49%of employed Americans are searching for a new job on social networks. 10 Great

Momentsin ATS

FEB 2004

MAR 2006

DEC 2002

DEC 2003

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Welcome to the 10 Great Moments in ATSFrom automated job board posting to source analytics, applicant tracking systems (ATSs) and recruiting

technology have made the lives of corporate recruiters a lot easier — especially as job seekers continue to

log on to the Internet to find jobs.

Enter the social network revolution. Social networking sites are fundamentally changing how recruiters

and candidates are connecting and sharing information. To keep up with the pace of the technological and

social changes, today’s ATSs need to integrate social sourcing strategies while retaining all of the amazing

must-have capabilities that still make them effective. In short, today’s ATS needs to become as innovative

as the technology people use in their everyday lives.

Join us as we take a brief look at the 10 Great Moments in ATS, celebrate ATS innovations and look to the future evolution of ATS technology in our socially connected world.

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The Evolution of Recruiting Technology

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Recruiter-centric Automation

Candidate-centric Innovation

Collaborative Recruiting

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Recruiting Technology Grows Up …

“Despite its maturity, this market continues to grow at a pace equivalent to that of any up-and-coming HR technology market. In fact, nearly 50 percent of organizations are likely to switch their talent acquisition systems provider over the next year.”

White, Sarah. Talent Acquisition Systems 2011: Market Realities, Implementation Examples and Solution Provider Profiles. Bersin & Associates. April 2011. Purchase the report.

50%

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Why the Switch?

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The Demand for Innovation Never Diminishes …

55%of companies will

invest more in social media

for hiring.

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In Order to Look Forward to Tomorrow, Let’s First Look Back in Time …

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The 10 Great Moments in ATS

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Jobvite Presents

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Today’s corporate career site must be socially engaging, easy to use and focused on growing employer brand equity.

Learn More Watch a Live Demo

Corporate Career SitesWhen ATSs integrated corporate career sites in the late 1990s, career sites were an innovative tool that gave recruiters the ability to engage candidates with job postings. Candidates could find positions, connect with recruiters, and learn about a company on the company’s website. It was a revolutionary approach to sourcing top talent.

Today, the social web has changed the way active and passive candidates search for jobs. Studies suggest that nearly 73 percent of new jobs were found by candidates who were searching on social networks.1 To stay current with today’s recruiting trends, recruiters need corporate career sites that easily attract, source and engage candidates from all social channels across the Internet.

The reality is: Many corporate career sites have turned into a maze of registration requirements with few user-friendly features. There’s great potential to make it easier for candidates to engage with your employer brand and your job openings. Corporate career sites can adapt an innovative approach that speaks to today’s social candidates, engages visitors, seamlessly blends with your social sourcing channels, provides a great candidate experience and increases the brand equity.

Great Moment No. 10

1 Job Seeker Nation 2011. Jobvite.

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Résumé Databases When résumé databases first appeared in the early 1990s, they were amazing. Databases gave recruiters the power to parse résumés based on a full set of criteria such as key words or semantics. It gave recruiters a way to sort through all of the available candidates to quickly hire the best of the best.

It is estimated that 65 percent of adults use social networking sites.1 In today’s socially connected world, more and more people are engaged in social networking, and it’s changing the way people share information about themselves, including passive and active job candidates.

The drawback with many traditional résumé databases is that the candidate data is not current, and it tends to get old very quickly.2 The recruiter also gets a one-dimensional view of the candidates, generally only from the résumé itself.3 But many of today’s candidates are choosing to update their work histories, skills sets and personal interests on social networking profiles rather than traditional paper-based résumés.

The résumé database of today is all about empowering recruiters to store, manage and report on the profiles and job applications they find on social networks — in real time. This gives recruiters and hiring managers a deeper look at candidates’ personalities and interests — and better odds of finding the right fit for their organization.

Great Moment No. 9

1 Pew Research Center. 2011.

2 Kevin Wheeler, President and Founder of Global Learning Resources, Inc. Talent Community or Applicant Database? ERE Daily. 2007. http://www.ere.net/2007/05/10/talent-community-or-applicant-database/

3 Ibid.

Today’s candidates are choosing to

update their work histories and skills

sets on social networking profiles

over traditional paper-based

résumés.

Learn More Watch a Live Demo

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For today’s social recruiting strategies, everyone in your hiring process needs access to powerful analytics that are easy to understand and customize.

Learn More Watch a Live Demo

Source Analytics When candidate source analytics first appeared in the early 2000s, recruiters everywhere lauded their arrival. They finally had insightful data and knowledge on what worked and what didn’t for their organizations. Recruiters were able to build better strategies. All was right with the world.

Then social networking happened. And with more than 800 million people on Facebook1 and 135 million on LinkedIn,2 recruiters hit pay dirt for creating candidate pools — and that’s just two social networking sites. There are almost 300 social networks, online communities and blogging platforms living on the Web, which means there is a huge stream of candidate data that needs to be analyzed and reported.

It isn’t that some of the traditional ATSs offer bad analytics. They still offer great insight into who’s applying from where. But technology changes, and sourcing strategies must follow. For today’s social recruiting strategies, everyone involved in the hiring process (employees, hiring managers, recruiters, CFOs) in an organization needs powerful analytics that are easy to understand and customize, and are specific enough to drive value for their unique needs.

Whether it’s using one intuitive report from multiple channels or building custom reports on the fly with a drag-and-drop interface, recruiters, hiring managers and other stakeholders need access to information in real time, in one central repository, speeding up the time to hire while lowering costs and producing the best hires.

Great Moment No. 8

1 www.facebook.com

2 www.linkedin.com

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Configurable Workflows In the mid-1990s, ATS vendors introduced configurable workflows. Recruiters everywhere were able to finally build workflow models that suited their company’s sourcing and strategic needs. This was groundbreaking. After all, hiring salespeople, software engineers and VPs of finance each require very different processes.

Now we have social networks and social sourcing, which means recruiters need configurable workflows that have social integration. Why? It’s estimated that 49 percent of employed Americans are looking for new jobs on social networks1 and that 55 percent of companies will invest more in social media for hiring.2 So as more and more candidates and companies turn to social networking to connect, having socially integrated, configurable workflows in an ATS is crucial.

From technical online communities and industry-specific job boards to scads of social networks, recruiters need workflows that manage and monitor all of the sourcing activities that work for them — whether that’s traditional sources or tomorrow’s next social networking hotspot.

Great Moment No. 7

1 Job Seeker Nation 2011. Jobvite.

2 Social Recruiting Survey 2011. Jobvite.

As more and more candidates and

companies turn to social networking

to connect, having socially integrated,

configurable workflows in an

ATS is crucial.

Learn More Watch a Live Demo

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To find today’s top talent, recruiters must have progressive marketing capabilities that run the gamut of social and traditional sourcing channels.

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Recruitment Marketing As ATSs grew in capability in the late 1990s and early 2000s, they revolutionized the recruitment marketing strategies of many companies. ATSs really gave recruiters the opportunity to reach, influence and source candidates from numerous places across the Web. But then the Web became social, and now social networks have completely transformed the way people connect, engage and share information about the world around them.

Different times call for different methods of recruitment marketing. Today it means choosing an end-to-end recruiting platform that offers the best social, collaborative and analytic functionality, and is easy to use and lowers costs. But the reality is that many ATS technologies are not up to par on these innovations.

To find today’s top talent, your recruiters must have progressive marketing capabilities to track and analyze results from social media, employee referrals, job boards, advertising, direct sourcing and email campaigns on a very granular level. With cutting-edge recruitment marketing tools, you can connect with the right candidates faster, in a way that makes it easier for them to apply, share job information or join your talent network.

Great Moment No. 6

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Improved Compliance When regulatory compliance reporting was added as a feature to ATSs, recruiters and companies were really happy. They had access to a layer of compliance they’d never had before within an application. Recruiters could pursue and hire candidates knowing that their practices and processes conformed to the law. And corporate lawyers and HR departments could breathe a sigh of relief.

Now that recruiting and sourcing candidates has gone social, your organization still needs the same ironclad compliance and transparency it has come to depend on. Consider this: The U.S. Equal Employment Opportunity Commission (EEOC) received a record-breaking 99,947 charges of employment discrimination, obtaining an estimated $455.6 million in relief for fiscal year 2011.1

Even though your sourcing strategy might become more social, you still need automation and social integration for compliance reporting on EEOC, I-9, AAP and OFCCP.

As more and more job seekers turn to social networks in their search, you will need an ATS that keeps your recruiters and HR departments legally compliant while saving them time and money.

Great Moment No. 5

1 The U.S. Equal Employment Opportunity Commission. Press Release: Private Sector Bias Charges Hit All-time High. January 25, 2012.

Now that recruiting and sourcing

candidates is social, your recruiters still

need the same ironclad compliance

reporting they have come to

depend on.

Learn More Watch a Live Demo

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Recruiters need a more efficient CRM to grow your company’s relationships with all the candidates in the pipeline, especially those using social networks.

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Candidate Relationship ManagementWhen candidate relationship management tools were added to ATSs in the mid-2000s, they gave recruiters a new way to communicate with and manage relationships with potential hires. Recruiters were able to organize job leads, enhance the candidate experience and build real relationships.

Recruiters are able to do all that even better today just by the sheer nature of social networking. When you consider that companies report that they are using three or more social networks to recruit candidates,1 what recruiters end up with is a lot of candidate relationships to maintain, track and manage.

The Aberdeen Group reports that organizations with formal CRM processes that also use tools to manage and track all candidate communications are 40 percent more likely to be best in class, compared with organizations with a formal CRM process but no CRM technology.2

To find today’s best passive and active candidates, ATSs need CRM features that allow recruiters to spend less time searching through emails and spreadsheets for lead information. Recruiters need a more efficient way to grow the company’s relationships with all the candidates in the pipeline, especially those using social networks. Recruiters need a CRM that doesn’t allow top prospects to slip through the cracks or go to competitors.

Great Moment No. 4

1 Social Recruiting Survey 2011. Jobvite.

2 Aberdeen Group. Talent Acquisitions Strategies 2010: Candidate Experience and Relationship Management Come of Age. August 2010.

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Interview and Offer ManagementWhen interview and offer management tools were thrust into the mix of ATS features in the early 2000s, they made the process of sorting through résumés, ranking the best candidates, conducting interviews and hiring candidates easier to manage and quicker to do. This streamlined the process and allowed recruiters to focus on the quality of each candidate.

In the social web era, recruiters and candidates are connecting in different ways. Consider this: A recent report by Ventana Research found that 93 percent of surveyed organizations are actively using social media to recruit new employees.1 If so many companies are using social networking to find candidates, consider the number of job seekers using social media to find their next gig.

When candidates find your jobs on social networks, you need a recruiting platform that’s socially integrated and that further streamlines every step of the screening, interviewing and hiring process. The upshot is greater efficiencies in removing paper-based systems and reducing siloed emails tied to the interview and offer process.

In the case of Shutterfly, the results have been a better candidate experience and an even more competitive employer brand. They have also reduced the time and cost of hiring new employees in their organization — simply by having an ATS that’s socially integrated and able to automate the screening, interviewing and offer process.2

Great Moment No. 3

1 Ventana Research. Social Media in Recruiting: Using New Channels to Source Talent. November 2011.

2 Jobvite. Shutterfly Customer Testimonial.

Ventana Research recently found

that 93 percent of surveyed

organizations are actively using social media

to recruit new employees.

Learn More Watch a Live Demo

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Not all of today’s ATSs have automation for social recruiting strategies.

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AutomationWhen automation found its way into the hands of recruiters in the mid-1990s, it was love at first click. Everything from workflows to source reporting became automated overnight. Automation has attained a certain ubiquity because it’s on every piece of recruiting technology in the market.

For today’s social web, not all of today’s ATSs have automation for social recruiting strategies. Sure, your recruiters still need automation for creating workflows, posting on job boards, managing candidate relationships and reporting sources. But what about publishing jobs, sourcing on over 300 social channels and tracking candidates every step of the engagement?

The best of both worlds in finding today’s passive and active candidates is automation for an entire social strategy and for all of the traditional functions found in an ATS.

Great Moment No. 2

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Social IntegrationSocial integration is a new term for ATS. When it came to ATSs in the mid- to late 2000s, recruiters were elated to have tools that integrated their growing social recruiting strategies with their legacy. Unfortunately, many ATS vendors’ social integration features are cumbersome because they’ve been tacked onto legacy systems. It’s what Naomi Bloom calls “technical debt,” which is technology built on outdated infrastructure and badly written code.1 These systems — and their social integration — lack the technical architecture and intuitive functionality that today’s technology users and job candidates have come to expect.

With more and more social networks, online communities and blogging platforms growing exponentially across the Web, recruiters would opt for an easier, simpler system with which to manage all their hiring processes anywhere, online, across the globe.

With social networks becoming the key advantage to growing referrals — the highest-quality, lowest-cost source of hires — companies are latching onto a more social ATS. Companies like Yelp, TiVo and Kosmix are reducing the cost per hire and increasing hire quality by growing referrals to the tune of 35 to 67 percent across their organizations.2 In fact, many companies working with Jobvite report that their best outside talent comes from referrals.3

With complete social integration and social innovation in your hiring machine, you stay ahead of your competition in the war for talent, elevate your hiring efficiencies and increase your recruitment effectiveness like never before.

Great Moment No. 1

1 The Scourge of HRM Software — Technical Debt. In Full Bloom. November 14, 2011. http://infullbloom.us/?p=2337

2 Jobvite. Yelp, TiVo and Kosmix Case Studies. 2010.

3 Social Recruiting Survey 2011. Jobvite.

With social networks becoming

the key advantage to growing referrals,

companies like Yelp, Shutterfly,

TiVo and Kosmix are latching onto a

more social ATS.

Learn More Watch a Live Demo

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Thank You!We would like to thank you for taking the

time to experience the 10 Great Moments in

ATS. We hope you found it entertaining and,

most of all, informative.

If you’re interested in seeing how the ATS

has evolved into a social and innovative

force to be reckoned with, we’d love to have

that conversation with you.

Jobvite has developed a platform that

integrates applicant tracking, social

sourcing, recruiter CRM and advanced

recruitment analytics to help you take your

recruiting success to the next level —

today and tomorrow.

Ready for an ATS made for the social media era? Let’s talk.

Watch a live demo

Take a tour

About JobviteJobvite is the leading recruiting platform for the social web.

Today’s fastest-growing companies use applicant tracking, recruiter CRM and social recruiting software

solutions from Jobvite to target the right talent and build the best teams. Jobvite is a complete, modular

Software-as-a-Service (SaaS) platform that can optimize the speed, cost-effectiveness and ease of

recruiting for any company. On the Web at www.jobvite.com or contact us at 1-855-294-8916.

• Findoutmoreabouthowwe’vehelpedgreatcompanieslikeTiVoandYelp

get results through social recruiting.

• Seeforyourselfwhatourcustomersaresayingaboutus.

• Scheduleafreelivedemonstration.

Leading companies use Jobvite as a strategic advantage to fuel growth.

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