These are the glitches that are killing your candidate experience, and here’s what you can do to fix it now!

For 70 percent of candidates, the path to a new job starts on Google with a casual keyword search. A candidate wants to probe the market without committing too much time or effort; in fact, 60 percent of online applications are abandoned because they are too complicated or lengthy.

We know that applying for a job is rough, but a 60 percent abandon rate for online applications overall surprised us – is it really so hard to apply for a job online? We had to know! So, we decided to walk the proverbial mile in the candidate’s shoes by applying to just over 1,000 jobs online through 23 different applicant tracking systems (ATS) – and 50 without an ATS –  to understand what it’s really like for candidates, and what recruiters need to know.

Here’s what we found…

1.

The average application took 9 minutes to complete from the moment we clicked apply to the moment we hit submit. Keep in mind that after a couple hundred we became pretty fast – your average candidate is going to take longer.  

2.

A confirmation email is one of the easiest candidate experience wins to execute, so we were surprised that 30 percent of online applications still don’t have this feature. In this day and age, sending an automatic confirmation that your company received an application should be par for the course. A simple “thanks for applying” email in the applicant’s inbox assures the candidate that their information is being considered. That way, they don’t feel like they wasted 9 minutes of their life sending personal data into a black hole.

3.

Only 30 percent of online applications were mobile friendly. It’s a big deal when you consider that, in a separate survey of our own customers, we found that hiring through our mobile app is, on average, two days faster than using a desktop.

There’s no hard and fast rule for what makes an application “mobile friendly”, but you know it when you see it. In general, a mobile-friendly application should be able to import details from LinkedIn, and/or have a great resume parser that doesn’t require extensive editing. In addition, it should automatically format for mobile screens so applicants aren’t trying to zoom in on clunky websites.

4.

Ninety percent of applications required the candidate to create a login before filling out an application. It may not seem like a big deal to ask the candidate to create an account, but if your site doesn’t allow the user to import details from LinkedIn or Facebook it may be a barrier of entry your candidate isn’t willing to hurdle.

5.

Speaking of… only 20 percent of applications enabled the applicant to import information from LinkedIn. We were shocked that more systems don’t take advantage of this ready-to-go profile.

6.

A disappointing 40 percent of applications required us to rewrite our resume and/or CVs after already having uploaded them in document form – either due to bad resume parsing, which required extensive editing, or no parsing at all!

7.

We couldn’t complete 18.3 percent of online applications for varying reasons, including technical issues or the company required the application to be dropped off in-person.

Did you love this data? Check out our study on where the most time is spent and saved in hiring here! We look at over 30,000 hires to see which step is the biggest time-suck, and how to keep your process moving.

Learn why recruiters need a “best of breed” solution to win the war for talent from our expert webinar with Glassdoor and SmartRecruiters.

Companies often push their talent acquisition (TA) team to use the recruiting module of the human capital management (HCM) system already in place to manage employee facing administrative tasks like payroll, benefits, and performance tracking. On the surface, it seems like a good idea.  IT is happy because there are no further integrations needed, and finance thinks it will be better for the bottom line. However, time and again, we see that the costs greatly outweigh the benefits.

For a deeper understanding as to why HCM solutions aren’t the software answer for recruiters, we turn to four takeaways from our “Hire Smarter” webinar with experts Rob Symons, VP of Northern Europe at SmartRecruiters and Ravi Edwards, sales leader for EMEA at Glassdoor.

1. Scale: Recruitment happens on a scale more comparable to sales or marketing than employee management. For example, the Royal Post hires 30,000 temporary employees every year around Christmas. In order to hit this target, they have to receive one-million applications, and one can imagine that the number of marketing touches has to be exponentially greater. Companies who chose to use HCM recruiting modules may think they are saving money only to be surprised by rampant server expenses.
2. Interface: Employees may deal with clunky systems (when it’s crucial to their job function), but candidates (and many hiring managers) certainly will not. Sixty percent of candidates abandon job applications midway through because they are too complicated. A consumer-grade user interface (UI) is a must, that means the system uses design philosophy to ensure little or no training is needed to navigate the platform (think Facebook or eBay).
3. Compliance: The newly enacted General Data Protection Regulations (GDPR) in Europe, and similar legislation in England and California, are elevating the level of concern around the proper handling of candidate information. A system without compliance at its core forces teams to create timely manual solutions that negatively impact productivity.
4. Complexity: Recruiting is a complicated process with many moving parts. Most hires are made with a minimum of 15 resources. For example email, text, social media, job boards, psychometrics, background checks, video interviews, digital signature, and the list goes on. The recruiting system needs to support these applications, and HCMs just can’t.

The bottom line is, HCM  is an internal-facing system that cannot keep pace with the recruiting demands of today’s talent economy. TA needs more than applicant tracking systems (ATS), they need dedicated talent acquisition suites (TAS) in order to remain competitive.

To learn more watch the recording below, or join us live for our next webinar with Glassdoor, “How to Hire Smarter – Discover how data-driven recruitment can revolutionize your business – from hiring at scale to measuring success”, December 5th, 2018 | 11 am GMT. Register here!

Establishing metrics that are clear, meaningful and easy to measure has always been a problem in recruiting. Cost per hire, time to hire and quality of hire all provoke much debate about their usefulness and their ability to be effectively measured.

Recruiting software provider SmartRecruiters have recently developed a methodology for hiring success metrics that are easy to measure but also robust enough to stand up to board or executive team scrutiny. To illustrate how these metrics work in practice they applied them to improve their own recruiting efforts. My guest this week is Sarah Wilson, SmartRecruiters’ Head of People, to talk us through and share learnings from that experience.

In the interview we discuss:

• The recruiting challenges at SmartRecruiters
• The importance of robust, understandable metrics
• Measuring cost
• Measuring speed
• Measuring quality

How SmartRecruiters improved their recruiting results

Sarah also shares her advice for companies getting started with hiring success metrics and tells us what she and SmartRecruiters have planned for the future.

As Hiring Success 18 Europe fast approaches, we bring you the people who are disrupting Talent Acquisition with tough questions and thought-provoking commentary.

Whether it’s psychology, technology, social justice, or simply the bottom line – there is no singular path that leads a person to a life in TA. However, there is a common question: How can we make work better for everyone?

This inquiry is what drives the practitioners you will see at Hiring Success 18 EU in Berlin September 19th-20th, and it’s what drives us at SmartRecruiters to bring the HR and recruiting community together for two days of seminars, demos, and networking on the scenic banks of the river Spree.

“This is a new era for recruiting,” says SmartRecruiters CEO and founder Jerome Ternynck. “Businesses recognize that their Talent Acquisition function is the competitive edge they need to succeed. Hiring Success is here to bring practitioners out of their silos and connect them with the latest in technology, best practice, and strategy.”

So let’s meet some of the changemakers!

Bill Boorman – Tru Events

Recruiting’s “man in the hat,” Bill Boorman is the harbinger of new tech and the creator of recruiting’s merriest meetup, known as #TRU un-conferences. He’s hosted 100 events in 65 countries and five continents over the last 12 months. As he zigzags the map, he’s learning about the latest in grassroots TA – and he’s ready to share! Meet Bill on the Innovation track as he hosts Battle of the Bots, a live showdown of recruiting chatbots where the audience asks the questions.

To learn more about Bill and why he was dressed as Father Christmas the first time we met, click here!

Jeri Doris – Delivery Hero

From Silicon Valley to Berlin, Jeri Doris, Chief of People for Delivery Hero, is always thinking about company vibes, like what makes an organization a great place to work, or how can a great employee experience happen at scale? Jeri joins us on the Hiring Success track with the session What Hyper Growth Look Like. A rare peek into a business phenomenon that few people ever get to experience, this TA vet will take us through the systems she used to stay on top of the company’s exponential expansion without sacrificing quality or culture.

Noor van Boven – N26

With 15 years of international HumanResources experience, Noor van Boven focuses on building, scaling and transforming companies into successful enterprises. Noor is the Chief People Officer at N26, where she is responsible for building the organization while maintaining a high employee experience and guiding the company through hyper-growth in a healthy way. Her session, What Hyper Growth Looks Like, will explore the instigators for exponential growth, and address key rules and processes needed to scale operations.

Before joining N26, Noor was the VP People at SoundCloud and led the Recruiting, Talent, and Organizational Development initiatives at TomTom worldwide. Her passion for travel, coupled with work opportunities from respected international employers, has allowed Noor to live across the globe, including New York, India, and Germany.

Joanne Lockwood – SEE Change Happen

In 2016 Joanne embarked on her personal rebrand, which included selling her IT services company and transitioning to her true gender identity. In the wake of this decision, she discovered the hidden obstacles that many trans candidates face when they search for the right employment opportunity.

In response to her experience as an applicant, Joanne founded SEE Change Happen, a diversity and inclusion practice specializing in supporting Transgender inclusion to businesses and other organizations. She joins us for the Inclusion track for the session A Path to Gender Parity, a candidate discussion of the subtle obstacles that undermine women in the workplace.

Hilary Klassen – Career Ari

As an HR leader with a decade of experience, Hilary Klassen, the founder of Career Ari, was constantly approached for career advice. So often, in fact, that it became a pattern. Klassen realized that even successful employees at companies that provide career counseling wanted a personal and professional opinion from a third party. “There has to be a way to scale this,” she thought, and that’s how the idea for the first-ever automated career brand coach came to be.  

Hillary joins us on the Hiring Success track for Internal Career Pathing, where she will discuss how to make lateral and upward mobility a frequent occurrence in your business.

Sergej Zimpel – ProSiebenSat.1 Media SE

To Sergej Zimpel, Senior Recruiter for ProSiebenSat.1 Media SE and Co-Founder of the HR organization Purple Squirrel Society, buzzwords like “candidate experience” actually mean something. A psychologist by schooling, the ever-evolving world of HR will never cease to fascinate this TA practitioner. Sergej will join us on the Inclusion track for a deep dive into The Art of Community Building, and a step by step guide of how.

Manjuri Sinha – Zalando

Manjuri Sinha leads the technology talent acquisition team for Europe’s ecommerce giant, Zalando. Prior to this, she was lead HR business partner for technology at Accenture. In addition to her professional career, she is also a speaker, mentor, and blogger. For her session at Hiring Success, Manjuri will speak about how to fix problems within organizations “in the battlefield”, offering practical advice on course correction that is invaluable to even the most veteran recruiters.

Chris Raw – Zalando

As candidate experience and innovation lead for one of the fastest growing ecommerce sites in Europe, Chris has helped Zalando through a hypergrowth of hiring in the past three years. His whirlwind tenure at Zalando has forced him to get creative, moving faster than the fashion cycle to get the right talent on board at the right time. This recruiter comes on board for the Innovation track to talk Course Correction in the Battlefield.

Juliane Stiller – Humboldt University

As an informational scientist for Humboldt University in Berlin, Juliane Stiller is in the business of finding, assessing, and applying critical information to the education and work industries. In essence, she looks at how we can take what we know and apply it to real-world scenarios to get a better result. In this case, Julie helps us take on the scenario Have You Hired a Refugee in the conference’s Inclusion track so all recruiters and TA leaders can learn how to help support this rich source of talent.

Robindro Ullah –  Deutsche Bahn Fernverkehr AG

Robindro broke into the Human Resources field in 2005 as a trainee at Deutsche Bahn Fernverkehr AG. Over the next few years he pushed for more social media coverage of talent acquisition at DB, which brought his passion for HR Marketing and Recruiting into focus. Most recently, he served as Head of Employer Branding and HR Communication at VOITH GmbH and oversaw global recruitment. Robindro rounds out his professional profile as an author, blogger, and speaker in the German HR scene. His session talk will look at creative ways to combine recruiting strategies with marketing and social media best practices to amplify TA efforts.

Natalie Mellin – Mellin Consulting

Strategic and hands-on. That’s how we would describe Natalie Mellin, a globetrotting diversity and inclusion specialist, and founder of Mellin Consulting, a consultancy that advises global companies how to convert well wishes to real programs. Behavioral economy is her game, and if you are fuzzy on what that means then your attendance at the Path to Gender Parity session is mandatory. As part of our Inclusion track, this panel will delve into femme experiences of the workplace in the wake of movements like #metoo.

Tracey Allison – Avery Dennison Co

Tracey Allison began her career in recruitment in 1990, and has built a reputation as an HR leader throughout the EMEA region and beyond. She is the Director of Global Talent at Avery Dennison Corporation, where she oversees Talent Acquisition teams covering all of EMEA, as well as head up the leadership program for the largest business division of Avery Dennison. Prior to joining Avery Dennison, Tracey worked at major tech and telecom firms, including Microsoft and Vodafone.

Tracey’s session will focus on the fundamental skills that elevate recruiters to “rock star” level, and share insights that only a Hiring Success veteran and a self-made, global TA leader with decades of experience can offer.

These days everyone seems to have a view on recruiting technology. But with the proliferation of new solutions that we are currently seeing, comes an increase in marketing spin and a battle for thought leadership amongst industry commentators which makes it difficult for employers to find the signal in so much noise.

So what is actually going on and what are the real trends that people need to be aware of? Who better to guide us through than someone who is responsible for actually building some of the software itself. Hessam Lavi is both the founder of Jobspotting and the Director of Product for SmartRecruiters.

In the interview we discuss:

• What is happening in recruiting technology in 2018
• The critical talent acquisition issues that technology is attempting to address
• Recruiting automation and the emergence of automated sourcing
• The evolution of recruitment advertising
• The vital importance of data
• The potential for bias in machine learning

Hessam also gives us his take on the future of recruiting technology and explains why recruiters should be optimistic about the evolution of their role.

New ideas, new tech, and a whole new batch of bright-eyed startups ready to make their mark on the recruiting world.

Help decide the future of Talent Acquisition (TA) by nominating and voting for your favorite recruiting startup. From today until August 15th, help us nominate the best new hiring tech to compete for the opportunity to pitch 300 CHROs and recruiting leaders at Hiring Success 18, September 19-20 in Berlin, Germany.

Once confirmed, these fledgling companies will use the power of their social networks to win votes and make it to the top six invited to #HIRE18 EU to pitch it out for the grand prize of $10,000 in sponsorship and media spend.

Vote now!

With over 50 companies already in the running, we see solutions addressing a wide array recruiting challenges, from diversity and inclusion to recruiter marketing and employee referrals. Which ideas are novelty band-aids, and which will stand the test of time? Hear from our expert panel of judges including head of the startup ecosystem for UNLEASH, Anna Ott, and Victoria Sehgal, VP of TA for Rocket Internet.

Watch the pitches from Hiring Success 18 San Francisco now, and check out the latest contestants here!

Hiring Success 18 Europe bedrocks itself on the three topics your TA team should be most thinking about: innovation, inclusion, and hiring success.

No longer powered by fax blasts into the great unknowable aether, Talent Acquisition has become an industry at the crossroads of inclusion, technology, and business strategy. A place of organizational importance unimaginable to the backroom resume-shufflers of yesteryear is now our reality. We asked for a seat at the table, we got it, and now we have to bring it.

Business leaders now have begun to view the people-function of their companies as a strategic asset, as they should. The challenge then becomes to keep abreast of the ever-shortening cycles of innovation, and that’s what Hiring Success 18 Europe, September 19th-20th in Berlin, is all about. Two days of non-stop workshops, demos, interactive presentations, and collaboration for practitioners to engage with the latest in best-practice for tech, diversity, and on-the-ground recruiting.

We’ve broken it down into three most challenging topics facing TA today, check out our full agenda here!

Innovation: big data, bots, blockchain, and AI.

In our exploding age of hyper-data, learn how recruitment advertising is poised to take over traditional job posting in “The Future of Job Advertising.” Watch chatbots battle it out live to answer your questions and prove their language-processing chops in “Battle of the Bots.” Will blockchain create a new gig economy, and how can this crypto-tech be the answer for data security compliance? Find out in “Blockchain in Recruiting.” Talk AI, or demo rather, with interactive presentations that illustrate just how far we’ve already come in “The March of Artificial Intelligence.”

Also: augmented reality, assessment, and analytics!

Inclusion: leverage social media, refugee candidates, and remote work.

Sure, you have candidates, but how do you turn this random group into a community? Find out how in “The Art of Community Building.” Tap into marginalized talent markets with “Have Your Hired a Refugee.?” If you are short on candidates, maybe your bias is blinding you: in “Ageism at Work” recruiters learn to root out irrelevant judgments so they can hire the best people. Go remote without losing engagement with these tips in “Inspire Your Remote Workforce.”

Also: why unlikely applicants make great hires and gender parity!

Hiring Success: leadership strategy, employer brand, and zainy campaigns.

Get on the same page as leadership in “Aligning the Board with Your TA strategy” and anything is possible. Your company is great to work at, so make sure the candidate knows it too in, “How to Pitch Your Company.” Or get inspired by the innovative recruiting campaigns in “Creative Recruiting Combinations,” spoiler – someone uses Tinder.

Also: hyper-growth, scaling through IPO, recruiter brand, and internal mobility!

Are you ready for the future of recruiting? Get to know some of our featured speakers here!

SmartRecruiters’ first European Hiring Success Conference calls on the fresh voices of the EU, UK, US, and beyond to recast the TA conversation.

At its core, recruiting is about community building that powers business success. Hiring Success 18 Europe, coming September 19-20 in Berlin, Germany, brings together experts of varied disciplines, from TA gurus, political advisors, to tech savants. The one thing they all have in common? An uncanny ability to lead.

Whether it’s inspiring an organization to redefine talent, or challenging your team to become fluent in social media, the speakers at Hiring Success 18 know how to achieve business goals through inspirational people strategy that gets everyone on the same page.

Today we introduce just a few of the innovators in our exceptional line-up. Make sure to check out our conference agenda here and register now for best prices for you and your team.

Dr. Franziska Leonhardt

Dr. Franziska Leonhardt is an executive legal consultant for high-profile corporations and private equity firms in Germany. She first made an impact in Berlin’s startup scene as part of the management team of Rocket Internet SE, where she helped structure the company’s international business portfolio and IPO in 2014. Dr. Leonhardt currently serves as the Chief Operating Officer of kloeckner.i, the web platform for the steel and metal industry giant Klöckner&Co SE, where she oversees company growth strategies in the digital space.

Diana Kinnert

CEO, equal-rights activist, political advisor to the Chancellor, published author. She’s not even 30 yet.

Matt Alder

Since 1999, any company ready for the digital transformation has turned to Matt Alder to lead the charge. This digital strategist and author has already redefined “exceptional talent” in his eponymous first book and now he’s ready to show us how you can make your own best practice.

Frédéric Mazzella

Car-hailing and -sharing services are now normal in most cities. But when your ailing grandmother sends for you from her country house at the end of a muddy lane 60 miles away from your favorite Starbucks, what do you do? Paving the next lane in car apps, Mazzella founded BlaBlaCar to handle the kind of long-distance carpooling that will have you dipping biscuits into granny’s tea in no time, and leave you enough money for your next week of lattes to boot.

James Purvis

Heading a Human Resources department at a paper factory is one thing. James Purvis has the responsibility of choosing between the smartest people on Earth for the most prestigious job postings in modern science, at CERN. After almost 30 years of career growth within the organization, he may, by now, even be able to explain to you what the Hadron Collider does.

Jenny Elisabeth Jung

Jenny Jung attended her first peer coaching program in 2017, and was so inspired by it that she launched MindTheLeader, a leadership training and peer-coaching service for startup leaders and entrepreneurs. Firmly rooted in the Berlin startup environment, Jung was previously the VP of Operations at EyeEM, a premier photography community and sharing platform, as well as the COO of Factory, a tech startup campus that hosts SoundCloud, Twitter, and Zendesk. Leveraging her wealth of experience in the startup space, Jung mentors up-and-coming leaders on company organizational health, business operations, and people ops.

Kasia Borowicz

This sourcer, trainer, and lifelong learner helps recruiters get the hang of the social aspect of social media to build real relationships with candidates. Kasia knows how to create communities around professional passion, and she’s ready to make you part of hers!

Adam Kostyál

From his Stockholm office at the top of Europe, Nasdaq’s Adam Kostyal oversees the comings and goings of tech firms across European markets. A professional watcher of startups, an obsessive once he sniffs the possibility of hypergrowth, there is no one better be able to read what’s coming on the far side of an IPO, or when betting on the outcome though investment will pay off.

The surest way to earn 3x revenue and 3x profit as your peers? Invest in recruiting.

The current global marketplace is highly dependent on technology, but when it comes to finding and hiring the best candidates, much of the tech deployed to do so is out of date. With power shifting from hiring teams to candidates themselves, coupled with forecasted talent shortages in the coming years, companies need to assure they have the best systems in place for candidates to apply quickly, easily, and on the go.

Recruitment systems, usually integrated into blanket enterprise resource planning (ERP) models are notoriously clunky. Tech reminiscent of the dot-com boom has no place in a world run from smartphones and social media. Management often misidentifies talent acquisition as weeding through resumes, and chooses an ERP with back-office HR functions in mind. That’s because most ERP models specialize in managing specific aspects of HR like payroll, benefits, and performance management. While settling for an ERP with a “good enough” Applicant Tracking System can seem like a simple solution, the Boston Consultant Group found that companies who make the investment to assure they’re recruiting the best talent earn three times the revenue and two times the profit of their peers.

With the world is moving at an ever-faster pace, candidates aren’t compelled to fill out long applications. With one-step-apply features on sites like LinkedIn, many expect to send their CV with the press of a button. A recent CareerBuilder study found “the more in-demand a skill set, the less likely a job seeker with that skill set will jump through hoops.”

Thus Recruiting has had to turn itself inside out, and put effort not only on intake, but acting more like a marketing department, attracting potential candidates to their organization before the usual process is underway. In a survey of SmartRecruiters’ Marketplace partners, 30 percent said recruiting marketing tools were what they were most likely to invest in this year.

While slow, some organizations are waking up to the problem more quickly than others. According to a recent IDC survey, 23 percent changed ATS solutions in the past 18 months —and another 22 percent plan to make a change in the next 18 months. But this doesn’t necessarily mean going for a complete overhaul.

Many still turn to a Recruiting Point Solution (RPS), specialized software that supplements the shortfalls of an organization’s blanket ATS. Many companies look to RPS to “plug holes” in their aging ERP package, and though this might seem like a quick fix, the problems associated with having an RPS and an ERP can be numerous. Instead of addressing fundamental problems in their HR software, companies end up doubling-up on recruiting programs, and overpaying. Additionally, many ERP’s operate as individual entities, making transferring data between a company’s ERP and its band-aid RPS an IT nightmare.

For companies willing to leave ERP behind, there’s best of breed (BoB) – systems organized like a digital lunch buffet. Companies pick and choose relevant software across all fields of HR – talent acquisition, talent management, and workforce management. This allows companies to ditch their expensive and overly configured ERPs for a conglomeration of sleek, targeted systems. Some BoBs, like SmartRecruiters, also offer a marketplace, an integrated collection of third-party technology that provides an easy platform for companies to continue to integrate into modern systems. Beginning with the SmartRecruiters Talent Acquisition Suite, an engine that gives hiring teams the newest tools for recruitment marketing, applicant tracking, and onboarding, companies can continue to acquire top-of-the-line HR software that encompasses functions like payroll and onboarding. The benefits of BoB don’t stop there.

The SmartRecruiters Marketplace is fully integrated within a single system, allowing data to be transferred seamlessly between programs as if it was a single ERP platform, with a range of third-party services organizations need to keep ahead of the curve in today’s war for talent. In the SmartRecruiters Marketplace survey of where this year’s big spends will occur, tools to address self-scheduling, onboarding, and analytics were only outranked by methods to address diversity hiring – essential to be seen as forward-thinking and inclusionary in 2018.

Additionally, the pick-and-choose aspect allows companies to slim down their HR systems to only what they need, saving resources that would have previously been wasted on an overpriced ERP.

BoB systems are a multi-faceted solution to a multi-faceted problem, providing a platform for companies to choose specialized HR software from industry leaders, all integrated into a single BoB system.

Recruiting Tech Options — ERP or BoB?

• ERP models are all-inclusive Human Resources packages, a blanket software aimed at integrating all of a company’s HR needs onto a single platform. Unfortunately, many of these behemoths base their programs on outdated technology; and, due to the production of all HR software being delegated to a single team, many features of ERP’s, especially those based around recruitment, lack the features present in a more specialized Talent Acquisition Suite.
• ERP models often specialize in managing specific aspects of HR like payroll, benefits, and performance management, while other features, mainly those centered around recruitment, feel tacked-on, in order to present a complete HR package to the market.
• Many companies look to Recruiting Point Solutions (RPS), in order to “plug holes” in their aging ERP package. The problems associated with this can be numerous. Instead of addressing fundamental problems in their HR software, companies end up doubling-up on recruiting programs, and subsequently overpaying. Additionally, many ERP’s operate as individual entities, making transferring data between a company’s ERP and its band-aid RPS difficult and time-consuming, creating a disconnect between the candidate and hiring team.
• Talent Acquisition Suites bring the integration of all-inclusive ERP’s and the modernity of RPS’ into a single package. Designed to target one specific aspect of the hiring process, TAS’ are at the forefront of technological innovation. TAS’ track job candidates from the moment they show interest in a position, through to the end of the hiring process.
• Due to its modernity, a TAS will be able to integrate with job-posting sites like Monster and LinkedIn, allowing a company to advertise positions, review applications, schedule interviews, and make hiring decisions seamlessly, all from a single platform.
• SmartRecruiters is constantly updating their software in order to stay cutting edge. “When you buy an off-the-shelf ATS, it’s out of date as soon as you buy it.” (Tracey Allison)
• Although ATS systems have become the industry standard for Talent Acquisition, Aptitude Research found that 51 percent of companies are employing multiple ATS systems, and only 20 percent of companies are satisfied with their current ATS.
• The SmartRecruiters Marketplace allows companies to pick-and-choose their HR software from industry leaders, all of which is fully integrated into the same same system.