Melissa Weir: … get started in just a few minutes.
Thank you so much for joining our webinar today, Why Recruiting Teams are Ditching the ATS for Hiring Success. My name is Melissa Weir, SmartRecruiters Demand Generation Manager, and I will be your host for today.
Just a little housekeeping before we get started. All lines are on mute during the presentation, but there will be a live Q&A session at the end of the presentation, so feel free to enter in your questions at any time via the chat feature on the GoToWebinar control panel.
This presentation is also being recorded and you will receive a link to the replay at the end of the webinar. We encourage you to engage in the conversation with our presenters and other participants via Twitter by using @SmartRecruiters and #hiringsuccess.
Just a quick overview. In this webinar we will provide a brief overview of the technology landscape in recruiting, discuss how to stop tracking applicants and start hiring great people, define hiring success and the three key drivers, discuss why each driver is critical to any successful, modern hiring process and provide a brief demo of the SmartRecruiters hiring success platform.
We’re very excited to have both Jim Milton and Jason Buss with us today. Jim Milton is SmartRecruiters’ Vice-President of Product Marketing.
Jim has spent the last nine years imagining, building, launching and scaling adoption of next-generation recruiting technologies at companies like TheLadders.com, LinkedIn and SelectMinds. Prior to joining SmartRecruiters, Jim ran product strategy for Taleo.
As Recruitment Innovation Officer for SmartRecruiters, Jason helps build awareness, visibility and advocacy for the new way of hiring. He’s also the founder of the recruiting blog Talent HQ and is the president of Minnesota and California Recruiters. Prior to joining SmartRecruiters, and for the past 20 years, he’s led corporate talent acquisition teams at companies including TriNet, Ameriprise Financial and Allianz.
Just before we get started, I’d like to go ahead and take a quick poll of the audience. You’ll see a poll feature just pop up.
How many of you use one of the following services from another vender outside of your applicant tracking system because your current ATS does not meet all of your needs? Sourcing or CRM, SEO, mobile job application, social recruiting, job posting or distribution, reporting and analytics, employee referral, candidate assessment, all of the above or none of the above. I’ll go ahead and let you guys respond to that. We’ll just take one more second.
Great. Thank you so much. In conclusion, about 85% of you are using other venders, including your ATS, to meet all of your needs. Thank you so much for your participation. With that, I’m going to go ahead and turn it over to Jason.
Jason Buss: All right. Thanks, Melissa. That’s actually not great that 85% are using solutions outside their ATS, but I’d like to say good morning, afternoon and evening to everyone on the line. As Melissa shared, my name is Jason Buss. I want to thank you for taking time out of your schedule to join Jim and I to discuss a new way of hiring.
Before we get to the heart of the discussion on hiring success, I want to walk through a timeline and level-set on how recruiting technology has evolved over the last 25 years. For those of us that have been recruiting for a while, will remember back in the early ‘90s when the first job boards launched.
At that time, it seemed like the perfect answer to all of our problems. For job seekers, there was no more highlighting job ads in the Sunday paper and faxing résumés, and for recruiters, the days of going through mounds of paper were going to quickly come to an end to find the best candidate.
Throughout that time, more and more job sites were launched, and eventually in the late ‘90s, the ATS was born. By this time, a majority of the hiring process was becoming automated and everything was going to be, for both sides, easier, for both job seekers as well as for recruiters.
If you remember, at that time the ATS was really designed to primarily do one thing, and that was to track applicants. In my mind, the gap of what the ATS provided really started to open up just a few years after it was launched.
As an example, five years later, in 2003, you will remember that SEO started to matter, so think job [inaudible 00:07:26]. At that time, employers found themselves in a position where they needed to compete with other employers to get their jobs to appear on Page 1 of Google.
More ironically than that, they were also competing with other job boards for SEO that they were already paying to post their jobs in the first place, which is another conversation for another time, but the point of the story is, the ATS and SEO really lived on two different planets just a short time after ATS was first launched.
In between 2003 and 2006, there were some other small websites called LinkedIn, Facebook and Twitter that came into the mix, and a few years after that, in 2008, the term “social recruiting” was coined.
If we back up a year, 2007, mobile started to appear on everyone’s radar. The debate at that time was whether or not anyone should create an app for their company. What really matters obviously with mobile is having your career site mobile-optimized, and then mobile job applications, where visitors can quickly search, express interest and apply.
All of this has happened over the last 15 years since the ATS was initially launched and created. Before moving on to the next slide, I want to point out one other thing. If you look at the timeline at the bottom of the slide, you’ll see a 10-year span on the bottom left and a 15-year span on the bottom right. Two things I wanted to point out.
The first is that there’s a big difference in the recruiting strategies from the left-hand side to the right-hand side. On the left-hand side, one of the only ways to get your jobs in front of people was to either, a) post them online and hope that qualified candidates were looking or you could also search a résumé database or, b) hire a search firm. Really it was relying on candidates to find out if there’s employers.
On the right-hand side, and through today, obviously you can get your brand, career content or jobs in front of anyone, whether or not they’re looking for it.
The second, at a high level, is that the ATS hasn’t evolved with all of the needs of the users, which, when I say “users” I’m talking about recruiters, hiring managers and job seekers.
Let’s take a look to compare technology innovation. I’m going to compare a cellphone to an ATS. If you think about a cellphone, they started out with big antennas and over time became more and more defined. Eventually, the antenna wasn’t just fixed on it, you could push it in and out of the phone if you needed to use it, and then eventually they became antenna-free.
After that, you could choose colors that your phone came in, they were becoming more compact over time, and then the screen eventually was in full color. After that, you could operate your phone with a touch screen, and they kept getting slimmer and slimmer over time, and eventually you could use it as a camera. You might remember throwing away your camcorder or selling it on eBay. Then came music, apps, internet access, Wi-Fi hotspots and more.
During a relatively comparable period of time, cellphones made the leap from being an alternative to a landline to becoming a computer, GPS, radio and lifeline to the internet and world, for that matter, and you could fit it into your pocket or wear it because it really is elegant, and the watch, as an example, even do more than the phone will.
A good question to ask is, how has your ATS evolved during that same timespan and how effective is it at job distribution, searching a database, lead generation, sourcing, CRM, social recruiting, referral, supplier management, SEO and mobile recruiting all in one system, and could you do this from any device?
I’ll let you answer that for yourself and we’ll move on to really what this has caused from an experience element that we hear a lot about today with candidate experience and other users.
Given a lack of advancements within the ATS itself for recruiters, most recruiters refer to the ATS as “The dreaded ATS” and they find as many work around as they can because there’s layer and layer of technology to cover up all the pain points.
For hiring managers, they won’t even touch it, or in some cases aren’t even allowed to because we typically hide behind how bad the system is. Ninety-five percent of hiring managers we’ve talked to don’t use and don’t want to use an ATS in the first place. They rely on email back and forth in a manual process, and these are managers that typically complain about the recruiting department as well.
For candidates, everyone says candidate experience is important, yet we ignore the thing that is the most fundamentally broken when it comes to engaging with talent. Up to 97% of candidates who are interested don’t apply or complete the application process once they start.
What’s the answer to all this? The easy answer might be to throw up the white flag, but there’s a better choice. I like to think that the choice is to enable collaboration in the hiring process and to have all the [inaudible 00:12:43] solution platform versus many add-on systems or modules, where recruiting teams have full control of all of the functionality involved, and one that also combines power with elegance and scales with unprecedented ease.
While this might sound too good to be true, I’m going to turn over to my colleague, Jim Milton, to share with everyone our views on hiring success, what it means, why it’s important, and hopefully open up a new way of thinking about recruiting and the ATS.
Jim, I’m going to turn it over to you.
Jim Milton: Jason, thank you. Excited to be on the webinar with everybody and we’re excited to have you here, Jason. It’s good to have you join SmartRecruiters. It’s always great to have practitioners involved in actually creating the next-generation technology so we know that we’re making something that’s going to actually work for our customers.
I guess then we go to the next slide. I think it’s about time for this. I think it’s about time. Over the last five to seven years in my career working on the sourcing side and the vender side and talent acquisition, a lot of folks who have come to me for solutions that I’ve helped create and said, “Hey, can I bolt this onto my ATS? Can I prop my ATS up and make it better?”
In the poll, many of you talked about having CRM, job distribution, mobile apply, etcetera bolted on top of your ATS. How much money are you spending to do all that? How much time are you spending on those integrations?
To Jason’s graphic on that just mess and that web of junk, it’s just starting to feel, for most of the folks I talk to, really just untenable and unnecessary. Why couldn’t talent acquisition have a technology that evolve the way the phone did in a much more elegant direction instead of having to have this ATS and all the stuff bolted on to it?
The good news is, and we’re going to show you a little bit of a demo of SmartRecruiters, which, really exciting next-generation platform, we call it a hiring success platform replacement for the ATS, and it’s a platform, as you’ll see, that does everything in our poll question that you guys are paying extra venders to do. It does everything all in one. We’re excited to show that to you.
In terms of understanding at least from SmartRecruiters’ perspective, and we talked a lot with customers about this over many years, what a new system should look like if we throw away the ATS and start from scratch.
One way to look at it is it should have all those features: SEO, job distribution, mobile apply, CRM, analytics, etcetera, etcetera. There’s a more elegant way that we look at it, though, and our product managers, our R&D team doesn’t think about things just in terms of talent acquisition.
We think about things in terms of the software that people like to use across industries, the software that consumers are accustomed to in terms of ease of use, the software that other departments in the company use to be successful, and we’ve thought here at SmartRecruiters about an evolution away from sourcing in the way that companies used to think about it toward marketing.
We’ve thought about an evolution of applicant tracking toward a new paradigm of collaboration and reporting and analytics really evolving into insights. Actually, if you were going to sit down and create an RFP for your next recruitment platform, we’d actually highly recommend that you categorize the functionality that you’re looking for in these three areas.
Because recruiting is marketing, all these things that we’re talking about, CRM, candidate experience, SEO, these are all marketing techniques, channels and venues, and so to get to the right talent in the right place at the right time is marketing. It’s not just sourcing in the classical sense of sitting down on a database and mining a database.
It takes a kind of ambidexterity, it takes talent, it takes the right tools to do good recruitment marketing, and that is what it is. We’re going to show you how we envision recruitment marketing today and in a next-generation platform.
The next thing is collaboration. Tracking a pipeline of candidates, the days of that being the task of just some individual recruiter looking at their pipeline, hoarding the data, emailing hiring managers only as needed just to set interviews or ask for some feedback, those days are over.
Hiring takes a team, and really, we’d argue hiring takes an entire company. At this point, everybody’s a recruiter. Every single employee you have is connected to other people via social networks. Tracking applicants has become less about tracking, more about collaboration.
After you have marketed and gotten the best candidates in the door, how do you “scrum” together, to use the rugby term, as a team to get the right people hired and the wrong people screened out of the process quickly, and do it in a platform that people like to use?
Unfortunately, the ATS, hiring managers have been allergic to it, so they haven’t logged in to give great feedback on candidates. Most of the feedback happens outside of the ATS. A next-generation modern system would accommodate hiring team collaboration inside the box.
In the last evolution that we imagined here, and when we think about how do we rip up the ATS, create a brand new system from scratch, is to get away from Old School reporting a little bit and to just provide insights and to embed them throughout the entire process so that anybody in the process, whether it’s an employee making a referral, a hiring manager giving feedback or a recruiter doing sourcing, anybody in the process can see the data they need to see without having to create or pull a cumbersome report.
As you’ll see when we move along, we’re looking toward a future where just one elegant modern platform, a hiring success platform, as we call it, with all the new functionality that you need to do all the stuff that you have tried to bolt on to your ATS but now you hopefully won’t have to.
If we go to the next slide, to set the stage for how a hiring success platform could work modern setting, we’ll talk about campus recruiting. It’s something that at one point or another, hopefully most of you on this call have had to hire an intern or an entry-level person from a university or college, and at the larger companies out there, obviously their entire programs are around campus hiring, and they could be quite expensive.
What’s interesting is the crux of the issue at campus hiring is a generational one, and if we go to the next slide, what we’re really talking about, and this relates to one of the key capabilities, marketing, what we’ve got to do as campus recruiters is get in front of a very different generation than the last generation. It’s a generation that you’re going to have to deliver really specific experience to. It’s a generation that you’re going to have to engage throughout their college career.
If we go to the next slide, marketing to college students is, number one, a team effort, and number two, takes a new set of skills and tools. From the candidate’s perspective, that college student, at this point you’re going to need to engage in over four years, in some cases.
Students, especially at the top schools that you want to recruit from, have a number of choices to choose from, and just like in marketing, they need to create a shortlist of which employers they’re really interested in. As an employer, I think the way to look at marketing to students is, how do I make that shortlist of that student?
Waiting until senior year is probably the wrong strategy, especially if you’re going to try to recruit from a top school. Just engaging candidates, again, through social media, through the new tools, really, really important to do and not, again, waiting for the last minute.
When we think about marketing to students, it’s everybody’s job. Your hiring manager who’s going to hire the interns, the students, they need to be asking for referrals and they need to do it in a thoughtful way. The idea that you have interns already in place, we should be tapping in these interns to go to their Facebook networks, to go back to the well and get the classmates that they used to take classes with to be applying for jobs. There’s a playbook there in terms of marketing to students.
We talk about recruiters, you’re out there looking for students on different channels, you’ve got pay per click, you’ve got social media, Facebook, you’ve got niche job boards for students. If you think about the ATS, it’s really hard to do all or any of this kind of marketing from the ATS, and again, many of you have said you’ve bolted on other tools to be able to do it.
The theme across these personas, from candidate all the way to VP of recruiting, it’s a team effort to do marketing for any type of hire, including and especially for college hire, takes a separate set of skills and tools, again, that the ATS doesn’t have, so what we’re going to do in the next few minutes is come back to how can we at SmartRecruiters and how should the next-generation hiring success platform have all the tools you need to do with marketing to students.
The next piece of success is collaboration. Assuming that we can show you an awesome platform to do all the marketing you need for every type of hire, you then need to collaborate to get that hire actually on-boarded.
In this slide, basically making the point that if you’re at career fairs, for example, talking to students, obviously in most cases you have a central command center back at corporate processing applications that are happening at the career center. I think, unfortunately, many people I still talk to are still taking paper résumés at career centers or career fairs.
There’s a new and better way to do this where if you’re at the career fair, you can take students’ résumés electronically and instantly back at your corporate offices you can have recruiters and hiring managers looking at those résumés.
This is really important because recruiting is very competitive, it happens in real time, and it just doesn’t make sense to send a recruiter out to campus, load them up with a stack of résumés and then ask them to come back, scan them in, put them in an ATS.
When we think about collaboration, if we go to the next slide, we think about a team effort to get these candidates that we marketed to, to get them screened and hopefully hired.
Collaboration, again, takes a team effort. It starts with the candidate being met by recruiters at a job fair in this case. The hiring manager has to start looking at some of the profiles. Maybe you get 100 people that come to the booth at the job fair, maybe 100 of them get screened and 10 of them make it to the hiring manager. Having a really fast, seamless way to get profiles to the hiring manager and then get the hiring manager to quickly schedule a whole bunch of interviews with the new class of interns, that takes collaboration.
If you go to the far right of the slide, the VP of recruiting or head of the recruiting or HR is always accountable to the progress. Collaboration also means giving the leadership in recruiting instant access to, what’s the progress? I know there’s a career fair this week. We’re hoping to get hundreds of students. I’d love to see the pipeline and know how many of those students are converting into viable candidates so I can get feedback to the hiring manager on how we’re doing for he or she.
Collaboration means not only just recruiters and candidates but hiring managers, and also, if you have an HRS manager, there’s probably a custom workflow for any scenario. We’re talking about campus recruiting, but the ATS has been traditionally tricky when it comes to setting up custom workflows for the different types of hiring you’re doing, whether it’s professional or campus or technical.
In this situation, like any, there’s got to be a workflow that accommodates the different stages of hiring that happens and helps all these people work together to bring these college students onboard. Collaboration, you’ll see, there’s a next-generation approach to this as well.
The next slide, in terms of what an ideal platform would do, again, instead of having to bolt on a separate analytics module to your ATS to give you the data that you need in real time, in this example, we can see there should be a new way, and SmartRecruiters is going to show this off for you, there should be a new way to just very quickly get the data you need out of the box, including from a cellphone if you’re on the go, regarding the pipeline of any hire you’re trying to make.
Not just pipeline data but also sourcing data, spend data, analytics around source of hire, all this stuff should just be part of one core elegant system, and it shouldn’t be something you have to attach to the ATS.
Going to the next slide, this is the third leg of the stool when we think about the next-generation platform. The first two legs were marketing and collaboration. The final leg is insights.
Everybody needs insights to do their job. Recruiting is this team effort. From the candidate wanting to know where they stand to the VP of recruiting on the right needing to know, “Are we over budget? Do I need to adjust my strategy? Do we even need to show up to career fairs or is the recruiting that’s happening online getting the job done?”
Answering those basic questions, the insights need to drive strategy and decision-making. If an HRS manager wants to quickly run a report, that should be easy to do without having to call support and an ATS vender.
If a hiring manager knows that a career fair is going on or just went on last week and needs to block out time in his calendar, he should just quickly be able to see the dashboard on how many résumés am I going to have to screen or how many interviews do I have coming up.
Insights is just really practically important toward any hiring scenario and, again, should be out of the box. Moving on.
What we’re really excited to tell you is, there’s a next generation of software. This is a category beyond the ATS. We tore the ATS down, rebuilt it with a bigger imagination, inclusive of all this other functionality that normally you’re having to get other venders for for marketing, for collaboration, for insights.
What I’ll do is I’ll run you through just a very brief five-minute demo of what some of this looks like, and then we’ll take some questions. I’ll take the presenter and we’ll just do that.
All righty. Here we are. Just to acclimate you guys, we’re inside of SmartRecruiters. What you see here is an intern job that we have posted. Let’s say you’re using SmartRecruiters in the capacity of a classic ATS. We hate to call ourselves an ATS. You’ve created a rec, you’ve approved a rec, it’s in your system. It’s an intern job.
You want to market that job, so in some cases you have to go to a separate tool or you have to integrate a job distribution tool to get this job posted to niche channels. On SmartRecruiters, there’s a button, and right from within SmartRecruiters, you can just launch a really beautiful process of posting the job.
We have basically niche job boards. We have hundreds of boards. We support any board in the world, but with a few clicks, you can actually push the intern job out to college recruiting sources. You can see just a couple of examples here of great niche boards you can post to to get some of those intern, entry-level candidates.
What’s great about this is it’s so easy because it’s happening from within your platform. There’s no extra fee to integrate job distribution with SmartRecruiters. It comes inside of our systems. You’re getting a, quote-unquote, “ATS” plus job distribution in one.
The other really cool thing is unlike other job distribution tools, based on the job, we said this was an intern job, if I go back to the job itself, intern, the system’s going to do its best to make a match and show me job boards that are best to post to for the job. It’s smart. We call it “predictive posting,” which really helps your team just quickly figure out where they should spend their money and not waste money and get the best targeted results.
The challenge with job boards, as everyone knows, it’s easy to get too many of the wrong candidates, it’s hard to get the right candidates. With SmartRecruiters, we’re going to not only show you niche boards, we’re going to predict the quality of the fit that you’re going to get from the board, so it’s predictive posting built in job distribution.
On the theme still here for college recruiting, let’s think a little bit about the candidate experience. Normally you’d have to get help from IT or you have to have another vender create microsite landing pages.
Let’s say you are at a career fair and you want to have a nice-looking landing page on an iPad so that your recruiting team at a booth at a career fair can capture applicants right at the career fair.
What’s cool is with SmartRecruiters you can create, depending on the edition that you’re using, for example if you’re using our corporate edition, you can create an unlimited number of landing pages for any campus event, but also for anything else, diversity hiring, it could be for experienced hires. You can theme these landing pages however you’d like.
In the case of campus, they’re really nice because there’s just a “Get in touch” button and the student can actually just import quickly on the spot their LinkedIn profiles, so even if they don’t have a paper résumé with them, you can still capture them at the career fair.
To show you how easy it is to build this type of landing page and roll this out, it’s just point and click. Point, click, build, preview what the landing page will look like in any device.
For those of you who aren’t marketers, if you just need a nice-looking webpage to use for recruiting, there’s a point-and-click way to do it with SmartRecruiters. You can make them for any purpose and drive traffic to them. Really simple, you don’t have to use a separate vender.
Still on candidate experience, everything is mobile. Every job, everything will look great on a mobile phone. Also, on insights and analytics, your entire team, whether it’s the VP of recruiting, yourself as a recruiter or an HRS manager, they can log in on the backend of Smart Recruiters and actually see analytics on the phone.
You can see in real time how much money was spent, sourcing for the position, how many days the position is open, how many candidates, and it looks beautiful on any kind of device, without having to configure a report. Anybody, any hiring manager that logs in and your recruiter that logs in will have a screen automatically created for them and their jobs, where they can instantly see the progress and the analytics on those jobs.
Here’s another aspect of the platform. Again, normally you might need to spend up to six figures on a separate tool to give you the type of source analytics that we have here, but we’ll actually show you specifically where candidates are coming from, job boards, referrals, organic, third-party recruiters, etcetera and tell you that source of hire, so beyond the candidate pipeline it’s also source-tracking.
The last thing we’ll show you relates to CRM. We’ve got a built-in talent pool in the system and it’s integrated with LinkedIn. Any of you that want to go hire college students, let’s say, back to our college student example, you’re looking for students from the University of California Santa Barbara and you’re thinking, ‘Oh, I found this person that used to be a student at University of California Santa Barbara. Let me send them an InMail.’
With SmartRecruiters, you can basically just send them an InMail. They’ll automatically then appear in the SmartRecruiters CRM. If you can see, I’ve had conversations with Caitlin before in LinkedIn. There’s a SmartRecruiters button now in LinkedIn, and that SmartRecruiters button will show me my last conversation with Caitlin and it’ll help me deep-link to her profile on the SmartRecruiters CRM.
It’s taken me right into SmartRecruiters, right from LinkedIn to SmartRecruiters, it takes over all the information, and now I can see all of my notes on Caitlin that we’ve taken, and I can also see tags. It looks like Caitlin actually attended a career fair last year, and there’s another tag here, it looks like we’ve felt that the student would be good for an internship.
Just to keep organized from a collaborative effort and in terms of CRM, we have this great linkage between LinkedIn where you do your sourcing, and then on the backend, what we call our talent pool where you can keep track of all the leads that you talked to and all the candidates from different places.
Really, just a lot of robust functionality, all the way from candidate experience and mobile apply to analytics on the backend and everything in between. We’re really proud that we have it on one platform that’s extremely easy to use with a clean UI.
That’s the quick overview of the product. I think there’s one last thing, because I’ve seen a question that actually just came in on the landing page. Before we go formally to Q&A, which we’ll open up to everybody, when I was showing this screen, I was showing a landing page that was easy to create for a career fair, and again, like I said, you can create it for any theme or any type of recruiting.
Let’s show you just quickly what it looks like to actually apply to a job, because again, many folks spending a lot of money and effort to take their ATS and make it mobile-friendly, right out of the box SmartRecruiters will work on any device. You can see it here on an iPad. If I go back to the iPhone, it still looks great on a phone. Any page, any landing page, any job.
If we actually go to the job, you could see here’s the job, automatically rendering mobile response within the iPhone. If you want to apply to the job, if your candidates are applying on any kind of smart phone, iPhone, Android, etcetera, they can click an “I’m interested” button, quickly connect with LinkedIn or Facebook, and that will actually import their details into the job.
Now you see, here I am, one click, I can apply and I’m done right on a mobile device without having to leave. We can also handle screening questions on mobile as well. A complete mobile apply solution.
Again, a lot of stuff here. Again, based on the polling it sounds like a lot of you are using different systems. We’d love to help you consolidate to one and do it much more easily.
If there are any questions, again about the product or about the presentation itself, we’re going to open it up, but let me hand it back to Melissa to transition then.
Melissa Weir: Great. Thank you so much, both Jim and Jason for the excellent content and the quick demo today. I’d like to open it up for our Q&A session, so feel free to enter in your questions via tap feature on the GoToWebinar control panel and we’ll answer those as soon as they start rolling in.
Looks like we have our first question. “This is amazing. Thank you. Wondering what your opinion is on why ATS companies haven’t evolved as quickly as you’d expect.”
Jason Buss: Thanks, Melissa. This is Jason. If you look at, refer back to the timeline that I talked about early on when ATSs were first launched to really track applicants, technology has moved at such a quick pace over time, as we looked at the cellphone example, and more and more technology was required. A lot of the ATS companies, as we know, have been acquired by other companies as well, larger companies, which make it more difficult to implement new changes over time.
I think there’s a variety of reasons, one being, again, the pace of change, number two is some of the acquisitions that we’ve seen in the space, but we’d love to get Jim’s thoughts as well on how they’ve evolved over time.
Jim Milton: My perspective, actually, I’ve worked for one of the largest ATS companies in the world for a while, is that every technology has a lifecycle. Not to get geeky on you, but I took a Marketing class in college once that just talked about “Products are born and then they die,” and every product has a certain period of time that it lives and it’s replaced by just a totally different product.
Jason, like you were saying, you went from the brick cellphone in the ‘80s to the iPhone, and pretty soon we’re going to have these watches from Apple. Things come and go. When you hire software developers, designers, product managers to develop an applicant tracking system in the ‘90s, just, I think, like you’re saying, the same people, the same mindset, the same technologies just expire over time.
The question is, why is it hard for any company to reinvent themselves? It’s just hard. Why is it hard for anybody to keep up with technology? It’s just hard. Every so often, a whole category of technology comes and goes, and it’s looking like the whole category of applicant tracking is coming and going.
The needs are different. There’s a need for marketing, there’s a need for collaboration, there’s a need for insights. Those things are very different from just tracking applicants and basic compliance. It’s just very hard for companies who built their entire purpose around applicant tracking to keep up with these changes and these new needs. At least that’s my perspective.
Melissa Weir: Great. Thank you so much. Our next question, “Do applicants have to apply via Facebook or LinkedIn?”
Jim Milton: Applicants can apply via a traditional résumé and we can parse résumés in many formats and languages. The traditional résumé is not totally dead. We understand that. We’ve got a great parsing engine called Textkernel, so we’re happy to parse résumés. It doesn’t just have to be social.
Melissa Weir: Great. Thank you. All right, next question, “Can your platform be the career site takeover?”
Jim Milton: Very interesting question. Absolutely. One of the things that’s happening, there are some companies out there who, they’re maybe on a contract with an ATS and it’s not expiring soon, so in the meantime they’ve got some holes in their process, or for example, their applicant tracking system just doesn’t provide a good frontend for the career site.
We have been and are working with companies to just take over the career site piece. Thanks to robust APIs that we have, we’re able to connect to ATS and take the data out from the ATS, like your jobs, and then help you create a really beautiful career site that’s custom.
We have a couple different ways to do it. Some of it’s just point and click, point, click and build a career site. There are other options where we can take your corporate website and produce some iframes in there. Then there’s an option on the other end of the spectrum which is just use our API and your developers can create a custom career site.
From really, really easy to moderately easy to more sophisticated, absolutely we’re working with companies to deliver better career site experiences, which includes mobile apply right out of the box and includes SEO-friendly pages.
What it’ll do is, because the career site looks beautiful and the job experience is better, you’ll get higher conversion rates, so you won’t waste money. If you post a job and pay for it when people apply, you’re going to convert more of those candidates. They’ll be less likely to drop out of the process.
We’re happy to help you with your career site and we’d love to follow up on that.
Melissa Weir: Great. Thanks so much. Then, one more question, as we are running out of time, “How does SmartRecruiters work with LinkedIn? Do you have a corporate recruiter account with LinkedIn or do you work with SmartRecruiters?”
Jim Milton: SmartRecruiters and LinkedIn has a very special relationship. In fact, if you Google “SmartRecruiters LinkedIn” you can see our press releases. I believe SmartRecruiters.com/LinkedIn, we’ve got some information.
Deep relationship there where we’re actually passing data back and forth between LinkedIn itself and SmartRecruiters, so we call it “cross-systems awareness.” It is not a feature that most applicant tracking systems have.
It allows you to start conversations in LinkedIn and have them mirrored inside of SmartRecruiters, so SmartRecruiters can be your one system of truth to track all your conversations, not only with candidates but with prospects and leads, people that haven’t even applied yet, so deep integration that we have with LinkedIn.
From a customer standpoint, if you want to leverage that integration, the only thing you need to do is you need to have one or more LinkedIn recruiter licenses. As a SmartRecruiters customer, if you also have a LinkedIn recruiter license, you can leverage our deep integration, and again, happy to follow up on that if there are more questions offline.
Melissa Weir: Great. Thank you so much, everyone, for submitting your questions. If we didn’t get to you or you feel like you still have more to ask, we’ll be sure to follow up with you today with not only the webinar recorded link but as well as a note from somebody on our sales team.
We thank you so much for joining us today. We hope you found the content relevant.
You know the ATS is an outdated system that recruiters work around to get their job done. But did you know that there is a new category of technology designed to pick up where the ATS left off that enables you to deploy a modern hiring process? As you consider your next investment in recruiting software, you must be prepared to select a product designed to drive today's requirements for successful hiring.
Highlights from this webinar:
- A brief overview of the technology landscape in recruiting.
- Discussed how to stop tracking applicants and start hiring great people.
- Defined hiring success and the 3 key drivers: Marketing x Collaboration x Insights.
- Discussed why each driver is critical to any successful, modern hiring process.
- Provided a brief demo of SmartRecruiters hiring success platform