Archive for the ‘applicant tracking software’ category

Applicant Tracking Software: It’s Time to Switch

August 16th, 2011

It’s 2011. It’s time to lose that old ATS and choose one that was designed to work the way recruiting works.

Applicant Tracking Software: It’s time for a switch
by: newtonsoftware

Ten Questions to Tell if You’re Ready to Switch Applicant Tracking Software Solutions

August 9th, 2011

breakupApplicant Tracking Software is a very polarizing topic. Most of us know from first hand experience that you either love your ATS or you want to throw it out the window and start over. Many of us are just stuck in a rut. We use what they give us or we inherit what was bought by someone who is now long gone.

Well, it’s 2011 and things are changing in the world of applicant tracking software. Progressive vendors make switching smoother than ever with software that’s easy to install, easier to use, and get this, it’s even affordable. Most vendors won’t even expect you to sign long, over-complicated contracts. They’ll provide fast, friendly, free support and they’ll import your legacy data. The bottom line is that you’re not stuck anymore.

Is it really time to make the switch? Maybe you’re just too hard on your current platform. See if it’s really time to ditch that zero and get with a hero.

We’ve created this simple quiz for you to see if it’s time to switch from your current ATS provider.
Simply jot down the number of times you said “no” to the questions in the quiz and compare your results with the key below.

  1. When you contact support, does a person actually answer the phone and help resolve your problem?
  2. Does your current ATS vendor provide free training and support?
  3. Could you have started using your current ATS with virtually no training?
  4. Does it feel like someone with real life corporate recruiting experience designed your ATS?
  5. Do your hiring managers use your ATS regularly without being constantly begged?
  6. Can you go to your current ATS and see exactly what’s happening with your jobs without having to click around or run a report?
  7. Can you click on a ‘dashboard’ and get meaningful recruiting performance metrics at a glance?
  8. Do you love the careers page that your ATS provides as part of the system?
  9. Do you sometimes say to yourself “I’m so glad that we have this ATS”?
  10. Do you feel like your ATS vendor listens to your complaints, comments, and suggestions and tries to improve their product?

Now count the number of times you said “No”:
0-3 – Congratulations! You’re in good shape. Gold star for you.
4-7 – It’s time to admit you have a problem. You should start lobying for a new platform. It’s time to get serious, see what’s out there.
8-10 – Time to blow this popsicle stand! When’s your contract up? You need a change now.

Score higher than a 4? It’s okay. Stay calm and breathe. Go directly to a browser and visit: www.newtonsoftware.com. They’ll free you.

Video: Job Requisition Approval Management

August 2nd, 2011

Newton Software just revealed another feature aimed at assisting organizations in the creation or improvement of their job approval process.

They made this process flexible and it can be customized to assist an existing approval process or start an entirely new automated approval process. Once the requisition is created, the administrator has the option to select their choice of email driven approval processes. This provides the user with the ability to change and adjust the process as necessary.

Newton also delivers transparency with the recruiting dashboard, which lets users see where all jobs are in the approval process, in real-time. This gives users the power to identify the bottlenecks that are slowing down the requisition approval process and fix them before they create larger problems.

Automated Job Approval Done Right

July 28th, 2011
Newton Software continues to find ways to improve their applicant tracking software by adding an Automated Job Approval Process. This new feature falls in line with the rest of Newton’s easy to use, intuitive system. They took nearly a year to make this complex process both flexible and transparent. Taking that time allowed them to make something that worked great, rather than just another feature to add to the list.

Administrators can oversee the approval processes in real-time and address bottlenecks before they become jams. Newton also created this feature to allow users either to simply facilitate their current approval process or to completely start over and create a new automated process. Newton takes another one of the things users do 80% of the time and made it into a feature that works really well.

Approval Dashboard

Check Out Newton’s Blog Announcing The New Feature.

A little background to Job Approval:
Job approval is a process which allows hiring managers and supervisors to request approval for a requisition. The requested job is then put through either a paper or email process before it is activated, and only then will the company begin to look for applicants.

Companies use job approval for a variety of reasons. It ensures that a consistent process is implemented every time a position is opened. It gives human resource teams the control to complete the appropriate audits before resourcing the recruiting process. Finally, the approval process provides recruiters the ability to see what requisitions are coming up in their recruiting process.

Is Social Recruiting a Growing Hotbed for OFCCP Claims?

June 21st, 2011

CIO.com recently published a very informative article titled “Social Networks: A New Hotbed for Hiring Discrimination Claims.” The article gives a comprehensive perspective into the world of corporate recruiting, particularly how recruiters are using social networks more and more to evaluate potential hires.
Social networks like Facebook, LinkedIn and Twitter give recruiters and hiring managers the chance to look at a potential candidate’s everyday life, work habits and personal information. Increasingly, recruiters are this information to determine whether a candidate is a good fit for their company. However, using their findings as the basis for a hire can lead to a heap of discrimination claims against the company.
In this article, CIO.com spoke with HR consultant Jessica Miller-Merrell about some of the risks involved with using social networks to make hiring decisions. She outlines potential legal risks including niche demographic breakdown of specific social networks as well as the need for concise affirmative action reporting for government contractors. Furthermore, she says that making “hiring decisions based on protected information that a candidate provides on the internet… can get you in hot water”.
This is a topic that Newton Software, an easy-to-use applicant tracking software, has been following very closely. Newton’s own Joel Passen, interviewed Dr. Stephanie Thomas, one of the leading experts on the analysis of equal employment opportunity issues, almost a year ago for a podcast titled, “Can Social Recruiting Lead to Discrimination and Equal Opportunity Issues”.
There’s been a growing trend of workplace discrimination claims getting submitted over the past several years, and the addition of social networking as a hiring tool is bound to only increase the rate of claims. Every year, companies face many challenges in following confusing regulations that require them to provide detailed reports to various federal agencies.
These are the very factors Newton took into account when we decided to build EEOC/OFCCP compliance features into our recruiting software. We realized that companies already face a great risk in regards to complying with the U.S Equal Employment Opportunity Commission (and the Office of Federal Contract Compliance Programs for government contractors.) Bad or ignorant hiring practices and decisions can sink a business due to costly litigation battles over wrongful discrimination.
Newton’s EEOC /OFCCP Compliance tools make sure that all the right information gets collected, stored and tracked regardless of the source of the data. Voluntary self-identification surveys, reasons for non-selection, hire/offer logs, minimum qualification questions and flow logs (EEO1 reports) are just some of the tools that can help recruiters and human resources professionals keep track of all the mandatory information. Newton makes EEOC and OFCCP compliance a seamless part of the hiring process, so that when the time comes, a company does not need to scramble to deal with a problem.
While we haven’t yet seen a general precedent set regarding social networks and social recruiting, experts agree that it’s just a matter of time. As more companies start to use social networks as recruiting tools, there will be a social media recruiting precedent before you know it. For now, our advice is to seek guidance from counsel especially before using social media to vet applicants and to always have a consistent, compliant process in place when distributing job related information to social networks.

Citations
Levinson, Meredith. “Social Networks: A New Hotbed for Hiring Discrimination Claims.” CIO.com. April 18th, 2011. http://www.cio.com/article/679830/Social_Networks_A_New_Hotbed_for_…

Choosing the Right Type of Applicant Tracking Software: The Movie

April 21st, 2011

Choosing applicant tracking software? One of the most frustrating things facing buyers of ATS technology even before choosing a recruiting software vendor is deciphering what type of applicant tracking software is best for your type of organization.

There are two main categories of recruitment technology, each with a distinct feature set designed to manage a specific type of recruiting.  Here’s a short video that breaks down the key differences between corporate applicant tracking software and applicant tracking software that’s designed for recruiting agencies and staffing firms.

Podcast: Mid-Market Applicant Tracking Software Predictions for 2011

February 10th, 2011

Joel Passen, Head of Marketing fast growing Newton Software, was asked to share his top 3 trends in the mid-market applicant tracking software industry that all HR executives and corporate recruiting leaders should be aware in 2011.  Based on conversations with 100’s of HR executives and corporate recruiters around the US and UK, Joel’s trends are extrapolated from real conversations with people like you.

Listen to the Podcast to learn what to expect from the applicant tracking software industry in 2011. This year should be a great years for buyers that are looking to migrate from complicated legacy systems or even more modern ‘gimmicky’ systems that have proven to be hard to use and suffered from poor user adoption.

Applicant Tracking Software that Drives the Decisions that Drive Hiring

November 9th, 2010

Groundbreaking ideas spring from companies that find innovative ways to solve problems, rather than just focusing on technology or staying ahead of competitors. While Newton Software isn’t rolling over for competitors, they are focusing on the problems that their peers in the ATS space continue to ignore like user adoption and driving the critical decisions that drive recruiting. In fact, at the core of Newton, their popular applicant tracking software, Newton Software has invented a way to allow recruiters and hiring managers to complete the most critical paths of the recruiting process with just one click of a mouse.

Here’s a video demonstration of how Newton, easy-to-use, modern applicant tracking software drives the decisions that drive recruiting.



3 Easy Ways to Make Life Easier for Corporate Recruiters

October 22nd, 2010

Our friends at Newton Software design their applicant tracking software with corporate recruiters in mind. “How can we make life easier for corporate recruiters? This is what our product managers are always thinking about.”, says Joel Passen, Newton’s co-founder and Head of Marketing. Joel went on to say, “There are 3 constituent bases that we’re always concerned about: applicants, recruiters and hiring managers. Given that recruiters are a huge part of the recruiter process, the drivers, the catalysts; we want to build software that simplifies their lives.” With that in mind, the marketing team at Newton has outlined 3 ways to keep your corporate recruiters happy. It’s not a coincidence that Newton, their popular applicant tracking software facilitates all of these suggestions.

New productivity features come to popular applicant tracking software

September 1st, 2010


The product managers at Newton are at it again. New in a release scheduled for September, 10th, are several features designed to make corporate recruiters more efficient.  Hiring Sciences obtained this video from the Newton Software site.  The video is a preview of at least 3 new features that Newton has added to their already easy-to-use applicant tracking software.  On their blog, the product managers carefully point out that they are adding new features but refuse to compromise ease of use in the process.