Hiring for a small company or organization is somewhat different than for a large organization. Large organizations have a luxurious budget completely set aside for recruitment activities such as outsourced headhunters, professional internal recruiters, and more. There is no such thing in a small company. In fact, the person responsible for hiring may have other roles and responsibilities as well. This makes it even more difficult to prioritize recruitment. This is where an ATS or small company applicant tracking system can be extremely helpful. The main aim of any ATS software is to attract, engage, screen, and manage the candidates easily.

Learn how ATS can help your small business grow.

No two ATSs are the same! They may differ in features, price, ease of operation, etc. The one thing they have in common is their ability to automate, organize, and process applications at lightning fast speed. This ultimately saves time, money, and human effort.

There are few things any small organization needs to consider pre, during, and post installation process of ATS so as to avoid failure in the future.

Let’s first look at the things which you need to take care in the pre-installation period.

1. Determine Your Budget

It is very important for a small organization to define its budget and evaluate how much the company has already spent on the hiring process and how much more room is there for an additional ATS cost. They also need to understand if any cost-cutting is required from other elements to free up the money?

This is essential if the company is on a tight budget as the organization will spend only on the features which are actually needed and will help to avoid overspending on unnecessary features.

2. Consider Choosing a Customizable ATS

There are so many options with small business applicant tracking systems to lure the buyer. Most of the ATS buyers get attracted to the additional bells and whistles over the actual features. Luckily, there are many different kinds of small company applicant tracking system software available that allow the user to purchase only those parts or features of the software they actually needed. Another benefit of choosing a customizable applicant tracker is that the software can be scaled and customized to meet the requirements and demands of each company, making it perfectly aligned with the growing business needs.

It’s the responsibility of the HR manager to evaluate and choose which HR functions/processes require automation and which don’t. Rather than beginning with which processes don’t require automation, prioritize the things to reach the desired business outcome. Perform a backward evaluation and try to strike a balance between human interaction and automated solutions.

3. A Web-Based System or a Desktop App

The difference is clear from the terms itself. Web-based ATS run on cloud and can be accessed anytime, anywhere, and from any device. The desktop-based applicant tracking system requires downloading software and installing it over the available resources. Here the ATS can be accessed only locally. The choice depends on the company’s work environment, the amount of traveling employees do, and the access mode and must, therefore, be made wisely.

4. Any Prior Commitments or Subscription Options

There are many vendors in the market that offer monthly subscriptions while some of them offer long-term contracts. Many providers offer free demos as well as trials which is a great option to determine the perfect fit for a small business.

5. Features

It is very important to understand what exactly is to be looked at while selecting a small company applicant tracking system. The main job of any ATS is to offer automatic job posting, resume uploading, tracking candidate progress, interview scheduling, resume collection from emails, SMS/email alerts, etc. Some additional tools which may be essential for remarkable recruitment are reporting and analytics, social connectivity with sites such as Facebook, Twitter and LinkedIn, collaborative hiring, and more.

Some tips to consider during the installation process.

1. Get the Staff or Some Members Trained

Being a small organization, it is very important to save time and money on every possible endeavor. If the ATS installed is complicated and hard to pick, then the organization has to spend a lot of money on getting the employee or employees trained on it.

Almost all the ATS providers offer tutorials and incredible customer support, but small organizations should take into account how tech-savvy they themselves are before making a final decision.

2. Integration

It is essential that the ATS for your small business integrates well with the existing system and blends well with the HR software already installed in the organization. Integration with mobile applications, the company’s career page and social recruiting tools is a pre-requisite. ATS should offer a single platform for every internal and external communication, including job postings, and offer a seamless transition with outstanding flexibility to carry out the company’s daily operations.

3. User Friendliness

Ideally, the ATS should fit every individual even if that person has a non-technical background. The interface should be fully user-friendly and make it easy to identify different features and get things done.

Every software requires additional training but it should be short and precise. Most of the ATS providers offer a free trial period, indeed it’s the best way to explore the software and its ability to meet the company’s requirements and become familiar with its various features.

4. Support

Even if the software is fully user-friendly, companies do require external help from time to time. If the support is delayed or the response time is poor, it may hamper the company’s recruitment process. Increased time to hire is a bad indicator of the company’s brand image and will hinder the fulfillment of the company goals and objectives. Whether it’s an induction program or a troubleshooting issue, it is very important that support should be provided in a timely and effective fashion.

It’s a wise choice to choose the latest cloud-based ATS software. The SAAS version of ATS will help the small companies to avoid spending hefty sums on IT infrastructure, support and maintenance. The cloud or web-based ATS software can be accessed remotely using a tablet, laptop, or smartphone that helps the recruiters to work on the go.

Tips to avoid failure post-installation processes

1. Update the Software Regularly

If the ATS is web-based, all the updates are applied automatically if the “automatic updates” option has been turned on. With each passing day, there are a lot of technical enhancements taking place and it is very important to stay updated. The updated software will help to

• Keep cyber hackers and criminals at bay
• Secure the company’s documents and files
• Stay protected from viruses, malware, and Trojans.
• Enjoy all the latest features.

2. Server Is Secure

A small company should know where all the documents and resumes or other files are being stored on the server. All the server details including IP and location should be known. Storing the data over cloud ensures data protection even in case of natural calamities.

3. Properly Authenticated

The ATS should be properly authenticated using a multi-factor authentication system. If the software is not authenticated then the system is at the risk of compromise and could be a victim of data breach or hack which may result in loss of all the data. Apart from the loss of data, there is an increased risk of misuse of data which could damage the company’s brand image.

4. All Success Metrics Should Be Defined

It is essential that all the key performance metrics are well defined. These should either be defined by the vendor or the hiring manager. This ensures that all the team members have got clear pointers to work upon. If these metrics are not defined as functional milestones, they may negatively affect the recruitment process.

5. Technology vs. Utilization

After implementing recruitment software, it is essential to use it to its maximum capacity. Make sure that all the existing HR requirements are accurately mapped and embedded in the applicant tracking system or the recruitment software. Customized solutions may require some expenditure upfront but considering the long-term benefits, it is worth the investment.

6. Ascertain That Integration Testing Is an Ongoing Process

Make sure that all the activities are logged properly in a .txt file. If the software does not support logging, make sure that this feature is incorporated. This helps immensely when the system crashes (or other issues) and helps provides quick fixes for errors and troubleshooting. A little negligence pertaining to any error will result in system failure or fatal errors in the live environment which ultimately is a bad sign for the company and the clients.

A robust ATS is the backbone of any organization’s HR team. A little awareness will help in avoiding failures and fatal errors in an applicant tracking system for small businesses and agencies.

Best Small Company Applicant Tracking System

Using the right online recruiting software for your business can save you lots of time and money! Thankfully, Recruiteze is here to help you!

Recruiteze is our free small company applicant tracking system that allows candidates to easily apply to be added to your database immediately. End-users can access candidate resumes online and make changes quickly. This is only the beginning and our cloud-based recruiting systems offer so much more. Give Recruiteze a try and start hiring smarter!

Every company needs to hire the right people with exceptional skills and good personalities to drive contributions for the success and growth of the organization. But hiring can be a complicated process and it often consumes too much time to find the right talent. The best thing that can be done is to involve different people, both from inside and outside the organization. These people will help carry out different processes correctly and find out if the candidate fits the organization’s needs. The right recruitment software or hiring solution simplifies the recruitment process and saves a lot of effort, time, and energy.

Are you still using an outdated ATS? Switch to the latest and most advanced applicant tracking systems which will help you source the great candidates now and in the long run. Check out these 10 outrageous ideas for your recruiting software and improve the quality, efficiency, and consistency of your ATS.

1. Get input from your hiring experts

The job market today is almost saturated. For a single job opening you can expect hundreds of resumes. So, it is really a tiring and challenging job to sift through all the applications and then pick the right candidate. And the things go worse if the HR team does not get exactly what is expected from the ATS.

So, it is always recommended to loop-in the experts or the experienced people in the recruitment process. These seasoned professionals will share some effective tips and tricks to improve the functionalities of ATS which in turn will help the organization to post the requisitions quickly.

Some features which can be added in the ATS include:

• Specific dashboards: They will help the experts get easy access to the most commonly used features.
• Custom views/interfaces: They can be designed for talent acquisition leaders, hiring managers, and HR professionals.
• Role-based permissions: They will help control both personal and sensitive information.
• Mobile compatibility: This is an essential add-on for making prompt decisions.

2. Make sure that ATS and internal processes are in sync

Deeply examine the working of ATS by looking at the end-to-end processes. Try to figure out any gaps or loopholes in the process. Make sure that your ATS is able to automate all the underlying processes. It is crucial to strike a balance between the internal processes and the ATS.

3. Automate where you can

After having a look at the end-to-end processes, it’s a good idea to explore the processes that can still be automated and simplified.  For an ATS to be effective, the communication and the coordination should be in perfect sync. The ATS should be able to reach the candidates intelligently so as to reduce the time-to-fill.

Before buying any ATS, ensure that it has the scope of customization and has templates for:

• Interview evaluation forms
• Offer letters
• Email templates
• Hiring approvals

By automating these things, the hiring team will be able to fill the positions much faster.

Check out some of the worst pieces of advice we’ve heard for ATS

4. Be proactive regarding the future scenario

“Change is the only constant.” The scenarios and organizations will be changing over the time and it’s the ATS that has to keep things going.

Organizations need to think very holistically about the online recruitment software as per their future goals. The decision makers can eventually sit with the stakeholders and discuss future goals. The decision makers should be fully aware of the hiring needs that get automatically derived from these goals.

5. Understanding the data requirements

Improving the quality of data does not mean collecting more data rather it’s all about collecting the right data. In order to improve the quality of an ATS there are a few things that need to be kept in mind including:

• What information is being captured by ATS?
• What information is required by the hiring team for making a great decision?
• Is there a gap between the internal processes?

In case a gap is identified, the organization needs to work on additional information that might be required or any field that needs to be modified.

In case the ATS is capturing irrelevant and redundant information, it’s always better to eliminate those fields.  Optimizing the ATS means to streamline the workflow not only for the hiring team but also for the candidates.

6. Leverage social media to hunt great talent

Social media is a very revolutionizing and powerful recruitment tool.  According to the statistics, more than 90% of companies are turning towards social media for recruitment with a 73% success rate. Job postings over the social media are absolutely free as compared to hefty sums charged by other e-job portals.

Furthermore, social media sourcing is an excellent approach to attract passive candidates.

Despite the amazing power of social media, many recruiters are still reluctant to use it for their recruitment drive. However, with a latest and greatest ATS, the hiring team can quell some of the issues and concerns around social media hiring.

The latest recruitment software is able to push the jobs straight to the social networks. Above all, the candidates are able to apply from their social media accounts such as those from Facebook and LinkedIn. An ideal ATS will enable the current employees to post job openings to their social media accounts and attract the candidates from their own network.

7. Integrate ATS with existing systems

If your goal is to achieve a seamless hiring process then you need an ATS that “plays nice” with all your other processes.

Make sure that the recruitment software or ATS blends well with:

• Human resource information system (HRIS)
• On-boarding program
• Work status verification system
• External job posting system
• Scheduling and coordination tools
• Billing or payroll system

8. Always consider candidates who have previously applied

It’s always easy to post a new job opening every time and then apply filters to scrutinize the candidates. However, this is indeed a time consuming and inefficient activity as the recruiters need to review each and every candidate again. Instead of doing this all over again, considering the candidates who already applied for other job openings would be a good optimized option.

ATS has made the process of storing the resumes much easier as all the data of the applicants who apply for any given position at any point of time gets stored in the ATS database. A unique profile ID gets created for every candidate who applies for the first time.  So, whenever a new job vacancy arrives, the recruiters can efficiently comb through the profiles stored in the database and can find the best match.

9. Zero in on the right candidates

Suppose the organization is looking for a web developer to join the team in Santa Clara. Then, they can simply search their ATS to look for a web developer who may have applied for a similar job role in the past.

The ATS available today is designed to handle the Boolean search functionalities as well. The recruiter can narrow down the search using “AND”, “NOT” and “OR” qualifiers.

Going back to the case, the recruiter can easily zero in on all the candidates who meet the requirements by simply searching for “Web Developer” AND “Santa Clara”.

Also, an ideal applicant tracking system will give the recruiter an insight into the job status. The recruiters can even drill down to the candidate level and keep track of his progress. In fact, an ATS gives recruiter the power to evaluate specific jobs, see the number of applications that are being received, and access them. ATS will give the recruiter a complete summary of all the pending jobs and the status of the candidates. This functionality helps the hiring manager identify the stages that are stalled so that he can take appropriate action in order to keep the hiring moving forward.

10. Replicate your established workflow in the ATS

Every company has a pre-established workflow for recruitment. The ATS should be flexible enough to replicate or support that process.

For example:

Suppose there are three stages of interviews which are to be conducted by three different persons in an organization. Applicant tracking systems should be able to communicate with each team member and send the interviewer automated notifications when it’s his turn to get involved. Each member is able to reply directly through the email and the comments are automatically imported in the candidate profile in the ATS database along with his feedback.

Final Words

The modern-day application process goes beyond the traditional process of submitting the resume and the cover letter. Improving the applicant tracking system may sound like a tedious task, but the benefits, a seamless and speedier hiring/recruiting process and better candidate experience, speak for themselves.

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With our recruitment software, you’ll get a responsive designed systems that comes complete with a custom job board, unlimited email templates, unlimited automated resume formatting and parsing, and so much more. To get started, click here and make recruiting easy.

Recruitment software is undoubtedly a long-term investment and something that you don’t need to change every year or two, just like a car! Being new to the industry makes it hard to make an informed decision on who offers the best free recruiting software.

Selecting a new ATS or applicant tracking system, commonly known as online recruiting software, for the organization doesn’t happen often. Traditionally, recruiting software was standalone, expensive, and difficult to implement and integrate into the existing systems. It also required high-end learning and training for the already time-strapped recruiters. But, it is really important to go with the changing technological trends and get the latest versions of the ATS.

The recruitment software available today are web-based or SAAS compliant. They can, therefore, be operated from anywhere. The managers can operate them sitting at home or even from their hotel rooms.

Check out some tips to overcome common hiring roadblocks with the help of recruiting software.

In case you are planning to upgrade, purchase, or use free recruiting software, it is recommended that you ask a series of questions from the software vendor so as to get an in-depth knowledge about the ATS and find yourself in a position to make an informed decision.

Q1. Ask about the intellectual property agreement

It may happen that the pre-built free recruitment software needs customization in order to match the existing processes of the organization. Most companies, whether they are small or large, might want to customize or add features by developing the technology in-house. In fact, many smaller firms have a fixed development budget and want to customize the software to their requirements with the vendor’s technology.

It may happen that the recruitment software vendors may allow the organization to retain the intellectual property that was developed in-house even if the customization was done with the coordination of their software. On the other hand, some vendors do the customization for the company’s software separately and then hand over the code to the organization so that it can be integrated into the actual code.

In either case, it is always a good idea to inquire about the exact specifications of the intellectual property agreement, if any.

Q2. Is the recruitment software fully scalable to handle a large number of users?

Many organizations rely completely on the demos given by the ATS vendors but the firms should understand that demos and live situations are poles apart. When a demo is organized, it uses 10-15 users or 100 users as maximum input. In a real situation, the user count can reach thousands!

Even the web recruitment software or the ones based on SAAS are not fully immune to the hurdles pertaining to the heavy volume of concurrent users. The recruitment software should be capable of scaling accordingly to user volume. So, the vendor should either provide a demo regarding the scalability of the software or be able to provide documented scalability metrics. The data can be obtained from companies of comparable size which are already using the ATS.

Click here to get a 15 days free trial of web-based ATS.

Also, make sure that the software is developed using the latest in line trends and developments happening across the industry.

Q3: Issues in data migration

Recruiter activity logs and candidate databases are crucial to the recruiting department of any organization. During the migration of the databases, it is of utmost importance to map the data fields correctly and accurately. It is always better to seek the guidance of a previous or existing client of the software vendor as he will be able to guide the team with appropriate tips or any consequences thereafter.

Q4: Is the recruiting software web optimized?

The recruitment software available today is equipped with a stellar user interface with a job publishing feature on the online job boards. Most of the recruiting software interacts automatically with the job boards as well as with the search engines via the API calls. All this helps with better distribution of the jobs and optimizing the content over the web so that it reaches the maximum audience organically.

It is always better to dedicate a technical person for the centralization and optimization of the job content on the company’s website as well as search engines. The technical person should possess strong SEO skills which will be helpful in job distribution as well as driving users towards the company’s job page.

Q5: Does the ATS support external application integration?

An ideal recruitment software system should have add-ons or third party API support which help it to integrate/communicate with the social media sites, sales system, marketing software, and company email services.  This application integration feature is essential to develop a robust candidate database.

We cannot deny the impact of social media in the job distribution. Moreover, posting the job requirement on each and every website is a time-consuming activity. Also, it is a tiring activity to contact all the candidates regarding the interview schedules or to send the application acknowledgments. Not having these features seriously affect the candidate experience.

Also, the applicant tracking system should be able to import the candidate details from their social media profiles in case they have applied from there.

Q6: Is customer support available during and post installation?

When an organization purchases recruitment software, it not only buys the technology but the service support as well. It is important to know that the brains behind the development of the ATS actually understand the recruitment industry.

If the software is developed by a random person or if the support system is handled by a person with a non-recruitment background, how will he be able to satisfy customer queries?

Is customer support available through e-mail, live chat, call, or all three? What is the ideal response time? Also, it must be known whether the support is provided in-house or it has been outsourced to some call center.

It is a common observation that most of the recruitment software vendors charge extra for the customer support. So, the organization needs to ask about any of those hidden charges before making a purchase.

Q7: Where is the data getting stored?

It’s really important to know how and where the data is getting stored on the server. The vendor must share the location of the data center location along with the security backup plans in case of a threat or data breach. The vendors should provide clear policies on data protection, security, and storage.

Q8: Where can the recruitment software be accessed?

A majority of the recruitment software available today are cloud-based and they are indeed the best option available these days. But choosing a cloud-based service doesn’t necessarily imply that the software can be accessed from anywhere in the world. While making a decision, the company should ensure that the software is accessable remotely from any location as well as phone/laptop/tablet.

Apart from recruiters, the candidates should also be able to upload their CVs or resumes from their mobile, Dropbox or Google Drive.

Q9: How often is the recruitment software updated?

As already mentioned, purchasing a recruitment software is a once in a lifetime thing and, ideally, organizations stick with the same provider for many years. Organizations must understand that the software has to keep up well with the changing trends and technology. The ATS should be fully scalable, regularly updated, and should keep pace with the changing scenarios so that the recruiters can continue their jobs efficiently.

The vendor must disclose to the users whether the software will be updated manually or automatically.

Q10: Is the ATS user-friendly?

‘User-friendly’ is a broad term which comprises the interface, ease of navigation, response time, and many more things. First, any ATS should be designed from a non-technical person’s perspective. The interface should be clean and subtle so that anyone can easily understand the working of an ATS after having a glance at its interface. The GUI should not be confusing. All the necessary buttons should be available on the home page without creating a mess.

The software should be able to load fast and have a quick response time. This should again be checked in the demo by simulating a heavy traffic scenario. The ATS should have flexible reporting and powerful analytics so as to ensure that the easy and quick generation of reports.

Winding Up

Adding all the bells and whistles to the software won’t work if the software fails to achieve its original goal i.e. automating the existing recruitment processes. Before buying any software, the organization should figure out improving the efficiency of the activities that actually drive productivity. Also, the questions mentioned above should not be considered as a mandatory feature set but as a functionality directive.

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Toxic managers are all too common. Ivey Business Journal pointed this out in a descriptively frightening way when they said, “toxic managers dot the landscape in most organizations,” and went on to depict this situation as making the workplace seem like a war zone. Business owners should not consider this tolerable. People are supposed to be working, not ducking figurative bullets. Did you know that Recruiteze is one of the top applicant tracking systems of 2018? That’s right! You can try Recruiteze today with our free trial!

Are Toxic Managers Undermining Your Business Goals?

Why you should care about toxic managers

Think about what toxic means, that something is poisonous, potentially “deadly.” Toxic managers exhibit behaviors that create an unhealthy environment in the workplace. Imagine trying to grow a plant in toxic soil; it’s going to grow malformed and unproductive, or not at all. When a manager is toxic, they inhibit employees’ ability to perform daily tasks and achieve goals, ultimately leading the whole company to struggle.

Ivey Business Journal said,

“Toxic managers divert people’s energy from the real work of the organization, destroy morale, impair retention, and interfere with cooperation and information sharing. Their behavior, like a rock thrown into a pond, can cause ripples distorting the organization’s culture and affecting people far beyond the point of impact.”

And Forbes reported,

“Disrespectful behavior isn’t just bad for morale—it also hurts a company’s bottom dollars. It’s estimated that workplace incivility costs companies $14,000 per employee due to lost productivity.”

All your big business goals come about, or not, because of the daily actions of managers and employees. If the little everyday dealings are healthy, then productivity, innovation, and profit thrive, if not, you can try to force your business goals, but they won’t turn out as well, will require more work, and are likely to not last. Sustainable productivity, innovation, and profits are nurtured from a healthy culture, like that plant in healthy soil mentioned above.

Most advice out there on toxic managers consists of telling employees how to navigate their workplace around a toxic manager. A little of the advice is geared toward informing managers that they may be toxic. But what about the people hiring and overseeing those managers? Don’t they, i.e. you, have an important say in this?

You’re paying employees to perform work-related tasks and achieve goals; how can they do their jobs effectively when they have to spend time, energy, and mental resources trying to overcome their manager? It actually seems like the employees are having to manage the manager. They have a job, and that’s not it.

You, as the business owner or CEO, should proactively address toxic manager behavior so employees only have to think about their work, their responsibilities, and maybe even their passion for their work, not making up for and protecting themselves from their manager.

The toxic manager issue is covered within advice on a strong company culture, but that’s a vast topic. Business owners and CEOs get distracted by pretty offices, employee perks, and fancy ideals and too often forget that the managers are the crucial element in making things happen, or not. CEO interviews, mission statements on websites, and even internal communications may state what sounds like a healthy culture, but employees spend all day with the actions, or lack-thereof, of their managers, and that’s the true “face” of the company, that’s what the culture actually is. Ensure that your managers are creating the culture you need for your business to succeed.

How to know when you have one or more toxic manager in your company

First, you need to know what a toxic manager is.

Basically, a toxic manager is someone whose behavior makes it difficult for other managers and employees to perform their jobs around and with them.

Toxic manager behavior includes actions like:

• Rejecting responsibility for their actions.
• Not communicating ideas, goals, expectations, and news.
• Avoiding necessary managerial actions, such as giving feedback, from fear of conflict.
• Suppressing or not encouraging other ideas, viewpoints, complaints, and creativity.
• Favoritism.
• Micromanaging.
• Not making goals.
• Only seeing the short term goals or the surface success.
• Not following the company’s rules but expecting others to do so.

Definitions of toxic managers vary, from personal defects like having difficulty sticking to one plan, to unreasonable behaviors like not being willing to listen to other points of view, to being downright abusive such as calling employees names and other forms of harassment.

It’s not so much about removing, as managing

The Ivey Business Journal also points out that while, ”some managers are toxic most of the time; most managers are toxic some of the time.”

It isn’t practical or necessary to take disciplinary action or fire someone for one or an occasional toxic behavior, unless it is abusive, but it is best for the business to try to limit toxic behaviors, through a strong company culture and through looking for signs of toxic behavior and addressing them. While they vary in severity, they can all detract from your business.

After determining what a toxic manager is, you need to look for signs that one or more is undermining your business. These signs shouldn’t be hard to spot when you think to look for them.

How to know if you have a toxic manager issue

Some signs that you probably have a toxic manager issue:

• complaints, about the manager themselves, the business, or the work environment
• high turnover
• low workplace satisfaction
• low productivity
• unhealthy competitiveness
• employees acting embittered with each other
• employees that seem confused, about goals, their success or failure, or even the task at hand
• uninspired or disheartened employees

These aren’t all conclusive. You may have a wonderful manager who’s having to lead their employees with old equipment and the employees are upset about that, reducing workplace satisfaction and productivity. Of course, if an issue is worse in one team than it is with others, the manager of that particular team is quite likely responsible, making it much easier to narrow down. Investigate any of these worrisome signs to determine their cause. Some amount of toxic management is probably to blame.

Find existing toxic management behavior with employee surveys and exit polls, and maybe even monitoring what’s being said about your company by employees on social media and company review sites.

It is frighteningly easy, even in many of the most celebrated companies, to find reports on review sites of favoritism, poor communication, a lack of trust, and unreasonable expectations. But it’s also important to conduct employee surveys and ask specific questions like, “do you feel inspired?” or “do you feel listened to?” Employees are so used to dealing with toxic managers that they may not offer up complaints because it doesn’t stand out to them. That doesn’t mean it isn’t hurting your business; it just goes to prove why the absolute best companies are trying so hard to think both outside and beyond the box, because the box has holes in it. Exit polls are also quite helpful because they tell you what has gotten so bad that it has driven employees to quit, and they are more likely to be uninhibited about their answers at this point.

Don’t just react

Be proactive about toxic management by taking the following actions:

• Hire with emotional intelligence in mind.
• Encourage an open-door policy.
• Make your own goals and expectations perfectly clear.
• Encourage risk-taking and innovation.
• Work on a strong company culture that fosters the management you want.
• Monitor, monitor, monitor. You’ve got to keep up with employee satisfaction, retention rates, management’s actions regarding complaints, whether company culture is being adhered to, etc. Where it’s not watched, culture goes to seed. The best policies in the world mean nothing if no one is ensuring they are actually in place.

You don’t want to just catch toxic management behavior after it happens, you want to limit its ability to happen at all.

Toxic business concepts breed toxic management

One thing that fosters a toxic management environment that is arguably not the managers’ fault is the hierarchical nature of the management structure in most companies. They would have to be particularly interested in seeing things from the employees’ point of view and willing to proactively pursue this goal to overcome its effects.

In a previous post, we said,

“Oxford Economics proved that managers are woefully ignorant of their employees’ feelings and plights. They surveyed more than 600 executives and 600 employees in 2015 and discovered an alarming disconnect that impacts employee satisfaction and performance.

53% of employees reported ambient noise reducing satisfaction and productivity.
Only 35% of executives agreed.

63% of executives claimed their employees had the tools needed to filter out distractions in the workplace.
Only 41% of employees agreed.

52% of employees said work/life balance was very important to them.
Only 34% of executives agreed.

39% of employees said they were frustrated with the technology at their workplace.
Only 29% of executives agreed.

This discrepancy leaves a lot of room for employees to suffer decreased performance that is not their fault, poor motivation, and the belief that their employers don’t care about their needs when in reality they don’t see the needs.”

Try to reduce the hierarchy as much as possible, encourage teamwork among all, use team building exercises and employee rewards that get employees and managers to switch roles for a day, or literally get rid of the manager’s office.

SpaceX and IKEA have removed the office. Elon Musk has a desk among his employees, and so do the managers at IKEA.

IKEA’s talent manager in Sweden, Lars-Erik Fridolfsson, has shared,  

“If someone at a management interview says ‘will I get my own office’, we have to politely say ‘no, you’ll sit with your co-workers’. We also expect managers to spend time working in the store so they can get a better idea about what customers want, the challenges co-workers face and, ultimately, where the money that pays their salaries comes from. A lot of people find our approach quite refreshing, even if it’s not what they’re used to – co-workers have more of a say and managers enjoy the sense of togetherness.”

Conclusion

Toxic management is poisonous to your business, and most of the time, employees are having to fix this toxic behavior all by themselves. That’s not their job. Let them do what they need to do and have a passion to do without hindrance or harassment by both monitoring to address toxic behavior when it happens and proactively reducing its appearance with a strong company culture.

Top Applicant Tracking Systems 2018

Recruiteze is on of the top applicant tracking systems for 2018. It can help you greatly manage your jobs, vendors, candidates, scheduling, notes and communications in one place. With our online recruiting systems, your hiring metrics are accessible from anywhere in the world. All you need is an internet connection. Try Recruiteze for free today!

If you have any questions about applicant tracking systems or are interested in small business applicant tracking that offers unlimited access to all our services contact us today!

With the business world becoming ever more interested in diversity and inclusion, hiring disabled workers comes into play for every business sooner or later. These workers are largely untapped talent and including them in your business provides game-changing cultural and profit-related benefits. IBM has been excelling at the inclusion of disabled workers for almost a century but most companies are just beginning to even recognize the need. Yes, need. Read on to learn how hiring disabled workers will benefit your business and tips for making these efforts most successful. Did you know that applicant tracking systems for small companies can really help when it comes to recruiting new talent to your workforce? Check out the free trials we offer for our top-rated online recruiting software today to learn more.

Hiring Disabled Workers: The Hows and Whys

Hiring disabled workers benefits your business

When you hire disabled workers, your business gains:

• Greater retention
• Stronger problem-solving skills
• More creativity and innovation
• Access to a wider range of talent
• Access to untapped talent in lean times
• Tax credits
• Increased workplace safety

People who live with disabilities have unique viewpoints which bring diverse perspectives and experiences to your business. Their lives depend on solving problems others don’t have to deal with, meaning they have vast experience in overcoming obstacles and finding creative solutions. They are more likely to value and take pride in their work, because they have been denied the right to work, and to actually enjoy working with people. They are also often safer than typical workers because they are more mindful and careful of their actions. The government also provides some added incentives with tax benefits.

USAToday quoted Carol Glazer, the CEO of the National Organization on Disability,

“When people spend their entire lives solving problems in a world that wasn’t built for them, that’s an attribute that can be translated into high productivity in the workforce.”

The publication highlighted how companies were looking to disabled talent as a means to deal with a tough job market. There are many people out there who are capable and eager to work, but have been overlooked. Today’s companies are learning what a mistake they’ve been making and taking the challenge to rectify that mistake.

Tips for hiring disabled workers

Hiring disabled workers is a challenge, not really because of the workers, but due to the inexperience businesses have with utilizing them. It’s a new frontier, and new frontiers are always a challenge. You’re learning things, improving your business, and tackling obstacles. And you know who’d be great to teach you how to deal with obstacles? Disabled workers themselves. Bring them on and learn from them.

Remove Hiring Blocks

Business owners often see disabled workers as a challenge that they aren’t because of misunderstandings, biases, and the oversight of traditional business concepts. You’ll want to start tearing these down so they don’t pose a barrier to entry when you start hiring disabled workers.

First, make sure you and your managers aren’t operating under some common misconceptions.

Business owners often assume that the accommodations disabled workers may need are too costly. Some disabled workers will need no or very little accommodation. Other accommodations need not be expensive. And finally, even if you do sometimes have to make a sizable investment, it is just that, an investment in the diversity and success of your business, so make sure to take the gains into account when considering costs.

Business owners hear disabled and think they’re getting sub-par talent. This is why many people try to change the way we discuss this subject to include terms like differently-abled. Think about it, what does being blind have to do with your technical knowledge, or being physically handicapped have to do with your math skills? A disability is only one part of a person, one that often has no impact on job-related tasks. Sometimes disabilities actually make people better suited to particular jobs, for instance people in the autism spectrum excel in jobs using technical and math skills and actually feel more comfortable in repetitive jobs where other workers typically get frustrated.

Interview Differently

The interview process as it is normally conducted is a major hindrance to hiring disabled workers, so you should consider changes to your interview process. Some changes may be applied to all interviews as you find they actually benefit all candidates. Other changes may simply be offered when needed.

You may want break up long, one day interview sessions into more, less demanding interviews like Microsoft has done. Most candidates would rather get it all done in one day, but some would find it impossible. If the latter is the case, you might want to hire disabled workers and have many other welcoming policies in place, but your interview process would be an insurmountable hurdle and you would still not reach your diversity goals.

You will want to shift hiring managers’ focus from some common ways of thinking like that an applicant who doesn’t make eye contact, keeps their arms crossed, or only provides yes or no answers should be avoided. The reliance on these indicators is insufficient and a barrier to entry for many disabled workers. Depending on the culture, job-related tasks, and the individual, the candidate may still be a fine employee for your needs, but by holding them to these indicators made for typical workers, they may be ruled out. Also, an otherwise fine candidate may not be forthcoming with lengthy answers, but a hiring manager versed in more diverse interview tactics would know to ask them for more information.

The interview processes we usually use are not designed with disabled workers in mind, so if we wish to include them, we need to reconsider and adjust our practices and expectations to take this information into account.

Interview for and test for results. This is a much better indicator of whether any employee abled or disabled can perform their job functions.

Get the Word out

Because the business world has not been inclusive to disabled workers, they aren’t exactly flooding the typical job hunting avenues. Trying to attract them in typical manners is a good first step, but if you really want to be proactive about gaining more of them in your business, you’ll likely have to reach out to them a bit. This is particularly true if this is your first foray into hiring disabled workers and you want to get the word out that you are a business to look to.

Advertise with:

• local associations working with the disabled
• the unemployment board, rehabilitation centers, and veteran services
• bulletin boards, online groups, and both physical and online publications catering to the disabled
• word of mouth through current workers

Attract them

You can and should make your careers page more inclusive of disabled workers.

You might:

• Have a separate paragraph or page on the site designed for different groups, including one for disabled workers.
• Make the website accessible to them with its layout and functionality.
• Include information that refers to jobs for them in empowering tones like you might for any worker you expect great results from.
• Answer questions they may have about accessibility, accommodations, policies, and the hiring process.
• Don’t hide accessibility options at the bottom of the page, include them where they are easy to find and use like you would with links and CTAs for any other applicant.

Discuss your plans to improve diversity on your careers page, social media, and job advertisements. Employ wording that includes and doesn’t exclude disabled workers. For instance, you want to discuss diversity, empowering all workers, the strengths you’re looking for that, or a work environment that sounds appealing or considerate to disabled workers and to avoid wording that would give an inaccurate image of your business as inaccessible or unwelcoming to disabled workers.

Get Creative

Hiring disabled workers is a new frontier as we said before. Typical business concepts are often woefully inadequate, so we all have to learn as we go, using those who are ahead of us as guides and being proactive about looking for new ground.

Also, there many types of disabilities and no two disabled workers are exactly the same. You can’t make one change and think your efforts are over.

Some creative ways businesses already become more inclusive to disabled workers:

• Provide flexible breaks so they can pause more often or when needed.
• Allow deaf employees to use smartphones with voice recognition.
• Offer standing desks, even if it’s just an add-on to an existing desk(your abled employees need these too).
• Stock up on braille keyboards.

Those are four examples. Two require a little investment while the other two potentially cost you nothing.

Do for your employees what you often want them to do. When you want a problem-solver, you expect them to find a solution. Don’t think, it’ll be too difficult or how will this work. Find a solution for them, with their help. Being a business owner is about being creative and getting things done. You can get this done too.

Conclusion

Making your business more inclusive to disabled workers also makes your business better in general. For one, some of the changes you’ll make to improve hiring and working at your business will also benefit all employees like interviewing and tests for results and using standing desks. For another, diversity makes businesses stronger and more profitable. Disabled workers bring keen problem-solving skills and determination to a business. Your business needs them. Invest in them.

Best Free Online Applicant Tracking Systems For Small Companies

Recruiteze is the best applicant tracking systems for small companies on today’s market. It can help you greatly manage your jobs, vendors, candidates, scheduling, notes and communications in one place. With our online recruiting systems, your hiring metrics are accessible from anywhere in the world. All you need is an internet connection. Try Recruiteze for free today!

If you have any questions about applicant tracking systems or are interested in small business applicant tracking that offers unlimited access to all our services contact us today!

The inception of recruiting software has helped recruiters attain peace of mind by not only reducing administrative hassles but also streamlining their hiring process. An applicant tracking system for recruiters helps effectively channel their efforts by connecting them with the best talent and optimizing their talent acquisition campaigns.

Now, let us see how Applicant Tracking Systems (ATS) have revolutionized the lives of recruiters, hiring mangers, HR staff, and more.

Recruiters

An ATS helps recruiters add candidates to a single searchable database, advertisement and job management, communication with the recruiting team, searching and storing recruitment related information, and more. Recruiters love to use recruiting software as it cuts down their time and energy vested in searching for the right operations and information during the recruitment journey.

TA Managers

An ATS helps the TA managers monitor the hiring pipeline as well as pull up the analytical reports. This helps the TA managers to draw actionable insights and generate appropriate reports.

Hiring Managers

The applicant tracking system actually keeps the complete recruitment team in sync during the process. It helps Hiring Managers to directly crosscheck the candidate pipeline and give their suggestions/feedback. This eventually saves a lot of time on the recruiter’s end.

Employees

An applicant tracking system for recruiters comes with an inbuilt referral portal. In fact, this is the first thing recruiters look for before buying an ATS. The referral portal helps the employees get a peek into the current job openings and refer them to the interested candidates- their family and friends.

It even saves a lot of overhead from the recruiter’s point of view as the employers are no longer required to connect with the employees in order to procure their resumes. All the resumes can directly be uploaded over the ATS by the employees. Also, the employees can stay updated on the referral’s status and they don’t even have to personally visit the recruiter or the HR manager to know the status.

Are you still confused between online ATS and on-premise ATS? Click here to learn more about them.

ATS: The Indispensable Part of the Hiring Process

Perfect recruitment software doesn’t only save the time and money but also ensures that the recruiters are hiring the best of the talent. Recruitment software has become an indispensable part of the hiring process during the last few years. An applicant tracking system for recruiters does all the significant things demanded by an organization i.e. attracting, retaining, and recruiting the best people and talent.

Love the Recruiting Software

We all know that the needs of no two businesses are same and, thus, the criteria for their selection or hiring also varies. It may happen that if something works for one company, it may not work for its competitor. The recruiting software available in the market is backed by some incredible features that make you fall in love with them.

1. Multi-channel candidate sourcing

Multi-channel candidate sourcing helps recruiters attract the candidates to their job openings. The complete process of posting jobs on social media and setting up an employee referral portal are automated. Further, all the customizations are done as per the needs and requirements of the business/organization. The ability to manage e-mails with your ATS is certainly like a cherry on the top of the cake.

2. Manage candidates across the hiring process

The recruiters as well the employees who have made a referral can see the real-time status of the application that has been submitted. The applicant tracking system allows them to view the visual representation of the candidate at various stages. Just a peek into this scenario will help you learn about the hiring pipeline in a nutshell.

3. Intelligent resume parsing

This is the heart of any ATS as without resume parsing there is no point in buying an ATS.

Check out one of our articles on what to look for in an online applicant tracking system?

A resume parser takes a resume as an input and formats it according to the requirements of the software. After the resumes have been parsed and added into the database, the recruiter can actually perform a search on any number of candidate profiles. The results are generated within fractions of seconds.

4. Job board integrations

For attracting a huge audience, you need to integrate the ATS with a number of job boards online that will help you in your quest for finding the desired talent. Promoting the jobs over various job boards (free or premium) to attract the potential candidates is a time consuming yet very important task performed by a recruiter. Automating job promotions over job boards certainly makes the life of a recruiter easy.

You just need to link your ATS with the job boards such as Indeed, LinkedIn, etc. After that, whenever you want to publish your job over these platforms, you can do it with a single click. Bingo! Your jobs are published.

5. Automated email communication

Email communications play a very vital role in developing a good candidate experience. A good ATS will facilitate automated email communication using personalized email templates. The recruiter just needs to draft a personalized email once for every job post and can, thereafter, start sending the emails.

So, the next time when the recruiter shortlists any candidate for an interview or a personal interaction, an automated email gets triggered to the candidate’s e-mail ID stored in the database.

6. Extensive analytics & reporting

Analytics tells you the crust of the recruitment process. An ATS not only lets the HR manager dive into his own performance but of the team members as well. This helps the HR manager in getting an insight over the performance of the recruiting team based over the several recruiting parameters initially set by him or the company.

Recruitment analytics help to make the recruitment process more efficient and faster as it helps in analyzing the actual time spent in hiring for a particular job from open to closed state. The recruiter can work over this and eventually close the job faster.

7. Keep everyone in sync

By keeping everyone in one single loop, an applicant tracking system for recruiters saves a lot of time that would earlier get wasted in sending and receiving updates from other team members individually. An ATS can actually help the recruiter  receive feedback from all the team members and come to a single point of consensus. An email notification is sent whenever any team member shares his feedback or schedules a new interview, feedback response, etc.

Traditionally, a recruiter devoted most of his time in promoting jobs, sourcing the candidates, and communicating with them at every stage of the hiring process. An applicant tracking system for recruiters eliminates these time-consuming activities by automating most aspects of recruiting.

Here is a list of some of the most important benefits of ATS, which are making recruiters fall in love with it.

• All the candidates are placed in one searchable database.
• Everything including the candidate’s profile, CV, cover letter, etc are stored as rich candidate profiles in the database.
• The recruiter can find top-notch candidates/applicants from its searchable and highly advanced database.
• The hiring manager can easily track, monitor, and manage progress and even streamline the process.
• It helps in finding the candidate most suited to the organization’s culture and desired qualifications.
• ATS plays a vital role in improving the recruiter’s hiring decisions.
• It makes it possible to automatically screen the applications and drop the ones that are not eligible.
• Automated resume parsing enables the conversion of the CVs into formatted and comparable information.
• An ATS screens the applications based on the set criterion such as experience, skills, education, etc. It sends automated emails to the candidates who have been selected for the interview and syncs them with the recruiter’s calendar.
• An applicant tracking system for recruiters automates the email replies by providing customizable email templates.
• An ATS complies with data protection guidelines completely, thereby, ensuring the candidate’s data is kept safe and secure.
• Quick and extensive search facility to match the right candidate and speedy data entry of the candidates.
• The reports and other documents can be generated with just a single mouse click.
• The applicant tracking system for recruiters helps the team to stay organized & analyze their performance.

Have a look at the detailed benefits of an ATS.

Conclusion

Applicant tracking systems have actually turned out to be a blessing for the recruiters. With the automation of the routine tasks as well as the administrative processes, the hiring teams can now focus on other important tasks and spend more time during personal interviews with the candidates.

A good ATS controls the candidate funnel and helps with time optimization of the hiring team. As all the candidates are placed in one single database, the correspondence can be maintained from a single system itself. Last but not least, recruiters are able to hit the bullseye with the help of analytics!

Best Applicant Tracking System For Recruiters

Using the right online recruiting software for your business can save you lots of time and money! Thankfully, Recruiteze is here to help!

Recruiteze is our free online applicant tracking system for recruiters and hiring managers. Recruiteze allows candidates to easily apply to be added to your database immediately. End-users can access candidate resumes online and make changes quickly and efficiently. Our cloud-based recruiting systems offer so much more, like a customized job board, unlimited email templates, online job board posting, custom workflows, and lots more. Give Recruiteze a try and start hiring smarter!

As a recruiter, what drives you the most? Conversing with potential candidates and knowing them, or wasting your time filtering the applicants’ resumes on the basis of their location, education, skills, and other such factors?

As an HR Manager, you receive hundreds of application in a day and you seem to waste your resources by deploying them over monotonous, non-productive, and repetitive tasks such as filtering the resumes, sending emails, etc.

What if I told you there was free online recruiting software that can automate all these tasks and allow you to perform your core duties without any time constraints?

We are here talking about the Applicant Tracking System, better known as ATS or free online recruiting software.

Most of the time, job seekers get frustrated when they are not informed regarding the hiring status and end up having a bad impression of the organization. This ultimately leads to bad candidate experience and poor Glassdoor reviews, thereby hurting the employer brand.

The candidates do expect a quality human interaction for their interview process. Factors such as timely communication, transparency, feedback, etc play a crucial role in making or breaking the organization’s corporate image in the market.

Unless the filtering process is automated with a good AI tool, all the efforts made to source the best talent may be in vain.

Without boiling down to basics, you may just consider asking two questions before deciding on the right recruitment software:

Q1-“Are the candidates enjoying the application process?”

Q2-“Am I getting good quality candidates?”

Bingo! Now it makes sense.

Recruitment software is still considered underrated by many business evangelists. There are several misconceptions and myths floating in the market regarding an ATS.

When we talk about ATS, what are the things that pop up in your brain instantly?

A great interface? Robust applicant tracking abilities? Ease of use? Instant notification abilities?

They are definitely some of the most common answers.

But the benefit of every ATS lies in its features which make it real recruiting software.

This article covers some of the points you should consider before purchasing any recruitment software. Later, we will discuss some common myths regarding ATS that are prevalent in the market.

Things to Consider Before Buying a Recruiting Software

Because no two recruiting software available in the market are the same, you might find it a challenge to select the one that is most suitable to your needs.

Given below are some points you need to consider before buying any recruiting software.

Are you still hesitant? Check out our 15-day free trial of ATS here.

Usability

Just plan and work out your team’s workflow after ATS implementation. Will there be productivity or confusion? Analyze the comfort zone of your HR team with this free online recruiting software.

Will you be able to strike a balance between your team and ATS?

Fit

Is the UI of the software user-friendly or complicated?

Will the ATS hinder your communication or slow down your processes? (Worst case scenario)

Make sure that all your team members are present when you are requesting a demo. This will aid them in adjusting with the free online recruiting software to their comfort levels.

Data security

It is one of the very important characteristics indeed. You must do your homework well before buying an ATS. Make sure that your data is safe and secure.

• Is your ATS US-EU-Swiss Safe Harbor certified?
• Does the ATS support SSL encryption?
• Data security should be the first thing on your checklist.

Scalability

Your ATS should be completely flexible and scalable too. Once the company starts growing, the software should be able to export/import all the data.

Money

Survey the market. Cross check the prices of ATSs with similar features.

Does the ATS you plan to buy offer you right value addition at a given price?

Check out the parameters for which you would be paying such as job posting, number of resumes, etc. Consider using free online recruiting software trials as well. Top players, like Recruiteze, offers free trials.

Customization

Different companies have different needs. Make sure that the software you are buying is customizable as per your requirements.

Choose the applicant tracking system that is best suited for your organization and fits in your budget as well. Ideal recruitment software will help you eliminate the repetitive tasks and save you time, resources, and, of course, reduce your workload.

Common Myths Associated with Recruitment Software

1. Workflow management is badly affected

We all know that the recruitment journey is complex and nuanced. If you don’t have a proper workflow in place already, then it’s common that you may skip a necessary step in the process.

Ideal online recruiting software will enable you to enhance your existing workflow without reinventing anything. It will leverage best practices from the industry, thereby, helping you better manage the recruitment process.

The HR manager has to customize the ATS and configure it as per his organization’s workflow.

2. ATS is only for resume filtering

Resume filtering and formatting are just some of the diverse features of an ATS. With API support and integration, you can even view and send your emails. You can easily configure and attach your email accounts and use ATS to do your daily tasks.

In case you use LinkedIn, CareerBuilder, or a different job posting board, you might want to look for an ATS that supports the integration of these platforms. This will help you avoid adding candidates who are already there in your database. This certainly saves your time in shuffling from window to window.

3. ATS is just an electronic database of resumes
Applicant tracking systems are a lot more than that. It not only serves as an electronic database for the applications and resumes submitted to the organization but it also formats the resumes into desired fields before storing them to a database. This will give you insights about all the candidates regarding their qualification, location, skills, etc. at the time of hiring. Automation boosts your hiring process as you are able to identify the best suitable applicants in the most efficient way.

4. No changes can be made post-installation

Well, this is something you should ask the provider before making a purchase. You should consider buying it only if the provider is able to make the desired changes. Also, make sure that the product is developed in-house. The ATS you wish to buy should follow the agile development of bespoke functionality which allows tweaking and adjustments during any stage of implementation.

5. ATS acts as a barrier between recruiter and candidate

On the contrary, the effective utilization of ATS automation enables the recruitment team to focus on quality things such as more interaction with the candidate. With the help of ATS, the recruiters can free up their time and utilize it in engaging the candidates on a one-to-one basis.

Furthermore, an ideal ATS boosts the candidate experience and allow the recruiters to personalize it to the candidate.

6. ATS is difficult to use for applicants and HR

The primary objective of recruitment software is to mimic the recruitment and hiring process. The ATS should be able to understand the workflow, thereby, making the overall process easy and intuitive. The independent-software based ATS were, somehow, difficult to use but the latest web-based ones are much easier.

Web-based ATS can be accessed remotely from any geographical location having fair internet connectivity. These aspects make it possible for an HR person to grab his or her laptop and start working from any random location.

Nowadays all employers have their e-job portals and require online filing of applications. Here, ATS takes charge and keeps the candidates engaged with its efficient communication techniques.

7. Spreadsheets are better than recruitment software

Spreadsheets work absolutely fine when your company is small. But, they become labor intensive once your organization starts growing. If you don’t switch to ATS at this point, your productivity will start dropping. The latest recruitment software reduces a lot of administrative tasks that were actually associated with spreadsheets.

Spreadsheets are things of the past, today is the era of ATS.

8. ATS is only for large companies with vast hiring needs

Initially, when ATS was designed, its scope was limited to the organizations that could afford it. But with the coming of web-based applications and self-service software, more and more organizations are implementing them in their recruitment workflow as these are extremely affordable.

Check out the importance of ATS in small companies

If you’re a part of a small and growing business, you often need to hire candidates for multiple roles or sometimes even for multiple locations. The recruitment software can actually help you in automated position posting, tracking application status, job postings across various portals, and applicant communication.

A good candidate experience will definitely improve your brand value, thereby, helping you to source the best talent for your organization.

Winding up

Over the past few years, numerous improvements and innovations have been introduced to the recruitment software. In fact, many software providers can even provide you with an ROI estimation before making the final purchase. This has ultimately become a no-brainer for many companies to integrate the recruitment process with some level of software.

Have you got your own recruitment software? if not, now is the time to make a change with Recruiteze. We’re number one for a reason! Read on to see how you can try Recruiteze for free!

Best Free Online Recruiting Software

If you are tired of searching for free online recruiting software click here to start using Recruiteze today! There is no obligation and using our amazing software actually makes hiring easier.

With Recruiteze, you’ll get a responsive designed systems that comes complete with a custom job board, unlimited email templates, unlimited automated resume formatting and parsing, and so much more. Stop looking at the other recruiting systems available, and click here to make recruiting easy.