SaaS recruitment software refers to on-demand ‘software as a service’, whereby the database and features are hosted in the cloud. SaaS for recruiting has been the prevalent model of recruitment software delivery for over five years. If you are still using a self-hosted or even an on-premise recruitment software delivery model, you can do so much more for less by using a SaaS recruiting software model. Why move to a SaaS recruitment software model Cost Effective: SaaS recruiting software does not need IT infrastructure support, internal maintenance, or additional staffing. The SaaS recruitment software provider takes care of the back-end requirements which are included into your subscription cost. Your subscription cost will more than likely cost less than the implementation and overhead costs of using your IT infrastructure, internal maintenance and additional staffing under an on-premise recruiting software model. A subscription also lets you buy what you need for the number of recruiters using your system versus spending for services that you never use. Easy Implementation: Most SaaS recruitment software allows you to import existing data easily, testing is minimal, there’s no software to implement and you can operate almost immediately once your subscription begins. Also, SaaS recruitment software will allow you to download data and integrate to other systems easily. Easy Access: Given this past year of working remote and using cloud technology on a daily basis, the recruitment industry has made a permanent change to primarily being a remote based function. Given the nature of SaaS you can access to your recruitment software anywhere you have an internet connection. When you are going through resumes and looking for best fit candidates, there’s no reason to be tied to a specific device or location. Tools focused on SaaS for recruiting functions set you free. Staying Current with Technology Changes: Technological improvements are happening continuously and technology upgrades are the provider’s responsibility with SaaS recruitment software, not yours. For example, SaaS recruiting systems are now mobile-friendly, and constantly evolving with new and expanded services within the Applicant Tracking, On-Boarding and Customer Relationship Management space. SaaS is the dominant trend in recruiting software More remote, freelance, and contract recruitment opportunities will become available in different industries as recruiting becomes more about networks, contacts, and relationship-building. The repetitive and mindless aspects of recruitment can now be done through AI (artificial intelligence). Screening, sourcing, and shortlisting can be done automatically through AI, freeing up your recruitment team to focus on the more value-add tasks. Candidate rediscovery becomes easier. 24/7 access to your SaaS recruitment database, lets you find past qualified candidates, contact them, and quickly move through the recruitment process to get someone hired and in place sooner than conducting a new search. Integrations with an ATS and other software will continue to get easier, promoting a positive candidate experience because the different products and services a recruiter needs will be “communicating” to each other more effectively. Technology is constantly evolving and at a quicker pace than ever before. Within HR, the Talent Acquisition function is changing at faster pace than many of the other HR functions. HR needs to stay current, adaptable and responsive to this constant evolution when it comes to productively sourcing the best talent. Using a SaaS recruiting software is essential.Continue reading
Today, Emissary, the easiest way to embed texting into your recruiting process, is announcing its official partnership with San Francisco based JobScore an applicant tracking system and online network that privately matches people and jobs. This new integration enables JobScore’s clients to make communicating with candidates faster and more efficient. American adults text 30 times per day so it’s no surprise that using text for recruiting is making its way into the hiring process. With this new integration, customers of JobScore can text candidates from anywhere inside of the platform as well as any web page where a phone number is listed. They simply create an account then download the Emissary chrome extension to start texting. Over 1000 employers use JobScore to manage their hiring and they process over 1 Million job applications per year on behalf of their clients. Emissary continues its push to integrate with all the major ATS platforms to make text recruiting a reality in 2020 and beyond.Continue reading
Recruiters, chances are you know a job seeker, or you were one yourself not too long ago. And thus, you know the plight of being lost in “the resume black hole.” For candidates, the application process seems to be where resumes go to die. But YOU know that an average job can receive up to 250 applications and the average Recruiter can typically carry 30-90 requisitions at a time. Multiply that out and you are overwhelmed. PLUS, you have to conduct phone screens AND service all of your hiring managers AND coordinate interviews, feedback, offers and communications AND attend way too many meetings AND handle an endless amount of phone calls and emails AND attend to compliance and administrative tasks AND prepare pipeline and activity reports AND make sure you’re hitting your metrics AND spend time sourcing, researching, networking and cold calling on positions that don’t have qualified applicants. You need help! Enter AI and automation. For all these reasons, AI has a growing presence in Recruiting because of its ability to automate repetitive high-volume tasks like sourcing, screening, scheduling, and communicating… and as an added bonus can even eliminate bias. But beware of some of the common pitfalls. SOURCING AI AI can sift through enormous volumes of data across your CRM and ATS, on external job boards and social profiles and can make decisions or recommendations on who out there might be the best fit for a short(er) list based on key words. Advantages: Saves immeasurable amounts of research hours scouring databases and the internet for qualified prospects to reach out to. It can also augment profiles to incorporate information from multiple sites including contact information – more research time saved. Eliminates bias by focusing only on job skills and competencies. Machine learning continues to improve results with Recruiter feedback. Where it can go wrong: Your AI may start out unbiased, but machine learning can begin to incorporate bias as it adjusts results to Recruiter feedback. It also doesn’t possess independent judgment to evaluate the quality of one’s content over another’s and therefore strong prospects may be overlooked if they have incomplete profiles, use different wording, lingo, acronyms or have highly transferable skills but lack specific key words. A colleague of mine once worked with a team in a Sourcing Center of Excellence where they compared the top recommended prospects from an AI sourcing tool to the top recommended prospects from a human Sourcer. Guess who found the best overall quality profiles? (Hint: the one with a pulse and the ability to make qualitative judgments). Lastly, depending on how the sourcing jobs are set up in the AI platform, Recruiters may need to refine the searches for machine learning repetitively for a single role across multiple geographies, rendering it completely inefficient. WHAT IS AI SCREENING? AI will scan applicant resumes for key words (a convenience for Recruiters) and can also pre-populate information into the online application (a convenience for candidates). It will weed out resumes that are the least key word rich compared to the job description. Advantages: This form of screening saves time for Recruiters in having to visually scan every applicant. It also eliminates bias by focusing only on job skills and competencies. Where it can go wrong: Again, the AI does not make any judgments on who might be the best fit, only who has the most matching key words. Also, if a resume has a complex layout, file type other than Word or PDF, fancy graphics, bullets, borders, lines, symbols, fonts or special characters, the AI may not be able to interpret it properly. So, strong candidates may be screened out through the automation and you’ve created a poor candidate experience. SCHEDULING AI can automate the scheduling process for phone screens and hiring manager interviews and sync with individual calendars. Advantages: Saves time and lots of back and forth trying to coordinate schedules and mutual availability via emails, phone calls and individual calendar management. Convenience creates a good experience for all and reduces time to fill. Where it can go wrong: Poor management of availability time slots. COMMUNICATION AI chatbots can automate the communication process, allowing candidates to get on demand answers about the company, the benefits, the process and their status in the process. Advantages: Can create a higher quality experience, when job seekers can get responses and answers to common questions. Text and chatbots can also automate and shorten parts of the apply process by collecting profile information up front during the Q&A session. Where it can go wrong: If poorly or incompletely configured, can be a source of frustration and waste of time contributing to a bad candidate experience. How AI can help recruiting? In a lot of ways, AI has made great improvements to the Talent Acquisition profession. Where it is able to sift through large amounts of data, keep people informed, shorten the process and provide convenience, it creates efficiencies of scale, enhances communication, removes bottlenecks and provides a higher quality experience for all parties. However, when used ineffectively or in place of necessary valuable human judgment or interaction, it can do more harm than good, resulting in inefficiencies, overlooking quality prospects, screening out quality candidates, and frustrating job seekers, recruiters and hiring managers. I’m also not sure AI can follow a “hire for attitude, train for skills” model. We’d love to hear your feedback. Drop us a note to tell us how your company is using AI and what advantages and drawbacks are you seeing.Continue reading
NEW YORK – Today, Emissary, the easiest way to embed texting into your recruiting process, announced its official partnership with Greenhouse, the fastest-growing enterprise talent acquisition suite. This new integration enables recruiting teams to make communicating with candidates faster and more efficient. With an average response time of 60X vs email, texting is becoming a primary recruiting channel that enables talent acquisition teams to scale up their efforts by reaching more candidates in a shorter time frame. With this new integration, Greenhouse customers can text candidates from anywhere inside of the platform as well as any web page where a phone number is listed. They simply create an account then download the Emissary chrome extension to start texting. Conversations are stored within the candidate profile pages and can be seen by any user within the same Greenhouse account. “Emissary is the easiest way to connect with candidates faster, and more effectively…wherever they are,” said Euan Hayward, CEO of Emissary. “We are continually partnering with modern recruitment software vendors like Greenhouse to help make text recruiting a primary tool in every recruiters toolbox. This new integration can be setup quickly allowing users to text within minutes of activation.” Emissary is listed under the Productivity & Collaboration section of their Partners page. About Emissary Emissary is a candidate engagement platform built to empower recruiters with efficient, modern communication tools that work in harmony with other recruiting solutions. Our text recruiting platform features 1 to 1 texting, text campaigns, short codes for events, apply reminders and more. We provide enterprise grade texting that lets your team reach the best prospects instantly, wherever they are. Learn more at Emissary.ai. About Greenhouse Greenhouse is the hiring software company. We help businesses become great at hiring through our powerful hiring approach, complete suite of software and services and large partner ecosystem – so businesses can hire for what’s next. Based in New York City with offices in San Francisco, Denver and Dublin, Greenhouse Software has nearly 4,000 customers. Some of the smartest and most successful companies like HubSpot, Cisco Meraki, Buzzfeed, J.D. Power and Warby Parker use Greenhouse’s hiring software platform to improve all aspects of hiring, helping them to attract top talent. Greenhouse has won numerous awards including Glassdoor #1 Best Place to Work, Forbes Cloud 100 and Crain’s Fast 50. The company’s talent acquisition suite has recently been named a leader in the IDC MarketScape Worldwide and U.S. Modern Talent Acquisition Suites for Medium-Sized Enterprise 2019 Vendor Assessment. Greenhouse lives its mission of helping companies become great at hiring, having been recognized as an Inc. Magazine Best Workplace in 2019 and 2018. Greenhouse has been named to the Inc. 5000 2019 Fastest Growing Companies, Deloitte’s 2018 Fast 500 North America Technology Ranking and Crain’s New York Business Fast 50.Continue reading
Emissary is a candidate engagement platform built to empower recruiters with efficient, modern communication tools that work in harmony with other recruiting solutions.
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