Get a Full-featured Applicant Tracking system

Store ALL your resumes in one private, fully searchable, reliable, online database. We’ll help you consolidate all of your current resume files into your new database. We’ll provide you with a resume import feature that you can use as you identify new resumes you want to store. We’ll completely index each resume so that you can search your database and identify candidates by key shills or experience, by name, or by physical location (city, state, or zip code). We’ll back up your data every evening, and store a copy offline. No more worrying about accidental loss of data.

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We’ll give you unlimited access to a database of resumes for approximately 200,000 active job seekers. You’ll also get our Search the Web feature, which lets you to quickly search over 7 million resumes posted to public Internet pages (i.e., pages that can be viewed without having to provide an access code), and import resumes of interest into your private candidate database. Use these tools to supplement your existing pool of candidates.

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As you identify candidates matching the requirements of a particular job, you can attach resumes to a specific job order. Once attached, you can administer tests, check references, and engage in other activities necessary to further evaluate a candidate’s suitability.

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If you’re like most staffing professionals, you’ve spent more time than you’d like playing “telephone tag” with difficult to reach references. Use our automated reference check feature to email customized reference check questionnaires to references. You sent the questionnaires when it’s convenient for you to send them. References complete the questionnaires at their convenience. You receive an email notice each time a new reference questionnaire is completed. Of course, you have an ongoing summary of reference questionnaires sent, completed, and outstanding.

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Create customized questions and administer them to candidates online. Questions can be True/False, Yes/No, Multiple Choice, or Fill-In-The-Blank. Questions can be scored, not scored or a combination of the two. If questions are scored, candidates can be ranked from highest- to lowest-scoring. Screens can include “knockout questions.” Knockout questions are so important that, if a candidate provides an answer other than the “correct” answer, they can not be considered for the position.

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Schedule interviews. Send confirmations to candidates and interviewers. Collect interviewer assessments of candidates via online Interview Feedback Forms. Monitor the status of all interviews.

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Create online Inboxes where Hiring Managers can view candidates’ resumes, test results, feedback from references, and interviewer recommendations. Hiring Managers view candidate data at their convenience, and provide you with feedback just by clicking a button. Nothing to mail, fax or email. No files to transport or keep track of. Extremely popular with employers!

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View the current status of each candidate being considered for a position. Or, view the complete history of each candidate, as they move through the application, screening, and selection / rejection processes for a particular job.

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Prepare offer letters online, and track the status of all offers (offers extended, offers rejected, offers accepted, and candidate reports for work).

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Report on all key staffing activity, including:

• All open Job Orders
• Open Job Orders, by Recruiter
• Open Job Orders, by Hiring Manager
• All Filled Job Orders
• Filled Job Orders, by Recruiter
• Filled Job Orders, by Hiring Manager
• Time-to-Hire for all Filled Job Orders
• Time-to-Hire for all Filled Job Orders, by Recruiter
• Time-to-Hire for all Filled Job Orders, by Hiring Manager
• Hires, by Gender and Ethnicity (Federal EEO-1 Report)
• Hires, by Veteran Status (Federal VETS-100 Report)
• Applicants, by Gender and Ethnicity (required by some employers)
• Other reports as needed
  

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