Applicant Tracking & Management System

How does an Applicant Tracking & Management System (AT&MS) make your job easier?

Having all your resumes and job applications in one electronic file:

• Eliminates filing.
• Enables you to retrieve information on any candidate in seconds.
• Gives you the opportunity to identify up to 3 jobs you would consider the applicant for (often helpful with hourly applicants and entry/mid-level management employees.)
• Collects your EEO data for you and provides EEO reports for audits.

All of these steps save you time.

How does an AT&MS save you money?

• Fill your jobs quicker. 20% of your jobs should be filled by applicants who have already applied to your company. (Every week a job is vacant your profits drop by 20% of the wage/salary for the job. $30,000 salary x 20% = Loss of $6,000 per week.)
• Reduce the number of ads you need to place -- and the number of resumes and application forms you need to review.
• Manage your applicants more efficiently.

How does an AT&MS work?

• Advertise anywhere, on the internet, in newspapers, or any other source.
• Collect all resumes and applications in one central file. You only have one system to work with.
• Manage your employment process from one location. Review applicants, rate them using a 5 point scale, request additional information, schedule interviews, make job offers, send letters, etc.
• Corporations can share candidates between properties to increase their recruiting efficiency.

Does our AT&MS provide EEO information and reports?

Yes.

• Each applicant is asked to provide EEO information.
• That information is provided any time you have an audit.

How do I justify the cost of an AT&MS? Will it really help us increase profits? Save me time?

• Each week a job is vacant profits drop by 20% of the salary or wage for the position. An AT&MS system reduces the time it takes to fill many of your jobs.
• An AT&MS system typically pays for itself in less than 3 months. The labor hours saved enable more time for training and motivating employees to improve service. You will also be able to fill many jobs quickly without advertising.
• An AT&MS system eliminates the time spent filing resumes and applications and lets you retrieve any resume/application in seconds. You can also sort resumes and applications to save you more time.

Where are resumes and applications saved?

Resumes and applications are separated and saved individually for each property and for each employer. Companies with multiple properties can share candidates between properties.

When can I access my resumes and applications?

24 hours a day, 365 days a year.

How long are resumes and applications saved?

2 years.

Can I advertise anywhere and still collect all my resumes and applications in one central location?

Yes.

Can I share candidates with other properties our company has?

Yes.

Can I restrict who looks at our resumes?

Yes.

How is EEO information collected?

Each time a candidate applies for one of your jobs they are asked to provide their EEO information and asked if they are willing to have a background investigation done.

How do I get an EEO report of specific applicants when I have an audit?

Call us at 253-851-6400 or 972-437-0900, or send us an email.

Job Board Advertising

Why do employed job seekers choose Hospitality Online?

• Confidentiality.
• They know Hospitality Online tries to attract the best employers, not the most.
• Information about jobs and employers is more complete and detailed on Hospitality Online than on any other niche site for our industry. Your property or company profile is attached at the end of each ad. We give job seekers all the information they need in one place.
• Hospitality Online only notifies job seekers about the exact jobs they are interested in, in locations the job seekers want, and at the salary ranges the job seeker is willing to consider. Hospitality Online doesn't waste job seekers time.

Why do Employers choose Hospitality Online?

• Professionalism.
• Our ability to screen out 90-95% of candidates before they apply. You don't want 100 resumes, you want a few qualified resumes.
• Over 400 job templates so employers can quickly create professional ads that will attract the best candidates. Post great ads in 5 minutes or less.
• Copy the ad you created on Hospitality Online and post it on any other job boards you use. Save time and present your ads the same way, everywhere.
• The ability to change your ads as often as you want. If your ad isn't getting the candidates you need within a week, edit your ad to attract more candidates.
• Automated email system so you can reach all the local recruiting sources close to your property or company, automatically every week. Set it up once, and then let our system work for you.
• Supplemental local direct mail ads directing local candidates to your ads on Hospitality Online. (Targeted direct mail instead of wasteful newspaper ads. Tied to your online ads so candidates know where you advertise online and start looking for your jobs.) Use this low cost supplemental service only for jobs you are having difficulty filling.
• Hospitality Online automates your internal job posting process to save you time. Employees can tell you exactly which of your jobs they are interested in, and request, that you notify them at home by email. Once set up, the process is automatic.
• Printable flyers updated automatically to include your jobs as you post them. Just print them off and distribute them.
• An online application form created just for the Hospitality Industry based on input from major hospitality employers.
• Automatic requests for EEO information and authorization to run references and background investigations each time a candidate applies.
• Automated candidate search of our database. Why waste time with searchable databases when we do it for you while protecting the confidentiality of job seekers?
• Real time statistics on each job. If your ads are not working, we want you to know so you can make changes. Our mission is to help you fill your jobs quickly, spending the least amount of time possible.
• Enhanced branding. Two ways: First, Hospitality Online has a reputation of attracting employers who demonstrate they care about their employees by creating complete, professional ads, and then courteously responding to applicants. Second, by adding your logos, profiles, and links. We provide you the tools to tell candidates why they want to work for you.
• Hospitality Online only markets to people who are currently working in our industry.

What are the advantages when a niche Job Board is part of an Applicant Tracking & Management System (AT&MS)?

• A job board connected directly to an AT&MS means you can post ads and manage the entire process from one site to save you time.
• Job seekers appreciate the seamless communication that occurs when a job board is directly connected to an AT&MS. (Job seekers only have to fill out information once.)
• Your employment process appears more professional.
• If your company already has an ATS we can direct applicants directly to your ATS system to save you time.

Why do employed job seekers prefer niche job boards?

• Employed job seekers prefer niche job boards that specialize in their industry.
• Employed job seekers prefer job boards that DO NOT have searchable databases. (The best job seekers expect professionalism. Job boards that have searchable databases jeopardize their careers.)

Why are people who are employed scared to use job boards with searchable databases?

• Would you take a chance on your boss learning that you were looking for a new job?
• Smart applicants understand that there is nothing confidential about searchable databases. Most employers can identify their own employees within a minute or two, even when the searchable database is supposedly confidential.

When should I use a niche job board?

When you need candidates who are working in, or have experience in the exact job you need at properties/companies of similar size and quality to yours.

What type of niche job board is best? (Industry vs profession vs region, etc.)

It depends on what job you are trying to fill and whether you can afford to relocate someone. Industry job boards are best when you need someone with experience in your industry. Job boards that specialize in professions, like accountants, are effective if you don't need experience working at hotels, restaurants, clubs, etc. Regional job boards that have jobs from many industries are when you are willing to hire and train employees who have never worked in your industry. Hospitality Online specializes in the hospitality industry. When you need to concentrate on people from this industry, but need candidates that are local call Hospitality Online and ask about a supplemental direct mail ad to maximize distribution of your ad within the local market.

When should I use job boards and when should I use newspapers or other recruiting methods?

Use niche job boards when you need candidates who have worked in the job you need. Newspapers can be effective when you need to hire a number of people who may never have worked in your industry. The same applies to the giant multiple industry job boards.

What do I do when my ad isn't working? Is it the ad or the job board?

1. Evaluate and edit your ad. Is your salary competitive? Have you overstated you job requirements (in effect scaring off candidates?) Are you advertising the job or did you "post and pray"? (Many employers are busy when they post their ads and they take short cuts and then forget to edit the ad. This is referred to as "post and pray." Good people who are currently working need to be encouraged to apply for your jobs.)
2. Are you use the Print Jobs Flyer and distributing it in your local supermarkets, health clubs, etc? Do you have at least 50 email addresses in your Local Recruiting Sources so they get automatically notified every time you advertise a job?
3. If your ad still isn't working after 2 weeks call us to see if a direct mail option to expand the reach of your ad will help.

Is it the ad or the job board? Niche, industry specific job boards typically generate good candidates if the salary is competitive and the ad is well written. When ads don't work, 95% of the time the problem is how the ad is written. Call us at 253-851-6400 or 972-437-0900 for pointers on improving your ad. When you use very small niche job boards or niche job boards that are very narrow in scope they may not attract enough job seekers. You will typically be most successful when you work with job boards, like Hospitality Online, that have hundreds of thousands of candidates registered. Job boards that are viewed by thousands of job seekers each and every day.

Last, make sure you use job boards that appeal to the quality level of candidates you need to hire. When you need candidates with four star background be sure to advertise on job boards, like Hospitality Online, that are used by many employers who operate four star properties.

How do I compare the results from job boards?

Based on how many candidates you telephone, interview, make offers to, and/or hire. The best job boards should only get you a few good candidates.

One company was comparing Hospitality Online to another big job board. The other job board was generating hundreds of resumes per job. We were only generating a few. The company asked us how to compare results. They found they hired 4 times more candidates and made 5 times as many job offers from Hospitality Online.

I've heard of hits and unique users. What are the job board statistics I should care about?

Neither is a good indicator. You are interested in job boards that generate candidates who have current experience at properties/companies of similar size and quality to yours.

The only job board statistics that you should care about are: How many candidates did I call? How many people did I interview? How many job offers did you make?

What is the best way to purchase ads on a job board?

An annual unlimited ad package on Hospitality Online is best for employers that plan on advertising hourly and management jobs and using the Applicant Tracking & Management System (AT&MS.)

Purchase ads one at a time when you average less than one job opening per month. Purchase 3, 5, 10, or larger ad packages when you need to advertise consistently. Or when you are a corporation purchasing ads for multiple properties.

When in doubt, call us at 253-851-6400 or 972-437-0900.

How long should it take to fill my jobs online?

Within 2 weeks you should have at least 5 candidates that are strong enough to interview. 84% of candidates apply during the first 2 weeks. If your ad has not generated enough good candidates within 2 weeks edit and make substantial changes to your ad or consider other recruiting alternatives. Need ideas? Call us at 253-851-6400 or 972-437-0900.

What are recruiting options when job boards don't work?

1. Supplement your online ad with the Print Jobs Flyer and Automated Local Email campaigns provided for free on Hospitality Online.
2. Use local supplemental direct mail or Securemploy Pinpoint Ads. (Call 253-851-7300 or 972-437-0900 for details.)
3. Consider newspapers if you are willing to train people who don't have hospitality experience.
4. If the vacant position has a strong impact on profits consider executive search or placement.

How do I know how long to wait for a job board to get me qualified candidates?

No more than 1-2 weeks. Ideally one week. If you don't have at least 5 candidates you have called within the first week, edit your ad to make it more attractive to candidates. Need help? Call 253-851-6400 or 972-437-0900.

How do I know how much a job should contribute to profits?

All sales jobs should generate profits equal to at least 10 times the salary and bonus for the job. Every year.

All other management and hourly jobs should generate profits equal to 5 times the annual salary or wage of the job. Corporate positions should generate profits equal to at least 10 times the salary and bonus for the job, the first year.

What are the advantages of searchable databases?

None, unless you are looking for people who are unemployed or who don't care if their current employer knows they are looking. Most employers tell us they can spot their employees on confidential searchable data bases in about two minutes. Smart job boards like Hospitality Online automatically do it for you when you post your ad. Why would you want to waste your time?

How many people should a job board have that are working in the exact job I'm looking for?

Now that's a tough question.

Your goal is to have 5-10 candidates that you want to call within 5 days. Evaluate your ad to make sure it will generate those 5-10 good candidates. Do your requirements make it possible to attract the right number of candidate's.

Example: An employer recently called to ask why their ad was not working. They needed candidates who were currently working at four star hotels. But then they indicated that candidates had to live within 20 miles of their hotel. The closest four star hotel was 100 miles away. As the ad was written, there were no candidates available. As soon as the employer expanded the geographical restrictions to 500 miles they started receiving candidates from four star properties.

How many candidates do you have in my region of the country?

This is another frequently asked question from employers who are trying to determine if we can fill their job. This is another question that doesn't have an easy answer.

The real key is how many people will read your ad, that have experience in the position you need, who will accept the salary you are willing to pay, who currently live reasonably close to your business.

Job boards can't really answer the above question. Hospitality Online has thousands of new candidates registering every week and hundreds of thousands of job seekers who have used us. The number of people looking for any given job in a given location changes daily.

Why does Hospitality Online concentrate on job seekers that are currently working?

Job seekers that are currently working typically have better career and job stability than job seekers who are unemployed.

How does Hospitality Online attract "passive" candidates? What is a "passive" candidate?

A passive candidate usually is employed and relatively satisfied with their current job. They are not generally looking but they will listen to opportunities that advance their careers. They rarely go to job boards. Hospitality Online allows them the opportunity to tell us exactly what they are looking for and then we only contact them about jobs that meet a minimum of 5 of the criteria they indicated as important to them.

Our word of mouth advertising and direct mail advertising programs are targeted to passive job seekers.

Why are passive job seekers important? Passive job seekers, on average stay with companies 3 years 7 months. Active job seekers average 15 months per employer. Passive job seekers work for employers almost 3 times longer.

Can I use my Hospitality Online ads on other job boards?

Yes. When you save your ad it will display a copy of your ad. At the top of the ad are instructions on how to copy and paste your Hospitality Online ad onto another job board. You can also copy the response link from Hospitality Online to other job boards. Why? So you can collect all resumes in one location and eliminate duplicate responses. Many job seekers are registered on more than one job board.

Can Hospitality Online have candidates directly apply to our own internal ATS?

Yes. If your company already has an Applicant Tracking System Hospitality Online can direct candidates to respond directly through your ATS.

What other services can Hospitality Online offer to help me find the best candidates for our jobs?

Support service employees at Hospitality Online have worked in the hospitality industry an average of 20 years. Recruiting is a small part of your job, it's 100% of our job.

We encourage you to call us when you have a recruiting problem, or when a job isn't responding.