How are you doing applicant tracking?

Recruiter Box LogoI have spent a large part of my career involved in recruitment, working in a corporation and advising clients on the process. I am frequently asked if I have a recommendation on the best software to track applicants. There are still a good number of companies using spreadsheets and email folders to keep track of who has applied, when they applied and whether or not they still need to receive a response. Speaking from personal experience, this is not the best way to keep track of the candidates that have applied for your jobs.

What is the best way to track applicants?

Obviously in today’s world you want to get beyond spreadsheet tracking. It is not a good method even for small companies. There are applicant tracking systems (ATS) that do so much more than just catalog your candidates.  They respond to candidates, which is a huge issue when it comes to candidates… and a load of work if you are doing it yourself. The good ATS’ allow managers to be part of the process, thus enhancing communication and again taking a large load of work off the plate of the human resources department.
As a result of constantly being asked questions about good ATS’, I started visiting booths at tradeshows and reading articles on these systems. The problems with determining a “best” solution are the variables that are involved, the foremost of which is that there are well over 200 systems available. Some are designed as standalone systems and some are designed as part of a larger Human Resources Information System (HRIS). Some are complicated and require a great deal of training to use, while others are fairly intuitive and easy-to-use. So I can’t really tell you which ATS would be best for you without knowing the variables involved. However, I can tell you about a very good one I have come across.


Since I have written about the recruitment process and the use of ATS’, I was asked if I would be interested in taking a look at Recruiterbox. I took a quick glance and decided fairly quickly that it warranted a closer look. This video alone was enough to pique my interest. Let me share with you some of the reasons I think Recruiterbox is a system worth looking at more closely if you are in the market for an ATS.


There are some significant features. I won’t cover them all completely, you can do that by going to the “Features” page, but I do want to highlight some that I think you definitely need to know about.
Handling resumes– Recruiterbox lets you collect resumes (in any format) from attachments that are sent in emails. It will detect if you have any duplications, which happens often. You can search the resumes and you can create candidate profiles by extracting information from those resumes. If you have some that you have been saving you can even upload those resumes into the system.
Applicant tracking- Obviously an important feature of any ATS is its ability to search the resumes for phrases and specifications. Recruiterbox has that capability. It also tells you where every applicant is in your recruitment process. It also allows you to create questionnaires in order to further gather candidate information. Recruiterbox also tracks all communication with the candidates – even if multiple people are communicating with the candidate.
Managing your career site- Recruiterbox allows you to create custom applications and presents you with a customizable career site to display your opening.
Collaboration- Recruiterbox allows you to collaborate with team members in the recruitment process. Managers and other employees who participate in the recruitment effort can all use this tool and share their impressions, ratings and notes with everyone else in the process. Different team members can be assigned different roles in the recruitment process, and the hiring managers have the opportunity to follow the progress of the candidates they are interviewing. This is a huge time-saving opportunity for HR.
Candidate response- One of the biggest complaints candidates have about the recruitment process is the lack of response from companies. They are left in limbo and they hate it. Recruiterbox can automate the response effort ensuring each and every candidate gets a notification of their progress in the hiring process.
Expanded capabilities- Everyone today understands the importance of social media in recruiting. Twitter, Facebook and LinkedIn are all powerful tools that are used to help companies find talent today. Recruiterbox allows you to post openings directly to your company’s social media sites without extra effort – again, saving HR a great deal of time. It also allows you to post to the big job boards and job sites such as Indeed and Glassdoor.
Reporting- For those of you that like to create Excel spreadsheets you can do this with Recruiterbox. It also allows you to be EEOC compliant.

Reviews and conclusion

The reviews of Recruiterbox have been pretty good. One hallmarked trait is that it’s both easy-to-learn and easy-to-use. This means the startup time is shorter. It also gets good marks for the fact that it is cloud-based thus allowing maximum freedom for users, both internally and externally.
It is a very good system in both my opinion and others. If you are in the market as either a first-time ATS user or you are looking to get rid of a clunky system, then take a look at Recruiterbox.
Full disclosure: This was sponsored post. However, I would not have reviewed the product or endorsed it if I did not feel it was a good product worthy of your consideration.

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