SHRM Survey Findings: Social Recruiting

May 6, 2013 By Leave a Comment

On April 11th, SHRM released findings from a recent survey on social recruiting (SHRM Survey Findings: Social Networking Websites and Recruiting/Selection).  Having read through the results, I find there are no surprises. See for yourself below. So what am I least surprised by? Read on friends.

41% of employers target executive/upper management (e.g. CEO, CFO) when searching for candidates on social media.

Makes sense. If I was still running an executive search firm, I would have another data point that would lead to more heartburn and another headache. China Gorman (my inspiration for this post) points out in her post on the survey that the 41% of employers that use social networks to source executives “could spell doom” for executive recruiting firms. I say that the search firms are already feeling it big time. I’m not the only one. Earlier this year, Business Week published an article, “Executive Headhunters Squeezed by In-House Recruiters“, where they claim that the big executive search firms’ revenues are declining by nearly 10% a quarter.

Listen, I’ve been saying this for a long time and I’ll say it again. What were once closed networks monetized by the search firms have now been made open by social networks. I call this the single greatest advancement in recruiting in the last 10 years. The accessibility of data has created massive competition for the search firms. Employers armed with good data can run what were once 6 figure searches for a fraction of the cost.

More than half (57%) of employers do not have a formal or informal policy on screening candidates via social networking sites.

The only thing surprising here is that 43% of respondents claim to have some sort of social media screening policy. I’m not buying it. This is the real elephant in the closet right now for HR departments.  With very little precedent set by the Fed, it’s no wonder that employers provide little policy on screening job applicants with social networking sites. This topic is the one to watch in the coming months for sure. There is going to be a tsunami of claims in the next 12 months.

LinkedIn is the most commonly used social networking site for screening job candidates.

Guess what? This may be the least surprising piece of data in the entire survey. 92% of respondents that use social networks claim to screen job applicants using LinkedIn. For the record, LinkedIn was followed by Facebook (58%), Twitter (31%) and Google + (25%). The biggest surprise here is that 31% percent of the respondents mentioned they screen applicants withTwitter. I just removed the Twitter app from my phone.

Using social networking is less expensive than other methods of recruiting job candidates.

In 2011, 67% of respondents claimed they use social recruiting because it was less expensive than other methods of recruiting. No surprise. However, this year, only 57% percent responded that social recruiting was less expensive. Not a surprise either. If you consider LinkedIn a social network (I don’t but that’s another story), the 10% decrease in the number of people responding that social recruiting is less expensive makes a lot of sense. LinkedIn is expensive. Otherwise, I believe that people have come to realize that a sustained social recruiting strategy is expensive to maintain just like any advertising campaign (there is a story brewing here too).

 

Filed Under: EEO, Industry Trends, Internet Trends, social recruiting, Trends

Design is THE Killer Feature

February 3, 2013 By Leave a Comment

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.

Filed Under: applicant tracking software, Design Philosophy, Industry Trends, Trends

Introducing Newton Touch, a free tablet app for users of Newton Applicant Tracking Software

September 16, 2012 By Leave a Comment

At Newton Software, we continue to focus on what matters most and to our customers and their users and that’s ease of use for everyone involved in the recruiting process. We’re excited to announce Newton Touch, a tablet application free to users of Newton, our popular applicant tracking software for small and medium-sized employers. Newton touch makes it easy for people to access important recruiting data when they’re away from their primary computer and on the go.
  • With Newton Touch, users will access and monitor candidate pipelines for all of the important jobs they are assigned to right from a tablet version of Newton’s popular home page. Visibility on the go.
  • Review applicants, collaborate and add your feedback it’s easy and convenient.  And, users will also continue to take advantage of Newton’s document viewing capabilities on the go with a mobile document viewer built in.
  • Search your Newton database for a specific applicant by name or run a search by skill set when you’re on the go.
  • Most importantly, Newton Touch allows users to make the critical decisions that drive hiring. Green is go. Red is no. ® Now it’s simple to make decisions on the go.

 

For more information about Newton’s applicant tracking software and Newton touch, contact us newtonsoftware.com or send an email to sales at Newtonsoftware.com

 

Filed Under: Applicant Tracking, Feature Spotlight, Mobile Recruiting, New Releases, Newton Touch, Optimism, Trends, Videos

The Consumerization of Applicant Tracking Software

September 5, 2012 By Leave a Comment

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.

 

Filed Under: Applicant Tracking, Corporate Philosophy, Customer Service, Design Philosophy, Industry Trends, Trends

Coming August 10th: Newton Gets Social

July 2, 2012 By Leave a Comment


On August 10th, Newton will empower customers to create fully-branded careers pages on the world’s largest social network (800 million active users).

Fresh from Newton Labs, our enhanced social features are fully integrated  with Newton’s Applicant Tracking Software, empowering employers to:
  • Create a fully-branded careers page on the world’s largest social network
  • Advertise jobs to the most relevant applicants
  • Control and schedule advertising campaigns on social networks

This is just the first release of several and represents the first offering in Newton’s Social Suite.

For updates follow Newton on Facebook.

Filed Under: Applicant Tracking, Blog, Industry Trends, New Releases, Trends Tagged With:

Buyers of Applicant Tracking Software Deserve Free Training and Support

June 25, 2012 By Leave a Comment

People choose Newton, our  applicant tracking software specifically designed for small and medium-sized businesses, because it’s easy-to-use and intuitive – really.  The funny thing is, every recruiting software vendor claims that their ATS is easy-to-use. Makes sense. As a vendor, you can’t  advertise that your product is confusing but has some other feature or functionality that may be  initially appealing  to buyers. And while some buyers are convinced that they need this or that feature, at the end of the day everyone still needs to weigh everything against one questions: will the employees at our company use this tool? If’ it’s truly easy-to-use, they will. And, if they use it, you’ll gain the organization, efficiency and insights you need.

Once the decision is made to select Newton, it’s time to eat our own cookin’. One of the first things we tell any customer when they choose 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. Yes, we’re being serious. We’re sure some of our peers think that we’re crazy for offering training and support for free. We think they’re crazy for trying to charge for training whether it’s the initial go-live training or follow-on and “refresher” training. If the applicant tracking system is truly easy-to-use, it should be easy to train users. Period. If it’s easy to train users, it shouldn’t be viewed as a profit center. Applicant tracking software training should always be free for small and medium-sized businesses. After all, you were promised that this would be easy.

At Newton, we don’t expect you to have any problems getting started or running our applicant tracking software, however, we also make it our priority to provide fast, friendly and free technical support and free training for all of our customers. And, if you used Newton for a while and want to get back on the rails with “refresher training” it’s always free and our Services team is happy to help. Add a new Administrative User like a new recruiter? Free training. Have some turnover in HR? Free training. Our motto, message and focus has remained the same since the beginning:  “If you don’t understand something, no matter how small, it’s our fault not yours.  Let us know.” There, we’ve said it again.

Finally, we view training as an opportunity.  Our teams value  feedback and absorb it in order to understand where users are getting confused. This allows our product team to continually engineer complexity out of the product. We realize that our customers are the best gauge of how to improve our product – so we take suggestions seriously.

Don’t just take our word for it. Here are a few highlights of what real people have to say about Newton. And. there are plenty of other endorsements on our LinkedIn Products Page. Just click here to see for yourself.

“Newton is a great system!! It’s easy to use and gets our hiring managers more involved in the recruitment process. The Newton team has been more than helpful in getting our employees trained in Newton. I would recommended this software to any recruiter.”


“Prior to selecting Newton as our ATS, I was on the cusp of selecting Taleo, but am thankful that Newton came to my attention and I’ve not looked back since. I’ve used several ATS systems in my career – PC Recruiter, iCIMS, CBIZ – none were as user-friendly as Newton. I look forward to a long relationship with the Newton team.”


“I’ve been in recruiting for years, and of all the applicant tracking systems I’ve used (7 total), Newton is by far the best. It’s easy for everyone to grasp, even the technically challenged, it makes sense. Newton provides free training and great customer service.”

Filed Under: Applicant Tracking Software Reviews, Blog, Business Model, choosing recruiting software, Optimism, Trends, User Adoption

Fistful of Thank You Letters

June 7, 2012 By Leave a Comment

This week on the influential recruiting and HR industry blog Fistful of Talent, blogger and HR Director, Steve Gifford tackled the sensitive issue of rejection letters, those notifications that some organizations send to provide closure to candidates.

In the article, Steve writes:

“Now, you may notice that I’ve got a good handle on the amount of traffic coming onto my careers site.  We use Newton Software for applicant tracking software, which was profiled in FOT a few years back.  I can’t say enough good things about these guys; hiring managers thank me for this system almost weekly, and the credit is due to Joel’s team.  All this storytelling is to tell you this: Every single rejected candidate in Newton gets an email when they’re rejected.  No black hole, no wondering – there is a follow-through, at very least.

Because of this, I have a dummy “careers” account that originates these emails.  I check it every few weeks, just to make sure nothing critical went into the account.  And, I get responses.  Here are four of them, across the spectrum.

Thanks for considering me for the warehouse position. If you find that I may of value to your company please contact me.

See, that’s actually very nice!  He didn’t have to do that, but these things get saved forever, so it can’t hurt.  The bulk of the emails I get are along these lines.

Thank you for the short time you spent on my resume’.

OK, that’s fair.  Steve Boese’s statistic about six seconds per resume is about right for how I go through them.  What’s more, I have Newton open on my desktop pretty much all the time.  If I don’t quite want to start something new, I’ll browse through resumes for a few minutes.  The newest applicants go to the top, so I occasionally reject someone who only applied a few minutes ago.  This particular emailer applied at 8:30 AM, and got my email at 3:30 PM, but can be forgiven for thinking that no one had actually looked at their resume.  In fact, I did look at it, and looked at it again for this piece.  I was right the first time, they didn’t have the credentials I needed for that job; but I get where they’re coming from.”

Rejection letters aren’t new. Newton just deals with them more thoughtfully.

Listen, automated rejection letters (we call them Thank You Letters) aren’t a new thing. But, having tried use these features ourselves over the years as corporate recruiters, we felt it was time to reinvent them.

Newton users like Steve Gifford, quickly and easily send automatic, stage specific thank you letters to any candidate that applies to or interviews for any job without additional administrative work. And, best of all, the feature is smart so you’ll know if applicants are assigned to other jobs or have received previous thank you messages. Our product team spent a lot of time working on the experience (both employer and applicant), the interface, the workflow, and the efficiency of this feature. Many variations and hundreds of little tweaks later, we get a ton of positive feedback regarding this feature in Newton.


Filed Under: Applicant Tracking, Applicant Tracking Software Reviews, Blog, Corporate Philosophy, Customer Service, EEOC, Industry Trends, Optimism, Trends

Media: Safe Hiring Discussion on The Proactive Employer

May 21, 2012 By Leave a Comment

Above is a re-broadcast of  a recent episode of The Proactive Employer dedicated to the topic of safe hiring. This is an hour long show hosted by risk management expert Dr. Stephanie Thomas with guests Les Rosen, the CEO of Employment Screening Resources and our own Head of Marketing, Joel Passen. The conversation explores various topics like pre-employment screening, OFCCP compliance and applicant tracking software designed to facilitate compliance.

Topics include:

  • “Warm Body Philosophy” and why it’s dangerous
  • SAFE System policies and procedures overview
  • Legal Compliance practices – applicant screening “hotspots”
  • New EEOC guidance on use of criminal histories
  • The importance of reference checks
  • Applicant Tracking Software and OFCCP reporting
  • The integration of background checks and recruiting software
  • Interview process suggestions
  • Criminal background checks
Filed Under: Applicant Tracking, Blog, EEOC, Industry Trends, Recruiting Advice, Safer Hiring, Trends

Interview Guide: How to Hire a Successful Corporate Recruiter

January 24, 2012 By Leave a Comment

Not too long ago, we published a blog post: How to Hire a Great Recruiter. It’s a topic that we’ve been thinking about on and off for nearly 16 years and it’s recently resurfaced in a big way as the economy continues to show signs of improvement. Currently, as executives at a leading corporate applicant tracking software provider, we come into contact with hundreds of organizations that are looking for internal recruiting support. Literally, a day doesn’t go by that our team doesn’t get asked to refer a good corporate recruiter.

Unfortunately, too many companies make costly mistakes by not vetting their recruiters properly. This leads to inefficiency, wasted time, wasted resources, diminished status within the corporate hierarchy, etc. It’s not surprising. In recent years, recruiting has gotten more sophisticated. Once closed networks are wide open. Today, it’s less about processing people and more about leveraging technology, relationship building and managing information. Now more than ever, it takes talented corporate recruiters to find talented employees.

So, what’s the fundamental formula for hiring a successful corporate recruiter? Here is a guide that will help distill the characteristics so your organization has the best chance at hiring successful corporate recruiters. These must-have attributes have been developed with the help of an industrial psychologist who administered a series of tests benchmarking top performing corporate recruiters over the past 4 years.  We encourage individual organizations to use this guide as a foundation. We’ve intentionally kept the rationale broad so this guide can be used by a wide variety of organizations.

About this guide

The following is an interview guide for hiring a successful corporate recruiter. The key traits are listed in bold. A list of behavioral interview questions is provided to help screen for each trait. Take a few minutes and reflect on your conversation with the candidate and compare your observations against the high/low probabilities listed after the questions.

You can also download the guide here.

Focus

Every corporate recruiting process is full of iterative tasks that require consistency and focus to complete. With the amount of information created in a corporate recruiting processes, it’s not good enough to just be ‘good with people’ anymore. Successful corporate recruiters must be disciplined, organized and efficient.

Key questions:


  • What is your style of work – do you prefer a sustained pace or working in bursts while taking breaks?
  • Where do you waste most of your time (when you do)? Do you get distracted easily?
  • How do you organize your typical day? Describe a typical day. What tools do you use to organize your time?
  • What is the most irritating part of your current / last job- the part you wished you could have delegated? Why? How did you end up handling these tasks?
  • Give me a recent example of a situation you faced that needed your immediate attention. What happened? How did you handle it?
  • How do you prioritize tasks? When do you find time to do those iterative tasks that we all do as  recruiters like search for candidates and post jobs?
High Probability of Success Low Probability of Success
Task Oriented Social Orientation
Purposefulness Flighty
Need to Complete Tasks Need to Relate
Intense Easily Distracted
Serious Frivolous
Prepared Winging it
Need for Achievement Disorganized

Confidence

Recruiting can be a pretty thankless job. Often times, recruiters take the heat when jobs go unfilled whether it’s their fault or not. When jobs do get filled quickly, a recruiter’s job or contract can be in jeopardy. And, in many industries, recruiters face steady diet of rejection that is often due to factors like intense competition, lack of hiring manager respect, etc. As such, successful recruiters must be self-reliant, assertive and highly confident.

Key questions:

  • Please give me an example of a time when you’ve faced a contentious situation at work with a peer or hiring manager and describe how you solved it.
  • How soon could you learn this job, our space, our company well enough to be productive?
  • What kind of criticism have you been given by your managers and peers in previous positions? How appropriate is that feedback?
  • We all have our ups and downs. What typically can pull you out of a “funk”? How to you manage your “attitude adjustments”?
  • What is one of the biggest disappointments you have experienced professional or personally? How did you weather it?
  • Tell me about the most challenging internal customer you’ve ever had and how you were successful in building a working relationship with that person.
  • Rating yourself on a scale of 1 to 10, with 1 being low and 10 being high, how would the people you work with rate you as a recruiter”?  How would you rate yourself?  Why?
  • How do you prefer to receive critical feedback?
  • Tell me how you deal with a candidate when they reject a job offer? What do you do after a candidate has rejected your offer?
High Probability of Success Low Probability of Success
Emotionally Secure Insecure
Self-Assured Needs Praise
Even-Tempered Emotional
Believes in his / her abilities Self-doubting
Self-Accepting Self-depreciative
Weathers Disappointment Pensive
Optimistic / Positive Negative / Pessimistic

Resourcefulness

Heavy req-loads, low budgets, lack of modern tools, highly nuanced jobs and unresponsive managers are just a few of the challenges that corporate recruiters face every day. A successful corporate recruiter must be the MacGyver of the company, an independent, uber-resourceful soul able to make use of the most limited resources to solve any problem with little or no support. Additionally, given that recruiting has almost entirely shifted online, recruiters must now be “digitally resourceful”. A notebook and spreadsheet doesn’t cut it anymore. Recruiters have to be technically competent. willing to adopt new technologies and ready to jump into the deep end – head first.

Key questions:

  • Provide an example of a time when management would not allow you to take necessary action, even though you felt it was necessary to do so. (For example, a chance in process.)
  • Have you worked in an organization that did not provide all of the tools to do your job successfully? How did that impact yon and what did you do to overcome it?
  • Give me an example of a time when you were given tasks to accomplish without advance warning or proper tools. What was your approach?
  • Give me an example of a time when you had to learn a new system, process or tool on the “fly”. What was your approach?
  • How would you rate your ability to learn new technical / internet tools. Give me an example of a time you were asked to use a new tool. How fast were you able to come up to speed?
  • What are your three favorite recruiting tools? Describe how you use these tools every day? What do you think are emerging recruiting technologies and why?
  • How do you stay on top of trends and innovations in the recruiting industry? What recruiting centric news do you read? What are you favorite recruiting content websites?
High Probability of Success Low Probability of Success
Adaptable Staid
Thinks Well “On the Fly” Inflexible
Need for Autonomy Formulaic
Unconventional Dependent
Entrepreneurial Conforming
Tech-Savvy Not Tech Savvy
Intellectually Curious Uninspired

Hiring a successful corporate recruiter is as important as ever. As the economy continues to gain strength, talent will increasingly become harder to attract and hire in nearly every industry.  Hiring a recruiter for their “network,” because they have been a recruiter for a decade or because they have experience at a hot company should take a backseat to looking for the person with the right traits. A successful corporate recruiter will have the focus to be successful in a dynamic environment, the confidence to become productive immediately, and the resourcefulness to get the job done.

Filed Under: Blog, Corporate Recruiting, Industry Trends, interviewing, Recruiting Advice, Trends Tagged With: , , , ,

HR and Recruiters are the New Marketers

December 12, 2011 By Leave a Comment

Lately,  I’ve been thinking a lot about the intersection of human resources and marketing and how critical it is these days for HR and Recruiting professionals to think like marketers.  Admittedly, I didn’t invent this concept.  Rather, I was turned on to the idea by a London-based recruitment firm Dylan. With help from Tom Fishburne, a.k.a the Marketoonist ( by the way, a friend and former co-worker of my wife’s), the notion that HR’s role as marketers is brought alive in a speech that he gave earlier this year in London.

During his talk, Tom points out that one of the ways that we as HR and recruiting practitioners can start embracing our roles as marketers is to avoid silos. That is, we can’t operate under the pretense that marketing is not our responsibility. Marketing is everyone’s responsibility. As employees we all need have the ability to concisely communicate our corporate story. And, as HR and recruiting professionals , we of all people, need to be the ambassadors of our employment brand able to convey our organization’s unique qualities, advantages and mission expertly.  After all, our job is no longer just to ‘process’ people. Our job is to ‘influence’ people.

Read more about HR and Recruitment Marketing on Newton Software’s Applicant Tracking Software blog.

Filed Under: Blog, HR and Recruiters the New Marketers, Industry Trends, Recruiting Advice, Trends, Videos

5 Easy Ways to Make Your Job Advertisements Work Better and Improve the Experience for Job Seekers

November 21, 2011 By Leave a Comment

Improve your job advertisements by Newton Software

1.  HR and Recruiting professionals need to be the Chief Marketing Officers for jobs.

Write concise, narrative job descriptions that tell the story about the position. Some employers are still inclined to advertise job requisitions designed to screen candidates by listing every skill, requirement and degree imaginable. It’s time to get more scientific and strategic about job advertisements. Put emphasis on the word “advertisement” and tell your story. Avoid the obligatory laundry list and get higher click through rates. That’s right, make your job ads interesting and more people will read them.

2. Emphasize unique qualities that show you appreciate employees.

Tell applicants what makes your company a great place to work. Free flowing artisan coffee and all you can eat snacks are nice. Gaming areas and nap rooms fine too but in many circles, these “perks” aren’t really that unique and furthermore, they aren’t things professionals look for in a job. It’s time to tell applicants about the meaningful things that you do well. Maybe it’s an education stipend, some sort of special training, great benefits or simply flexible hours. The key is to share the unique and valuable qualities that let applicants know that you care about all of your employees.  Above all, job seekers want to know that they will be treated well, compensated fairly and appreciated.  Tell them.

3.  Make the transaction easier.

Creating a cumbersome application process is restrictive and ineffective. For example, requiring applicants to create a user name and password to apply for a job not only presents a barrier but it also predicates that the applicant will come back and apply for other jobs, check on the status of their application or update their profile with new skills, degrees or certifications. They won’t. Very few companies have the brand equity to command this type of interaction with top applicants. People have too many other places to update their professional profiles these days to expect them to come back to visit your careers “portal”.  And, while this may make me wildly unpopular with some of the HR crowd, when was the last time you hired someone that applied to 6 jobs at your company or came back to update their original profile, resume or application? Top applicants aren’t going to come back and “login” and they don’t knock twice.

4.   Less is better.

Tailor your application process to capture the information that will allow you to assess applicants. In short, an online application behind a job ad is NOT a true application for employment. Employers shouldn’t ask for date of birth, social security number and other sensitive personally identifiable information (PII).  Most applicants won’t provide that type of information. And,  more importantly, why collect risky information from every applicant you receive knowing that you won’t even speak with 90% job posting respondents?

Ask for information that will allow you to better access applicants’ skills and experience to determine if they meet the minimum qualifications necessary to be successful for the job.  And, remember, there’s still no better initial assessment tool than a resume.

Streamline you application process this year. The shorter your application process the better. Our  research shows that every step added to the online application process diminishes completion rates. Use applicant tracking software to make your online application process leaner, smarter and faster.

5. Communicate with every applicant.

Whether an applicant is a go or a no, employers are obligated to communicate with every applicant. This is especially true for consumer brands, nonprofits and any other employer whose applicants can be  their customers. The application process doesn’t end when the applicant clicks the submit button anymore. This isn’t 1990. We don’t have to send applicants a rejection letter via the USPS. A simple email goes a long way and there are applicant tracking tools available that make the entire communication process nearly effortless.

Aside from doing the right thing, employers that notify applicants about the status of their candidacy mitigate risks and protracted inefficiencies by reducing duplicate applications and follow up calls to HR and  hiring managers. And, in our age of social media and the overall democratization of public sentiment, it doesn’t hurt to treat others like you’d want to be treated.

Filed Under: Applicant Tracking, Blog, Corporate Recruiting, Industry Trends, Recruiting Advice, Trends

Challenging the HR Software Status Quo

November 10, 2011 By Leave a Comment

You’ve probably never seen a corporate advertisement that reads “We don’t do anything better than before – we simply stick to the status quo.”   Innovative companies, especially in the multibillion dollar Human Resources software sector, often strive to set themselves apart from their competitors through new features, faster services, and lower prices.

However, this was not always the case for the giants in the HR Technology space.  Over the course of the past two decades,these “old-world” companies have actually embraced the software status quo. For years, ‘sticking with what works’ made sense, as these companies pulled in billions of dollars in profit every year from selling the same old ‘boxed’ software packages while charging for periodic upgrades, maintenance and deriving the bulk of their revenue and profit from services.

Today, these big software companies are really starting to  pay the price for sticking with the status quo for too long.  They are scrambling to catch up with both nimble startups and open minded corporations that have embraced new technologies and ways of doing business; most notably they’ve welcomed cloud computing from the very beginning.

Wharton recently published an article that provided some interesting cases of cloud computing chipping away at traditional software business models.  From knowledge@wharton:  “For example, Forrester calculated that Microsoft’s Exchange e-mail program will cost a company with 5,000 employees $28.22 a month for each user. By comparison, Google’s fully loaded corporate suite — including Gmail, calendar and productivity applications, along with technical support — for a company with 5,000 users will cost $8.59 a month for each user.”

The article also highlights the disruptive changes that cloud computing has brought to the various other corners of the software industry; including consumer productivity software, business services software, and video gaming software.  In each of these sectors, the traditional models of selling ‘boxed’ software and charging for upgrades has slowly been eroded by ‘Software as a Service’ models that instead focus on monthly fees void of any long term contracts.   Companies like Sonar 6  and Bamboo HR are offering customers #HRtech  products that exist entirely in the cloud – making access as simple as signing up online.

Another software sector that has been drastically shaped by cloud computing and SaaS pricing structures is recruiting software.   The days of a company needing to ‘unbox’ a recruiting software suite and install the program on every computer and server in the company are  long gone.  The days of having a company ‘tech guy’ walk downstairs and troubleshoot local server-side glitches are over.  There are very few companies, if any, that continue to push the innovation envelope in the world on on-premise software.

Businesses now are able to utilize applicant tracking software that exists entirely in the cloud – including communication tools, customer service, data analytics and instant updates.  Newton Software is proud to be the company that pioneered cloud-based applicant tracking software, having fully embraced a new age of delivering hiring technology from the very beginning.

Only recently have the corporations of old realized the importance of cloud computing – they’ve started rapidly buying up smaller companies and establishing their own cloud based applications.  However, they may be too slow to catch up.  Today’s world of software, one where online applications are easily accessed by anyone, is no longer about over-inundating a market and establishing a customer ‘choke hold.’ It’s about adapting to customer and providing the best possible solution for a specific niche.

Filed Under: Applicant Tracking, Applicant Tracking Software Reviews, Blog, Business Model, Industry Trends, Trends

Observations from HR Tech 2011

October 17, 2011 By Leave a Comment

The annual HR Technology Conference and Expo is a lot what the “Speech From the Throne” must have been like during the middle ages when the reigning monarch would lay out the condition of the nation and decree the agenda going forward. Read into this opening however you choose. All politics aside, this is an important event and really does serve to illuminate the trends and trendsetters in the HR Technology industry.

This year I attended the event specifically to connect with partners, to strengthen alliances, and to meet new people.  And, while I didn’t have a lot of free time, I did get a chance to wander the expo floor, mingle in the press room for a bit, and towards the end of the show, just sit in the hall, observe and listen.

What happens in Vegas never really stays in Vegas.  Here are some of my takeaways from this year’s conference.

On the lighter side

1. Viva Las Vegas. Ok, I personally both fear and loath “The Vegas”. It’s not a place for those of us with little self control. But, it is the perfect venue for an industry conference. It’s designed to get in and out of easily. It’s relatively inexpensive and there are plenty of places to meet, greet, eat and be entertained.  The accessibility of the venue allowed me to cram in more meetings than I thought possible. Step into a lounge or a semi-quiet corner (there is no silence in Vegas) and you could get a private 30 minutes with that important someone.

2. Free Wi-Fi or rather Wi-Fi free. This is one of my only logistical gripes about the event. The availability of public Wi-Fi was a joke. I couldn’t get an email in or out over the free Wi-Fi brought to us by ADP (clearly not ADP’s fault) let alone try to demo Newton ( our applicant tracking software).  If I were ADP I would have been steaming mad that I sponsored free internet access and it ended up being a huge failure.  Given that just about every product at this year’s show is delivered over the internet, the organizers should have ensured that there was a big honkin’ pipe running to the conference.

3. You are What You Schwag.  I am still sort of amazed by conference schwag. I guess I don’t really believe that vendors are going to lure, or even start a conversation with their next customer by offering free Smarties and flashing key chains. If you do feel schwag is still necessary, why not raffle off an iPad or Kindle Fire? Give away something that won’t end up as a chew toy or as instant landfill. For more on the state of schwag, read William Tincup’s most recent contribution to Fist Full of Talent.

The meat.

4.Get Ready for the Suite wars. I read one analyst’s review of the conference this week in which he predicts that suite adoption is in the “very early innings”. I agree. However, this space is definitely going to get more interesting over the coming months and years.

I detected a sense of urgency amongst the traditional suite vendors as many are gearing up for a multi-front war.  The talent management vendors have gone on the offensive and are quickly encroaching on the more traditional HRIS vendors’ turf. Where they were once  partners, now many camps are leery and concerned that they may be sleeping with their enemies.  I predict competition for the same seats is going to get really heated as more vendors start extending their functionality in order to address the middle of the talent chain.

5. On Consolidation: the Writing is in the Cloud. There was quite a bit of talk and speculation last week about M&A activities in the HR Tech industry.  I believe this will continue to be driven by the aforementioned suite vendors and their fight to compete across the talent chain. It’s clear that several vendors have realized that they only have a few core modules that are in their suites that are complete features. And, they’ve realized that in their race to claim “we have that too” (I saw one group wearing shirts that said this) they’ve shipped some pretty “thin” modules.

More specifically, I predict that there will be strategic acquisitions made in the talent management space as most of the major suite vendors are pretty lean on both the very front (talent acquisition/recruiting) and late stages of the talent chains (secession planning).  Given the target customer size of many of the suites( mid to upper-mid market), I am guessing that the most demand will be for talent management (performance, review, retention) applications that come later in the talent chain. Plus, as companies like Successfactors close in on the middle of the talent chain and gear up for a full confrontation with the HRIS establishment, the suites will continue to look for opportunities at the beginning and end of the talent chain (ATS and Performance respectively).

Finally, I want to give a special shout out to our partner OneSource VHR, the exclusive reseller of Workday for the mid-market.  Thanks for letting me hang around your booth.  You make the Newton team feel like part of your team. We are grateful.

PS: OneSource VHR is hiring. Click here for a list of their openings.

Filed Under: Applicant Tracking, Applicant Tracking Software Reviews, Blog, Industry Trends, Mad Scientist, Optimism, Trends

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

August 24, 2011 By Leave a Comment

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…..

Filed Under: Applicant Tracking, Applicant Tracking Software Reviews, Blog, Corporate Philosophy, Corporate Recruiting, Design Philosophy, Industry Trends, Mad Scientist, Recruiting Advice, Recruitment Outsourcing, Trends

Going Through Talent Like Water

July 31, 2011 By 1 Comment

UK-based Dylan, a marketing recruiting agency, collaborated with Tom Fishburne (a.k.a The Marketoonist) from San Francisco to create this comic.  When we saw it, we couldn’t help but think about all the dollars that organizations poor into corporate recruiting and how few resources are actually spent cultivating a culture around retaining talent.

Apparently, Fishburne, who frequently speaks about marketing, is preparing for an event with Dylan where he’ll focus on how the best brands and businesses “market from the inside out”. His premise is that the HR Director is the new Marketing Director. Fishburne goes on to say, “recruitment is as important to how a brand is marketed as creating a marketing plan”.

Unfortunately, I don’t think our team will make it to London for the talk in September. Something tells me we’ll be in San Francisco hammering our new mobile functionality for Newton, our award winning applicant tracking software. Hopefully, the nice folks at Dylan will record the presentation.

Filed Under: Applicant Tracking Software Reviews, Blog, Corporate Philosophy, Industry Trends, Recruiting Advice, Trends

On Moving Our Applicant Tracking Software to the Cloud

June 1, 2011 By Leave a Comment




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.

Filed Under: Applicant Tracking, Applicant Tracking Software Reviews, Blog, Business Model, Design Philosophy, Industry Trends, New Releases, Trends, Videos

Newton Grows: Moves Applicant Tracking Software to the Cloud

November 30, 2010 By Leave a Comment

We’re in the cloud! Newton, our popular applicant tracking software, joins leaders like Microsoft, IBM and Netflix in Amazon’s EC2 cloud computing environment. 2010 has been a banner year for Newton.  We’ve added over 100 new customers and our revenue has grown by over 1020%. Amazon’s Elastic Compute Cloud (Amazon EC2) will provide us the agility and scalability for continued fast-paced growth and the reliability to continue to exceed our customers’ expectations.

This isn’t just some egregious cloud marketing sizzle. There’s steak here. Newton’s product team has been interested in cloud computing since Amazon announced its public availability.  We’ve anticipated moving to the cloud for some time and our development team has meticulously designed 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 bombproof, easy-to-use applicant tracking software to more customers with less effort at more affordable prices. Good plan huh?

Why should Newton customers care?

Moving to Amazon’s EC2 platform makes Newton even more agile and provides existing and future customers significant advantages.

Scalability:

Amazon EC2 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 proved critical in November as we added over 15 new businesses to the Newton platform and actually improved performance.

Reliability:

Amazon EC2 offers a highly reliable environment where replacement instances can be rapidly 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 – instantly! The EC2 service runs within Amazon’s proven network infrastructure and datacenters. That’s right, if you can buy a book on Amazon, you can status a candidate in Newton. The Amazon EC2 SLA commitment is 99.95% availability in any Amazon EC2 region. This means that Newton is ultra-reliable all over the world all the time.

Performance:

This is where our development 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.  For example, we’re adding a very slick, powerful custom reporting engine to Newton. Most applicant tracking software bogs down when running complex reports. Not Newton! We’re leveraging EC2’s extra computing power and read-only database technology to enable users to run complex customized reports instantly. This is just the tip of the iceberg.

Security:

We’re completely confident in Amazon’s ability to ensure the confidentiality, integrity, and availability of our customers’ data. They’ve got some of the world’s most trusted brands on the EC2 platform and Amazon takes security very seriously. So do we. See for yourself. 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 continues to innovate.

Once again, Newton Software is innovating. Others may try to follow though; they’ll have some huge challenges. Most applicant tracking software is 10 year old legacy enterprise software that relies on legacy networks (not the Cloud) for operating power. ‘Switching’ to the Cloud won’t be a viable option for most. Alternatively, Newton was born on the web and now we’re going to leverage the world’s most cutting edge web-based infrastructure to help completely ‘disrupt’ the applicant tracking world in 2011 (and years to come). Good for Newton customers and partners. Bad for lumbering, legacy applicant tracking systems.  Long live the cloud.

Filed Under: Applicant Tracking, Blog, Business Model, choosing recruiting software, Industry Trends, New Releases, Trends Tagged With:

Email and Twitter: A Collision of Garbage Trucks, a Beautiful Disaster or a Glimpse of the Future?

August 16, 2010 By Leave a Comment

I would guess that, like a lot of people, 98% of my snail mail goes straight into the recycle bin. I’ve tried GreenDimes and 41pounds.org but it seems that marketers continue to find a ways to kill trees and burn oil in order to send me information about stuff I don’t want.

As far as I can tell, I get two important pieces of snail mail: save the date notices and stuff from the IRS.  In the last 90 days, I’ve received one non-spam piece of snail mail. Snail mail is the de facto the vehicle by which people I don’t know and don’t trust attempt to communicate with me. Snail mail is a muddy communication mechanism.

Sadly, email isn’t much different anymore. Yet amazingly nearly every business application on the planet goes to great lengths to integrate with email (or tries). In fact, the single greatest technical ulcer-causer of any software web-based application is Outlook integration.

Now, don’t get me wrong. I’m not saying that email integration isn’t necessary. I’m just wondering if email’s dual-dominance of both the trusted and muddy communication channels is anachronistic. Why are messages from people and applications I know and trust being dumped into an unorganized file with untrusted messages? Why are critical alerts comingling with people trying to sell me email lists or consultants from overseas?

If you’re like me, your inbox is more like a “what do I do first?” box. I have documentation from my product team, invoices from vendors, people trying to sell me things, messages from dad, and most importantly, messages from my our applicant tracking software customers (which always get answered immediately I might add).

Many of these messages are coming from systems that are trying to boost my productivity: manage finances, complete projects, follow up with people and track progress. In essence, my productivity applications are taking their trusted communications (messages I definitely want to read) and dumping them into a message mud bog, then trying to clean them up after I deal with them.

Email needs a redo. How did I come to this conclusion?

Well, from a disclosure standpoint I have to admit that integrating with Outlook is really hard and pretty darn scary, and even though at Newton we’re probably going capitulate in some areas, we really don’t want to. Developers of software can control the reliability of their own environment, but once you start relying on someone else’s system you start touching all sorts of things you can’t control.  That’s why every time someone says “integrates with outlook” they never use the words “easily” or “never breaks” or “no plug-in required” in the same sentence. Here’s a simple guide to probably the most integrated outlook application on the planet:  http://tinyurl.com/cf6dae. This is the apparently shorter, “cheatsheet version”.

But, more important to me than the technical hurdles is this nagging belief that email might be the problem, not the solution.

Actually, I’m not even sure it’s the problem. I’m just starting to think that there’s a better path to productivity than dumping important messages into an uncontrolled, unorganized inbox and then forwarding them around like crazy, all the while trying to clean, reabsorb and reorganize them back into the system that created them.

Why doesn’t Twitter need email integration? Is it only because it’s a consumer application? Or is it because they are communicating with you by way of channels you already trust? I think it’s the latter.

It’s time to rethink how our business applications communicate with the people they serve. The mail paradigm is not just old, it is centuries old. I can think of some software companies already leveraging “clean” communication channels. Newton Software just became another.

In a few short weeks, we’re going to release a utility in Newton simply called “Tracking”.  We’ll release more details on “Tracking” as we get closer to the release date. In the meantime, think “Twitter feed” for your recruiting program. This isn’t just any “Twitter feed”. This is a personalized source of the information that you want to see and need to see.  It will be the only feature of its kind in the applicant tracking software world.

This is a glimpse of the future.

Filed Under: Blog, Industry Trends, New Releases, Trends

7 tips for promoting applicant tracking software user adoption

July 16, 2010 By Leave a Comment

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.

Filed Under: Applicant Tracking, Blog, Design Philosophy, Trends

User Adoption is more important than features

July 9, 2010 By Leave a Comment

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.

Filed Under: Applicant Tracking, Blog, Business Model, choosing recruiting software, Design Philosophy, Industry Trends, Trends, Videos
« Older Posts