Choose an Applicant Tracking System That Your Hiring Managers Will Use

Choose an Applicant Tracking System That your Hiring Managers Will Use

Choose an applicant tracking system that your hiring managers will use. Pretty obvious advice right? Well, it’s harder than it sounds. These days applicant tracking software comes with all sorts of bells and whistles and it’s easy to lose sight of what matters most. In today’s connected world where recruiting moves faster than ever, it’s critical to choose recruiting software that hiring managers can and will use.

When applicant tracking software lives up to it’s potential and is easily adopted by hiring managers, employers win big with:

  • Overall process improvement
  • Enhanced collaboration
  • streamlined efficiency
  • Accurate recruiting analytics
  • foolproof recruiting compliance

Here are 5 must-haves when choosing applicant tracking software that your entire team will want to use.

1. Usability is #1

Shop for usability above everything else. Don’t be distracted by features that your hiring managers will never use. Remember, you are selecting a system that will touch all of the actors in your hiring process. If it’s easy-to-use they will use it.

2. Accessibility is key

Choose an ATS that works on any browser, any computer and on tablet devices.

3.  The 90/10 Rule

Choose an applicant tracking system that does well what your hiring managers do 90% of the time. Reviewing resumes should be a snap. Making decisions should take one click. Providing feedback shouldn’t even require a login in. Make it simple and they will use it.

4. No Login Required

Choose an applicant tracking system that empowers your team to make decisions, submit approvals, and provide feedback without even logging in. That’s right, let them have email! Some hiring managers will just never login to your ATS. If that’s the case, choose a system that lets them work how they want to work.

5. Low to No Training

Let’s face it, nobody likes training. Choose applicant tracking software that’s easy to roll out and ramp up. If the ATS is easy to learn and easy to remember, everyone wins.

Design is THE Killer Feature

design_ats

Applicant tracking systems have found their way into the mainstream and this has cast design as THE killer feature. Most employers that hire, even periodically, realize the importance of using applicant tracking software to stay organized and compliant.  While most corporate ATS tools are built with specific sized employers in mind, many offer similar feature sets. As such,design has become the number one differentiator. More than ever, employers demand user-oriented products that are easy-to-use, easy-to-learn and easy-to-remember.

Take a minute to stop and think about design. Great design isn’t just about about good looks. Remember the old saying about beauty being more than just skin deep? It’s true. Considering how employers expect a technology platform to perform, great design must go beyond the interface and be a critical part how the system actually works. Would you buy a car that looked good but had no instrumentation and the steering wheel was on the wrong side? Probably not.

When applicant tracking software is difficult to use, people just revert to email and spreadsheets. When the interface fails to clearly provide insight into the recruiting program, people are confused. When users get lost in the application, they just give up. When the information is poorly organized or doesn’t answer users’ key questions, they get frustrated and complain. See a pattern here? It’s 2013 and people don’t read instructions anymore and they don’t tolerate clunky, unintuitive systems. Traditional features are peripheral. Design is the new killer feature.

The Secret to Hiring Manager Adoption

 

hiringmanagerChoosing the best applicant tracking software for your organization can be a confusing experience. It’s easy to lose sight of what’s important. Most vendors have a sweet spot, a set of features that address at least one critical part of the hiring process. Sit through a couple of PowerPoint presentations with sales engineers clicking through their demo scripts and lots of us are back to where we started: unsure of what to think and what really matters.

My advice is to forget about the feature checklists and focus on the big picture, end user adoption. For employers, there are very few other fundamental concepts that matter more. If your line managers consistently use your applicant tracking platform to request and initiate approvals, you’ve addressed the paper processes at the very beginning of the talent chain and created a layer of exception management that can only exist in a digital environment. Even more critical, if hiring managers consistently help drive the decisions that drive today’s hiring programs and do so on any platform effortlessly, you’ve got a solution that will make everyone happy.

Here’s another reason to focus on manager adoption as key concept driving your ATS selection. If you’re like most HR and recruiting leaders, metrics have become the front and center topic especially when you’ve recently invested in technology. I am not talking about “big data”. I am talking about measuring what matters most like are you getting candidates the managers want to speak with? How are you processing those applicants? How long does it take your line managers to make decisions?

Remember, hiring manager input is necessary to gather the most important metrics. If the recruiting and HR users are the only ones using your system, it’s only logical that the system will capture metrics exclusively from administrative users. This won’t yield helpful insights without significant data manipulation (you know, building spreadsheets by hand on Fridays). Only when hiring managers are consistently using an ATS will you be able to get holistic recruiting performance metrics that will help you automatically generate reports and have the knowledge to pinpoint bottlenecks and areas for improvement.

As you create your ATS shortlist, ask yourself: what system will garner the most adoption amongst all of my users? What system is the easiest to use and will be the easiest to roll out to new managers and interviewers joining the organization every week? What system will make the most sense from day one and require the least training? Whether or not your hiring managers will adopt an ATS shouldn’t even be a question.

Here are 5 tips to help you choose applicant tracking software that will promote user adoption.

1. Choose an ATS that works on every platform that your managers work on and remember that many people want to work on the iPads these days.

2. Shop for usability. You won’t make ATS software easier to use by buying the product with the most bells and whistles.

3. Hiring managers balk at complicated training. Any ATS that requires extensive training will only be adopted by a small number of users.

4. Remember, only features that provide the best user experience will be used. Expecting managers to do too much is a recipe for failure.

5. The 90/10 rule applies to user adoption. Choose an ATS that does well what your hiring managers do 90% of the time. Hint: think about how easy it is to review resumes and make decisions.

Here’s how we do it at Newton Software

 

The Consumerization of Applicant Tracking Software

There is a lot of talk today about the “consumerization of HR software”.  Sometimes Newton’s applicant tracking software gets mentioned in such discussions.  When we started building recruiting technology, our goal was not to consumerize applicant tracking software. (As a matter of fact, I don’t think the term “consumerization” even existed when we started building Newton). But, the principles were all there and we became (and still are) obsessed with making Newton as different from run-of-the-mill enterprise software as possible. We knew that if we made the experience of choosing and using Newton more like using your favorite websites, and less like applying for a loan, we’d be creating change in the industry and more importantly, we’d be creating value.

People were ready for straightforward HR technology that does the things they need it to do without the typical rigmarole. Check-the-box feature matrixes don’t matter if the features aren’t thoughtful. The buying experience has to be informative and the activation process should follow suit and be straightforward and efficient. Once the platform is up and running, support should be fast and free.

It’s not enough just to write about what ought to happen; you must structure your entire company to design and deliver a consumer-centric HR technology experience.

From day one, Newton’s core values have always been same: build a product that we’d want to use and sell it how we’d want to buy it. Three years after starting Newton Software, our formula is the same and has proven to be a huge competitive advantage. While larger companies with more money and revenue pretend to offer simplicity, it’s evident they not structurally positioned to do so. Most small companies in the Applicant Tracking space aspire to be the big companies and follow the same path. Not us. We march to our own drummer and it’s working. We’ve managed to grow by at least 600% in the past two years and are on pace to do so again this year. Our customers like using our product and enjoy working with our teams. Best of all, the formula we use is simple. Here’s how it works.

Usability is king

Usability is, and always will be, the killer feature. The era of IT or even HR buying technology and mandating its use is over. Today, users expect easy-to-use websites that require little to no training to serve as productivity tools. If this comes at the expense of limiting customization or “me too” features and functionality, so be it. Usability is king. If people don’t use the software, nothing else matters.

Little barrier to acquisition

Hiring great people is hard but a good recruiting process is not rocket science.. That said, applicant tracking software, as with most HR tech products, is too important to merely buy over the internet with a credit card without speaking with someone that knows recruiting.  On the other side of the coin, an ATS doesn’t need to be so complicated that it takes a sales person, a sales engineer and 18 hours of discovery calls to evaluate a platform. Valuable HR products are still sold by humans. The process can take a little as an hour with an honest sales person and an at least somewhat informed buyer. We’ve always looked at it this way: if recruiting software requires a sales engineer to present the platform – it’s too complicated.

Simple to get started

The length of an activation cycle directly correlates to the complexity of the product. If a product is easy-to-use and easy to acquire, it will naturally be easy to activate and onboard.  Configuring a recruiting product should take days not weeks and should require little if any support from IT. Training users should take minutes not days. With today’s software delivery models, there is no excuse for a protracted or failed activation.

Provide free support

We asked ourselves, “If we bought a product, would paying for support make us happy?”

Everyone hates paying for support, but most companies still sell it, and some people still pay for it.  Now this doesn’t make any sense to the old guard enterprise software people but we believe that support should always be free. We’re not talking about 8 or 10 hours per year of free support, we’re talking about providing customers with free support for as long as they use our product. If you build intuitive, easy-to-use recruiting software providing free support is only logical.

Constantly enhance the product

Like your favorite consumer tech products, we’re constantly releasing new versions of Newton. Our customers receive these upgrades for free. On average, we’re releasing new functionality and enhancements every 8 weeks. This year alone, we’ve already made 6 major enhancements to Newton (approval processes, document viewer, enhanced reporting, integrated background checks, a Facebook application, Newton Touch). Customers expect enhancements. We give them more product, more innovation, more advancement and we do so by listening to them and accepting feedback and suggestions. Innovation doesn’t happen in a vacuum. Innovation is not a one-off fix, a custom report or a tweak. It’s a constant force that plays into the success of a product.

We’re not members of the “in” crowd.

Today, Newton has over 15,000 users. This year the business will grow another 600+%. We didn’t listen to the venture capitalists that told us to give our product away for free and we don’t follow the enterprise software model that predicates that you charge your customers at every turn.  We listen to our users, the consumers, the people that need to use our technology to do their jobs with as little friction as possible. We don’t take ourselves too seriously. We’re just building simple, smart, safe applicant tracking software. Along the way, we’re using common sense and some of the same ideas that made the most admired consumer technology companies successful.

 

Customization: You Shouldn’t Have to Teach Your Applicant Tracking Software How to Work

Here’s an interesting fact about Newton. All of our 300+ customers use the exact same core workflow. Yeah, that’s right, Newton customers don’t customize the core recruiting process.  Why? Because they don’t have to and no one ever really complains. The reason that customization doesn’t come up is because  Newton works. We designed the platform to work the way recruiting works. Our customers don’t have to tell Newton how to do recruiting. In other words, there is more than just a little recruiting DNA in the product.  A native understanding of corporate recruiting is a huge advantage of Newton’s and our customer’s.

A recent blog post by Steve Boese, a popular HR technology  product strategist, instructor, blogger  and HR community leader got us thinking about the topic of customization.  In his post, Steve writes,

While choice, options, and freedom to adapt technology are all necessary components in the modern enterprise and consumer software age, let’s not forget there is quite a lot to commend software and hardware solutions that simply work. Turn them on, activate them, answer a few questions in configuration sure – but the sooner solutions can start solving business problems and delivering positive impact to users, without asking users to morph into armchair software developers is really the hallmark of a great solution.”

We couldn’t agree more.  When applicant tracking software integrates into your day to day without massive customization only then does it really live up to its potential.  And, when you deliver customers a product that’s designed to address a specific set of business functions, (in our case corporate recruiting at small and medium-sized organizations) there is immediate impact, little support required and it’s easy to teach others how to use it.

Fistful of Talent interview reveals the “HR Mafia”, a recovering addict and “the truth teller”

Kris Dunn, Founder of Fistful of Talent, the popular and influential blog devoted to human capital, recently sat down with Newton Software Co-Founder, Joel Passen.   The interview uncovers the “HR Mafia”, Joel’s recovery and a recruiting methodology that Kris and Joel agree to agree on, “the funnel”.

I caught up with Joel this afternoon and asked him about the interview. “Kris Dunn is one of these guys in the industry that flat out knows his stuff. He’s been in the trenches.   To have him say that ‘he respects our game’ is flattering and encouraging to say the least.”


Read more about the origins of “the funnel”, “the truth teller” and how Newton’s applicant tracking software is built to work the way the best internal recruiting work.  Oh yeah… and about the rumor of this HR Mafia…..

Newton Software Releases Next-Generation Job Requisition Approval Manager for Applicant Tracking Software

San Francisco, CA (PRWEB) August 08, 2011

Newton Software, the developers of smart, corporate applicant tracking software, just revealed another key feature aimed at helping human resources and corporate recruiting departments in the creation and improvement of their online requisition approval process. The new feature empowers organizations to better control recruiting resources with an automated, email-driven job requisition approval tool.

Read more about Newton’s job requisition approval functionality….

New in Newton: Automated Job Approval

Automated Job Approval features aren’t a new thing. We’ve decided it’s high time to make the job approval process better. We’re excited to announce the arrival Newton’s Automated Job Approval feature, the latest addition to our popular corporate applicant tracking software.

First, we have something to admit. This was the hardest feature for us to design to date. We’ve been redesigning and enhancing this feature for nearly a year. We could have shipped our original design months ago, most vendors would have so they could add Job Approval to their feature matrix ASAP.  Instead,  as with all of the enhancements we make to Newton, we wanted this feature to work great.

3 reasons to love Newton’s Automated Job Approval feature.

1.  Easy for Hiring Managers and Approvers

What we’ve learned is that when applicant tracking software achieves something valuable without being distracting or requiring hours of training, only then will it live up to its potential. The 80/20 rule applies here: we want to do well what 80 percent of your users do all the time and together we will create a great user experience that promotes adoption.  With Newton’s Job Approval feature, managers can simply login and request to get a job approved with a few simple steps.  And, job approvers will love the easy approval process: Green is go. Red is no.

2.  Ultimate Flexibility

Hiring is dynamic. Your tools need to be flexible. Newton’s email driven Job Approval Process is the most flexible on the market. Some companies don’t really want to reinvent the wheel. They have a ‘requisition form’ that works well and they just need a vehicle to expedite and track the actual process. We do that.  Some organizations want to start over and create an optimized automated requisition process.  We do that too.

3.  Ultimate Visibility

If you know anything about Newton Software, you know that we are the ones that bring transparency and visibility to corporate recruiting programs. If you don’t know us, we used to be corporate recruiters and we understand that having visibility into all aspects of the recruiting process is not only critical – it’s power.  True to form, we’ve provided our users with a dashboard that allows them to see where all their approvals are in real-time.  Anything less would be…..annoying.

If you’re a Newton user, please contact our support team to enable the Automated Job Approval Process starting on Monday, August 1st. Support@newtonsoftware.com

If you’re investigating Newton for your organization, please know that we may not have every feature that other ATS systems have.  BUT, the features we do have, the 80% that people use all the time, are easy-to-use, intuitive and work great. Please contact us for a demo today, we’ll prove it to you. Sales@newtonsoftware.com

On Moving Our Applicant Tracking Software to the Cloud




This past weekend, our technical team made some final adjustments and now,  Newton, our popular applicant tracking software, joins services from industry leaders like Microsoft, IBM and Netflix in Amazon’s AWS cloud computing environment. Our decision to move to the cloud was as much driven by the growth and success of our business (quite profitable) as by the operational efficiencies that the Cloud offers.  Amazon Web Services provides us the scalability and agility for continued fast-paced growth and the reliability to continue to exceed our customers’ expectations.

This isn’t another one of those ‘all hat no cowboy’ marketing stunts. Newton’s product team has been testing and preparing for our Cloud  activation since Amazon announced its public availability in 2009.  We’ve anticipated moving to the cloud for since the beginning and our development team has meticulously architected our applicant tracking software to take full advantage of the cloud computing infrastructure.

Moving to the Cloud gives us a huge advantage over our peers.  We will continue to innovate and scale with better infrastructure, fewer resources and less operational overhead. Translation: we will continue to offer cutting-edge, easy-to-use applicant tracking software to more customers with less effort at more affordable prices.

Why should Newton customers care?

Scalability:

Amazon AWS enables us to increase capacity within minutes, not hours or days. We can commission one, hundreds or even thousands of server instances simultaneously. This allows us to automatically scale Newton up and down depending on our customers’ needs. This scalability critical as Newton Software averages nearly 20 new customers a month and is by all accounts the fastest growing ATS in the marketplace.

Reliability:

Amazon AWS offers a highly reliable environment where database instances can be quickly and predictably commissioned. If a server fails (because they just do from time to time), Newton will just bounce to a server that is working without a noticeable service interruption. Amazon AWS service runs within Amazon’s proven, SAS 70 datacenters. That’s right, if you can buy a book on Amazon, you can status a candidate in Newton. The Amazon AWS SLA commitment is 99.95% availability in any Amazon AWS region. This means that Newton is ultra-reliable all over the world all the time.

Speed:

This is where our product  team gets really geeked up. By switching to the Cloud, Newton has become even faster. And, it allows our team to do some really innovative things too.  Most recruiting software bogs down when running complex reports. Not Newton! We  leveraging extra computing power and read-only database technology to enable users to run complex customized reports instantly.

Security:

Amazon AWS has some of the world’s most trusted brands on the platform and Amazon takes security very seriously. Amazon Web Services’ security controls are evaluated every six months by an independent auditor in accordance with Statement on Auditing Standards No. 70 (SAS70) Type II audit procedures.

Newton Software has only begun.

We’ve worked hard to establish Newton Software as an innovator in a space that has for two decades purely focused on processing and storing resumes.  Today, we stand, for the most part alone, as the only modern, pure-play ATS on the market.  As our peers continue to drift (rather aimlessly) into talent management and human capital management, they now purely just maintain their applicant tracking modules, all but abandoning new development.  Not us. We just invested in the infrastructure necessary to help us more effectively solve the problems that still linger in corporate talent acquisition departments,  hiring managers’ cubes and executives minds. We’ve just begun.

7 Tips for Promoting Applicant Tracking Software User Adoption

This is going to sound crazy to the old guard enterprise software enthusiasts out there. Ready? It’s not about more features anymore. The game has changed. The features arms race is dead. More features is increasingly taking a backseat to better functionality, a close relative of usability. This is where user adoption comes into play, a concept that’s become the focal point of the business software industry. The less features an application has, the less confusing it is and consequently, more people are willing to use it. There’s a concept – people other than just recruiters actually using applicant tracking software and not just finding ways to work around it.

What we’ve learned is that when recruiting software achieves something valuable without being distracting or requiring hours of training, only then will it live up to its potential (those enterprise guys call this concept “return on investment”). Let’s face it: it’s usually harder to do simple things exceedingly well, than to just pile up features. The 80/20 rule applies here too: do well what 80 percent of your users do all the time, and you’ll create a good user experience that promotes user adoption. That’s the goal isn’t it?

Here are some tips that we put together regarding promoting adoption for applicant tracking software. These concepts can be applied to just about any technology.

Say goodbye to the age of more features. Say hello to the age of the killer usability.

Here are  7 tips for promoting applicant tracking software user adoption

1. Your users don’t care about the technology. What counts is what it does for them.

2. Forget about that one killer feature. Say hello to the age of the killer user-experience.

3. No one likes software training. Any ATS that requires extensive training will only be adopted by a small number of users

4. Avoid confusion. Its a deal-breaker.

5. Remember, only features that provide a good user experience will be used.

6. The 80/20 rule applies to user adoption. Choose an ATS that does well what 80 percent of your company does all the time.

7. Shop for usability. You won’t make ATS software easier to adopt by shopping for the most features.

Applicant Tracking Software That Drives Decisions

Having run corporate recruiting programs for nearly 10 years, we began developing Newton in 2004 after becoming frustrated with existing commercial recruiting platforms. Until the advent of Newton, there wasn’t any recruiting technology that facilitated the fundamental activity key to all recruiting programs: decisions making. Sure, we wanted something that would make rolling out, ramping up, managing, and improving hiring programs easier. And we wanted something that offered a more collaborative recruiting experience. But, we needed something that would intuitively drive the decisions that both recruiters and hiring managers are asked to make every day. Essentially, we needed something that would make saying yes or no simple.

It’s undeniable, over the years; hiring processes have become more complex. But, one day, we asked ourselves why does it have to be this way? Then, the “Newton apple” fell on our heads and we realized that recruiting is just a series of sequential waterfall tasks that are defined by a series of yes / no decision events. It became clear that the hiring process doesn’t need to be complex. In fact, if we could simplify the process, we could eliminate wasted activity (or inactivity) that can slow it down, confused people, and lead to bottlenecks and failures.

Newton, our popular applicant tracking software, is designed to move applicants through each stage of the process in a systematic, orderly, and continuous manner and to eliminate periods of inactivity (waiting) between each stage. Our intuitive, patent-pending workflow is native to Newton and doesn’t require weeks of customization to leverage. On the same token, it’s also not designed to allow users to add unnecessary steps to hiring that complicate the process

We’ve built years of practical recruiting knowledge into Newton, offering our customers an easy way to drive the decisions that drive recruiting. When you choose Newton, you get a recruiting platform that’s designed around a proven, fully optimized workflow that promotes decision making, collaboration, captures critical data for compliance, and provides game-changing analytics. It’s not just a tool … it’s an infrastructure for making decisions.

Watch how Newton drives decision making.

7 tips for promoting applicant tracking software user adoption

This is going to sound crazy to the old guard enterprise software enthusiasts out there. Ready?  It’s not about more features anymore. The game has changed. The features arms race is dead.  More features is increasingly taking a backseat to better functionality, a close relative of usability. This is where user adoption comes into play, a concept that’s become the focal point of the business software industry. The less features an application has, the less confusing it is and consequently, more people are willing to use it.  There’s a concept – people actually using a business application and not just finding ways to work around it.

What we’ve learned is that when software achieves something valuable without being distracting or requiring hours of training, only then will it live up to its potential (those enterprise guys call this concept “return on investment”). Let’s face it: it’s usually harder to do simple things exceedingly well, than to just pile up features. The 80/20 rule applies here too: do well what 80 percent of your users do all the time, and you’ll create a good user experience that promotes user adoption.  That’s the goal isn’t it?

Here are some tips that we put together regarding promoting adoption for applicant tracking software. These concepts can be applied to just about any technology. Say goodbye to the age of killer features.  Say hello to the age of the killer usability.

User Adoption is more important than features

Effective user adoption is the absolute best predictor of a successful applicant tracking software purchase.  You can have the most expensive software in the world, with the biggest name and the most features – but if people don’t use it, it isn’t going to add value. Today, the recruiting software industry is rife with vendors that continue to add frivolous features to their platforms to keep up with the Jones’ and to woo unsuspecting customers into impulsive buying decisions (this in turn makes their software more clunky and complicated so I’m glad they do it personally).  

We’re marching to a different drummer at Newton.  Adoption is everything. When users like hiring managers effectively adopt a corporate recruiting tool, productivity, collaboration, and efficiency skyrocket.  Isn’t this the goal?  We think so and we’re not alone.  The Sandhill Group, a strategic management, investment and marketing group specializing in the SaaS industry, conducted a study and found that the most critical factor (70% listed it as number 1) for software success and return-on-investment is effective user adoption.

No software platform is magic. Some users will love it. Some users won’t. We design Newton to increase your chances of getting more users which ultimately leads to a more productive recruiting program and a significant return on investment. There are other benefits as well. The more users you get, the better off you’ll be as you’ll capture critical information that you’ll use to diagnose and solve problems (it’s nice to be a little proactive once in a while). You’ll also capture critical compliance information easier.   When you have high adoption rates your recruiting platform will become the hardest working part of your solution.

Presently, the adoption rate for Newton is above 90%.  We put together a short video to explain how we make this possible.

Simplicity – the ultimate sophistication

simpleOur daily lives on the web have become more complex. People are looking for ways to incorporate simplicity into their jobs. But finding simplicity in the workplace is becoming increasingly harder every day. To make matters worse, many people still shy away from simple because they associate simple with a lack of power. Most software vendors still play to this fear. Their guiding principal is “features are power, add as many as possible”. This is especially true amongst applicant tracking software vendors.

There’s a misunderstanding of what it means to be simple. Many professionals associate simplicity with weakness or that which ignores complexities. At Newton, we look at simplicity as being synonymous with intuitiveness, clarity, and essentialness. Sure, we design features to add power but not if they risk simplicity. Features, first and foremost, must simplify tasks.

Our focus on simplicity from day one is our competitive advantage. We are ruthless in our efforts to simplify – not dumb down – applicant tracking software. We don’t just focus on design for aesthetic impact (it helps). We’re interested in the simplification of process. Others may add some window dressing from time to time but their beauty is only skin deep – slick. If you don’t start with simple it’s impossible to end up with simple. That’s the goal isn’t it?

Make everything as simple as possible but no simpler.
-Albert Einstein

Does Free Technical Support Make Software Better?

call_me“Please contact support.” Makes you cringe, doesn’t it? At Newton we encourage people to contact support—by email or phone. No, I’m not kidding.

We call it “Support Driven Design”.  I’ll explain this concept in just a bit, but first I’d like to give you some background on how we came to believe that free technical support results in better recruiting software: it makes it easier to use, faster to deploy, and paradoxically, makes supporting your customers cost less (which in our case means we can sell our hiring software for less money).

In the beginning providing free technical support, like we do at Newton, appeared to be purely a business decision: giving away support makes the buying decision easier for people. We also didn’t have the time to build a big FAQ on our site, so we were pretty much required to do this personally anyway. On top of this, we also don’t like paying for support, or reading online help, and felt that we shouldn’t make our clients do something we don’t like to do. Today we think it was a good business decision, and an even better product one.

Of course we were warned.  The “old-school” software folks, whose advice we openly take and whose success we jealously admire, told us that providing free technical support was a bad idea. “You’re going to have to charge for it sooner or later because it will eat your margins,” “support is a profit center,” they’d say. We’ve always had a problem with authority…

Design the Question Out of the System

One of the first things we tell any customer at Newton is, “If you don’t understand something, no matter how small, it’s our fault, not yours. Let us know.” We ENCOURAGE technical support emails and phone calls. Again yes, I am being serious.

As a result, and contrary to what you might think, we are hardly ever asked to provide support. The net result of Support Driven Design has been that today we get less than 1 support question per year per customer, or about .01 questions for each user per year, a group of business users can be trained in 5 minutes, and a recruiter in a mind-numbing 30.

In the beginning, and still today, our product managers, i.e. the people responsible for designing Newton’s applicant tracking software, did all the walkthroughs, customer training, and provided all support. Without knowing it, we had started a “Support Driven” design shop. When we’d get a question from someone, we didn’t add it to the user manual, we’d think about how we could redesign Newton in such a way so that we didn’t have to answer the question again.

I think this has been more than a modest breakthrough for us. Instead of teaching people how to conform to our recruiting software, instead of an online hiring FAQ, we take each question and “design the question out of the system”.

For example, early on we had this bad “More Info” button that people overlooked. Since all support email came through my desk, as it does today, I answered the same question three times in one week, “Where do I find this <something>?” One of our customers actually apologized for asking me a “silly question”! Have we come this far? Do software users really think that it’s their fault for not understanding something? Clearly, it didn’t look like a button, and clearly it was our fault.  That week spelled the end of that button. Support questions: 0. Easier to use: 1.

The Tail Wags the Dog

Since we’ve never charged for support we’ve learned to appreciate that if we design a confusing feature we’re going to pay for it later. Since we don’t force people to an FAQ page, we know immediately when something isn’t working. The tail of support wags the dog of design: if you can’t charge for it, you better make it work right out of the box.

As a result, we often design a feature and say to ourselves, “we can’t do this, it will create support tickets.” This approach is not for everyone (especially for companies that get paid for making confusing software). It puts tremendous strain on our design process, and is the single greatest reason why it takes us 4 times longer to design (i.e. mockup, whiteboard, wireframe, etc.) a new feature than it does for our development team to build it.

The output of this also means that we can provide free training. We don’t like losing money any more than anyone else and if it took us 4 hours to train our customers, or 40 emails to answer their questions, we’d never be profitable. Free support: design the question out of the system + design rigor = easy training.

Maybe paid support is why one of the more common questions asked in an RFP is if we have an online FAQ. Think about that. Buyers are actually asking if you have a way NOT to help them. Our answer is simple, “just call us.” You might counter with, “well, I would like to just figure it out myself, without contacting support.” Tail wags the dog: you need an FAQ because the software is confusing, it is confusing because instead of designing your question out of the software, it was built into a support guide.

I think it is worth noting that people aren’t accustomed to this business model.  People actually apologize for “bothering me”.  One of the things we try hard for at Newton is to change this behavior, to “re-train” people (in 5 minutes or less, 30 minutes for recruiters <wink>) into believing that we aren’t doing them a favor for answering their questions, they’re doing us a favor by asking one. I think it speaks to just how far software has moved away from the user, and how far it has yet to go towards providing real productivity.

So the net result is that free support has led to less support. Like I mentioned before, we get about 1 support email per year, per client. I can’t imagine that Newton will ever have a technical support department that’s not run by our design team. Unfortunately, it’s gotten rather lonely over here in the support department. Can someone please contact support? Have I mentioned it’s free?

When will Applicant Tracking Software Get the Message?

We were not able to identify your contact e-mail address. Your login e-mail address will be used as your contact e-mail address instead. Please be aware that this contact e-mail address will be used to contact you.

"We were not able to identify your contact e-mail address. Your login e-mail address will be used as your contact e-mail address instead. Please be aware that this contact e-mail address will be used to contact you."

The message above was sent to a prospective candidate from an applicant tracking system -not ours. This system is managing a fortune 500 company’s careers site.  Yikes! It can hardly be debated that enterprise software is way too complicated and for the most part, pretty thoughtless when it comes to user experience. The message above is a perfect example.  The expensive applications that businesses use to run their human resources are some of the least friendly, most difficult systems ever committed to code. If you work at a company that uses buinsess software or you’ve ever had to do something that should be simple, like apply to a job — or, heck, even look at a job on a corporate careers site — then you’ve probably encountered some really annoying user experiences.

How did we get here? Part of the problem may be that the people using enterprise software just don’t demand anything better. They think all business software has to be complicated – it’s all they’ve ever known. People have just been dealing with poorly-designed technology for so long that they internalize the flaws.  Maybe it’s that a lot of these systems, applicant tracking software particularly, are built for “power” users so thoughtful, consumer-like, usability concerns are sacrificed for massive amounts of options that ultimately “sell” the technology.  In the end, buyers do compare features and typically the software with the most features wins.  But, the question that constantly nags us is – Does the user win?  We think not.

Clearly, the real topic here, the usability of enterprise software, is a huge can of worms and I’m only scratching the surface of an increasingly incendiary topic.  I can tell you this though; the “error” message above actually encourages us. It’s evident that a majority of our peers that develop recruiting software ignore design / usability. We don’t. It’s also clear that buyers of software are increasingly eager to find well designed software that improves usability and ultimately makes their lives easier. We like this trend, it plays to our strengths.

Finally, we want to make a public promise.  We will NEVER send another human a message that doesn’t make any sense.  It’s the least we can do.

How Newton Became Newton: The Genesis

Newton circa 2005

Newton circa 2005

Recently, I received a request from an industry analyst to outline our history. Unknowingly, she made a joke about how it shouldn’t take too long to put something together because we just started the company in January 2009. Little did she know. But, how would she know? No one here has really sat down and tried to chronicle the genesis of Newton. Frankly, we have been a little busy. There is, in fact, quite a bit of history though – almost 5 years. So, over the past week or so, I have been bugging our product managers, Steve and John, for their best recollections and even found some old screen shots. I tried to turn nearly 5 years of history into less than 2 pages of text – a long blog post. So, here it goes.

Newton is the brainchild of former recruitment outsourcers (that’s us) that began developing the product in 2004 after becoming frustrated with existing commercial recruiting technology. Having run corporate recruiting programs for nearly 10 years prior with paper resumes, email, spreadsheets and legacy software, we wanted to leverage the benefits of internet technology to help us provide a better service to our clients: we wanted something that would make rolling out, ramping up, managing, and improving hiring programs easier for us; we wanted something that offered a more collaborative recruiting experience for all users; and we needed something that was simple and easy-to-use for all users. After demoing a lot of recruiting products and even trying some, they all fell short in at least one area or another and ultimately didn’t meet our needs. We realized that they would have to build this system if we were truly serious about providing better recruiting services.

So, we designed Newton to address two areas where we thought the existing recruiting technology in the marketplace fell short. One, it needed to help people make hires so easily that our client users would actually want to use our recruiting system. We wanted to give our customers a login, conduct a short walk-through and have the user start contributing to the process immediately – no hassles.

Secondly, like many other recruiting systems, Newton also needed robust reporting capabilities, but we wanted it to be able to surface and report information in real time, so we could help companies continuously improve hiring programs on the fly. We knew if we solved the first major problem of most recruiting systems, user adoption, we could build a real-time reporting platform at some point that would actually have useful data in it (since most users preferred Newton over traditional resources, like email). Over the years, we focused on refining Newton’s usability and workflow to address ease of use eventually deploying it to users in mid-2005.

By early 2006, Newton was the recruiting platform for one of the country’s largest recruiting programs with hundreds of concurrent jobs, thousands of users and tens of thousands of active applicants. Newton had quickly become mission critical to dozens of companies, which gave our product team the unique advantage of being able to test and tune our application in complex, high-volume, and demanding commercial environments. With the addition of a full-time development team and a couple of product managers, Newton evolved even faster and became even more popular.

In 2007, still coupled with services offered by our parent company’s recruitment outsourcing division, we moved Newton to the Adobe Flex platform – making Newton the first rich internet application for recruiting. This move accelerated development cycles and improved performance and usability. By the end of the year, Newton was deployed to users at some of the largest technology companies in the world, like Dell and Microsoft, often supplementing legacy applicant tracking systems.

Formal inquiries to buy Newton as a standalone product started to increase in by early 2008. Many companies began to feel the pinch of the retracting economy and were seeking ways to bring recruiting in-house. As the year wore on, more and more companies were asking to use Newton to run their recruiting programs. With the writing on the wall, Newton’s parent company, prepared to launch Newton Software, despite the already crowded applicant tracking marketplace, creating a separate company to manage the day-today business operations and to take the product to new markets.

Newton Software was officially launched on January 5th 2009. As the first product offered by this newly formed, autonomous company, Newton, our first product, had the advantage of having been tested, and refined in real-world recruiting situations since late 2004. Unlike most start-ups, we had a mature product to start with, something customers could buy, and a product that was proven. We will be the first to admit that starting a company that offers hiring software during a recession was at first daunting. But, Newton was greeted kindly by industry analysts and customers alike because of its innovative, process driven, easy-to-use approach to an old problem. And we have been steadily growing our customer base since our inception.

This is nowhere close to the end.

Check out our background page to see more screenshots of the evolution of Newton.

What’s in a Name?

I really like this next axiom in our Design Philosophy for a couple of reasons: as a user it’s really a quite common annoyance in software of all kinds, across all industries; and, we have first-hand experience learning this lesson the hard way.

While this tenet has been in our style guide for quite some time, it was only recently promoted to “Philosophy” status. I promoted it when we almost broke this rule a second time. While I was talking with one of the other Product Managers, we both had one of those “oh duh” moments when we realized we were about to screw up on something big and repeat a past mistake.

So, here we go. In summary, this part of our Design Philosophy recommends that you take great care in naming page elements. Exciting stuff. Cheers.

Be really (really) careful how you name things. And, NEVER use the same word to describe two different things.

Sloppy naming can lead to minor frustrations, or it can lead to some really big problems for your users. The road to sloppy naming is paved by the careless use of synonyms or by naming two different things with the same word or phrase.

First of all, let’s look at synonyms (the more obvious of the two naming blunders). When considering a naming framework for your software, it’s important to remember that your name choices actually constitute a set of instructions to the user whether you, or they, actively realize it or not. Put a different way, what you name something is an implied instruction.

Synonyms are especially painful in Navigation. For example, don’t name one of your navigation elements “Reports” and the other “Metrics”. While it is entirely possible that they serve completely different functions in your software, their names mean pretty much the same thing to a lot of people. As a result you’re going to confuse the heck out of your users.

Since this is so important yet easy to avoid, I’d like to illustrate this point with a few real-world examples from two existing software applications. There’s a certain (very popular) sales software application that has one tab for “Leads” and another for “Opportunities”. What’s the difference between a lead and an opportunity to a salesperson? If I call you up and say I want to demo Newton, which tab would you click in your sales application? Another more baffling example I saw the other day was in a competing recruiting software application: it has a tab for Jobs, and another for Requisitions. What’s the difference between a Job and a Requisition? Should you have to ask?

Having used this very popular sales application for quite some time, we were keen to avoid the synonym booby-trap. But we’ve fallen victim to the siren song of its sister: inadvertently naming two different things with the same word or phrase. Be careful, because you can easily do this on accident, and it will completely screw things up for you.

We learned this particular lesson the hard way. A while back we had a User Type, “Hiring Manager”. Jobs also had Hiring Managers too. A Hiring Manager User and a Hiring Manager assigned to a job had nothing in common (confused yet?). This seemingly minor oversight meant that I had to explain user rights over and over again: “if you are a Hiring Manager user then you can be a Hiring Manager on a job, but not all Hiring Manager Users will be Hiring Managers on jobs” (I should add that one of our Design Principles also states that if you need to explain something it’s probably poorly designed). Once I smartened-up and removed the dual-naming from Newton the problem solved itself immediately, no training required.

While we’ll probably all agree that synonyms help make our language more colorful and interesting, and that word-efficiency can shorten/simplify content at times, nothing is more important to a user than clarity.

Respect the word.

Making it Easy for Everyone

This next installment in our Design Philosophy is going to sound a little counter-intuitive. At Newton, we think that the people who use our software the most aren’t necessarily the people that are critical to its success. Our “Critical User” is the person that uses Newton intermittently, every now and then, once a day, once a week, or maybe even less.

Up to this point, companies have designed business software almost entirely for what we might call a “Power User”, i.e. people that are going to use it day in and day out. If you have ever trained a new hire on one of your company’s programs, you may have noticed this before. Your new co-worker is impressed, perhaps even amazed, at your vast software knowledge because you are able to navigate complexity with relative ease.

For a business process like recruiting where 90% of the users don’t hire all of the time and therefore don’t use recruiting software day in and day out, this design focus leads to 10% user adoption. Casual users don’t have the time or usage frequencies that foster retention of complex features.

This is why at Newton we put a great deal of emphasis on casual users. In fact, we build our application in direct contradiction to the software design zeitgeist: our software design starts with casual users, and then trickles up to power users.

Our goal has always been that when a client deploys Newton to their team the person buying the software is proud of their decision because everyone likes it. We want their co-workers to say, “Wow, this is really simple and easy. Thanks for making my day better.” We think this happens with Newton because we care a great deal about all of the people using the software, not just the power users.

And this leads us to the next installment of our Design Philosophy…enjoy.

Ignore power users when designing features.
I.E. Keep it simple.

Keep in mind that software applications aren’t bicycles. You don’t learn them once and remember them forever.

One axis of the learning curve is time. The majority of the people using Newton to hire have other job responsibilities and don’t have time to learn our software, and they’ll forget a lot of what they’ve learned between logins. They are going to get an opening, use Newton for a few weeks, fill the job and then not use Newton until they are hiring again. Here’s what the learning curve might look like for our users:

A crude rendition of how we remember things.

A crude rendition of how we remember things.

So be very careful when you design a feature or a page. If someone other than a power user is going to need to use it, it better be really simple. Simply put, features for non-power users must almost always be one click and done. Every page should have an obvious intention. If something requires training or explanation people will become frustrated and won’t use it. As below:

Avoid the Ugh zone.

Avoid the "Ugh" zone.

How to Test Your Designs
Always test your design by mocking it up, and then afterward ask someone that knows absolutely nothing about Newton to take a look at it. Your only question should be, “What do you need to do here?” If the answer is predicated by “Hmmm…,” you should probably go back to the drawing board. If your page or your feature can stand by itself without explanation, you’ve done a good job and have avoided the Ugh zone.

In summary,

If you need to explain how something works, it probably won’t.

Remove Features…

Introduction

This was one of the first Design Philosophies at Newton. Once we got our Home page to where we liked it, to where it was “training-lite”, we made a rule that we couldn’t add anything more to it. The rule was, “Before you can add a button you’ve got to remove one.” This rule has caused great consternation over the years, and for the Home page it has been broken once, and might get broken one more time.

The impetus for the rule evolved from the years we were designing and using other recruiting software systems. Eventually these systems were “improved” into perplexity: at some point so many features were added that the only people who could log in without getting freaked out were people that had used the software for years. Over time, I watched systems like this devolve into rather expensive places to store resumes, and witnessed eye-rolling during training seminars. Call me crazy, but I didn’t feel like walking down that well-worn road anymore.

So here goes, straight from the style guide, another dictum in our Design Philosphy….enjoy.

Before Adding a Feature or Button, try to Remove One.

Understand that the more options you give someone the longer it takes them to make a decision, and the longer it takes for them to learn our software. Instead of adding a new feature, try to see if first you can use it to remove an existing one.

As a designer, you look at the same screens every single day, so you automatically know where everything is and what everything does. Watch a new user login, if they move their mouse around frantically, it means you’ve probably reached overload. Realize this: every button, tab, link, menu, drop-down etc is a de facto question asking the user, “Do you want to interact with me?” And the user must ponder “yes, no, maybe,” for each element.

It seems almost counter-intuitive: fewer choices = faster. Perhaps this is why many software applications have gazillions of things you can do on every page. Problematically, systems like this take a lot of training, and each new feature serves to make New Users more frustrated. If you don’t believe me, try using Photoshop for the first time, without a manual.

Additionally, be watchful of putting power-user features in a prominent location on common pages. Prominency is great for Power Users (who would find them anyway), but New Users won’t know how to use them, so you’ll just flatten this person’s learning curve (or just erase the learning curve altogether).

As a bonus, keeping this rule in mind means that you’ll have more time to perfect existing features, and Development gets to spend more time making our product even more reliable.

There are few things more rewarding than when no one notices you removed a feature.