Category Archives: Technology

Posts on HR and Job Seeker technology

Regret Email Options in your ATS

One feature to boost your employer brand

One simple applicant tracking software feature plays a big role in how you are perceived as an employer: the regret letter. Receiving timely feedback and information from an employer, whether good or bad, is always better than silence. Studies have shown that a job seekers single biggest frustration is a lack of feedback from employers.

There are a few options an ATS can offer which make communicating with candidates simple and painless. Different hiring patterns make certain options better suited to your company. Continue reading Regret Email Options in your ATS

5 HR Data Security Checks for Canadian Businesses

If you use a software system to manage and store candidate and employee information, you have an obligation to own this data and keep it secure. With so many services crossing the Canadian and US borders, privacy of data can be easily compromised. Here are five major security checks you should ask to ensure who owns and who has access to your information.

Who is your software provider?

There are a plethora of HR software providers in the US, with more and more startups leading the way in innovation and new technology. Some of the most popular and highest rated companies are based in the US, making purchasing from these suppliers seem like a no-brainer. Most of these software systems are cloud-based, meaning they aren’t hosted on your own company’s servers. Cloud software is useful in that it allows access from anywhere with an internet connection, and is maintained by the vendor, not your IT staff. On the other hand, this type of service raises our second question:

Where is the data centre located?

buyers guide_server-globeSince the software is hosting, updating and maintaining their system, they typically need to store their application and client database in a data centre. With the massive US tech industry, the majority of data centres are based in the States. Even Canadian or European providers may host some of their servers in the US.

Who owns the data centre?

Knowing who owns the data centre is equally as important as where it’s located. If a data centre is owned by a US-based company, it is subject to the Patriot Act and PRISM program. This means that the US government and the NSA have the right to access the data.

How are backups handled?

Backups should be made regularly, at least once a day. Incremental (backing up changes since the previous backup) or full (entire system backup) are two different methods of saving data, and are both acceptable. Backups should be stored in a different location than the primary data centre used for the software. This is to ensure that if there is a failure at the data centre, the backups remain unaffected. Check that your data backups are stored on a secure Canadian server in a different geographical location from the data centre.

What does your contract say?

buyers guide_checklistA final critical check is to read the provider’s agreement to see who owns the data. While you may be given private access to your database for the duration of the contract, some software providers may keep the data once that contact is up. To maintain access to your data or to transfer it to another provider, make sure that the contract states you own your data and it will be provided to you at the end of the agreement. There is typically a small fee for the time and effort of providing data, which you may wish to be familiar with ahead of time.

Read more about security and other considerations in our Canadian HR software buyer’s guide.

Read the guide >>

Don’t forget these 5 questions when buying an ATS

1. How is the software provider staying on top of technology trends and software updates?

What you are looking to avoid here are the companies who have made a lot of cosmetic enhancements (clean & modern interface, works on mobile), but have neglected to update the base code which is responsible for all the functions the system performs. Old code leads to security vulnerabilities, system malfunctions and is slow to make changes or customize.

2. What is the minimum amount of information needed to apply?

Can people apply without an email address? Or without a resume?
Consider your target candidate demographic and how they tend to apply. Does your application process make it easy for them? Consider lack of access to the internet, not having a reliable phone, or simply not being tech savvy. All types of people need jobs, and an online process shouldn’t be prohibitive to your applicants.

3. If you leave their system, does the provider give you your data?

You should own the data that is entered into your system, and have access to it when your contract ends. Your provider should be able to extract the data into a usable file (ex. csv).

4. What about hidden fees?

Consider implementation, training, custom configuration or providing you data at the end of a contract.
Some of those fees may be perfectly reasonable, but it’s always best to know about them in advance! Take into account all fees when comparing systems, not just the base cost. Some providers include unlimited licenses under one price, while others may charge for every license, or for add-on features.

5. Is there a dedicated account manager to provide support for your company’s users?

An account manager can get to know you and how your organization uses the system. They will provide one-on-one support, or suggest ways to better use the system for your process. Building a small relationship with your software provider means you get the best support, and your requirements and suggestions are given more importance as software improvements.

   View a demo of the StartDate ATS

iOS vs Android on Mobile Recruiting

The numbers are very clear: candidates are far more likely to complete a job application on their desktop, instead of their mobile device. Applying to jobs is simply not as good an experience on mobile as it is with a full screen and keyboard.

While that information may come as no surprise, new research shows that there is a huge difference in the click-to-apply rates for the different types of mobile devices. A study from Appcast has found that candidates using Android devices are 2.25 times more likely to complete a job application as their peers using an iOS device.

Why are Android users more likely to complete their job applications?

Continue reading iOS vs Android on Mobile Recruiting

What is an API?

What the heck is an API and what does it do?

The answer to this can be very complicated and full of developer-speak, but for the average person, the simple answer is that an API is a way for two pieces of software to talk to each other.

HR Bartender posted an interview with Chris Lennon of SilkRoad to explain what an API is and how it works in HR software.

Here’s a summary of the main points:

  • An API (as far as an HR practitioner needs to know) helps connect different vendor’s software together. For example, an API is used to connect a talent management module to an HRMS.
    Case in point, at HireGround we use our API to integrate our ATS with a client’s payroll or HRIS system.
  • Most modern software uses APIs, especially mobile apps which allow data to transfer from the device to the vendor.
  • Releasing an API” (an announcement you may hear from Apple or Faceboook) means that they are making it public so that developers can tie into the API using their software product.
    For example, HireGround makes use of Twitter’s public API to post jobs as tweets.
  • APIs are not inherently secure. It depends on the software provider how seriously security is taken and how well it is built into the API.

Read the full article here.

Did you miss it? HR Tech Monthly Round-up for May

We’ve listed a collection of not-to-miss articles from around the web from the month of May. The latest news, innovations, changes and happenings in the world of HR technology.

A look at Mobilegeddon: Google now places importance on whether your website is mobile-friendly. With 70% of people searching for jobs on their mobile device, how will your company’s careers pages fare? Continue reading Did you miss it? HR Tech Monthly Round-up for May