HARBOUR™

Asking candidates which media sources drove them to apply has been proven time and time again to be a fundamentally flawed piece of data generation - yet in terms of evaluating cost per hire (CPH), return on investment (ROI) and media channel performance, there can't be a more important metric to get right. Job Array Posting™ produces an array of unique landing pages for each role against each media, meaning that for referred traffic, we never need to ask where the application was generated from - we know for certain, and can accredit and track accordingly.

A visible profile within internet search engine results is no longer just a nice-to-have; it's an increasingly critical part of attracting appropriate traffic and managing your online profile. To put it simply, we don't believe that there's a better facility out there in terms of Recruitment SEO than HARBOUR™ATS.

These days, the internet really spoils us in terms of delivering rich and intuitive experiences when interacting with websites, so our expectations of what it should be like to work with an online system have understandably gone through the roof. Ugly systems immediately create mental blocks and barriers for users. We've approached our admin/back-end as if it was the front end of a web site, calling on design expertise to ensure it's engaging and intuitive - not just some development team's idea of "functional".

Sometimes an organisation requires a recruitment process that is locked down and rigid - which is fine and easy to accommodate by standard but inflexible off-the-shelf facilities.

But what if you had the capability to change things? What if you could create an application form that was tailored to the target candidates? Would you ask the same questions when recruiting a Receptionist as you would an FD, or of a Server Administrator as you would an HR Assistant?

With HARBOUR™ ATS, you can clone and amend existing application forms or create new ones from scratch with ease, ensuring optimal relevancy, more efficient sifting (yes, there's auto-sifting functionality you can dynamically deploy too) and fewer barriers to applying for those candidates you really want.

Maybe you've invested in understanding what your employer brand is, and then further in ensuring that everything in the public engagement arena has consistent look, feel and tone. Maybe you just understand how a disjointed journey negatively impacts on candidates' impressions of you. Either way, surely it's not too much to ask that the job search and apply pages marry seamlessly with the rest of the careers site? Is it? Certainly not with HARBOUR™ ATS. You tell us how it should look and feel, and we'll simply make it so.

Whether you're into Twittering or not, the fact remains that it's a channel of communication on which you can, and plenty of people do, search for jobs. So we've built in the facility to publish your jobs to Twitter so they link back to your site. It's that simple.

And with so many people using the Professional Networking site LinkedIn as a form of "living CV", you may think it makes sense to allow people to apply with their LinkedIn profile url. Well, we can do that - and pull their information into the applicant's profile. And if they're applying speculatively, then you'd still want to keyword search them as you would a CV in your Speculative Applicant Database, so you can do that too.

The Internet is the most exciting medium to work in, and there's nothing we enjoy more than continually integrating and utilising emerging technologies and channels to enhance the recruitment effectiveness, candidate reach and engagement of HARBOUR™- which is, of course, only good news for our clients.