Choose your next ATS in 5 easy Steps

Applicant Tracking System


Research- Start hunting for ATS vendors relevant to your industry only. Refrain from making assumptions on this stage and ask for referrals, evaluation and the best would be a trial. Shortlist whether your desired ATS caters to staffing, small business or big enterprises. All major ATS vendors do share few of their customers list on website; not all but yes quite a few that can help you figure out your industry types. Do check reviews & feedback about their services and confirm with industry peers, how stable & effective their tools are when in-use.

User experiences- Most important how easy it is going to be for my people to use this ATS. Goes for both sides; Employers & Candidates. You don’t want to loose grip on this one. So form a team or call your IT chaps that can play around with the software and share a word or two about its interface. It should be easy for sure, intuitive and quite logical to use. For technology buying go for the one which is simple, nimble and clear on display or else you’ll be lost in flashy designs and swanky automation tricks.

Performance- Now if we go by basics, we won’t get any trouble. Run the ATS trial or system for a while. Ask them to show complete process in product demonstrations. Don’t hesitate to repeat the same on their customer’s website and as a candidate, try uploading the resumes and see how it works at their end as well. You won’t be asking for more here if you want advanced features like sourcing social profiles of candidates, searching or matching profiles in database and having all this done in One click makes more sense.

Support- Majority of the companies play ballgame here and you won’t know till the end that majority of the ATS vendors earned major part of their revenue from support. So be specific and clear in your transactions. Go minutely with their SLA and service terms condition. Ask all this in the integration stage only and know how often you’ll need them. Calculate the support costs before you go ahead with payments.

Payments- Finances do affect our choices in selecting a staffing solution and when our recommendations count, we want the very best for our employers. Every service comes at a cost and before you pay zero-in your top requirements in lieu of price you’re ready to pay. If convinced that above all amongst other vendors this ATS can give me the best user experience & improve my applicant tracking, its time to say yes and pay forward.

I’m sure if these 5 steps are in order; your ATS will rock candidate and employer experiences and bring optimum productivity levels in workforce.

Today’s 6 Must-have for Resume!

Resume Section

6 Must-have

1 Summary at the top-  Give strong reasons for your candidature that highlights relevant skills, expertise and strengths related to job advertised in short bullet points. Summary helps hiring manager to build right frame of mind while evaluating your candidature. In short gives strong reason to read next sections of the resume. Read Theladders to hone your summary writing skills perfectly described by them.

2 Actionable items- If you can highlight the key deliverables from your previous job, it would let the hiring manager know your exact potential and estimated contribution to the job advertised. Rather than just telling your role in the previous job, speak out what you did and as a result what was the actual outcome from your act. For e.g. the customer’s renewal rate doubled by 10% by your support. They want to evaluate you quantitatively. Having difficulty in measuring it, then read this

3 Use Keyword as SEO- As many as 80% of employers use keywords to decide which resumes are worth a look via Livecareer. So don’t forget to include relevant keywords in your resume straight from the job description. Mostly employers mention this in the job description itself. So all you need is to copy and paste in your resume. Keyword rich resumes are easily picked when read through automated software’s like ATS/ HRMS and makes it discoverable to the employers.

4 Skills- When you have the desired skills don’t hesitate to showcase them. Mention with your experience, skills you acquired and results that you drove by your efforts. Technology driven jobs are mostly scrutinized using skills field. Also if you have any certifications or projects earned, it adds more to the volume. Apply the thumb rule skills mentioned on resume should be relevant to job advertised via Jobsearch.

5 Awards/Recognition- When applying in big companies; Awards and Training makes you stand out of the crowd. So mention with the context the award you earned and what it means to your current job. Showcase your accomplishments and your brand that employer can leverage to build a healthy workforce. Be specific with details to capture and retain interest. To know the nuances of this section read ResumeEdge.

6 Social Profiles- Nowadays, 10.9% of resumes include a social media link, and the number continues to rise (Source: Mashable) So mention your linkedIn profile or Website/Blog link on resume by which employers can cross-check your candidature and validate your info. Twitter, Facebook are secondary references and individual discretion is must. Do check the relevance of disclosing these networks with the job applied. It speeds up the process and may be you’re just a call away from them to throng first stage of interviews. So be alert, active and Social when applying for your dream jobs.

Hope you liked this light read on Resumes. Share your views in comment section.

Searching Resumes; the Semantic way!

Semantic search

Search resumes Semantic way!

Human wants are endless and we keep on searching what makes us happier, better and efficient. So as goes for recruitment industry that has taken a radical shift with more new methods coming in for recruitment, sourcing and social media. Now Semantic searches are done on resume databases to find closer results for job advertised or vice versa, but one has to be tech savvy to get the best results grilled out. So here’s a brief about Semantic for the laymen:

“Study of meaning, inherent at the levels of words, phrases, and sentences. It also stands for word-to-word searches and meaning of words and phrases at the conceptual, contextual and grammatical level. In short it means a lot.” The best way to know more, please watch this presentation on Slide share by the best in business, Glen Cathey.

Now every new company claiming as HR solution provider has got foot in the door and made competition fiercer than ever. Here customer needs to be aware of marketing gimmicks and real-implications of having technology in place. So how can one use technology to its fullest. Very simple, seek the answer within.

  • Chalk out the objective of having it in the first place. Pros/Cons
  • Real- time benefits, time-frame of seeing visible changes.
  • Business growth and acquisitions of new customers or markets.
  • Creating a niche or a distinct brand of itself in the market.

If the technology answers these simple questions, you can opt for the solution a lot easily. Now coming back to Semantic in resume search, let’s see how this can make a difference in your resume reading.

A Save money, save time by getting the best out-of-resumes for job advertised and closest match as per skills, core competencies and other organizational attributes required.

B Understand resume, know more than others by using Semantic search to carve out relevant Key skills required in a candidate. As Semantic helps organizing both structured and unstructured data, the ideal matches comes a lot faster than by traditional ones.

C Match technologies understand differences between job descriptions and candidate resumes thereof it lets you find out the standout candidates easily.

Now what effect it can bring to your searching; eliminate the need of recruiters to have specialized knowledge of industry specific keywords or terminologies, reduce your time considerably to find relevant matches, meaning beyond words, groups or sentences. Deep understanding of titles, skills, concepts, Relationship between the words and concept analyzed automatically via fuzzy matching. So its time for you to take your search to next level via Semantic search option and make your hiring proficient. Please share your feedbacks on this amazing technology and how better we can lift our resume searches.

HR Bite: Is Social Recruiting Good?

Social Media, Social Hiring

Social Sourcing or Recruiting

To know what’s in trend is of utmost importance to HR managers. They need to catch up with the trend & be onboard. For e.g.  Social Recruiting has impacted the recruitment horizon so profusely, that it’s difficult to separate nuances of professional and personal life


  1. You get to know more about your ideal candidate, his social profile can definitely influence your decision of whom to select.
  2. Background checks, validating info, cultural fit for the organization & his likes/dislikes, comments can tell you bit more about the person than what is written on the resume.
  3. Skill check, competency and social connection also add points.


  1. Intrude to your personal side of the story & probably a reflection which falls on your professional font. ( I agree it all depends how people look at it)
  2. Sometimes it conflicts with the information vis-à-vis resume info. (Candidate reaction; oops! From where it came? )
  3. Choose your actions carefully as social media is the next-big- thing of business & you don’t want to loose the battle. (But why? that is my personal zone, exactly that is what triggers the problem).

Peace: Be proactive, intuitive, and adaptable to the environment. Speak clearly where it steps in your personal interest vs. professional. Take onus for all your social interactions as good companies always respect that. Rest if you like the post, don’t forget to post your comments below.

5 P’s of HR

5P's of HR

1 People- Nothing is more valued on this earth than us as Humans. So when it comes to managing people, the crux of management is even people. Wherever you go, it’s the people behind the game who give the end product which looks so perfect to you. As organizations go larger and larger, we need people synergize and work for a common goal. Anything that organization adopts is for the 360° benefit of people, even if we can’t see the immediate effect but it’s projected that way.

2 Passion- Most importantly, how we differentiate successful organization with others is on the ground of passion that one has to sustain best. People strive longer and give their best when they are passionate to do certain thing. Organizations here have to come up with a mechanism which fosters growth for people who are motivated to bring better results each time. A culture of passion, blended with commitment and servitude can change the fate of any company.

3 Performance- As we go in depth, what troubles most people is their performance review, take any particular organization. How they are judged by their peers, evaluation system to rank performance, sustainability in the organization and competing for higher ranks are other concerns. It should be fair, reasonable and a transparent system which encourages individual to be awarded for his hard work, skills and temperament to handle challenges.

4 Pay- Show me the money! Nobody can defy it. People work for money and it’s a straight fact for the record. If you want to scale your business, value people and pay them accordingly. Here leaders of organization have a task in-hand which needs to be done deliberately to encourage more people willing to work with them. If organization can match the economics well they can breed talent, hone skills and encourage bringing out the best in them.

5 Perks- That’s the favorite part because you can never calculate them in lieu of money. It comes as a package with your job and makes your job distinct from the lot. Like Google gives massages and yoga, a play room, back-up child care, SC Johnson & Son send packages and flowers, pick up groceries, shop around for the best deals on car insurance, take your car in for service including oil changes and you can let us know what perks you get on job in comments below.

Working with ERP Doesn’t Need to Be a Problem

Enterprise Resource Planning, commonly known as ERP can really be a blessing and a curse at the same time. It is recognized as a great way to better manage the business operations of a company, and major software companies such as SAP, Microsoft Dynamics, and SAGE ERP sell ERP software delivers clients. Yet, there are some problems with this wonder software. ERP users have noted difficulty in extracting needed information.  Another problem that can be quite dangerous is that information coming from the system may not be accurate. This can cause a very serious challenge to any employment group within human resources.

Candidate data is very extensive and has to be easy to input, as well as being sorted and compiled for analysis. Mistakes can be quite expensive, and a company with an ERP system could have troubles in recruiting area. The challenges could force employment recruiters to continue using Excel spreadsheets with manual data input. Fortunately, RChilli Inc. offers a variety of solutions that can enable employment section to use the companies ERP software safely.

  • RChilli’s products are easily integrated into an ERP;
  • Employment data can be sorted into 37 and more fields that are customizable and the Enterprise Web API allows for extremely easy interaction with other applications the company uses;
  • All fields are customizable to fit the needs of a given search;
  • Literally thousands of resumes can be analyzed and sorted into the appropriate fields determined by the client for any and all talent searches. Manual input is a thing of the past as resumes can be parsed and analyzed in just a matter of seconds per resume;
  • Updates are regular and happened nearly every 15 days for those using SaaS and 4-6 months for clients using Web API.

The result of all of this is that RChilli Inc. permits a company to have its software package cake and use it, too. The data pulled from the resumes are highly accurate and the human capital module of an ERP system can be used to maximum effect. Recruiters are spared the boring task of inputting data and can use their Excel spreadsheets for something else instead of holding candidate information. Searches for just the right talent cosmic produces higher-quality result in shorter periods of time.

The enterprise resource planning software has enormous capabilities of helping companies operations but there are a few kinks in the system obviously. RChilli Inc. can help a company overcome any challenges faced by the employment section, and allow for an even better use of ERP in employment recruiting capacities. There’s no reason to spend additional funds for patches or other ways of getting around any difficulties. When it comes to resume parsing and candidate data management, RChilli Inc. simply solves the problem and goes right ahead to provide the right information.

Resolving the Data Problems

Enterprise resource planning (ERP) software is considered to be an extremely effective tool for increased productivity in the operations of a company. ERP allows various departments to use the same database and that alone cuts down on communications problems. However, nothing created by man does not have its flaws and ERP does have a few challenges which have to be met.

One of these involves data, which might not be easily fit into the ERP templates. Data derived from resumes can be particularly difficult, since the information can vary from one search to another. This can result in recruiters ignoring the human capital module of ERP and using Excel spreadsheets. This defeats the purpose of ERP and there has to be a way to input data into databases with the assurance of accuracy. One of the leading resume parsing companies in the industry, RChilli Inc. , can rise to meet that challenge.

RChilli Inc. steps forward where others can’t at all. The services provided to a client are invaluable for any that make use of ERP because:

  • The RChilli Inc. can be integrated with the ERP database and the employment data extracted from any resume can be saved directly to a ERP database;
  • It is scalable and integration with desktop applications using  can be done using SOAP;
  • Literally thousands of resumes can be parsed and analyzed for data. There are no less than 37 fields that can be used to sort the information, and these fields can be customized to better respond to a given talent search project;
  • There is absolutely no need for manual data entry. The RChilli Inc. product is able to process one resume in a matter of seconds and handle processing jobs of over 25,000 resumes in one night if need be. The data is ready for analysis in an incredibly short period of time;
  • As suggested above, this is entirely automated. It means that the data has almost no chance of mistakes made by overworked employees and the information is consequently highly accurate.

The fact that RChilli Inc. can process data to be easily put into an ERP database by itself is enough to guarantee high levels of efficiency. Human resources recruiters can be spared the arduous task of manually inputting information into Excel spreadsheets which, though highly efficient in a number of ways, can have human error in the equations. Highly reliable data delivered quickly and from the company’s main ERP database means that recruiters immediately become even more productive and searches conducted are highly efficient.

The same recruiters have no reason to fall to the temptation of trying to go around and ERP database and create private sources of information. The RChilli Inc. product makes data entry efficient, automated and the information extracted highly reliable. All of this on the ERP system which the client company so greatly relies upon.

Getting the Most out of ERP

Enterprise Resource Planning (ERP) software definitely has the potential to be an amazing productivity enhancer, with the ability of all departments and company to share data and information without unnecessary translation. Regrettably, this amazing software has to be used by humans who don’t always connect to the technical limitations that even this computer software has.

ERP comes with standardized templates but people want to make modifications. In fact, that is something that the employment section of the human resource department has to do for all the data received. It is incredibly difficult to fully standardize an employment search because different jobs have different needs. Sometimes, the complexity of ERP is such that people simply take the data input on Excel spreadsheets, thus defeating the purpose of having the software in the first place. RChilli Inc. , a resume parsing company with a global reputation for quality, is aware of the challenges faced by employment professionals in maximizing the use of ERP. In an effort to enable recruiters to make better use of ERP software RChilli Inc. resume parsing and analysis services can:

  • Be integrated with ERP and by using an Enterprise Web API, permits the service to be scalable and be able to readily adapt to even greater data needs;
  • Provide Social fields into a client’s application, along with other resume fields to provide a social feature;
  • Process literally tens of thousands of resumes in a short period of time and see to it that the data is reliably stored in ERP databases for use;
  • Do all of the processing with automated service as opposed to manual input. RChilli Inc. is fully automated so that inaccurate data is the last problem that any recruiter has to face in conducting a search;
  • Offers a highly flexible payment pland to allow for a win-win situation.

ERP is meant to be used actively and RChilli Inc. allows recruiters to use Excel spreadsheets and other desktop data storage applications for better use doing something else. Being able to make use of the capabilities of ERP software permits recruiters to be extremely productive in the analysis of information that leads to a successful conclusion of any talent search. It also means that the company’s substantial investment in ERP was not a waste of resources, as recruiting becomes a department that takes full advantage of all that ERP has to offer in creating better productivity. The resume parsing and resume analysis services of RChilli Inc. are meant to make the creation and use of databases much more effective than in the past. Most importantly, RChilli Inc. respects the use of ERP software among major companies and has adapted its own services so that RChilli Inc. provides even greater value for any client.

ERP that is Recruiter Friendly

A rather sophisticated business management software package is Enterprise Resource Planning (ERP). The software allows for an assortment of any grid applications to better manage the business operations of the company. It has a cafeteria style atmosphere in that a company’s particular ERP is comprised of enterprise software modules that are individually purchased, and are intended to fit particular activities such as marketing, finance, and human resources among others. The primary idea is to have one central repository for all information but there is a difficulty when it comes to recruitment and talent search.

ERP requires manual data entry of employment information and the computer proverb “garbage in, garbage out” can apply as the accuracy of the input will determine whether or not any analysis is correct. Resume data is not the just fields on a job application. Rather, it is also information extracted from the resumes and cover letters of the candidates. The possibility for error is enormous and could almost render ERP useless for employment activities. Fortunately, RChilli Inc. has reputation for solving almost impossible problems and offers a number of qualities that can help ensure reliable data.

  • With the one-time purchase and installation of an enterprise web API (Application Program Interface) a company can use it for any number of resumes for an indefinite period;
  • There is no need for manual data input. RChilli Inc. can process resumes by the thousands and put information into more than 67 fields for quick analysis. Those fields can be customized to fit the given talent search;
  • Integration with desktop applications is possible by using
  • It doesn’t matter if the ERP comes from SAP, Baan, or anyplace else, RChilli Inc. solutions can be integrated into any database;
  • RChilli Inc. offers complete technical supports and upgrades that are extremely easy to use for integration

The beauty of all of this is that data collection and categorization is done through the automated resume parsing and entry capabilities of RChilli Inc. The chance for mistakes made by a tired employee that is so much a part of manual entry disappears. This means that what would ordinarily be dismissed as nearly impossible, i.e., the use of ERP to improve employment recruiting and talent searches, can be integral part of human resources systems. The benefit to recruiter is enormous since too many of these professionals are forced to use Excel spreadsheets for search information. Real-time ERP is now not just a pipe dream but can actually be done thanks to the working tools of RChilli Inc.

ERP systems are meant to allow sharing information and more efficient operations and enhancing productivity making better use of time. There is no reason that these can be used facilitate talent searches. The RChilli Inc. allows the employment section be right in line with the other components of any human resource department. Better data and information that is more recruiter friendly can be extracted from an ERP system thanks to the technological superiority that the RChilli Inc. product can offer.

Effective Recruiting within an ERP system

It almost goes without saying that Enterprise Resource Planning (ERP) software systems can make life a whole lot easier for a company. Communication of data between departments is much easier because there is a single source of information. The cost saving can be enormous but there are a couple of tumbling blocks. A big one is in the area of employment because of a witch’s brew of information. Employee data can vary from job to job and search to search. It isn’t easy to standardize the bytes of information and too often recruiters are forced to rely on Excel spreadsheets, wasting time and energy and resulting in less efficient searches.  RChilli Inc. is able to bring sanity to the entire process with its resume parsing and analysis services. Among other things, RChilli Inc. is able to:

  • Integrate quickly with any ERP database. The use of an Enterprise Web API permits high levels of scalability and the analysis and parsing of literally thousands of resumes;
  • Integrate any web based scripting language viz. Java, cold Fusion,, php etc. using SOAP
  • customize fields of candidate data so that a particular search can receive the attention that it fully deserves;
  • Drastically reduce time spent on search. Recruiters no longer have to use Excel spreadsheets to hold data related to a given candidate search. RChilli’s resume parser can move quickly through a whole batch of resumes, processing each in a matter of a few seconds and delivering highly usable data in no time at all.

The obvious benefit of using RChilli’s products and services is that company employment recruiters are allowed are able to step back from the task of manually inputting information into databases, effectively eliminating the potential for serious human error to crop up. Searches are now fully automated and work in concert with the ERP organizational databases instead of at cross purposes with them. What was once a very antiquated means of searching for candidates can thus be upgraded into the 21st century, generating talent searches with exceptional results.

RChilli Inc. enables a team of employment recruiters to use all of their analytical skills and savvy for finding the right people, instead of having to do the clerical work of data input. An ERP system doesn’t have to be an obstacle or challenge. Using RChilli Inc. resume parsing services makes the task of finding just the right candidate a whole lot easier and far more effective than the old fashioned means of seeking such a person.