If you’ve labeled your newest tech-obsessed employees as another batch of fresh-faced Millennials, you’ve got it wrong.
If one of your new employees or candidates recently graduated from college, they’re part of Generation Z, aka iGen, aka Digital Natives.
While your youngest new hires share many characteristics with the Millennial generation, they’ve got an entirely different outlook on things such as workplace culture, diversity, and even the importance of having a job.
Gen Z is tech-savvy, socially aware, and equipped with… ahem… bullcrap detectors that can cut through brands’ attempts to pander to their needs.
If your organization doesn’t reflect their values authentically, this entrepreneurial generation will likely reject your company’s job offer and start their own business.
In short, if your company wants to hire Generation Z—and what company wouldn’t want to hire a group of independent, creative youngsters?—you need to walk the walk when it comes to your values. And you need to do it in a way that’s visible to a generation that spends over three hours on the internet every day.
That means creating a coherent, consistent digital presence for your brand that shows you and your employees actively doing the things your brand considers important. And it means making the application process so easy that Gen Z won’t abandon your outdated hiring form.
Take it from an outdated Millennial. Double entry is dead.
In this post, we’ll discuss some of the differences between Generation Z and previous generations, what you need to look for in an applicant tracking system (ATS) geared towards this generation of the future, and take an extensive look at three ATSs you should look into if you’re ready to start hiring Digital Natives.
Wait… who is Generation Z?
The lines are always blurry when discussing who belongs to which generation. But below is a quick breakdown of how I’ve loosely defined each generation, starting with Baby Boomers.
If you hired any recent college grads over the summer, you likely hired a member of Generation Z.
And if that’s the case, congratulations to you! Your organization is forward-thinking enough to attract new talent, adding to the age diversity of your workplace.
But my question for you now is: Can you continue attracting top talent from the digitally native cohort?
If you’re not sure how to answer that question, don’t worry. I looked into what the next generation entering the workforce will look like and will explain what they’re looking for in your hiring process.
Below, we’ll discuss what makes Generation Z different from anyone else you’ve hired, what those differences mean for the features you should look for in an ATS, and which ATSs provide the best features for hiring the new kids in town without bankrupting your business.
Why do you need an ATS that will help you hire Generation Z right now?
But why do you need to start looking for a newfangled ATS that caters to a small percentage of the workforce when most of them haven’t even graduated yet?
I’ve got two words for you: hiring shortage.
Let me explain.
Baby Boomers currently make up about one-third of the nation’s workforce, and they’re all approaching—or have already reached—retirement age. That makes it seem like you’re all set to start welcoming Gen Z into your ranks as Boomers gradually retire, right? Wrong.
Gen Z is small. And while some of them might bypass college to go straight into the workforce, you’ll still have to deal with the fact that working-age Gen Z-ers will trickle into your offices at a slower rate than Baby Boomers will pour out of it. So. There’s going to be a talent shortage. And you’re going to want to get ahead of it.
U.S. birth rates show a steady decline since 1946, the start of the Baby Boomer generation. Birth rates between 1995 and now (Generation Z) have declined even more since the start of the Millennial generation in the mid-1980s. (Image source: CDC
How is Generation Z different from your previous hires?
So what do you have to do to attract the attention of Generation Z?
You can start by investing in an applicant tracking system that caters to their needs. Below we’ll discuss what makes Gen Z different from other generations and how those differences translate into features to look for in an ATS.
They’re digital natives
Members of this generation likely can’t remember life without the internet. As such, they’re the most tech-savvy generation to date. And your outdated “Careers” webpage that becomes unreadable on an iPhone screen is not going to cut it.
These kids often operate on five screens at once. And they expect updates and alerts from digitized systems in real time, including from your recruiting team.
That means two things for your hiring process, given Generation Z’s technical skills.
1. Applications need to happen digitally, with little to no redundancies
Your careers site needs to be mobile-optimized. I mean, your whole website should be optimized at this point, but let’s focus on one issue at a time.
In 2016, 78% of Millennials used their phones to search for and apply for jobs. And believe it or not, more than half of Baby Boomer job seekers did the same thing.
If even the olds are using their mobile devices to find jobs, imagine how many of the youths are doing it! Get with the picture and make both your company page and application process accessible via mobile.
And remember that part of being mobile accessible is eliminating obstacles and redundancies that are easy enough to navigate on a computer but become difficult on mobile devices. Adding features such as one-click apply to help upload an applicant’s employment history to your application is one way you can make life easy for mobile job seekers.
Example of a job post that offers one-click apply. Give yourselves a pat on the back, SANDBOXX.
You can also allow resume uploads via a cloud storage platform such as Dropbox. Or create a candidate portal where an applicant can come back to their application to add information when they’re in front of a computer.
Overall, make sure your application forms are short and don’t require entering information that can easily be found on publicly available social profiles.
2. Your brand needs to be highly visible online
Gen Z is online more often than previous generations.
That means that the first place a younger person is likely to look for information about your company is on the internet.
If you want to be known as a “hip, cool place for the youngsters to work”—please, please don’t use that wording—you need to create a digital presence. That means starting with a mobile-optimized, branded careers page that states your company’s mission and showcases what it’s like to work for your organization.
It also means you need the ability to post your open positions to multiple job boards quickly, tracking the ones that return the best candidates.
It also means using social media effectively, promoting open positions on your company’s social media accounts, and encouraging employees to share job posts or even describe their experience working for your organization on public reviews sites like Glassdoor.
Capterra uses its Facebook page to showcase employees and promote its message
Furthermore, in this day and age, your brand needs to be “on” at all times. Your website and social media pages are sources of information that are available 24/7. But what about your hiring team? What if a candidate sends an application in at 3 a.m.? Will they know their application was submitted?
Again, we live in the digital age. So your ATS should allow your team to set up candidate management, such as autoresponder emails that confirm the receipt of an application or notify rejected candidates that they haven’t passed on to the the next round. Better yet, you can set up a candidate portal where they can view and upload information and check the status of their application themselves so they’ll always have real-time information.
But creating a consistent, visible online presence is the easiest task when it comes to wooing Generation Z. You better make sure that online presence seems authentic.
Gen Z doesn’t trust your business
Whatever your dark memories of that time might be, the Great Recession shaped Generation Z’s childhoods. So they’re not very trusting when it comes to companies that greedily seek profit over anything else.
And since they’re so used to seeing ads on the internet, they’re automatically distrustful of organizations that try to pander to them in obvious ways.
Gen Z-ers can be great assets to your business because of their entrepreneurial spirits. But given the global economic downturn they witnessed, that entrepreneurial streak could also cause them to question whether holding a job at an existing company is actually less risky than striking out on their own.
It’s not enough to get your brand out there on Generation Z’s phone screen. You also have to convey trustworthiness. And you have to let them know that you “get” them. You might not be able to overhaul remote work policies or install a ping pong table in the break room. But you can do things that show Gen Z-ers that you’re tuned in to their needs.
The best way to get Gen Z to realize you’re not trying to manipulate them into becoming crooked corporate hacks? Set up an employee referral program. Generation Z is much more likely to trust their peers than they are to trust a faceless brand.
Direct applicants to employee reviews but also make sure that your employees get the word out about job openings to their own networks. What they have to say about working at your company is much more valuable to a potential hire than anything on your careers page.
They’re socially aware, and they want you to be, too
Showing off your brand’s knowledge of what Generation Z wants isn’t enough, either. Remember, this is a post-gender, post-race crowd. If anything seems fishy or discriminatory about your hiring process, you can bet it will be all over the internet by the end of an interview.
I’ve already discussed some ATSs that can keep your company in line with compliance laws. But as a reminder, look for systems that come equipped not only with EEOC reporting but also with tools such as interview scorecards and candidate ranking systems to help your team keep their evaluations objective.
You should also keep an eye out for systems that either integrate with or have their own pre-hire* and skills assessments. Using these assessments to gain more insight into a candidate’s work style or capabilities is another objective way to compare candidates’ qualifications.
Implementing these practices will not only improve your candidates’ impressions of your hiring process. They’ll also help your hiring team stay compliant with nondiscrimination laws and help your teams know that they’re hiring a qualified applicant.
*Be careful when using pre-hire assessments to evaluate personality traits and characteristics, as some might not be EEOC-compliant and could be downright discriminatory when used incorrectly.
They move quickly and nimbly—you should too
Gen Z grew up sending a Snapchat while writing an email to their professor, Gchatting (RIP) their best friend, and calling their grandma to say hello. There’s really no excuse for a lapse in communication with these guys.
Your ATS should give your hiring team access to all modern channels of communication while also enabling them to automate some responses, such as confirmation emails. You should look for features such as workflow configuration to semi-automate your hiring pipeline. And collaboration tools will help your team stay in touch about tasks and candidates.
Even simple tools, such as the ability to set up email templates, will save your recruiters time when responding to applicants, and keep your brand’s messaging consistent. Thinking ahead to the post-interview process, onboarding tools will also help enter new hires into your system seamlessly and make sure they’re up to speed on company policies before they even set foot in the office.
The qualifications for ATS software that reaches Gen Z
To help get your ATS search off to a running start, we looked through the more than 300 ATSs listed in our software directory to find systems that meet the needs of forward-thinking companies like yours. We looked for the following qualifications:
- Has 50+ reviews on our site—these systems to have already been put to the test by current users.
- Has an average Ease of Use review of 4.5 stars or higher—we don’t want to recommend a system that has a million cool features that you could never figure out how to use effectively.
- Has an average Value review of 4.5 stars or higher—with all the features these systems offer, they’re not the exactly cheap. But we want to make sure that current users feel they are getting their money’s worth out of them.
- Has at least 9 of the 12 (75%) core features we tracked related to Generation Z’s hiring needs. All are included in the chart below—we‘ll discuss these features in more detail for each particular ATS we recommend.
Broadly, the 12 features we looked for are related to:
- Brand visibility—can Generation Z find your jobs, and do the tools the ATS provides allow you to convey consistent brand messaging?
- Ease of submitting an application—does an ATS’s application process have a minimal number of steps and provide tools that streamline the process?
- Bias avoidance—can you point to features in candidate profiles that provide objective information about an applicant’s qualifications and skills, ensuring that you pick the best person for the job?
- Communication tools—does your hiring team have the tools they need to stay in touch with each other, as well as applicants and candidates, keeping them engaged throughout the hiring process?
As mentioned previously, attracting Gen Z hires is all about having a modern, consistent, and authentic digital presence, making it easy for digital natives to both find and apply to your open positions. They also expect rapid responses and up-to-date communications from your actively unbiased hiring team.
Below is a chart that details how they stack up.
With an Ease of Use rating of 4.7 stars and a Value rating of 4.8 stars, it’s pretty clear that ApplicantPro’s 83 reviewers have had a largely positive experience with this Utah-based applicant tracking system.
Below we’ll discuss the features that ApplicantPro offers with Generation Z in mind, as well as discuss user reviews and cost.
ApplicantPro founder Ryan Kohler’s background in marketing comes through in this system, which offers the most features relating to your hiring company’s brand visibility of all the ATSs we discuss in this piece.
To make sure your company starts off on the right foot with a consistent recruiting message, ApplicantPro creates branded careers pages for each of its clients. This page becomes a seamless part of your company’s website and is branded with your organization’s colors.
The careers page is mobile-optimized for all those Gen Z mobile job seekers you’re courting. In fact, when digging into their hiring data, ApplicantPro found that 80% of applications come in via cell or tablet. Those numbers aren’t broken down by applicants’ generation, but it makes it pretty clear that mobile applications are becoming the norm for most job seekers.
ApplicantPro’s team designs a branded careers page that’s fully integrated with your site, providing a seamless experience for applicants (Image source: ApplicantPro)
If your company doesn’t have a web page designer—or doesn’t want to shell out the extra bucks to design a good-looking page independently—ApplicantPro will work with you to create and maintain your in-house job board as part of their standard setup process.
ApplicantPro will also help you set up your employee referral program—each employee gets a portal where they can push jobs directly to their own social media accounts and track where they get the most views and how much money they’ve made if your organization offers compensation for referred new hires. Giving your employees the tools to help recruit people from their own networks means your hiring team might spend less of their budget on more expensive job board ads.
But if you do need access to job boards, you can post to over 500 job boards via ApplicantPro, so you don’t have to worry about brand visibility as you can plaster your company’s image all over the web with just one click.
ApplicantPro also helps you track the effectiveness of each post, measuring response and hiring rates from different job boards. Using these metrics, you can create a list of your preferred job boards, streamlining your process.
When creating job posts, you can also easily push them to your company’s social pages on Facebook, LinkedIn, and Twitter. And if you’re old-fashioned—or in the service industry—you can even push your post directly to Craigslist.
You also have the option to directly email job descriptions to candidates from your talent pool that you think might be qualified for your newest open position.
Finally, ApplicantPro also offers help with your job posts’ search engine optimization (SEO) to help you use the right keywords to target applicants. That way, if you post to a job aggregator such as Indeed, your post could also show up as part of a Google search, reaching more qualified applicants in more places.
Ease of submitting an application
The hiring process shouldn’t just be easy for your recruiters. You also need to consider whether your application process is creating unnecessary obstacles for your applicants, especially if they are accessing your application on their mobile device.
Let’s start with what happens when an applicant encounters your job post. From your careers page, an applicant will be invited to apply via a “three-minute application,” with the option to prefill their application with information from an uploaded copy of their resume or their LinkedIn or Indeed profiles.
Applicants can apply using their LinkedIn information to avoid double-entry of easily findable information
Once someone has applied, ApplicantPro provides a one-stop shop for all your applicants’ information: a candidate portal. Applicants can log in to access and edit the information they’ve already provided or see the status of their application.
That means that your recruiters spend less time fielding emails from applicants asking whether their information has been received. And it means applicants spend less time waiting on communication from your company, so they’ll walk away with a positive view of your brand.
A branded candidate portal allows employees to update their information and view the status of their application
You can also use this centralized location for video interviews. Through an integration with Spark Hire, your candidates can create prerecorded responses to questions from your hiring team. Spark Hire comes at an additional cost, but it starts at about $50 per month on an annual pricing plan.
How does video hiring create an easier process for your applicants? They can answer standard questions once instead of several times over with different interviews. You can also share these prerecorded videos with your hiring team to watch on their own time instead of coordinating everyone’s calendars for an all-day interview. That’s good for your hiring team since it means less time spent in meetings.
While you’ll still want to hold an in-person—or at least a real-time video interview (which SparkHire also offers)—to assess a candidate’s hireability, prerecorded video interviews can be more effective and more shareable than a simple phone conversation.
Bonus: Once you’ve extended an offer to a candidate, you can also use your candidate portal to complete onboarding processes by giving your new hire access to online forms instead of having them spend hours filling them out on their first day.
To keep your company compliant with EEOC standards—and also to be an ethical company—ApplicantPro provides a five-star ranking system where you can rank candidates manually.
How, you might ask, does ranking employees keep you EEOC compliant? By giving you a concrete statistic to return to if you ever need to show why one candidate was offered a job over another one.
Rank candidates manually using the 5 star system. Image source: ApplicantPro
You can also rank candidates using a customizable “job fit” algorithm that calculates how well a candidate might perform in a given job based on their responses to a set of questions you create and can include in an application. These pre-screening questions automatically alert your hiring teams to gaps in a candidate’s experience
A literal red flag alerts hiring managers to places where a candidate might be a weak fit
Each new job posting creates a pre-screening template that you can reuse in the future if you ever have a similar job opening.
ApplicantPro also has integrated pre-hire and skill assessment programs. Selective Hiring is a tool that gives applicants a score based on various personality traits. If a candidate receives a lower score for a certain personality trait, the program provides suggested questions you can ask a candidate during an interview to dig into why that candidate might have received that low score. The ability to dig into responses allows you to use a personality assessment appropriately as a guiding tool rather than one that decides whether or not a candidate should be disqualified. Selective Hiring is an add-on, but their pricing isn’t listed on their website.
ApplicantPro’s skill assessment tool, EntryScreen, can evaluate candidates’ skills in various areas, such as leadership, Microsoft Office proficiency, typing, etc. EntryScreen is also an add-on, which can be purchased for $50 per job for a span of 90 days.
Throughout your hiring process, you can make sure everyone stays in the loop using some of ApplicantPro’s communication tools.
You can set up auto-alerts for HR and hiring managers when applications are received for certain positions so that they can respond promptly. You can also use notes to “spotlight” candidates you think are great fits for different positions so that the most qualified candidates get the attention they deserve.
Users can add notes to a candidate’s profile, sharing their insights on a particular applicant
You can also make sure your candidates stay in the loop by setting up confirmation emails with messages such as, “Received your app.”
You can also choose to automatically send thank you emails when applicants complete certain actions or reminder emails to finish applications if they’ve abandoned them.
And for those candidates who don’t make it to the next round of interviews for whatever reason, you can politely decline to employ them using one of ApplicantPro’s rejected candidate email templates. By using tested email language, you can ensure that a candidate exits your hiring pipeline with a good impression of your organization.
Finally, ApplicantPro integrates with your email to track all communication with applicants in your ApplicantPro inbox. It also gives you the ability to email them directly from the system or from your own email so you don’t have to switch back and forth.
- Extensive reports that include where candidates “drop out” of your application process and source reports for your job posts to assess where your hires come from
- The ability to collect information from passive candidates (a.k.a. candidates who aren’t currently looking for a job but might look for one with your company in the future) via your careers page so you don’t miss out on qualified candidates who are interested in your company
- Free weekly webinars centering around ways you can improve your hiring process
- Give candidates the option to receive updates and important communication through either email or text
- Add-on access to ProScreening, an integrated background check tool, and SkillSurvey, a reference checking integration
- Integration with several payroll programs
Ease of use
ApplicantPro’s long list of features doesn’t prevent people from figuring out how to use it. In fact, Capterra’s Software Lab recently updated their Top 20 Most User-Friendly ATS report, and Applicant Pro made the list at #14.
What Capterra testers say
Capterra’s Software Lab gives every system they test a “System Usability Score,” which rates how easy a system is to use, where 100 is the best score, and zero is the worst. ApplicantPro received a 78, with especially high scores for the integration of various functions throughout the system.
Below are a few comments from testers:
What users say
And in order to give you a holistic idea of how easy ApplicantPro is to figure out, I also looked through its over 100 user reviews on Capterra to see what actual users of the system said about their experience with ApplicantPro. Overall, users gave ApplicantPro an average Ease of Use rating of 4.7 out of five stars. You can see what users have to say here.
ApplicantPro also made Capterra’s Top 20 Most Affordable ATS report, coming in at #3 for affordability. So if you’re using a fairly basic version of its system, which is the version Capterra’s Software Lab evaluated for these reports, ApplicantPro likely won’t break the bank for your hiring team.
However, we’ve discussed quite a few features and add-ons, such as video interview and skill assessment integrations, that might bump up ApplicantPro’s price tag if you have Generation Z hires in mind.
Every purchase will be different, but ApplicantPro ranges in cost from $60 to $500 per month, based on the size of your company.
And for those contemplating whether or not a higher-cost add-on is worth it, keep in mind that users give ApplicantPro an average Value rating of 4.8 out of five stars, so most people feel like they’re getting their money’s worth out of the system.
2. Breezy HR
Breezy HR‘s Ease of Use rating of 4.5 stars and Value rating of 4.6 stars make a pretty strong case for this ATS’s usability and affordability.
Below we’ll talk about the specific ways Breezy HR caters to Generation Z hires while remaining both user- and budget-friendly.
While ApplicantPro offers guidance and setup assistance from their team when getting started, Breezy HR is a little more hands-off when it comes to system setup. However, the interface and workflow are customizable and easy to figure out, even if you’ve never used an ATS before.
Focusing first on the branded careers page, you can start by uploading your company logo, and the system will recommend similar and complementary colors for your page background. This ensures you’re not left completely high and dry if you don’t happen to have a design background.
When I played around with the system, I was able to set up a simple page that was consistent with Capterra’s branding in a matter of minutes.
My start at a branded careers page from Breezy HR
However, given my lack of coding and design experience, I think at this point I might have called over a colleague with a better eye for design to make my page look a little flashier.
But ultimately, this customizable, do-it-yourself page gets the message across and would be consistent with your company’s brand, providing a clear message of who your company is and why the iGen cohort might want to work with you. Plus, their pages are mobile-optimized, so you can catch the eye of job seekers on the go.
Outside of your careers page, you can post to several free job boards, as well as many paid boards. For paid postings, price and the amount of time a post will be live are clearly displayed to help with budget planning.
You can also take advantage of Breezy HR’s Facebook jobs widget and jobs tab to post jobs directly to your company’s social page.
Finally, you can also get your employees involved in the recruiting process with Breezy HR’s referral portal. The referral portal is connected to your careers page, so it’ll have the same look and feel.
Employees sign up for the referral program through their company email. Once they’ve provided their email address, their view of open jobs will include an “Add Referral” button next to each position.
Employees can send referrals your way with the touch of a button
They’ll fill out a short form with their referral’s contact information, along with a short paragraph explaining why the referral would be a good fit for the position in question.
But submitting candidates isn’t just easy on your employees. It’s easy for the candidates themselves.
Ease of submitting an application
All applicants can avoid double-entry with Breezy HR’s one-click apply option through LinkedIn.
Candidates have the option to pre-fill their application with information already publicly available on their LinkedIn profile
Where Breezy HR really stands out in application and hiring process ease, though, is its video interviewing system. The system offers both prerecorded response videos and a live video interviewing experience, which are fully integrated into their ATS as part of their “Growth” package, which starts at $149 per month.
Prerecorded videos allow candidates to record their responses to your hiring team’s questions as many times as they want, until they’re satisfied with their answers. Since Generation Z spends hours cultivating their social media presences in order to present their lives in the best light, prerecorded video responses are a professional answer to a rising social trend.
But the innovative part of Breezy HR’s video interviewing process is its live video interview component. While there are many third-party video interview options such as Hangouts or WebEx that your team can use independently or as an integration with your ATS, if you’re focused on remote hiring—or just more convenient hiring practices—you’ll want to check out Breezy HR’s live video interview tool.
This tool is part of the Breezy HR system, so you won’t risk any of the connection and syncing issues that occasionally accompany system integration. And as a direct component of Breezy HR, a video interview with a candidate is directly accessible through the system, via one link in the candidate portal.
Your team won’t waste time sifting through emails to find the relevant resumes and notes they’ll need to prep for the interview. They can see them all in one window as they’re asking a candidate questions.
In Breezy HR, fairness in your hiring process begins when you set up your application for a job post. You can choose to include short, customizable questionnaires, in addition to traditional work history questions that will assist you in weeding out unqualified candidates.
For example, if your job description requires three or more years of experience, you can include a question asking about years of experience in a particular field. Depending on a candidate’s response, you can automatically filter them to a disqualified or qualified pool of applicants for a particular position.
If a candidate makes it through your automated pipeline, you can add your hiring team’s evaluations to their profiles through a basic ranking system and customizable scorecards.
A basic default scorecard asks evaluators to rate a candidate overall and provide a summary of why they think a candidate is or is not qualified for a given position.
Breezy HR’s default scorecard for evaluating candidates
As your team submits scorecard responses, the system will calculate a candidate’s average evaluation score, which you’ll be able to view at a glance when evaluating a list of candidates.
Candidate scores from scorecards in Breezy HR
Color-coding good, bad, and neutral scores helps you to easily distinguish which candidates you might want to turn down and which you should start thinking about extending offers to.
Customizing these scorecards has three benefits.
- Customization allows you to evaluate a candidate from more angles than just “good” or “bad,” providing more context for what makes a candidate a good or bad fit.
- Adding more angles of evaluation gives your hiring team more guidance for interview questions, making sure they cover work- and culture fit-related questions that are relevant to their professional qualifications.
- Even a qualified candidate might have some weaknesses, which can easily be pointed out on these scorecards. So if you hire someone who’s not as self-motivated as you want them to be, you know to target that particular skill in training, giving them the tools to start off on the right foot.
A customized scorecard in Breezy HR
You can change these scorecards for each job position, to better fit what you’re looking for in an ideal candidate.
Finally, in addition to using your scorecards to give your hiring team an idea of what to ask a candidate, you can also create customizable interview guides. Not only will these guides keep interviews on track and compliant with EEOC standards, they’ll also help structure interviews for less experienced hiring managers, giving them something to fall back on if they run out of their own questions.
Giving your hiring team a uniform, streamlined interview process will also keep Gen Z, with their notoriously shorter attention spans, engaged, even if you have a four-hour in-person interview (like Capterra).
Speaking of Gen Z’s short attention spans, they’re not going to wait around forever to hear from your hiring team. To help your team stay on the ball, you can keep track of all candidate communication in your Breezy HR inbox, as well as integrate with Gmail and Outlook.
You can create email templates to provide your team with a uniform response from your company, whether you’re extending an offer to a candidate or rejecting their application.
You can also set up reminders to email specific candidates or write emails in bulk and schedule them to go out at a specific date and time. Finally, you can set up “Stage Actions” in your pipeline to trigger specific emails or questionnaires when a candidate reaches a certain stage in your pipeline.
Aside from candidate communication, you can make sure your hiring team is on the same page by recording discussions about particular candidates. The Discussion tab also includes updates to a candidate’s status and a record of when they applied or added documents to their profile.
Start a team discussion and view the progression of a candidate through your hiring process
For any position, you can add an unlimited number of users to your hiring discussion, including external recruiters, to make sure everyone is in the loop when it comes to assigned candidates.
To help move a candidate through the hiring process, you can configure your pipeline differently for each job opening, passing applicants along to the most appropriate person on your team, no matter what stage they’re in.
- A Chrome extension can help import candidate information from sites such as LinkedIn and Github, along with any notes you might want to include for your team
- Integration with Slack for communication
- Integrations with HR systems such as Namely and Bamboo to help you onboard candidates more seamlessly
- Background check integration with GoodHire
- iOS and Android apps for your hiring team
Ease of use
Breezy HR ranked #4 on Capterra’s Top 20 Most User-Friendly ATS report—the highest of the ATSs we’ll discuss in this post—so it has our stamp of approval as a navigable system.
What Capterra testers say
Capterra’s Software Lab testers gave Breezy HR a user experience score of 90 out of 100, giving it high points for how quickly users learned how to operate the system.
Below are some comments Capterra software testers made about Breezy HR.
What users say
Breezy HR’s 400+ reviewers also had a few things to say about the system, giving it an average Ease of Use rating of 4.5 out of five stars. You can see what Breezy HR’s reviewers are saying here.
Breezy HR ranked #5 on Capterra’s Top 20 Most Affordable ATS report. Keep in mind that Capterra’s Software Lab evaluates systems based on fairly basic feature packages. Some of the features we’ve evaluated, such as video interviewing or setting up an employee referral portal, might bump up their price tag from those evaluations.
For those more advanced features, Breezy HR starts their pricing at $149 per month for up to 10 active job openings.
But if you want to try a version of Breezy without all the bells and whistles, they offer a free version of their system that accommodates one active position, and a $49 per month package that allows up to three active job openings.
All versions allow unlimited users and candidates, though, so you can source and evaluate to your heart’s content, no matter which version of Breezy HR’s system you’re using.
The final ATS I’ll mention for your Gen Z applicants is The Applicant Manager (TAM), which has an average Ease of Use rating of 4.7 stars and an average Value rating of 4.8 stars.
The Applicant Manager team has been together since 2006 and originally started as an HR consulting firm, advising companies on hiring trends and best practices. So when they developed their hiring software, they already had a pretty good idea of what both recruiters and candidates might want from an ATS.
Below, we’ll take a look at the features that TAM offers to help your hiring team keep up the latest trends.
TAM’s branded careers page gives you the ability to manage the page yourself or have them host it at no extra cost. Whether TAM or your company is hosting the page, you can always customize it yourself on the backend. However, there aren’t as many editable options as Breezy HR offers, so you might want to take TAM up on their professional design services.
The branded careers page I designed for Capterra in TAM
For instance, you can add your brand logo and colors to the mobile-optimized site to keep your messaging consistent. However, a flashier page created by professional designers might help your company stand out more.
Whether you’re managing the page yourself or handing it off to TAM, you can still do something really cool on your careers page: get the attention of passive talent. Candidates can elect to sign up for a mailing list that will alert them when you post new openings they might be interested in. That way, they can be one of the first to apply if they’re really interested in working for your organization.
You can also use social share buttons to easily share any job post across multiple social media sites.
Outside of your careers page, you can post your jobs to over fifty job boards, including free boards such as Indeed and Glassdoor. The Applicant Manager provides a description of who might want to use each job board so you can more carefully target your postings.
Ease of submitting an application
The Applicant Manager offers one-click apply through applicants’ LinkedIn profiles, allowing them to submit and edit publicly available work information.
And while TAM doesn’t have its own video interviewing system, it integrates with Spark Hire, the same program as ApplicantPro, so you can have candidates record responses to interview questions to share with the whole hiring team.
Finally, as a bonus mention, The Applicant Manager streamlines all the red tape of acquiring a job by offering onboarding tools for new hires, such as eSignature acceptance and sharing employee handbooks.
TAM offers both pre- and post-hire personality assessments through an integration with PeopleClues, which allows you to estimate an employee’s job fit based on character traits.
To reiterate, these personality assessments shouldn’t be used as the only measure of an employee’s abilities, but they can help guide interview questions in areas related to attributes such as teamwork and punctuality.
Within the ATS, TAM allows your team to rank applicants via a five-star system.
TAM’s five star candidate review system
Both pre-hire assessments and internal team ratings allow you to organize candidates by score, keeping the best fits at the top of everyone’s lists. In addition, your team can easily see who the candidates with lower ratings are and get back to them ASAP so they can continue their job search with other companies.
Speaking of communicating with candidates, TAM gives them the opportunity to track the jobs they applied for through your careers page. Although this isn’t a full-blown candidate portal like the one we discussed in ApplicantPro, it still communicates whether or not a job they applied for is open, closed, or even on hold.
While this falls short of providing candidates with real-time information about their own application, it does let candidates know whether they should still hold out hope for getting called in for an interview or whether it’s time to start sending out more resumes.
However, there are plenty of options to let applicants know the status of their own applications through TAM’s “event triggers.” These triggers allow you to set up “if/then” statements, which will send automated emails to your candidates for any reason you can think of.
For example, if you fill a position, then you can send an email to the other candidates you were considering, letting them know that you hired someone else. You can set up these email templates in TAM and send them from your work address through integrations with Gmail and Outlook.
You can also use these event triggers outside of candidate emails. For example, if you move a candidate to a different stage in your pipeline, then you can automatically set a task for someone on your hiring team to do something like follow up to schedule an email or send onboarding materials, etc.
TAM also allows you to collaborate and communicate with your team members through notes and shared tasks.
- An external recruiter portal so you can work with hiring pros outside of your organization
- A background check integration with GoodHire
- Integrations with several HR software solutions to provide a more seamless experience from hiring to employment
- Integration with Google Calendar to stay on top of appointments and interviews
Ease of use
TAM came in at #16 on Capterra’s Top 20 Most User-Friendly ATS report and earned the same Ease of Use reviews rating (4.7 out of five stars) as ApplicantPro from its users.
What Capterra testers say
Capterra’s Software Lab testers gave TAM a user experience score of 76 out of 100. The system earned high points for not needing to be a “technical person” to understand how the system works. Below are some snippets from their testing notes.
What users say
The Applicant Manager’s 79 reviewers also have positive things to say about their ATS. You can see what TAM’s reviewers are saying here.
The Applicant Manager doesn’t make their pricing information publicly available on their site, but their system ranked #8 on Capterra’s Top 20 Most Affordable ATS report, so their final price tag can’t be too intimidating. From Software Lab data, you could estimate that, for a basic set of features, TAM would cost around $90 per user per month or about $40 per open position per month.
And whatever the cost of the system might end up being for your organization’s needs, actual users gave The Applicant Manager an average Value rating of 4.8 out of five stars, meaning most thought the system lived up to its cost.
Get out there and hire Generation Z!
Since I threw a lot of information at you, here’s a recap of what we discussed:
- Generation Z is the generation after the Millennials, born after 1995.
- Generation Z is different from previous generations, in that they’re more familiar and comfortable with technology, they don’t trust brands and advertising, they care about social issues, and they appreciate agility and flexibility in the workplace.
- Applicant tracking systems that allow you to spread your brand’s message digitally and consistently, give candidates a seamless process to submit applications, help keep you compliant with hiring best practices, and communicate efficiently with candidates and with your hiring team will help you attract Gen Z hires.
- The ATSs we’ve spotlighted in this piece that have all or most of the features we discussed are:
- Breezy HR
- The Applicant Manager
Now you have all the tools you need to start hiring the newest eligible members of the workforce. But if you’re looking for more resources in your ATS search, you should check out a few from the list below.
Other helpful resources
General ATS information
- The Essential Guide to Buying an Applicant Tracking System
- Recruiting Software Impact Report
- Talent Manager Industry User Research Report
- The Top 20 Most Popular Applicant Tracking Software
- The Top 20 Most Affordable Applicant Tracking Software
- The Top 20 Most User-Friendly Applicant Tracking Software
Help with brand visibility
- 3 Steps for Handling Negative Glassdoor Reviews
- 4 Content Marketing Lessons to Apply to Recruitment Marketing
- 5 Essential Tips for Creating an Awesome Employee Referral Program
- 7 Tips to Help You Craft a Better Job Board
Ease of submitting an application
- 5 Fast Ways to Improve Your Candidate Experience
- How to Test Your ATS Like an Applicant
- 7 Video Interviewing Tips to Help You Hire Fast