The Applicant Manager Announces Partnership with Verified First

The Applicant Manager Streamlines Hiring Through Partnership With Verified First
In-house screening tools will improve efficiency of hiring process

Verified First, the premier background and drug screening company in North America, announced that their screening tools are available through integration with The Application Manager (TAM), a customizable, cloud-based applicant tracking system. As the premier pre-employment screening provider, Verified First brings a wide variety of background verification services to companies who utilize TAM’s system. The SaaS applications offered by Verified First and TAM are integrated via a patent-pending technology developed by Verified First.

How Google for Jobs is Changing the Job Search Game

When job sites like Monster and CareerBuilder hit the scene, employers and job seekers alike were excited about how much easier posting and searching for new positions was going to be. And it was. Then, Indeed and LinkedIn came on the scene, and because their sites scrape data from the Monsters and CareerBuilders of the world, it made it even easier to search for jobs when, rather than checking several different job boards, one could find all of their postings in only a few places.  

ANNOUNCEMENT: Click Boarding and The Applicant Manager Partner to Deliver an Easier, Better Way to Recruit & Onboard Candidates

 

Click Boarding, a SaaS provider delivering an easier new hire onboarding solution, and The Applicant Manager (TAM), a cloud-based recruiting software solution, today announced a partnership that will make it easier for HR to manage recruiting and onboarding. By delivering ‘easy’, it greatly increases the likelihood that new hires will be just as excited on their first week on the job, as they were getting that first phone call from the recruiter.

“The Applicant Manager and Click Boarding partnership makes perfect sense as we both build customer-centric solutions that focus first and foremost on simplicity to deliver better experiences,” says Christine Marino, Chief Revenue Officer, Click Boarding. “Now HR can recruit and onboard candidates with the greatest of ease, while candidates remain excited about the company they’ve joined.”

‘Recruiting Daily’ Recognizes TAM Co-Founder, Edna Nakamoto

Edna Nakamoto, CEO and co-founder of The Applicant Manager (TAM), was recently named by Recruiting Daily as “One of 300 Women in HR Technology Worth Watching”.

TAM, started in 2011 by Edna and her co-founder Jim Garrison, is an applicant tracking system that was born out of a recruiting need recognized through Edna’s work as a human resources consultant. Prior to venturing out on her own, Edna spent over twenty years serving in various human resources leadership roles.

Algorithims: Efficient Recruiting or Risky Recruiting.

Algorithms are everywhere. They’re determining who we hire, which friends’ status updates we see online, and the rate you’ve been given on your car insurance. They may have even had a hand in how you landed on this article.

Imagine having a lower credit score simply because you shop at a store in a neighborhood deemed “lower income” or “unsafe” because it’s on your way home, or close to where you work. If this seems unfair, that’s because it probably is. Though they’re being used everywhere, algorithms aren’t infallible.

While it may be less concerning as it relates to the social media posts you see as you scroll through your phone, there is cause for great concern as we consider the role algorithms play in our hiring processes.

The Human Element of Recruiting Cannot Be Replaced by Artificial Intelligence

Recently, I read an article with a title that caught my eye, “Startups are making the rejection letter a thing of the past”. The author’s viewpoint was essentially that Artificial Intelligence (A.I.) gives companies the ability to pass human recruiting tasks on to tools like Mya. Not only does this delegate the prescreening process to a robot, it can also prevent would-be candidates from even becoming applicants. This would effectively reduce the need for “turndown” or rejection letters, at least within the initial phase of the recruiting process.

Five Strategies to Effective Recruiting in a Candidate Driven Market: Making the Final Selection

This is part five of our five-part series about effective recruiting in a candidate driven market.

By: Edna Nakamoto and Jessica Barrett
This week wraps up our five-part series on recruiting in a candidate driven market. We’ve covered strategic planning and determining need, and internal and external recruiting. In our previous installment, we looked at external assessment tools. As promised, today we’ll be talking about the final step in the recruiting process: Making the Final Selection.

Making the Final Selection

There is one key thing that that should happen even before the prescreening process begins, and that is for you to remember that you are the expert on market conditions. It is your job to educate your hiring managers on what is going on within the landscape of a candidate-driven marketplace. Don’t expect them to already be aware of that, especially those managers who rarely do any hiring. This will make the expectations going in to the interview process clear, and the process that much smoother.

Internal Screening: Part Three of a Five-Part Recruiting Series

This is part three of our five-part series about effective recruiting in a candidate driven market.

By: Edna Nakamoto and Jessica Barrett

In part two of our five-part series on recruiting, we took a look at resources, strategies and processes. We’ve already briefly touched on the topic of internal screening, but today, we’re going to further unpack this important topic.

All too often, as soon as an employee gives notice that they are leaving, organizations quickly post the open role to fill the vacancy as soon as possible. It’s a natural reaction as losing someone means lost productivity, lost revenue, and a heavier workload for their colleagues. However, taking a step back and examining your current talent pool may prove to be the best first option.

Resources, Strategies and Processes: Part Two of a Five-Part Recruiting Series

This is part two of our five-part series about effective recruiting in a candidate driven market.

By: Edna Nakamoto and Jessica Barrett

Two weeks ago we started our five-part series on recruiting, where we began by examining how we determine recruiting needs and establish strategic processes. This week, we’re going to take a look at recruiting resources, specific strategies, and more on processes.

Recruiting Resources

Obviously one main focus of every recruiting team is where and how they will find candidates. In today’s recruiting climate, the opportunities for sourcing are significant. Let’s take a look at some of the tried and true, and some you may not have considered.

Five Strategies to Effective Recruiting in a Candidate Driven Market

This is part one of our five-part series about effective recruiting in a candidate driven market.

By: Edna Nakamoto and Jessica Barrett

Recruiting today is not the same as it was even a few short years ago. The market is candidate driven, meaning the talent you’re seeking is receiving multiple offers at a time, being contacted by recruiters regularly, and in the position to change employers easily when their work stops being fulfilling. If you or your team are looking at making your recruiting more effective as you navigate these market changes, or are just jumping into recruiting, join us for our five-part series about effective recruiting in a candidate drive market.