Question:
How To Utilize A Recruitment Software For Reaching Inactive Applicants Through Social Media?
Answer:
The thesis study is based on “How to utilize a recruitment software for reaching inactive applicants through social media”. Online recruitment is about getting of quality candidates as well as creation of connections with them. The social media is such that persons can able to hang out by means of online to precise of ideas as well as interrelate with each other’s. Average internet users can use of more than 5 social media accounts. Therefore, social media sites develop a focal point aimed at interacting with others online (Elsayed, 2016). The research is basically conducted on reaching of active as well as passive candidates those are looking for job throughout use of social media platforms such as; Facebook, Twitter and Instagram. The Applicant Tracking System (ATS) is such a software application which allows electronic management of the recruitment requirements. ATS functions can facilitate process to recruit, cover of opening process as well as coverage of job positions. The function of ATS is to filter of criteria base line as per requirements of campaign (Valente et al., 2015). The main objective of this study is to select of profiles which can best suit with campaign of hiring processes.
The aim of this thesis study is to apply of technology in to the recruitment process. The study provides importance of social media platforms which are used to generate incomes and gain lead positioning into the market. The company should develop of social media recruiting strategy as a way to find of candidates those are not searching for the jobs. Social media platform becomes popular destination for people to recruit and hire of candidates for the company. Following are the objectives of this particular thesis study such as:
- To search for active and passive candidates those are looking for job throughout social media platforms
- To analyse use of ATS functions for coverage of job positions
- To select of profiles best suited for hiring process through social media platform
- To analyse time taken by start-up company in hiring process using ATS
Following are the research questions which are analysed in this thesis study such as:
- How to use of recruitment software for reaching inactive applicants through social media?
- How companies use the social media to generate incomes and gain lead positioning in the market?
- How start-up should take more time in the hiring process using an ATS?
As the labour market are gaining of strength, therefore the recruiters are impending of possible employees on the social media. The recruiters are communicating throughout usage of social media sites such as Facebook, Twitter and Instagram. In order to become competitive into the candidate driven market, the companies should require to improve as well as modernize recruitment strategies to attract of passive candidates. In European countries, Facebook, Twitter and Instagram are popular social networks which are mostly used by the companies for recruitment and hire of inactive candidates those are searching for job (Ghosh & Sharma, 2017). First, the researcher have to understand with the recruitment efforts, then they can able to understand social recruiting which delivers of value to the business. Benchmarking is used as key metrics on existing sourcing as well as recruitment efforts. Right recruitment software application offers of accurate information. Social recruiting efforts are improved metrics over time and it can able to validate influence visually. The researcher analyzed that social networks are offered of powerful tool for the recruiters so as to reach with qualified candidates. Establishment of company by means of social networks provide many information about the company and potential candidates. The recruiters are used of social media sourcing to build for future roles as well as engage of passive candidates those are not applied for current openings (Pagoto et al., 2016). Among all the social media platforms, Facebook is popular social media network among the job seekers. Facebook is used of 79% of people online. On the other hand, 32% of people online are used of Instagram users and 24% of them are used of Twitter.
The basic aim for choosing this precise topic is the importance of social media platform in process of recruitment and hiring. The researcher also includes some practical case which reflect on global vision project to analyse how start-up contact to the ATS for a hiring process campaign to the final result of the project. ATS functions are applied on filtering of specific baseline as per requirements of campaign. The main purpose of choosing this thesis topic is to facilitate of process for recruitment and hiring of inactive candidates those are not searching for job. The importance of social media is also analyzed with real data for social media platforms like Facebook, Twitter and Instagram.
The researcher is highlighted of structure of this thesis study in detailed manner. There are five chapters which are main content of this study such as:
Chapter 1: Introduction
This chapter provides details on chosen thesis topic so that the researcher can comprehend key theme of research topic. The aim, objectives and questions are also stated to better acknowledgement of thesis topic.
Chapter 2: Literature review
In this chapter, theories and concepts are analyzed which help the researcher to understand the topic. The researcher tried hard to evaluate concepts behind usage of social media for staffing and hiring of inactive participants.
Chapter 3: Research methodology
The research processes and methods help to better gather of data based on selected topic. It also helps to guide of path which lead to better study and gather of details related to this study.
Chapter 4: Data analysis and results
Based on collected information, the researcher is opted to analyse sources such that proper results are generated. Data analysis are done with help of different methods that will assistance researcher to comprehend the topic properly.
Chapter 5: Conclusion and recommendations
This chapter presents entire view of this research topic such that the result will include of detailed overview of selected topic. Based on objectives, the researcher determines success level of this thesis topic and define linking the objectives respectively.
Lewis et al., (2017) stated that at the time of looking for new jobs, Twitter, Facebook are the last places which are expected to connect with the recruiters. Now-a-days, most of the recruiters are turned to the social media for finding of viable candidates to fill up with the job requisitions. The recruiting professionals such as in-house recruiters, recruiters effort at the third party providers as well as recruitment agencies are mainly focused on social media as currently the individuals are passing more time into social networking sites. The literature study is based on analysing the use of social media for generating of income as well as gain leads to positioning into the market.
Pucihar et al., (2018) analyzed that social media has pulled up most of the recruitment services. Valente et al., (2015) found that 37% of the recruiters are felt that primary sources to find talent is taken as social as well as professional media outlets. 26 percent cited of used of paid job boards, 11 percent are used of direct applications and 9 percent are used of sourced recruiters from the internal referrals in addition to percent are used of recruitment agencies as main source to find out talent. Brosseau et al., (2015) argued that among all those, social media is mostly used by most of the organizations. In this particular study, there of the social media sites are being analyzed such as Facebook, Twitter as well as Instagram. Among all this, in the year 2014, 37% cited that Facebook is mostly used as social media platform for recruitment of talent individuals and in next year, 35% of them cited the same. However, Twitter saws a decrease in its usage as 56% stated that they found a talent platform in the year 2014 to a drop of 37% in the next year. Instagram also gains a similar market in the same field to recruit of individuals based on their talent.
Klausen (2015) discussed that social media is changed to develop into essential part of the step method to recruit of talented person for the company. McRobert et al., (2018) stated that social media is such a way for the employees as well as recruiters to humanize along with create of personal impress on the candidates. It provides the candidates a competence for learning more about the company external towards the corporate website and provides the recruiters an enhanced idea to hire outside of the professional interview. Marsh, Cranor and Downs (2017) investigated that most of recruiters are relied on the social network as a way for reaching on the platforms they used more such as Facebook and Twitter. The recruiters are pinpointed area where the recruits are frequently active in addition then start discourse with them rather than drive throughout an impersonal emails. Elsayed (2016) noticed that candidates are mostly active on Facebook so that there are chances for them to see messages as well as respond greater. The recruiters are also able to notice that someone followed their company or not as well as favourites a lot of its content. In that particular case, the recruiter has found that somebody is interested for their company as well as they are also happy to hear from them. Sallis, Owen and Fisher (2015) pointed that most of the businesses are tried to assimilate of social media in the recruitment processes. It is all about making of social media for larger process. Pagoto et al., (2016) demonstrated that the job seekers as well as employers are required to take of social media recruitment to compete into the recruitment process market. The recruiters are required to know how to not to realize in addition to attach with the persons on the social media platform. Therefore, there is higher importance of social media among the recruiters.
Maher et al., (2015) stated that in the candidate driven market, the companies are required to improve as well as modernize the recruitment strategies to attract of most inactive and passive candidates. Smittenaar et al., (2017) concluded that the companies are utilized of social media for generating of incomes as well as gain of lead positioning into the market. There are some of best practices which have stronger recruitment strategies using of social media. The jobs have their specific skills requirements which are considered as good option to use of social media for recruitments. Generic job postings have thousands of resumes which are attracted most of the individuals to apply for the job as per their skills and knowledge. Hire Strategy employees are shared of connection to content on the social media plus email signature to segment with the networks. The recruiters are asked the applicants how they start the job posting in addition talking with the existing employees (Bail, 2017). In current era, most of the companies are used of social media to recruit of candidates, therefore it becomes a competition into the market that which company or business should give a best job posting and use of this social media site to recruit of inactive candidates. Lin, Warschauer and Blake (2016) analyzed that effective recruiters are treated the repetition on the social media as long play as well as shape of trust with the potential clients by not to ask of everything right away. When the recruiters can able to access of information about the inactive candidates, they should ensure to usage of that information for the hiring and recruitment process only.
Leonardi and Vaast (2017) stated that social media is totally changed the way the recruiters are interacted with the individuals and candidates and public. With an innovative way to approach, the marketplace becomes a key significant tool for the marketing, recruitment as well as hiring purposes. As long as social media is connected with the candidates as well as recruiters, there are also some drawbacks of social media in the process of recruitment (Middelweerd et al., 2015). The recruiters should also control over the social media, mainly when they are used it for the recruitment purpose. Negativity strike the social media from the outside sources, therefore both recruiters as well as candidates should be aware of its disadvantages when they are used it for effective purposes. Collins and Halverson (2018) provided a summary of social media recruitment advantages as well as disadvantages, along with how to achieve the explanations in a technique that it should provide assistances to the business. Advantages of social media are as follows:
Larger audiences: In addition to Facebook, Twitter has also 315 million of monthly active users, as well as Instagram has 500 million. Although creating of accounts into a single platform help the candidates to get their job posting from the company as most of companies are used of those three social media for experience to millions of people around the world.
Free to create: Fagioli, Rios-Aguilar and Deil-Amen (2015) stated that one of biggest advantage of social media are that it should be started free of cost. There are also paid advertising options into the social media platform. Therefore, selected social media platforms are greater tool to grow and reach the recruiters.
Encourage sharing: Fang et al., (2015) discussed that the single benefit of social media is capability to assistance from the followers. People are loved to portion of things with this particular network, therefore the companies are shared of job postings as per their company’s requirements.
Increase of positioning: In addition to all this, social media also allows to increase of brand reputation as well as positioning of the company in the market. It is kore than a recruitment pitch. Narasimha et al., (2017) stated that it is facilitated of two way communication which allows to build of strong relationships among the candidates as well as recruiters. It is also helpful to male confident in decisions to trust the business and encourage to choose the brand within future.
Valuable insights: The social media platform is used by the company to gain of valuable information of candidates which help them to recruit as well as hire of candidates. Burke et al., (2015) argued that social listening helps to discover how people are feeling about the company as well as brand (Kosinski et al., 2015). With this social listening, it is uncover of conservations about the business.
Among the advantages of social media, there are also disadvantages of social media while it is used for recruitment purpose such as:
Negative feedback: Social media users consist of free rein to post, therefore it signifies that pleased customers can consent glow reviews on the pages of the company and their recruitment process (Lam et al., 2015). This negative feedback would hamper the brand and loyalty of the business organization.
Stolen of information: It is not easier to catch into the social media as well as post which of the business is really exist into the market and which businesses are providing of fake advertisement of job (Smith & Treem, 2017). Therefore, sometimes, it is possible that the candidates are caught into fake business organization and that organization should take all the personal and sensitive details from the candidates and missed used it for other purposes.
Time sensitive: It is also taking lot of time as well as effort to main of interactive social media presence into the market.
Lewis et al., (2017) stated that none of the business can able to reach its potential without employees, as well as recruitment of right people have an influence on the entire achievement of business. At the time of hiring for new job openings, it is ensured to reach best possible applicants. In current era, it is required to be focused where it is actively searching through online method. Pucihar et al., (2018) argued that search engines, online job boards as well as social media platforms such as “Facebook, Twitter as well as Instagram” made easier than to find as well as apply for the jobs. There are various digital channels which are used to reach the job seekers, promotion of new positions as well as attract of top applicants. There are three types of digital media platforms which are categorized as follows:
SEO: Gilbert et al., (2015) discussed that most of the job seekers are used search engines such as Google to research the opinions, so SEO is considered as important part for the digital recruitment strategy. Cooke and Jones (2017) argued that SEO is a process to improve page of website such that it shows search results for particular keywords. It is considered as effective strategy for the marketing campaign, but for recruitment purposes, it is focused on efforts to optimize of searches related to employment within the industry.
Online advertising: Online advertising is provided on the social media for the recruitment purposes. Facebook and Twitter are used by the companies to find as well as recruit of top talent in the industries.
Website: SEO is designed in order to attract potential candidates to particular pages on the website. The website pages are required to provide compelling information about the company as well as job opportunities. Schoeppe et al., (2014) suggested that website pages are used of employment page to link to other pages of the company’s history, mission as well as job related details.
In this particular section, the researcher is investigated on use of technology for the recruitment process. Therefore, Applicant tracking system (ATS) is used as a technology in most of the companies to recruit and hire of applicants. ATS is used as recruitment software for modern workforces with a company. ATS is managed recruitment process by collection as well as organizing information related to applicant. This system is used in recruitment as well as hiring of new candidates. By use of ATS, the recruiters are reduced time spent reading resumes as well as screening the potential applicants. ATS is assisted to posting the positions to the job boards as well as interacting with the candidates. Shang, Wu and Li (2017) stated that ATS stores information of applicant into centralized system to record so that the candidate information are retailed until relevant information are becoming available. Middelweerd et al., (2015) argued that it is implemented by the HR department to boost efficiency throughout the hiring process along with simplification of qualification of the candidates. Brem and Bilgram (2015) concluded that ATS is used as integrated “HR management suite” which is also integrated as on-boarding software along with recruitment marketing software for talent acquisition suites. ATS product must post the jobs on websites of company and job boards. It also collects as well as screens of resumes and attachments. It also managed the candidates with customer workflow and enabled of communication among the hiring manager as well as candidates.
Crall et al., (2017) discussed that the employers are used of applicant tracking system as it helps them to save as well as help to stay organized. With the system, there are no such risks of the employer delete the email contains resume of the applicant of company wants to hire as well as misplace a file. ATS is made easier for the employers to keep tabs on hiring processes and communicate with the applicants directly. Narasimha et al., (2017) argued that the system is being used by the organization to receive the applications, but the smaller businesses can used it. The companies are used of software applications for keeping track of information on the customers, use of software for organizing the information on the employees makes sense for the employers. Kudaravalli, Faraj and Johnson (2017) explained that from the job advertising towards interview of candidates, ATS are being packed features designed for streamline with the recruitment and hiring processes. Following are some of the features of ATS which are categorized to view which of the ATS are most useful to recruit as well as hire of candidates such as:
- With online ATS, the company can able to succeed hiring process from anyplace. After signing up for the service, there is access to the software when there is internet connection as well as browser from anywhere within the world (Maher et al., 2015).
- The company should always work with latest version of software. The software vendor should fix issues as well as releases updates on regular basis. The company should sign up with those who does have regular updates.
- ATS is easier for remote employees for accessing in addition using the software online. When there is one or more remote staffs in the world, then there is access to the information always (Crall et al., 2017).
- It is easier for the candidates to entree to the online job postings on career portal as well as job boards.
- ATS should create of tradition applications for the jobs. When the applicants are applied for the jobs, then there should be capture of additional information which help to filter the candidates.
- With a proper notice, the company can cancel anytime. It is a biggest feature as the cost is not fixed (Smith & Treem, 2017). When the start-up businesses are running into lack of cash, then they can cancel the service anytime.
- There is also addition of users as there is increase as well as decrease into team and the company should pay only for number of users those are currently used that system (Pagoto et al., 2016).
- There is no requirement of server hardware for hosting online ATS.
- There is no requirement of IT staffs for administration of the ATS unlike the desktop based ATS.
Collins and Halverson (2018) stated that for the start-up enterprises, ATS comes as part of HR suite and information system. It is due to the fact that there are also tool which are used for recruitment specific to the company’s requirements. Apart from all this, medium to large companies are used of open source as well as cloud based versions of solutions as it is comes with more functions as well as maintenance free. The initial function of ATS is come up with single location for the recruitment purposes and processes of organization. Marsh, Cranor and Downs (2017) discussed that it is aided with HR personnel to manage of resumes as well as applicant data that are captured from website of company and from applicants on the job boards such as Facebook, Instagram as well as Twitter. ATS developers are assisted of the businesses into data migration processes. For the cloud based software, there are third party applications which are allowed for integration with ATS software. Fagioli, Rios-Aguilar and Deil-Amen (2015) argued that the solutions are such that it allows jobs to post where the applicants can view all of them. The benefits of ATS are used to increase of applicant tracking software into Paris where are seen to be continued in future. Paris market for the software is forecasted to grow at cloud based ATS and there is also growth of use of social media for recruitment processes. Lewis et al., (2017) explained that there are also constant innovation which drives of development, more as well as more HR managers embrace the tools as recruitment platform.
According to Smittenaar et al., (2017) apart from its importance into the recruitment process, ATS is not inadequate to data mining as well as gathering capabilities. ATS should improve workflow throughout automation of recruitment processes. It is used to analyse as well as coordinate of recruitment efforts that can improve the process. The ATS solutions can manage of human capital, allows the organization to present opportunities into internal applicants before it attempts to recruit the outsiders. Pagoto et al., (2016) stated that ideal candidates are identified throughout existing information and external means. ATS is provided the users with absolute control over the employee information. The data are managed as well as shared from the single space. It helps the HR department into processes like on-boarding, training of staffs, promotion along with succession planning. Kosinski et al., (2015) analyzed that recruitment processes are streamlined, which reduce the costs from recruitment, interview, and hiring. ATS is useful to measure performance of worker. Its functionality helps the managers to identify top performing employees while pinpoint areas that are required to improve. ATS solutions can aid to engage the staffs throughout performance metrics that are used to set the goals. Throughout the ATS, compensation of employee are provided to the employees those can reach target, thus motivated the staffs. Therefore, this particular practice is useful into talent retention. Maher et al., (2015) expressed that employee development is other area where this software is useful. It is promoted of employee engagement as well as career growth. ATS helps in succession planning by monitoring of talents as well as identifying for leadership positions which is required for company’s growth.
This particular chapter is provided of an overview of research philosophy, design as well as methodology for undertaking and understanding of use of recruitment software to hire of inactive applicants by use of social media. This section also provides of methods as well as principles designed and investigated the selected research topic. It ensured to provide of integrity of data gathering processes, with results of valid as well as accurate results. The social science research is attempted for explaining of social phenomenon (Lewis, 2015). It is being achieved throughout number of approaches, such as positivism that is strived for identification of causes as well as effects through the research objectives study for certain variables. The researcher searchers for tools which are required to gain desired research results that are well-designed to make influence to existing body of knowledge about the selected research area (Brinkmann, 2014). In this particular study, the investigator is used of positivism research philosophy, descriptive research design, inductive research approach, secondary data collection method in addition to qualitative data analysis methods. Those methods will help to better understand the selected research topic along with understanding of theories and concepts related to recruitment of candidates through use of social media.
Mackey and Gass (2015) stated that research philosophy is helping the researcher to select particular nature, sources while development of information as well as knowledge needed to conduct this particular research study. The philosophy is also adopted of different assumptions that are required to conduct the study. It also reveals nature of the study with understanding of the study. There are two types of research philosophy such as positivism as well as interpretivism. Ledford and Gast (2018) stated that positivism is aligned with ontology of the objectivism, while interpretivism is taken as corresponds with the ontology of the constructivism. Brannen (2017) argued that knowledge related to positivism is being observed by senses and it is measured in addition to documented. Positivism is selected for this particular study as it is utilized of such methodologies which are required to have qualitative collection of data with aid of the theoretical analysis. The researcher analyzed that this type of research philosophy is critical to explain in precise manner. It is due to reasons that there are vast differences among settings where this philosophy is used. Gall et al., (2014) explained that it is based on idea that science is a way to learn about truth. It is also seen that positivism is focused on business related studies. Weber (2017) concluded that positivism is adhere to view that factual knowledge are being gained from the observation includes of measurement. Into this study, the researcher is being independent form of the study. McCusker and Gunaydin (2015) assumed that positivist approach is independent of research and it is totally dependent on the objective.
Walliman (2017) stated that research approach is integral part to understand selected research topic. It is outlined the techniques which are used into the study approach to review importance of this research study. It is introduced of issues into the study to the researcher which are being solved with use of possible solutions. Wiek and Lang (2016) discussed that research approaches are the plans as well as procedures for the study which helps to gain of knowledge as well as assumptions related to detailed methods of collecting data, analysing of data and its interpretation. There are two types of research approach such as inductive as well as deductive research approach. Differences among two of the research approaches are that deductive approach is designed on testing theory along with inductive approach is being worried with generating of innovative theories emerged from the data (Dang & Pheng, 2015). Deductive research approach is being used. It is related to concern with development of hypothesis based on the exiting theory in addition to design of research strategies to test of the research hypothesis. Inductive approach is used of research questions to narrow down the scope of this study. In this particular study, inductive research approach is used which is focused to explore of new ideas as well as research phenomenon from various perspectives. Inductive approach is basically related with the qualitative research while deductive approach is related with the quantitative research (Bulmer, 2017). The inductive approach is related to the research literature study. Therefore, this research approach is suitable for this particular research study.
Mayer et al., (2014) analyzed that application of detailed research design will help the researcher to develop of framework required to collect and gather of data for this study. Use of proper process of the research design will reveal the pattern along with sources of data collection needed to complete this study. Flick (2014) argued that proper selection of use of the data collection as well as analysis methods are allowed to conduct the study in detailed manners. There are three types of research design such as explanatory, exploratory as well as descriptive. Explanatory is conducted of the research problems which was not researched properly and there is generation of operational definitions as well as provided of better researched models. Gray and Malins (2016) stated that it is mainly focused on explaining of the research aspects in detailed manners. The researcher is started with general ideas as well as uses of research as tool which lead to subject which deals in incoming futures.
Exploratory research design is defined as preliminary research into the imaginary as well as theoretical ideas. The researcher has some idea and observed something which seek to understand about the researcher. This type of research design is attempted to lay groundwork which lead to future studies and determine an observation which are explained in form of theory. This type of research is laid an initial groundwork for the future research (Ledford & Gast, 2018). Descriptive research design is about establishment of newly explored requirements and analysis of more information. It is attempted to explore as well as explain of ideas that is provided of additional information about selected research topic.
In this particular study, descriptive research design is used as it will explain the research topic more in details as well as expanding of an understanding of selected topic. Therefore, this type of research design is suitable for this study.
The data collection procedures are of two types such as data collection and data analysis methods. First, the research explained the types of data collection methods which are suitable for this particular research study. The data is being collected from various sources of data. The data is being collected from primary and secondary sources of data which are recorded as well as obtained throughout interview, downloads from the online sources along with reading of documentation. Data collection are defined as methods which are used to collect of data from two means of methods such as primary as well as secondary data collection methods. Primary data collection is such a method where the data are collected from the individuals and research participants through use of survey, questionnaire and interview methods. Therefore, the data collection is process to gather as well as measure of information and targeted variables in established systematic manner which enables to provide of relevant questions along with evaluate of research outcomes. In this particular study, secondary data collection method is used for collecting of information from media, news articles, journals as well as market researchers. The research study is being utilized of secondary data for the literature review to determine of usage of recruitment software for inactive applications hiring throughout use of social media (Ledford & Gast, 2018). The secondary data are collected by the researcher and provided of context as well as theoretical underpinnings for the study. It is also provided of supporting data for clarification of the research objectives as well as formulation of the research instruments to collect of the primary data. The data are collected from external materials such as media, news articles, journals as well as market researchers for the recruitment software.
The research data analysis is revealed with a format to conduct an analysis of selected research study. The data analysis is such a process which is used to inspect, transform as well as model of data with goal for discovering useful information as well as supporting of decision making. It is such a technique which is used to focus on modelling as well as knowledge discovery for predicting the descriptive processes. The data analysis is focused on discovering of new features into the data while confirming as well as falsifying the existing hypothesis (McCusker & Gunaydin, 2015). There are two main types of data analysis methods such as qualitative as well as quantitative which are subjected to underlying arguments about merits of objectivism. Qualitative data analysis is involved of such data that are structured as well as it is numerically represented. Quantitative data analysis is argued that social phenomenon are used of testing for the empirical data into scientific researchers. It is argued to have numerical data which are generalize and predicted in larger sample sizes. In this particular research study, qualitative data analysis method is used which is provided an understanding as well as explaining of social phenomenon. Gray and Malins (2016) investigated that this type of data analysis is provided of information related to individual cases, offered rich understanding of the individual’s personal meanings. It is difficult to be implemented for larger amount of populations.
The researcher those are involved in this particular study are associated with independent studies are required to follow of typical code of ethics while conducting work into this research study. According to Mayer et al., (2014), the ethical code of ethics are facilitated of process to distinguish techniques as well as processes which are adapted to perform of research work from those it was not utilized. Following are some of ethical research principles such as:
Application of data: As per McCusker and Gunaydin (2015), the data those are collected from the research work are helpful to gain an insight into domain such as aim to arrive with a conclusion to the research study based on facts as well as figures which are revealed from the data analysis. The researcher is adhere to principles of research data under no circumstances it would utilize of commercial purposes.
Anonymity of candidates: It is mentioned that entire research study is based on analysing of recruitment software for the inactive applicants those are used of social media. Records to contain of particular information is included of identification of applicants those are commented to analyse of recruitment software helpful to recruit as well as hire of individuals those are fallen to mishaps. The personal information of candidates are not shared with others and there are lack of possibility to stolen of information.
Due to lack of time to conduct the research study, the researcher is faced time constraint so that details research is not done on analysing different recruitment software used to hire of inactive applicants. There are also budget constraint so that due to lack of resources and fund, the researcher is not able to perform a detailed analysis and no performing of primary data collection by survey and interview method. However, there are lack of statistical analysis of data so that the researcher is not able to gather of statistical data on use of social media by the candidates to apply for the job and data on the company’s use of social media to recruit and hire of candidates.
| Main activities/ stages | Week 1 | Week 2 | Week 3 | Week 4 | Week 5 | Week 6 | Week 7 |
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| Forming a plan on the research study | ü | ü | |||||
| Selecting of research methods suitable with the research topic | ü | ü | |||||
| Collecting of secondary data | ü | ü | |||||
| Analysis of data | ü | ü | |||||
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| Conclusion based on research study | ü | ||||||
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| Final submission | ü |
In this particular chapter, the researcher is trying to display data analysis of use of recruitment software in the company to hire of inactive applicants through use of social media sites such as “Facebook, Twitter and Instagram”. In this particular study, qualitative data analysis is used which helps the researcher to do research for increasing quality of the information as well as making better analysis and conclusion towards selected research topic. Weber (2017) pointed that the data analysis helps the researcher to implement of theoretical knowledge into the practical application. Brem and Bilgram (2015) stated that data analysis is involved of complexities as well as limitations like data manipulation. Role of recruitment software into the hiring as well as recruitment of candidates are evaluated into this particular chapter to review if social media is best platform for hiring of applicants or not. The researcher is gained of information connected to this topic and examine findings to add of rationality in process of collecting of data. The researcher is considered secondary data collection process to collect of data with detailed information which is removed with precise research work.
This section is aimed to explore as well as discuss of possibilities to apply of qualitative analysis as interpretation method into case study research. This particular study is discussing about a case study of Paris Company which is used of recruitment software or ATS as a medium to hire and recruit of applicants for their company. The case study research is taken as research strategy in qualitative social research which is being presented into this section. Crall et al., (2017) argued in errand of case study research as the research strategy as well as analysis as process of examine of data materials as well as seek for encouragement to integrate of qualitative content analysis into data analysis into the case study research.
This section is analyzed and investigated of various top ATS which are used by the companies. The study is mainly reflected on global vision project of how the start-up company of Paris is using of ATS for the hiring process campaign to final result of project. The selected start-up company of Paris is Osones, which is a system integrator firm based in Paris. The field of expertise of this company is software architecture design, set up as well as managing of infrastructure- as-a –service with use of Amazon web services. SmartRecruiters are positioned as leader in the market for modern applicant tracking system. The target audiences of ATS are projected new hires, people those are involved in admin, recruiters, hiring manager, investors and others. At the time of selection of ATS, it is required to review needs of start-up along with its constraints such as ease of use, cost, easy integration, search capability, integration with HRIS, and analytics. Best ATS for this start-up company are as follows:
- Zoho Recruit
- Recruitee
- iCIMS Recruit
- Jobvite
- Greenhouse
- SmartRecruiters
- RecruitBPM
- Alongside
- Freshteam
- BreezyHR
A comparison table is provide for all the above mentioned recruitment software based on its rating, pricing and some features such as sourcing, candidate management, recruiting and on boarding and platform.
| List of ATS software | Rating | Pricing | Sourcing | Candidate management | Recruiting and on boarding | Platform | ||||||||||
| Social sourcing | Job posting | Candidate search | Dashboards | Hiring process tracking | Applicant data management | Recruiting marketing | Job posting | Applicant tracking | Customization | Performance and reliability | Reporting | |||||
| Zoho Recruit | 4.4 | Enterprise-$50/recruiter/month | Standard edition-$25/recruiter/month | Free edition-$0 free for 1 recruiter | 80% | 85% | 84% | 86% | 85% | 86% | 81% | 84% | 89% | 84% | 87% | 83% |
| Recruitee | 4.4 | Enterprise- Custom | Corporate-$299 | Professional-$79 | 73% | 82% | 75% | 77% | 90% | 84% | 76% | 85% | 92% | 75% | 85% | 72% |
| iCIMS Recruit | 4.2 | – | High cost | Customer discount- Good | 83% | 90% | 83% | 84% | 86% | 82% | 80% | 86% | 89% | 83% | 86% | 83% |
| Jobvite | 4 | – | High cost | Customer discount- Good | 79% | 86% | 76% | 82% | 84% | 84% | 80% | 86% | 88% | 74% | 79% | 73% |
| Greenhouse | 4.3 | – | High cost | Customer discount- Good | 81% | 89% | 80% | 82% | 89% | 86% | 82% | 88% | 93% | 82% | 88% | 75% |
| SmartRecruiters | 4.1 | – | Medium cost | Customer discount- Good | 80% | 90% | 80% | 85% | 88% | 86% | 82% | 89% | 86% | 79% | 84% | 75% |
| RecruitBPM | 4.5 | – | Standard- Free | Premium- $29 user/month | 94% | 95% | 92% | 96% | 93% | 96% | 93% | 93% | 95% | 92% | 93% | 88% |
| Alongside | 4.5 | – | Medium | Customer discount- Great | 86% | 91% | 75% | 82% | 87% | 81% | 91% | 93% | 94% | 83% | 93% | 78% |
| Freshteam | 4.1 | Estate- $200 upto 50 active users | Garden- $100 upto 50 active users | Sprout- $0 upto 50 active users | 79% | 82% | 87% | 86% | 88% | 93% | – | 86% | 95% | 65% | 94% | – |
| BreezyHR | 4.4 | Bootstrap- $0 | Start-up-$149 | Business-$299 | 82% | 90% | 83% | 89% | 92% | 88% | 88% | 90% | 93% | 82% | 89% | 81% |
Zoho recruit: This ATS software is rated 4.4 out of 5. This ATS simplifies the hiring process by tracking of resumes and interviews. It is consisted of source better talent, tracking of candidate resume, interviews properly as well as good for hiring. It is provided of solutions to the recruiters as well as HR professionals. This platform is taking of in-house recruitment towards new level. It is making work uncomplicated by the process of sourcing, tracking as well as hiring of new people from one place.
Figure 4.1: Screenshot of log candidates in Zoho Recruit software
Recruitee: This ATS software is rated 4.4 out of 5. It is a collaborative hiring platform for the team of all different sizes. From the branding of employer, promotion of job, sourcing, applicant tracking, this recruitment software is helping the team to streamline the hiring efforts as well as effective while selection of right candidates. Recruitee becomes industry standard for the faster growing companies all over the world. From the posting of jobs towards management of candidates, it is saving of times as well as heling the team to grow faster.
Figure 4.2: Screenshot of extensive reports in Recruitee software
iCIMS Recruit: This ATS software is rated 4.2 out of 5. It is leading provider for the talent acquisitions solutions which help the business with top talent. ICIMS is empowered the companies for management of hiring processes into PaaS. It allows the employees to expand of capabilities of core talent acquisitions technology due to integration of larger partner ecosystem into talent acquisitions. Bail (2017) explained that this recruitment software is provided the customers with configurable applicant tracking system and also allows to store as well as track of profiles, an workflows into central location.
Figure 4.3: Screenshot of Onboard in iCIMS recruit software
Greenhouse: This ATS software is rated 4.3 out of 5. This software is delivering of complete solutions for hiring process and making of competitive advantage of the company. The company is used of this software for designing as well as automating the aspects related to hiring through the organization. It helps to compete as well as win for the top talent. Greenhouse recruiting as well as on-boarding along with CRM products bare drive of excellent candidate interactions at each point as well as elimination of administrative burden which keep a competitive positions into the market. This particular platform is helping the company to get better recruitment. It is helpful for recruit of better talent, interviews as well as get of data for improvement of business processes. It is also faster to take of recruitment decisions.
Figure 4.4: Screenshot of Candidate scorecards in Greenhouse software
Jobvite: This ATS software is rated 4.0 out of 5. Burke et al., (2015) concluded that it is a comprehensive as well as analytical driven recruitment platform which is used for the company those are hired of talent people easily in addition to effectively. Smith and Treem (2017) argued that this software is used for entire recruitment processes such as from sourcing towards on-boarding. It is comprehensive recruitment platform which can accelerate of recruitment with easy to use ATS, capabilities of social recruitment as well as recruitment branding solutions. It is considered as recruitment branding solutions and advanced analytics with integration with other HR systems.
Figure 4.5: Screenshot of homepage dashboard of Jobvite
SmartRecuiters: This ATS software is rated 4.1 out of 5. This ATS is used for higher performance organizations to make the best recruitment process. It has functionality to recruitment marketing as well as collaborative hiring built into modern cloud platform with third party recruitment services. It is such an applicant tracking system which provides a better candidate experiences, hiring of managers, use of the product as well as getting easier jobs for the candidates. This platform is created of talent acquisitions suite to make best hires. It is first generation ATS which provides amazing candidates experiences, hiring of managers want to use that product.
Figure 4.6: Screenshot of pipeline analytics in SmartRecruiters software
RecruitBPM: This ATS software is rated 4.5 out of 5. It is such a recruitment process management solution which can provide the user with the tools for making recruitment streamlined along with efficient. This platform enables the user to share of job posting on the social channels and listing to the job boards. It searches for the candidates by integration with the career sites. This software is also created of dashboards for tracking of candidate’s information such as recruitment pipeline, open positions and others. It tracks spot of candidates into the hiring processes. The data of applicant are stored which are accessed by various people into the HR team.
Figure 4.7: Screenshot of candidate management of RecruitBPM software
Alongside: This ATS software is rated 4.5 out of 5. It is a recruitment software which humanizes of online hiring processes by bridging of communicational gaps among the employers as well as candidates. There are various features of this software such as job advertising, branding of employer, social recruitment, and attraction of company to hire of qualified candidates into talent pipeline. The employers can able to improve candidate engagement as well as optimization of recruitment processes. This software is worked with customers across globe. It is popular due to job distribution among right candidates.
Figure 4.8: Screenshot of company dashboard in alongside software
Freshteam: This ATS software is rated 4.1 out of 5. The recruiters have idea how to find out the best candidates. It is based on scheduling of interviews, collection of feedback that is required to help with. Freshteam are such that it helps the recruiters to be focused more on the recruitment as well as operational tasks. The recruiters are created of job postings as well as share them into social channels such as Facebook, Twitter, Instagram and employee portals to attract of new talents. After rolling of the applications, the hiring team can view profiles and leave for the feedback such that recruiters can able to reach out the candidate. It is basically an android based application where the users view the job postings as well as profiles of candidate.
Figure 4.9: Screenshot of reports in Freshteam software
BreezyHR: This ATS software is rated 4.4 out of 5. It is an effortless end-to-end recruitment software. This particular software streamlines the entire hiring processes, provide more time to connect with the candidates by automation of manual tasks such as job postings, advertisement on the job boards, schedule of interview as well as follow ups. This recruitment tool is used by HR team to hire of more candidates from the employee referrals along with sourcing tools such as Facebook, Twitter and others. The recruiters as well as companies concluded that this platform is making of better hiring decisions within less time. It is a web based and end-to-end recruitment platform helps teams to hire of greater employees in less efforts.
Figure 4.10: Screenshot of reporting and analytics in BreezyHR software
ATS searchers the social media platform for people those are currently listed in and near Paris. The mentioned software are provided of job postings on news feeds sends, listing top users from the search. The users into the social media are invited to apply for the job, it is also allowed the companies to reach out people those are meet with baseline criteria for the job and those are in the area. When the person is employed and they are not wished to apply for the job, then they can able to refer peers to that positions. From the above analyzed data and comparison table, it is seen that based on rating, Alongside applicant tracking system and RecruitBPM are ranked 4.5 out of 5 as compared to other nine ATS software. The cost of this software is also medium with good percentile of features such as outsourcing, candidate management, recruiting and on boarding as well as platform. Alongside is mostly popular among the candidates and users as it is provided of better job distribution among right candidates. While RecruitBPM can provide the user with the tools for making recruitment streamlined along with efficient. Based on rating of 4.4 out of 5, the possible ATS comes are Zoho Recruit, Recruitee and BreezyHR. Zoho Recruit is taking of in-house recruitment towards new level while Recruitee is collaborative hiring platform for the team of all different sizes. BreezyHR is used within the company for hiring of more candidates from the employee referrals as well as sourcing tools.
Greenhouse rated 4.3 and it has higher cost with a good customer discount. This particular software is used for designing as well as automating the aspects related to hiring through the organization. iCIMS Recruit is rated 4.2 which is mainly used to provide their customers with configurable applicant tracking system in addition to allowed for storing along with tracking of profiles into the central location. There are two ATS software which are ranked 4.1 such as SmartRecruiters and Freshteam. SmartRecruiters are provided of better candidate experiences, hiring of managers, use of the product as well as getting easier jobs for the candidates while Freshteam helps the recruiters to be focused more on the recruitment by creating of job postings as well as sharing them into the social media platforms. In this software, there is no such features of recruitment marketing and job posting platform. Jobvite is ranked 4 with higher cost as well as good customer discount. It is such a comprehensive recruitment platform which can accelerate of recruitment with easy to use ATS.
Those software can able to post jobs on websites of the company as well as job boards. It is collected and screened the resumes for recruitment and hiring of jobs for the candidates. ATS software are managed the candidates with custom workflow and it enables the communication among the candidates as well as hiring manager. The best ATS products are determined by the satisfaction of customer as well as presence of market such as product scale, focus. With use of ATS, the users can measure performance of employee. The performance metrics can able to graph performance for the employees but also for leaders. It is provided of feedback to managers, which improve company’s leadership.
It is summarized that applicant tracking system (ATS) is such an application which enables electronic handling of the needs of recruitment. It is being implemented as well as accessed online on the enterprise and small business levels. It is based on requirements of the company along with there is free as well as open source software available. The mentioned software for the start-up company is designed for recruitment tracking purposes. It is caused due to adaption of resume optimization techniques which is similar to the search engine optimization when created as well as formatted of resume. The software can able to accept as well as store of information that job candidates input. It is designed for recruitment tracking purposes. The data are to be provided by the candidates for each positions that can easily reviewed by the employer’s recruiter and then involved into the hiring processes. The applications help the hiring companies to determine which the candidates are most qualified for the provided position based on criteria set by employer. The software helps the employers for each size efficiently as well as accurately identification of qualified candidates. ATS is available to the employer’s individuals those are involved into the hiring processes. Those software can deliver of accumulation of data such that the recruiters hire the managers as well as review of information, communicate with other, coordinate as well as schedule of interview and keep the process to be flowed.
It is concluded that ATS is used by the companies to manage of the job applications. ATS can read the resume of applicant and then rank as well as score qualifications as compared to description into the job. The ATS software is used for two of the reasons such as helping ease workload of the recruiters as well as hiring managers. Second is due to law. The companies those are using that software can provide of accurate recordkeeping as well as tracking the applicants. It helps the recruiters to hone into top candidates. It is organized as well as saved of resumes for later. The hiring manager is send of emails to the applicants to inform as it is not cutting and asking for the interview. The applicants can able to enter the data into ATS located on website of hiring company and extracted from the applicant’s information uploaded to the job boards.
Linking with objective 1: To search for active and passive candidates those are looking for job throughout social media platforms
Social media sites such as “Facebook, Twitter and Instagram” are used to search for the active and passive candidates by providing a job postings of the company. Through the job postings, when the candidates apply for the job, then the company checks their qualifications with their business requirements and call them to recruit and hire them. As most of the applicants are active into the social media platforms now-a-days, therefore it is selected as best way to recruit applicants based on their criteria. Online recruitment is taken as finding of best excellence candidates and creation of connections with them all. Social media is where persons can hang out online for expressing idea and interacting with each other.
Linking with objective 2: To analyse use of ATS functions for coverage of job positions
ATS is used by all size of the companies to hire throughout larger groups of the job applicants and then establish as well as contact the applicants. The main goal of ATS is act as tool designed for simplification lifetime of the hiring manager and recruiter. The system is calculated to examination for resumes the way a recruiter can hire the applicants through use of various ATS software. When the recruiter can receive stack of resumes, then it is best time to hire them based on business requirements.
Linking with objective 3: To select of profiles best suited for hiring process through social media platform
Social recruitment is recruiting the candidates by use of the social platforms as talent database and for the advertisements. It is used of social media profiles, blogs and internet sites for finding the information on the candidates. With engagement of people into the social media, it is investigated relevance to the process of recruitment. It is examined of platforms that are best suited to host the information related to job search help achieve of recruitment goals. Among the job seekers, Facebook profile is perceived as the social media platform. Twitter is taken as second profile and Instagram is taken as third platform.
Linking with objective 4: To analyse time taken by start-up company in hiring process using ATS
The start-up company is using of ATS to recruit and hire of employees for their company as it is considered as easier process. The start-up found the hiring of people starts with having reliable ATS. It is combined with sourcing as well as tools for the job posting plus there is ability to delve into the candidate’s in-app as well as track the recruitment performance in one place. With faster internal HR as well as recruitment analytics, the start-up companies are growing. The recruiters can reduce of hiring time by much as 20 percent and the company can also save of their start-up cost by use of ATS. The software can also analyse of resumes as compared to the job description and shorten of time it is taking before hiring process.
Following are some of recommendations which are suggested to use of recruitment software throughout the social media platform such as:
- With use of right ATS, the candidates should get and easier job from ATS posts jobs on free as well as based on paid job boards, website of the clients, social media sites with just by one click.
- The ATS should use in the future if it is provided of capability to schedule of interviews with top as well as deserving candidates. Schedule as well as timing of interview should be done in automated way based on convenience as well as suitability of the ATS.
- The recruitment software should keep in constant touch with the candidates on course of the recruitment process. The companies can able to easily track the candidates those are applied for the jobs those are posted into the social networking sites such as Facebook, Twitter and Instagram.
The research study is limited to the use of 10 applicant tracking software in the start-up company. Due to limited time, the study is based on analysing the features and rating of ten software those are mainly used. Therefore, in the future if the researcher should get time and budget, then a research should be conducted on other software also to analyse which of them should be suitable for the company to recruit as well as hire of inactive applicants through use of the social media platforms.
The use of social media as well as recruitment software for purpose of recruitment of candidates are at a high to expand more in the future. ATS is seem to be more revolving around the employment. It is drawing a line among the candidate applied as well as right candidate for job. In the future, the researcher is going to be more focused on use of other software in the researcher so that the participants can able to become familiar with other software also. In near future, the internet technologies can see of coastal development while access to kinds of resources will increase.
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