For example, you may want to automatically send an email linking candidates to relevant employee profiles, and a scheduling link, when they are moved to a certain stage in the recruiting process. Their automations allow you to simple setup if this then that type workflows to save you time (and sanity). Automations: The point of an ATS is to automate in order to help your recruiters save time.Job Board Distribution: You can easily distribute jobs to publishers like Google, LinkedIn, Indeed, etc.Employee Onboarding: Pinpoint customers can use the system to onboarding new employees (as a note, this module is extra outside of the core ATS) - it covers the warm and fuzzy stuff like who your work mentor will be and what to expect culturally, as well as the typical employee paperwork, handbooks, etc.You can also add information about your ERGs, career paths, interview prep info, and anything else you want to showcase to candidates. Your recruiting team now doesn’t have to rely on IT or marketing to change your career site. Career site builder: This is one of the best parts of Pinpoint.If you have >$100k/year allocated just to customizing the ATS, then stick to the legacy providers (well, actually you should re-evaluate why you need these specific customizations and if sticking with a sub par legacy ATS is worth it). A good way to tell if this is your company is to look at your budget. Lastly, if your team requires massive customization, this is not the ATS for you. They do have smaller customers with less than 100 employees, but most of these companies are growing rapidly. It starts at $7,600/yr, so it is really hard to rationalize if you are hiring only a dozen or two per year. Pinpoint is also not a good fit for companies that don’t hire much. If your recruiters/hiring managers/employees have been used to the brain damage of a legacy system, it will take time for them to trust and utilize the power of this ATS - don’t underestimate that. It’s also worth noting that companies who have bad existing systems sometimes struggle to utilize Pinpoint. Realistically, you get what you pay for in this solution, and so if you are optimizing around price, this isn’t the solution for you. Pinpoint is for companies that hire a lot (at least 30/yr, the more the better), and put a focus on talent. That said, it’s hard to encourage you enough to get a demo of this platform assuming you aren’t a Fortune 500, extremely small company, or looking for the cheapest solution around - this ATS is that good! You’ll be better off using an ATS that is only for posting jobs and collecting resumes.Īs mentioned previously, this solution is also not for global Fortune 500 companies that need all the many bells and whistles you’ll find in a much more complex solution like WorkDay, or the ability to straight up customize your solution like you can by spending a few hundred thousand on Taleo consultants. If you’re a small company that only hires a few people per year, or has one HR person that does recruiting for 5% of their time, this system is too much for your team. Like all strengths, power can also be a weakness. Your team can build in automations (send candidates an email when they move to a new stage in hiring process), automate interview scheduling, or take a look at how your team is doing when it comes to equitable hiring practices. Pinpoint also stands out when it comes to power. This module is also build with simplicity, but everything you’d expect from a modern onboarding solution - from work buddies to I9s.įor recruiting teams, you can manage your multilingual career site and showcase employee testimonials, create custom user roles, manage talent pipelines, and manage the entire recruiting process with different workflows for different types of roles. The idea was to keep the positive experience going for hires as opposed to dumping them into an old school HRIS. In the recent past Pinpoint has also built out an employee onboarding module. It’s easy to apply, and for those not ready they can opt into a talent community to stay in touch with your company. This manifests through one of the most powerful features: the ability for recruiting teams to build and manage beautiful career sites that are designed to attract and convert candidates.
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