There is a lot of noise about how AI – specifically generative AI and AI agents – is already halfway towards revolutionising how we work, how we create and how we collaborate.

From coding to customer service, from marketing to sales, NLP programmes are making immediate, critical inroads into previously human-centric operations. 

The possibilities beyond this explosion in generative AI (and the presumption that a working AGI is only around the corner) extend the horizon of what AI can do for more complex tasks, such as iterative problem solving and high-level reasoning.

So within this hysteria of disruption, where are the details around how AI will make workplaces better for everyone? 

After all, the main benefit of integrating AI into workplace processes is to reduce the mundane, automate the repetitive, and allow humans to do what humans do best – create, reason, collaborate, ideate, laterally generate ideas, build relationships and create genuine emotional connections between people, products, services and theories.

Amidst the contradictory thought pieces and think tank panics about AI, what seems to be somewhat lost in the mania is how AI can help build more equitable, fair workplaces for many millions of people who are forgotten or incapable of integrating into analogue workplaces. 

So can we create a future where AI is used for good, or are the tech naysayers right in assuming AI will only be used for illicit gains in easily manipulated industries, deep fakes, crypto-scams and hyper-capitalism?

Let’s dive into it.

Diversity, equity, and how AI can help.

According to author and Forbes contributor Tomas Chamorro-Premuzic, AI will help diversity in two ways.

• “The first is to diagnose things better, telling us what truly goes on in a culture, revealing some of the hidden dynamics underlying many of the critical interactions between people at work”.
• “The second is being able to actually measure inclusion, in particular, whether someone’s demographic status or identity can predict their actual status at work”.

The analytical power of modern AI programmes “allows us to go beyond perceptions”, giving change makers and leaders insight into “biases in behaviour”. AI fills a gap between what we think is happening, and what really is happening, or what could happen, based on evidence. AI can supplement emotionally driven HR decision making with evidently based logic, which in the case of diversity hiring, network management and fair representation can only be a good thing.

Bridging this evidence/emotion gap is the only way to build HR functionality based on real, performance-driven equity, based on real-time data. That data, and the ability to parse it, is the real power behind how AI can assist in creating a representative workforce.

Of course, this doesn’t mean AI should be used on a whim – there is ample evidence that poor AI implementation can break laws and entrench biases, so oversight is key. 

It’s worth reading pieces, such as this article by Fast Company, on the pros and cons of using AI for diversity hiring practices.

Inclusivity, disability and how AI can help.

As this detailed report by Accenture titled AI for disability inclusion puts it, there are several things business leaders and AI developers both can do to help foster more inclusivity in workplaces, especially around disability access and using tech to help people work more productively.

At the very basic level it starts at the design phase. AI creators need to put “inclusive design principles in place to support “human + machine” collaboration (which is) essential to the development of fair and unbiased AI solutions”. Inclusive AI by design is the foundation of inclusive AI use. 

So what does this inclusive design look like in real life? Well, it can be a poisoned chalice but again with the right leadership and strategy AI can be a blessing. 

• “Biases often occur at the intersections of disability, race, gender, and other identities”, which means whatever and however AI is developed it has to be built around reducing bias between underrepresented and vulnerable groups, rather than exacerbating them.
• AI can help build more inclusive workplaces. For example AI platforms can provide better testing and pre-interview assessments, AI-based accessibility tools such as speech-to-text transcription and sign language into text systems, AI-driven employee feedback, AI-augmented accessible interview processes and AI-augmented language accessibility tools. 

The tools of the future can be implemented today to help those most in need of that extra layer of support.

Minority recruitment and AI. 

This piece by the Data Scientist neatly summarises how AI can help elevate minority hires in the recruitment funnel. 

But much of the theory behind diversity-focused hiring strategies – such as blind screenings and automated assessments – has been known for years. It’s how they’re evolving via AI that HR pros need to be aware of.

• The real power lies in how AI improves data-driven recruitment. AI can operate between a wide array of recruiting tools such as jobs boards, social media, applicant tracking systems and recruitment CRMs seamlessly, to better communicate in real-time with specific candidates on the nature of targeted jobs, or clients on the state of play with candidate funnels and minority talent availability. 

• AI can create more accurate predictions on candidate suitability and hiring success utilising data, and can better identify patterns in background, experience and assessment viability. 
• Coupled with in-house NLP (like ChatGPT plugins), AI becomes more than an automated extra – they become an assistant recruiter in all but name, able to seamlessly and immediately dive into entire recruiting networks to matchmake in real-time.

With the right sort of oversight (and a fixation on making sure bias-free searches are run), AI can be the diversity hiring partner every recruiter needs. 

At Rectec we help organisations to find the best recruitment and talent acquisition technologies to suit your needs. 

From Applicant Tracking System and Recruitment CRM comparison, to vendor snapshots, and technology showcases in our unique technology marketplace, we provide fee-free tools to help you build the perfect recruitment tech stack for your business!

The post How can AI be used to promote inclusive hiring practices? appeared first on Rectec.

Over the last 18 months, since the launch of Rectec Compare, we’ve hit some huge milestones in our journey. 

But hitting 150,000 comparisons is a very special achievement and highlights our continued growth. We’re delivering a highly regarded service that organisations around the world are benefitting from in a big way, while keeping this service fee-free for our clients.

150,000 ATS and CRM comparisons is a number we projected, but we’ve hit this milestone sooner than anticipated. Doing so during such a challenging time in the recruitment industry speaks volumes about the continued relevance, and effectiveness, of our tech comparison service to recruitment talent acquisition leaders around the world. 

In the last year, we’ve expanded our offer to include the now-established Rectec Marketplace, and brought on more and more complementary recruitment tech providers into the Rectec vendor ecosystem, for the benefit of all. 

But Rectec Compare – our core ATS and recruitment CRM comparison service – is the reason why our valued vendors have such reach into the recruitment tech buyers’ market.

Rob Green, Founder and Director of Rectec, said;

“I’m delighted that our service is proving so effective in supporting our clients to choose the right technology for their business, helping them to transform, enhance and accelerate their recruitment and talent acquisition operations. 

We’ve continuously received outstanding feedback from our clients, yet we’ve remained hugely motivated to continue improving and enhancing our service at every opportunity. This is demonstrated in over 200 enhancements made to Rectec Compare since its launch.

Modern recruitment practice is built on the back of implementing the right recruitment software, and often the first port of call for a savvy recruiter is an ATS or recruitment CRM. Rectec Compare is the perfect recruitment technology shop window for curious tech buyers, and we’re hungry to support as many organisations as possible with our range of services.”

So if you haven’t seen our ATS and recruitment CRM comparison service yet, what are you waiting for? 

Rectec Compare is totally free to use, and you can input your requirements in as little as 15 minutes to identify the best ATS or recruitment CRM for your needs. 

Get started!

The post Celebrating 150,000 recruitment comparisons! appeared first on Rectec.

But here at Rectec, we’ve created a product that not only helps companies source the right recruitment tech for their needs, but also elevates immediate and transparent ROI through objective, criteria-led comparison, giving our users the chance to visualise exactly where every penny goes on their new tech.

The need for tech.

In an era of candidate dominance in the hiring cycle, and as the unstoppable need for talent continues to put pressure on employers, recruitment services need to adapt to meet this unique new demand.

Recruitment tech has been a salve to many suffering from hiring woe. The novel tech platforms that now underpin our most successful recruitment services – from ATS and recruitment CRM integration to video interviewing, assessment tools, cloud-based onboarding services and more – are now well understood, standard operating procedure for consultants and Talent Acquisition practitioners in their day-to-day role.

Since the pandemic, that usage and reliance on tech has skyrocketed, as has investment in the recruitment tech sector. This, in part, is down to two things:

• A global skills shortage in future-critical industries, which has pushed the industry to innovate and adapt to meet the expectations of digitally-native workers.
• The rise of the data economy, which creates epic amounts of data for recruiters to pour over, and a bank of information from which to improve recruitment services.

The power of relevancy, and how it impacts company investment in recruitment tech.

But, of course, not every tech platform is right for your company. And the lingering threat of choosing the wrong provider – one that isn’t targeted to your industry, your team or your company needs – always hangs over tech buying decisions. 

When recruitment tech SaaS platforms offer scalable packages to suit multiple budgets, and when savvy demos and a nifty UX turn the heads of recruiters on the ground, pulling the trigger to bring onboard a new tech provider is as easy as sending an email.

But the key to choosing effective recruitment tech lies in how tech providers meet your relevant company, market and candidate demands. 

Simply put, your tech stack has to work for you.

Relevancy should be a critical consideration for recruiters and recruitment agencies who are shopping for recruitment tech.

In our research, a major pain point for recruitment agencies and employers on the hunt for recruitment tech is that clearly defined, transparent ROI is almost impossible to come by in such a hyper-competitive tech sales environment.

So what’s the fix?

Where Rectec Compare steps in.

Rectec Compare is the world’s first recruitment tech and applicant tracking system comparison platform, built expressly to remove recruitment tech service vagaries and irrelevance from the process of sourcing an applicant tracking system or recruitment CRM.

Our comparison service offers unparalleled objectivity by utilising a simple user interface, where users can input up to 150+ unique business requirements.

Our sophisticated matching algorithm will review all of your requirements, cross-referencing them against over 180,000 bits of vendor information, comparing a broad range of recruitment technologies and producing a shortlist of the best vendors in the market, based on your specific needs… in less than a second!

Plus, it’s completely impartial and completely fee-free.

Guaranteed recruitment tech ROI. 

Effective recruitment tech stack decision-making comes down to knowledge – of the market, of the players in the market, of the cost comparisons between providers, and of the wide range of features and USPs on offer. 

Gaining market objectivity is intensely difficult – google skews towards ad-first indexing, and your referral network will be trusted, but potentially limited in spread. 

Rectec Compare provides a rare sort of objective ROI – we provide clarity for companies making the critical decision to change, or bring on board a new ATS or recruitment CRM.

A quick, responsive process is what you need to attract and engage the best talent.

At Rectec we help organisations to find the best Applicant Tracking System or best Recruitment CRM to suit your needs, accompanied by our unique complementary technology marketplace, to help you build the perfect recruitment tech stack for your business.

You can click here to register for Rectec Compare – and best of all, it’s completely free of charge.

The post Why utilising Rectec Compare can improve recruitment stack ROI. appeared first on Rectec.

From major national newspapers to reams of LinkedIn conversations and thought leadership, the concept behind Quiet Quitting – when staff members coast along at their job, not overperforming, not underperforming, but just slowly and almost invisibly pulling back from engaging with their work over time – seems to be the magnet for which conversations around general unproductivity in the UK workforce is attaching itself to. 

Quiet quitting is nothing new, it’s just a new tagline for a perennial workplace issue – that of workplace disconnect. 

As companies scour the digital and physical leadership world for productivity hacks and quick fixes to dysfunctional teams (most of which are sticking plasters and don’t address systemic cultural malaise), the solution could be lying right under our noses – the tech that has embedded itself into our every-day working lives.

Targeted, cross-functional tech can be an immensely positive weapon against burnout, unhappiness and, indeed, quiet quitting. 

Tech could be the method and the means of connection that workplaces are struggling to maintain in a disrupted working world…if senior business leaders knew how to deploy it properly!

Tech, and Rectec, Origins.

We’ll admit that one of the driving reasons we created the Rectec Marketplace was to draw recruiters and agencies towards recruitment-adjacent tech that could complement any employer’s or agency’s tech stack. 

The reason why is, on the surface of it, pretty simple – it’s a more streamlined way for recruitment companies and agencies to connect with a wide variety of innovative recruitment solution services they didn’t even know they might need. It’s a chance to open the door to tech creators that are changing the way we do business, and through this, we like to think our Marketplace is doing the good work of promoting innovation in the world of HR and talent acquisition. 

But as anyone who’s had their working lives turned positively upside down by tech over the last decade (hello, cloud applicant tracking systems!), the platforms we now do so much of our work on should be considered a part of the solution to novel forms of presenteeism, burnout and work disconnect. 

Indeed, the universality of our online and always-on culture means tech should be leading the way on how to help reduce incidents of quiet quitting. 

Here’s how we think tech, and specifically recruitment tech, can help:

Performance Management. 

A large part of the quiet quitting mentality is a complete lack of enthusiasm for work, caused by, well, you name it – toxic work cultures, too-remote work, a lack of connection, a lack of brand alignment, a disbelief in the product or service, or simply that they don’t feel heard or seen. 

During the pandemic, tech was the communication saviour. Messaging apps, workplace networks, Slack, Teams, Zoom, these solutions combined to create not just great products, but a culture of support and visibility as companies rushed to work remotely. 

As people return to the office, some of the remote work cracks are starting to show – digital burnout, Zoom Fatigue, and quiet quitting. 

Many of the above issues can be somewhat mitigated by one, simple, leadership shift – creating continual feedback loops utilising tech. 

Continuous feedback isn’t a new concept, but it’s come into its own as remote working has exploded. Many recruitment and HR tech providers offer easy, hassle-free platforms on which leaders and employees can offer seamless feedback, reviews, project updates and more – all essential cogs in creating a more supportive machine of workplace culture.

An open forum approach to communication between peers and seniors is verifiably good for team engagement, happiness and productivity!

The power of a good CRM.

When two of the primary complaints of candidates stuck in a convoluted hiring funnel are “the process takes too long” and “they don’t communicate with me where I am in the process” it’s easy to fixate on poor recruitment practice and lazy recruiters as the sole reason. 

But the channels on which some consultants have to work on (legacy CRM, mostly) simply aren’t up to the task of offering efficient, personal communication channels suited to our now multi-channel online existence.

Contemporary recruitment CRM providers prioritise communication and data access, giving consultants peace of mind they can keep on top of comms. 

The search for meaning. 

Another reason quiet quitting is ascendant is a lack of meaningful connection to an employer’s purpose, or indeed the work employees are doing.

It’s imperative employers use every means at their disposal to help employees reconnect with their brand, vision and mission. 

This is where tech helps the process along – by being a vector for employer brand messaging, recruitment tech can be the vessel in which staff are shown how, where and why the company continues to trade the way it does.

Employer branding is one of the most important recruitment and retention tools in a business leader’s hands, so utilising every opportunity to remind staff of that brand and what it means will make a massive difference to staff morale, connection and meaning. 

Tech is the means, and the method, by which this messaging continues to hit home. 

At Rectec we help organisations to find the best Applicant Tracking System or best Recruitment CRM to suit your needs, accompanied by our unique complementary technology marketplace, to help you build the perfect recruitment tech stack for your business.

You can click here to register for Rectec Compare – and best of all, it’s completely free of charge.

The post Is recruitment technology the cure to “quiet quitting”? appeared first on Rectec.

There are over 450 applicant tracking system providers in the UK alone, so shopping for a new ATS can be a labour-intensive task with little reward other than circling back and forth between search terms on google.

However, getting your choice of Applicant Tracking System right is absolutely business-critical, as recruitment becomes more urgent, more digital and more personable – according to TalentLyft, “86% of recruiting professionals say that using an ATS has helped them hire faster”.

Speed-of-hire is one, vital metric in which we judge the efficiency of an ATS. However, recruitment in the modern digital era isn’t just about speed – consider the shift in candidate and client expectations in regards to communicating company culture and good onboarding processes that have so dominated the recruitment conversation post-pandemic. 

These other recruitment and job-seeker behaviours – how candidates engage with the more holistic, culture-led aspects of a company – are equally, if not more important to the modern job seeker than ever.

Applicant Tracking System providers have, in the main, met the moment, and these sorts of holistic and process-led features now come as standard in many solutions. 

So considering the explosion of ATS providers and new features that those ATS providers have built into their products, how do you know which solution is the right one for you?

That’s where we step in – as any recruiter knows, recruitment is more than simply putting candidate A into job A and stepping away. From application to video interviewing to onboarding, candidates demand a more agile, more immediate and far more human service from their consultants. 

ATS and recruitment CRM systems are often the platforms from which many of these connections are built.

So here is the Rectec guide to comparing ATS and recruitment CRM, to make sure the platform you choose is right for your enterprise. 

Assess your ATS needs.

As we mention at length in another article, choosing the right ATS is only as effective as your prioritised list of requirements. You need to make sure you know which features of an ATS solution you need, as well as the ones you don’t. 

We advise you to create a simple system in which you can easily refer to the features you need from an ATS provider. For example, a traffic light system, where certain features are colour coded; Green (those absolutely must-have features), Amber (those you will get regular benefit from) and Red (those which are not required). This will help in any conversation you have with an ATS rep, or any search terms you enter into search engines or, as we discuss below, into an ATS or recruitment CRM comparison service. 

When in doubt, ask for an ATS or recruitment CRM recommendation. 

Often recruiters and HR leaders will seek recommendations of ATS providers, not only because industry peers will, in some cases, have similar recruitment needs, but because it’s a great way to obtain first hand feedback of what solution your peers are using, and what those solution providers are like to work with.

Recommendations are trusted connections between peers and ATS providers and will come with a lot of positive brand advocacy. But, like with any major investment, caution is the word of the day, and we always urge recruiters to shop around before settling on a recommendation. 

ATS and recruitment CRM comparison services. 

Rectec are proudly flying the flag for a relatively new, and novel form of ATS/client introduction, the ATS comparison service. 

ATS comparison services are fast becoming the first port of call for recruiters seeking the perfectly matched Applicant Tracking System. Because ATS comparisons follow the same sort of customer UX journey as other, more well-known comparison service platforms (such as Compare the Market), comparison services are easy to use, free, and provide an enormous amount of feature flexibility and choice as standard.

Comparison services do all of the heavy lifting and handle the main pain points that come with looking for new ATS – for example, which provider to choose from the litany of options, based on customised inputs and tangible requirements, all of which are controlled by the customer, not search engines or sales reps.

Rectec, and our ATS comparison platform Rectec Compare, are the only provider of such a service.

The bottom line.

Choosing an ATS or recruitment CRM should take time – you need to build a relationship with the provider and their representatives you work with through navigating new tools and migrating data from one provider to another, and you need to make sure whichever ATS you choose, it has all the features you need and more.

But some of that patient shopping around can be expedited, as long as you know the features you need and understand the critical job ATS platforms provide to the modern job seeker. 

A quick, responsive process is what you need to attract and engage the best talent.

At Rectec we help organisations to find the best Applicant Tracking System or best Recruitment CRM to suit your needs, accompanied by our unique complementary technology marketplace, to help you build the perfect recruitment tech stack for your business.

You can click here to register for Rectec Compare – and best of all, it’s completely free of charge.

The post The Rectec guide to ATS and recruitment CRM comparison. appeared first on Rectec.

Rob was also given the opportunity to discuss the growing tech space within our industry, and neatly rounded off our day with a talk titled “Recruiting the perfect tech stack” (we will find some time to put a summary of this online, because it’s full of great advice on how to formulate a tech strategy).

All in all it was everything and more that we could’ve expected the day to be: full of some amazing recruitment visionaries, stocked full of great guests and a wonderful opportunity for us to introduce our (relatively) new product to the in-house recruitment market.

Like many other stand owners on the day, having a few hours to talk shop with such a variety of guests gave us pause for thought. Conversation ebbed and flowed between candidate shortages and modern candidate management to tech, UI/UX, recruitment philosophies and more. It was a veritable melting pot of industry veterans and brilliant recruitment teams.

So we thought we’d summarise our own takeaways from the event, and translate nearly 9 hours of chat into 5 distinct points of industry review:

We are a known unknown!

Rectec is a fast-growing startup. We’re confident we have a product that can deliver a unique ATS comparison service, and we know (from months of rapid uptake from vendors and customers) our platform works smoothly and efficiently.

We were surrounded by some of the most well known and established recruiting, job board and tech brands in our field… but we felt fully at home. This (we like to think) is because we offer something understood and relatable to those who are on a digital journey. Which, on reflection, is pretty much everyone.

Despite many visitors to our stand meeting us for the first time, communicating what we do wasn’t hard – if anything, we operated in a sort of known unknown space – the principle and premise of Rectec was understood, yet many people had yet to try our platform!

Events still matter

Meeting some of our vendors and a lot of interested parties in real time, face to face, was taking a little slice out of the traditional recruitment handbook – putting the personal relationship back in the business, and putting faces to names.

Although Rectec operates in the digital realm, the physical space is (on reflection) just as effective at communicating how unique our ATS and recruitment CRM comparison platform is. Being a plucky startup in that regard has it’s benefits – Rob, as founder, got to take people through the platform, explain his 15 year journey in recruitment and applicant tracking system integration and management, and the birth of Rectec, directly to our new community.

Events will continue to provide an immense, and immersive, amount of value in relationship building for us, long may they continue.

The in-house/agency parallels (especially in regards to candidate management)

Despite differences in workflow and service, the pressures felt in-house are absolutely paralleled in the agency space.

Being a cross-industry platform, Rectec have had countless conversations with every size of recruitment enterprise, from sole recruiter to national resourcing teams. The IHR event only further reinforced the need for services like Rectec and others to provide rapid, easy to use tools that make the entire recruitment process more efficient, more personable and more collaborative.

Candidate is still king…but there is a catch

While the market is almost entirely dominated by discussions around candidate attraction and management, there is a specific, niche catch – how and where to best engage them. There was a lot of meandering back and forth about employer branding and speed of recruitment…but the primary pain point was the place and manner of sourcing.

The conversation around which tech can best be applied to improve the candidate experience was frequent, but underpinning these topics of conversation was which tool works for certain industries, and how those tools work with that specific candidate base.

This only further enmeshed our view that our service is a really helpful channel for recruitment teams trying to find the right applicant tracking system for their candidates and their company. And for the ones who were still shopping for an ATS, they left understanding our ATS comparison service did all the work for them.

Tech may be the industry saviour…but again there is a catch

So while Rectec focuses (currently) on applicant tracking system and recruitment CRM comparison (alongside other consultancy and tender process services), the question on the lips of most stand visitors was “does your platform talk about or highlight integration applicability from your vendors?”

The answer is yes, of course, but the reason we bring this up is that as more and more tech/SaaS/cloud based services are brought into the recruitment environment ( or WorkTech Stack), the onus (especially for internal IT teams) is less on the overall effectiveness of the tool, but on the immediate integration of that tool with a growing roster of other tools, platforms, comms channels and tech. Although not the major pain point, it was very interesting to see again and again integration come up as one of the most important points of interest for ATS and recruitment CRM shoppers.

A quick, responsive process is what you need to attract and engage the best talent.

At Rectec we help organisations to find the best Applicant Tracking System or best Recruitment CRM to suit your needs, accompanied by our unique complimentary tech marketplace, to help you build the perfect recruitment tech stack for your business.

You can click here to register for Rectec Compare – and best of all, it’s completely free of charge.

The post The top 5 most important things we learned from IHR LIVE Manchester. appeared first on Rectec.

It’s a piece of software that combines a collection of digital tools onto a single platform that helps you manage all aspects of the recruitment cycle. From automating candidate emails and scheduling calls, to screening vast numbers of applications, maximising your talent pool and handling candidate documents and references. A good ATS has the power to overhaul your entire staffing operation into the most productive and profitable business it can be.

In many ways an ATS has a lot of similarities to your CRM and, depending on the software, can be used to not only store candidate information in a digital form but be used to automatically confirm that a candidates application has been received, keep them up to date on their application status, and prompt them to confirm an interview time. It is the perfect solution to automating your hiring process, freeing up your team so they have more time to focus on nurturing both candidate and client relations and enhancing your employer brand. If you’re looking to identify the Best Applicant Tracking System for your business, then be sure to check out our comprehensive guide to the Best Applicant Tracking Systems (2024).

If you’re thinking of investing in an applicant tracking system to help with your recruiting and talent acquisition efforts, or finding a new one that meets your growing hiring needs, here are 6 things you need to know about this type of software.

1. Candidates

When flooded with hundreds of applications, an ATS is the number one solution for identifying quality candidates amongst the masses. It uses automated intelligence to screen for the best, most qualified candidates and enables you to collect, organise and store valuable information on prospects based on their experience and skill set. This saves you so much time that would have been spent manually filtering through applications that aren’t suitable for the position.

The system acts as a database and enables your team to set up focused searches using keywords, tags and filters, with some ATS systems ranking candidates in order of suitability based on the skills you’re looking for decreasing your time to hire.

2. Communication

An ATS helps your team better manage their relationships with both candidates and clients. The system automatically logs all of your conversations, so nothing gets lost in transit and you don’t fall victim to ghosting. It is important to make your candidates feel valued during the recruitment process and deliver more of a modern and engaging experience.

An ATS will also enable your team to message candidates quickly and easily, asking any questions they need answers to or scheduling interviews and feedback. When you use an integrated scheduling tool, the ATS will automatically remind both you and the candidate before the interview starts so that you avoid no-shows, saving you time and frustration.

3. Job Distribution 

When maximising your talent pool, getting your vacancy out to as many job boards as possible will naturally increase your reach and improve your chances of finding the perfect candidate. Many of the large recruitment sites such as Indeed have partnerships with Applicant Tracking Systems, meaning you can distribute your job posting to various sites with just a few clicks. It also lets you post your job ad to your social media sites like LinkedIn, Twitter and Facebook.

A good ATS will even automate this process for you, creating a post-ready version of your vacancy that you can quickly distribute to your own career pages and all the major third-party platforms at once. An ATS also has the ability to track which applicants are coming from where, so that you can adjust and hone your distribution strategy.

4. Collaboration  

An ATS system enables your team to work together and easily collaborate on vacancies throughout the recruitment cycle. Using the software, you can easily assign roles to different members of the team and control who has access to what information. You can also customize workflows and add your own hiring stages, from screening through to the interview stages and all the way to making an offer and onboarding. At a glance, your team should be able to tell whether or not a candidate has been dropped during the recruitment process and at what stage.

This means your team has a clear view of the whole recruitment process and are able to streamline, collaborate and make the whole cycle more efficient.

5. Analytics 

When analysing your existing talent acquisition strategy, an ATS is efficient in creating auto-generated detailed reports and identifying any holes in your process. This is done by collecting data from different parts of the recruitment process so whether you’re looking to track time to hire, job board ROI or the efficiency of your social platforms, the right ATS will deliver exportable reports and analytics so that you can adjust and enhance your future hiring strategy.

Depending on the software, you can even track your team’s performance, how many placements they’ve made along with a number of other KPIs that you may need to monitor in order to help your team grow and succeed.

6. Onboarding 

The time-consuming yet significant onboarding process can be greatly simplified when you use a well-designed, capable ATS. The system is able to digitalise and store candidates’ personal details such as proof of address and identification whilst enabling online signing of employee contracts. They can also collaborate with your Payroll and/ or HR system and carry out tedious manual tasks for you and help organise all the paperwork.

Since the onboarding experience can impact factors like employee engagement, productivity, and turnover, an Applicant Tracking System’s ability to make the process as effective and efficient as possible will yield a notable return for your company.

How can we help? 

Whether you’re looking to implement an Applicant Tracking System in your business for the first time, or you’re reviewing or renewing your current technologies, Rectec Compare is your unique opportunity to quickly and easily identify the vendors you should be talking to. If you’d like to find out more please get in touch today for a free, no obligation chat or pre-register for exclusive access to Rectec Compare by clicking here.

A quick, responsive process is what you need to attract and engage the best talent.

At Rectec we help organisations to find the best Applicant Tracking System or best Recruitment CRM to suit your needs, accompanied by our unique complimentary tech marketplace, to help you build the perfect recruitment tech stack for your business.

You can click here to register for Rectec Compare – and best of all, it’s completely free of charge.

Rob Green, Founder & Director, Rectec.

Changing the way that recruiters buy software…

The post 6 Things You Need To Know About An Applicant Tracking System (ATS). appeared first on Rectec.