more information, visit www.tfiresources.com.