Today’s job market has created a conundrum for growing companies. The landscape is rich with qualified candidates. But issue a want ad, and some statistics note that 200 applications are likely to respond.

How can any employer reasonably cope with that flood of candidates?

Those corporations, healthcare organizations and government departments using an applicant tracking system find they have a powerful, enterprise-wide job acquisition and talent management solution ideal for businesses in hiring mode – or even those that are fully staffed.

Today’s ATS provides web-based applicant tracking and candidate management systems that empower businesses with easy-to-acquire and easy-to-use tools to reduce costs and streamline business operations. They automate candidate application and resume management – and create an invaluable competitive advantage.

The solution starts at the beginning of the job requisition life cycle. Job requests entered into the system automatically are distributed to Indeed.com, SimplyHired.com and GoogleBase, expanding the reach of the company’s corporate career center and saving thousands of dollars in premium job board costs. Some ATS providers even leverage social media sites for locating applicants.

Once applicants begin responding, that’s where the magic occurs. Employers with an ATS solution in place make quick work of managing inbound resumes and pre-qualifying candidates. Even unsolicited resumes are handled easily and quickly. Every required form or document, from resumes to supporting documentation, is submitted online and stored on the host server. No more paper resumes and faxed applications, thereby simplifying handling, review and storage needs. Once reviewed, the candidate immediately can be entered into the prospect pool, or saved for future consideration.

The solution manages applications by categories, enables cross-department searches, facilitates job requisition approval chains, and allows for feedback on specific candidates from anyone in the organization– even if those submitting feedback aren’t paid users on the system.

What about the list of qualified applicants who weren’t hired? Companies used to delete or toss those applications. No longer. An ATS enables companies to retain documentation of pre-qualified applicants for when job openings arise. Just search – by geography, criteria, skills or other fields – from among the pool of highly skilled candidates who already have been vetted and met company criteria. Having this storehouse of candidates close at hand makes filling openings fast and easy.

An ATS also enables a company to be less reliant upon its human resources staff for such processes as forwarding applicants to appropriate departments or managers for review. The system collects and organizes information in a centralized database accessible not only to a particular HR staffer’s computer, but to anyone with account access.

A well-designed ATS also is highly scalable to meet the needs of a growing organization. Like many software-as-a-service (SaaS) solutions, the modern ATS is an evolving tool. New features and functionality that help users gain efficiency and streamline the candidate management process are added seamlessly. More recent additions include background check, onboarding and payroll functions. This makes today’s ATS an end-to-end solution for the entire candidate-to-employee life cycle.

Moreover, the best solutions feature a short learning curve. They’re staffed by experienced advisors with a wealth of knowledge about candidate management, and customer service representatives are standard as part of the service.

Simply put, a right-priced ATS application delivers leading-edge solutions and compelling return on investment. Starting at $100 a month, an ATS can be a cost-effective solution at a reasonable expense – regardless of whether your company is hiring today or tomorrow.

Via MercuryNews.com …

A recruiter who left Google last year says that the company had maintained a “do not touch” list of companies including Genentech and Yahoo, whose employees were not to be wooed to the Internet search giant.

That revelation could be significant in light of this week’s disclosure that the U.S. Justice Department is investigating whether Google, Yahoo, Apple, Genentech and other tech companies conspired to keep others from stealing their top talent.

Read the rest of the story >>

Houston, TX – PreCheck, Inc.™ and Hirebridge LLC, today announced the integration between PreCheck’s background screening service and Hirebridge’s applicant tracking and hiring management system.  Through these system integrations, both companies are able to offer clients the five core integration components and as a result abridge the hiring processes for their clients.

“We saw this as a favorable partnership because both PreCheck and Hirebridge are committed to providing outstanding customer service, as well as offering customizable solutions to meet the unique needs of our healthcare clients,”  stated Bruce Smith, President and Chief Operations Officer at PreCheck, Inc.  “With over fifteen years of exclusive industry focus, PreCheck also brings valuable experience in recognizing our clients’ needs and providing innovative solutions.”

This partnership helps meet human resource departments’ demands of quickly staffing qualified individuals in their facility.  The full integration between PreCheck and Hirebridge allows human resources and hiring professionals to easily order background screening services and receive results through the applicant tracking and candidate management system.  Hirebridge provides the web-based application platform for applicants to apply for a job on any computer, anywhere in the world, while PreCheck delivers the background screening report which could include, criminal and sanction screening, employment, licensing and education verification, plus credit and motor vehicle registration checks.  These background check components are important when hiring individuals within the strict guidelines of the healthcare industry and promote patient and employee safety, along with assisting in risk mitigation for the healthcare facility.

“Our clients are consistently looking for ways in which they can reduce their costs and streamline their business operations.  Ease of use and efficiency of workflow are vital to them.  Partnering with PreCheck, enables us to offer a complete packaged solution that greatly reduces the inefficient, manual and repetitive tasks that are often present in running background checks,” stated Marc Berman, Chief Executive Officer for Hirebridge LLC.

Both companies offer a suite of cost-saving, web-based services that help streamline human resource departments’ daily tasks.

About PreCheck, Inc.

PreCheck Inc. is the nation’s leading provider of background verification and credentialing services for the healthcare industry. PreCheck provides healthcare organizations dedicated to patient safety with the information they need to verify and preserve the integrity of their people and programs.  PreCheck’s services for healthcare organizations expand beyond background verifications and credentialing to include innovative outsourcing solutions to handle employee sanction screening, professional license management, employment verification, vendor credentialing and student background screening.  For more information about PreCheck’s products and services, call 888-PreCheck (773-2432) or visit www.PreCheck.com.

About Hirebridge

Hirebridge, LLC, (http://www.hirebridge.com/) located in Coral Springs, FL, is a provider of web-based Applicant Tracking and Hiring Management Solutions. Its products and services includes Hirebridge Recruiter, a powerful, web-based applicant tracking and candidate management system that provides businesses with easy-to-acquire and easy-to-use tools to reduce costs and streamline business operations. Hirebridge has successfully deployed solutions for more than 125 leading companies, inculding GoDaddy.com, Chicos, White House|Black Market, Snowbird Resort, Menards, Maurices, Tulane University Hospital and Campus Management.

Contact:  Lindsey Reczek - lindseyreczek@precheck.com - 713.590.1139

Via JobMachine …

A person buys the best hammer in the world only to discover that it doesn’t change their ability to hammer a nail.  Sounds silly, yet companies that set out to buy what they’ve determined is the best ATS often find nothing has improved a year after installing it.  Their mistake is buying an ATS thinking it’s a solution, when in reality, it’s a tool only as effective as it is used.  The irony is companies who install ATSs often end up in worse shape than before, through no fault of the ATS vendor.

READ MORE >>

WASHINGTON – The U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) today unveiled two initiatives aimed at promoting the hiring of veterans and protecting the rights of applicants with disabilities:  The Good Faith Initiative for Veterans Employment (G-FIVE) and Ensuring the Accessibility of Online Application Systems.

“The G-FIVE was created to address the employment challenges facing the veteran workforce today by recognizing federal contractors for their efforts in employing and advancing covered veterans,” said Charles E. James Sr., deputy assistant secretary for OFCCP.   “It reaffirms OFCCP’s commitment to ensure compliance with the requirements of the Vietnam Era Veterans Readjustment Assistance Act and creates an excellent incentive for federal contractors to hire veterans.”  

“The G-FIVE also strengthens partnerships between OFCCP and veterans groups and other agencies,” added Victoria Lipnic, assistant secretary of labor for employment standards.  “It’s an OFCCP initiative that supports America’s heroes.” 

The second initiative, Ensuring the Accessibility of Online Application Systems, is designed to ensure that federal contractors and subcontractors provide equal opportunity to qualified applicants with disabilities, including disabled veterans, to compete for jobs when using an online application system.  

Electronic job application systems must be accessible to, and usable by, applicants who have disabilities, or the contractor must provide a reasonable accommodation that allows an equal opportunity to compete for a job.   

“Nothing is more fundamental to equal employment opportunity than the opportunity to apply for a job,” said James.  “As more and more employers turn to the Internet to locate and screen job applicants, this initiative is crucial to ensuring that disabled veterans and other qualified individuals with disabilities are afforded that opportunity when an online system is used.”  

The directives outlining these new initiatives, along with frequently asked questions, are available on OFCCP’s Web site at www.dol.gov/esa/ofccp/index.htm.  

OFCCP, an agency of the Department of Labor’s Employment Standards Administration, enforces Executive Order 11246 and other laws that prohibit employment discrimination by federal contractors. 

The agency monitors federal contractors to ensure that they provide equal employment opportunities without regard to race, gender, color, religion, national origin, disability or veteran status. 

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U.S. Department of Labor releases are accessible on the Internet at www.dol.gov.  The information in this news release will be made available in alternate format (large print, Braille, audio tape or disc) from the COAST office upon request.  Please specify which news release when placing your request at 202-693-7828 or TTY 202-693-7755.  The Labor Department is committed to providing America’s employers and employees with easy access to understandable information on how to comply with its laws and regulations.  For more information, please visit www.dol.gov/compliance.

Here are some good resources for learning more about the US Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP):

OFCCP Website:
http://www.dol.gov/esa/ofccp/

Frequently Asked Questions:
http://www.dol.gov/esa/regs/compliance/ofccp/faqs/offaqs.htm

WikiPedia:
http://en.wikipedia.org/wiki/OFCCP

Godfrey & Kahn (Law Firm):
http://www.gklaw.com/publication.cfm?publication_id=442

If you would like to submit and additional resources, please send us an email to info@hirebridge.com