Dear All,
I am working in an IT company and taking care of the recruitment process. However, we are unable to manage our database efficiently, so we are in search of recruitment software. Kindly guide me on the sources where we can track which candidates have already been interviewed and also maintain a pool of CVs, similar to what is done on job portals. We are looking for a simple and reasonably priced solution specifically for tracking purposes within our company.
Please help me with recommendations or suggestions. Feel free to contact me at the following:
Emmy - 9868758690
emmy.gilbert@itq.in
Thank you.
From India, New Delhi
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1I am working in an IT company and taking care of the recruitment process. However, we are unable to manage our database efficiently, so we are in search of recruitment software. Kindly guide me on the sources where we can track which candidates have already been interviewed and also maintain a pool of CVs, similar to what is done on job portals. We are looking for a simple and reasonably priced solution specifically for tracking purposes within our company.
Please help me with recommendations or suggestions. Feel free to contact me at the following:
Emmy - 9868758690
emmy.gilbert@itq.in
Thank you.
From India, New Delhi
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Hi Emmy,
Seeing your requirement, I have identified two key points:
a) You need a solution that will help you track the source of the CVs and keep track of interview assessments. This may include the workflow of the functional department creating a RFR and approving it. HR receives the approved RFR and creates a position notice for the same, specifying the selection stage owners, and finally sending it to consultants, publishing it on the website's careers page, and to the employees. If a candidate tries to apply for a second time, the system should take them to their existing CV and update it. There should be provisions to keep the database updated. The system should trigger emails to the shortlisted candidates informing them of the date and venue for the next stage. The system should not clog the mailbox of the HR manager with incoming CVs; instead, it should save them in a central repository for viewing by people in the organization based on their access rights. The system should be robust, flexible, scalable, intuitive, and require little or no user training.
b) Low capital investment and high ROI.
I represent a Delhi HQ Software development firm called Global Groupware Solutions Ltd. We are in the HRMS space with our flagship product called Smiles ERM. Our major clients include AIS Glass, GenesisPR, Hewitt, ICI Paints, Teletech (Bharti BPO), Indian Oil, Sony, among others.
Employee Acquisition is one of the modules of the solution.
You may visit or [link outdated-removed].
For companies that do not wish to invest too much in HR automation, we provide ASP service. Here the client rents the application from us. The application runs on our servers at a secure data center, and the client uses it over the web. This gives them the option of not investing in the IT infrastructure needed (database licenses, servers, etc).
The cost can be as low as Rs 25 per employee per month in some cases and go as high as Rs 150 depending on the modules selected (Rs 150 for complete Smiles ERM).
There is more than an 80% cost saving in deploying Smiles ERM as an ASP service.
If Smiles ERM excites you, please contact me.
Regards,
Saurabh Kalra
Key Relationship Manager
+91-9891713322
From India, New Delhi
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Seeing your requirement, I have identified two key points:
a) You need a solution that will help you track the source of the CVs and keep track of interview assessments. This may include the workflow of the functional department creating a RFR and approving it. HR receives the approved RFR and creates a position notice for the same, specifying the selection stage owners, and finally sending it to consultants, publishing it on the website's careers page, and to the employees. If a candidate tries to apply for a second time, the system should take them to their existing CV and update it. There should be provisions to keep the database updated. The system should trigger emails to the shortlisted candidates informing them of the date and venue for the next stage. The system should not clog the mailbox of the HR manager with incoming CVs; instead, it should save them in a central repository for viewing by people in the organization based on their access rights. The system should be robust, flexible, scalable, intuitive, and require little or no user training.
b) Low capital investment and high ROI.
I represent a Delhi HQ Software development firm called Global Groupware Solutions Ltd. We are in the HRMS space with our flagship product called Smiles ERM. Our major clients include AIS Glass, GenesisPR, Hewitt, ICI Paints, Teletech (Bharti BPO), Indian Oil, Sony, among others.
Employee Acquisition is one of the modules of the solution.
You may visit or [link outdated-removed].
For companies that do not wish to invest too much in HR automation, we provide ASP service. Here the client rents the application from us. The application runs on our servers at a secure data center, and the client uses it over the web. This gives them the option of not investing in the IT infrastructure needed (database licenses, servers, etc).
The cost can be as low as Rs 25 per employee per month in some cases and go as high as Rs 150 depending on the modules selected (Rs 150 for complete Smiles ERM).
There is more than an 80% cost saving in deploying Smiles ERM as an ASP service.
If Smiles ERM excites you, please contact me.
Regards,
Saurabh Kalra
Key Relationship Manager
+91-9891713322
From India, New Delhi
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Hi,
I was going through your posting and thought to respond. I am working with a big consultancy firm in Delhi, and we use "Recruit Plus - A product from ITCONS e-Solutions". One has to make a judicious decision before purchasing an ATS; to my understanding, the following points should be taken into consideration.
1. Is there a need for an automated ATS (Applicant Tracking System)? - Yes, it not only helps organize resumes but a good ATS also helps in reducing the total time of searching and processing resumes.
2. If yes, what would be the salient features the industry would prefer? - One should see if this helps in searching resumes based on various conditions like total experience, current company, designation, past company, salary, education, college name, location, etc., apart from a keyword search.
3. What are the common pain points for Recruitment and Staffing Companies? - To extract data from emails that are unused and to quickly search for the right fit from the database.
4. Would you prefer it to be on a subscription model or a one-time payment model? - Since most companies offer ATS on both models, one has to consider the one-time purchase cost versus the Total Cost of Ownership (TCO) in a monthly subscription model. In my opinion, if the company is small, say up to 5 users, they should opt for the monthly model.
5. What price would you be willing to pay for both models? - I have seen demos of all the good ATS in India, and every one is priced based on the number of user licenses. Roughly, each user license costs between 7k to 15k.
Visit them at www.itconsesolutions.com
From India, Delhi
Acknowledge(0)Amend(0)
I was going through your posting and thought to respond. I am working with a big consultancy firm in Delhi, and we use "Recruit Plus - A product from ITCONS e-Solutions". One has to make a judicious decision before purchasing an ATS; to my understanding, the following points should be taken into consideration.
1. Is there a need for an automated ATS (Applicant Tracking System)? - Yes, it not only helps organize resumes but a good ATS also helps in reducing the total time of searching and processing resumes.
2. If yes, what would be the salient features the industry would prefer? - One should see if this helps in searching resumes based on various conditions like total experience, current company, designation, past company, salary, education, college name, location, etc., apart from a keyword search.
3. What are the common pain points for Recruitment and Staffing Companies? - To extract data from emails that are unused and to quickly search for the right fit from the database.
4. Would you prefer it to be on a subscription model or a one-time payment model? - Since most companies offer ATS on both models, one has to consider the one-time purchase cost versus the Total Cost of Ownership (TCO) in a monthly subscription model. In my opinion, if the company is small, say up to 5 users, they should opt for the monthly model.
5. What price would you be willing to pay for both models? - I have seen demos of all the good ATS in India, and every one is priced based on the number of user licenses. Roughly, each user license costs between 7k to 15k.
Visit them at www.itconsesolutions.com
From India, Delhi
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Hi Team,
I am working in an IT company as a recruiter. Currently, I am working on a project about the recruitment models used in different IT companies and the software utilized for applicant tracking systems, such as SAP, Peoplesoft, etc.
Would anyone be able to assist me with this project?
Regards,
Dhanya
From India
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I am working in an IT company as a recruiter. Currently, I am working on a project about the recruitment models used in different IT companies and the software utilized for applicant tracking systems, such as SAP, Peoplesoft, etc.
Would anyone be able to assist me with this project?
Regards,
Dhanya
From India
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Hi,
I would suggest that you use Swiftpro's CVplus Visual Recruitment Software. It's really nice software and actually meets your needs. You can visit www.swiftpro.com for further details and a free demo.
Hope you like it.
From Pakistan
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I would suggest that you use Swiftpro's CVplus Visual Recruitment Software. It's really nice software and actually meets your needs. You can visit www.swiftpro.com for further details and a free demo.
Hope you like it.
From Pakistan
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Are you looking for Resume Management Software/application development/Staff augmentation partner?
ITCONS e-Solutions Pvt Ltd, a company founded in the year 2007, is an application development company along with its proprietary software products meant for HR and Recruitment Industries with the brand name “RecruitPlus”.
ITCONS is an Amity Investee company and is backed up by MSME, TDB, and Amity Innovation fund. We have won various awards like NASSCOM IT Innovator, TATA NEN Hottest startup, Power of Idea, Economic Times, Microsoft BizSpark Awards, etc. We do project management and IT application development in different industry domains/verticals for various INDIAN and global clients.
Refer to: http://itconsesolutions.com/ITCONS-S...troduction.pdf to check out our services portfolio; http://recruitplus.wordpress.com to check our product portfolio, and http://twitter.com/recruitplus to follow our new updates.
We are looking for clients who need quality but cost-effective services for application development/support and maintenance on T&M and fixed pricing with and without project management (Typical Staffing model) just in time on high-end technologies for small/medium or even large projects.
We maintain a bench of resources with the following skill set:
- Software Engineer/Senior Software Engineer - Microsoft .Net 2.0/3.5, ASP.NET, C#, AJAX, Crystal report, Web/windows services, Third-party controls like Telerik/Infragistics/Farpoint Controls, SQL server 2005 (writing functions and stored procedures, etc.) - 2 to 4 years
- Senior Software Engineer/TL - Microsoft .Net 2.0/3.5, ASP.NET, C#, AJAX, Crystal report, Web/windows services, Third-party controls like Telerik and Infrajastic controls, SQL server 2005 (writing functions and stored procedures, etc.) - 4 to 6 years
- Software Engineer/Senior Software Engineer - Microsoft .Net 2.0/3.5, ASP.NET, C#, AJAX, Silverlight (designing and programming)/WPF, SQL server 2005 (writing functions and stored procedures, etc.) - Total 2 to 4 years along with 1 yr experience on Silverlight/WPF.
- Software Engineer/Senior Software Engineer - Core JAVA 1.5 along with Web Technologies like Servlets, Java Server Pages (JSP), Struts 1.2, JavaScript, jQuery, Ajax, JSON, and web servers like Tomcat 5.5, Weblogic - 3 to 6 years
- QA - perform analysis of requirements/design documents to develop test plans and scripts, component-based testing and web testing techniques, basic test principles such as unit, smoke, functional (black box/white box), user acceptance, and usability testing, identify and analyze defects and problems, log, report/escalate defects, risks, and issues appropriately - 2 to 5 years
- Data warehousing and Business Intelligence consultants - Microsoft BI tools, Cognos, Informatica, Oracle BI suite, Business object reports - 3 to 5 years
Interested? Write us back at
for staffing requirements, 
for application development, or 
for resume management software.
From India, Delhi
Acknowledge(0)Amend(0)
ITCONS e-Solutions Pvt Ltd, a company founded in the year 2007, is an application development company along with its proprietary software products meant for HR and Recruitment Industries with the brand name “RecruitPlus”.
ITCONS is an Amity Investee company and is backed up by MSME, TDB, and Amity Innovation fund. We have won various awards like NASSCOM IT Innovator, TATA NEN Hottest startup, Power of Idea, Economic Times, Microsoft BizSpark Awards, etc. We do project management and IT application development in different industry domains/verticals for various INDIAN and global clients.
Refer to: http://itconsesolutions.com/ITCONS-S...troduction.pdf to check out our services portfolio; http://recruitplus.wordpress.com to check our product portfolio, and http://twitter.com/recruitplus to follow our new updates.
We are looking for clients who need quality but cost-effective services for application development/support and maintenance on T&M and fixed pricing with and without project management (Typical Staffing model) just in time on high-end technologies for small/medium or even large projects.
We maintain a bench of resources with the following skill set:
- Software Engineer/Senior Software Engineer - Microsoft .Net 2.0/3.5, ASP.NET, C#, AJAX, Crystal report, Web/windows services, Third-party controls like Telerik/Infragistics/Farpoint Controls, SQL server 2005 (writing functions and stored procedures, etc.) - 2 to 4 years
- Senior Software Engineer/TL - Microsoft .Net 2.0/3.5, ASP.NET, C#, AJAX, Crystal report, Web/windows services, Third-party controls like Telerik and Infrajastic controls, SQL server 2005 (writing functions and stored procedures, etc.) - 4 to 6 years
- Software Engineer/Senior Software Engineer - Microsoft .Net 2.0/3.5, ASP.NET, C#, AJAX, Silverlight (designing and programming)/WPF, SQL server 2005 (writing functions and stored procedures, etc.) - Total 2 to 4 years along with 1 yr experience on Silverlight/WPF.
- Software Engineer/Senior Software Engineer - Core JAVA 1.5 along with Web Technologies like Servlets, Java Server Pages (JSP), Struts 1.2, JavaScript, jQuery, Ajax, JSON, and web servers like Tomcat 5.5, Weblogic - 3 to 6 years
- QA - perform analysis of requirements/design documents to develop test plans and scripts, component-based testing and web testing techniques, basic test principles such as unit, smoke, functional (black box/white box), user acceptance, and usability testing, identify and analyze defects and problems, log, report/escalate defects, risks, and issues appropriately - 2 to 5 years
- Data warehousing and Business Intelligence consultants - Microsoft BI tools, Cognos, Informatica, Oracle BI suite, Business object reports - 3 to 5 years
Interested? Write us back at
From India, Delhi
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