Manufacturer Benefits from using myStaffingPro

We asked the HR Generalist at Bassett Mechanical what their experience was with myStaffingPro applicant tracking system. Below, she answered your most frequently asked questions in the buying process.

How long was the implementation process? How much work was it on your end?

After deciding to go with myStaffingPro there was an initial phone conversation and demo with our Rep to go over the implementation process. This call was probably about an hour and ½ in length. There was a very comprehensive implementation guide that was also provided to me. Some of the things I had to set up were choosing which pieces of the application we wanted (and what order) and what statuses we wanted (based on our interviewing/screening process). I think we were up and running within a month from the time we signed the agreement.

How has the level of customer service been since you started with them? How long have you been using the system? Any issues with the program?

The level of customer service we’ve received through MSP has been amazing. This is actually the reason we ultimately chose to go with them when we were researching different options as well. Everything I could find about them and the references I spoke with, all talked about the high level of customer service.  Whenever I have any issues with the system I reach out to our Rep, Koji, and he gets back to me the same day (next day at the very latest). There has never been anything that he hasn’t been able to help me with. This is probably the biggest benefit I’ve seen to using myStaffingPro. Even if it’s something that I should be able to do on my end, if I’m struggling with it, Koji will take care of it for me. He was also the person I spoke with during the implementation process and he was very helpful. I can’t say enough about the level of customer service we’ve received. I’m very happy with this.

How has the applicant experience been? How has this streamlined your recruiters’ process?

I’ve gone into the system as an applicant numerous times to go through the process and make sure things are clear and easy to get through. Once someone gets into the application, it takes them step-by-step through the different required areas. One thing I think is really great is that when someone first applies to a position and goes into the application process, they enter a name and email address. If there are other positions that they want to apply for in the future, they go in and enter their name and email address and it pulls all of their information so they can just apply to the new position, without entering everything all over again. That is one piece that I would imagine applicants really like about the process.

What is myStaffingPro’s greatest benefit?

The biggest benefit that I’ve noticed with the ATS is that we can now look for applicants to see if we’ve talked with them before and what our thoughts were, as well as why we made the decisions we made. Other things that have been helpful are the “hiring manager review” option where a notification is sent to the manager via email and he/she can go in and add their own notes and input and it can get logged right into the system vs. going through email without a record of it if you look back in the future.

 Any closing comments?

I hope that some of the information I’ve provided helps you with your decision-making process. We went with myStaffingPro because it offered what we’re looking for, without all of the extra things we didn’t need (and the much higher price tag). We liked what we saw in regards to their customer service reviews as well. I’m very happy we went with MSP and put this in place and I would go the same route if I had the same decision to make again.




myStaffingPro does not represent or warrant that materials provided comply with applicable federal and state laws and regulations. Any and all materials provided are considered general guidelines or provided pursuant to client requests related to recruiting/applicant tracking and are not intended as legal advice. Clients should obtain legal advice regarding the types of applicant data to track, consider, and maintain as well as how and when to track or consider such data. If you have a specific problem, issue, or need for legal or financial advice, the services of a competent, relevant professional should be sought to address the particular situation.

How Filtering Applicants with Ranking and Scoring Simplifies Recruiting

In today’s economy, companies are flooded with applications for each position that they post as job seekers apply for more positions than ever. One recent study revealed that companies were seeing as many as 211 applications for every entry level job. Meanwhile, HR departments are leanly staffed. It’s critical that your team uses the right tools to identify the top candidates, while reducing administrative workloads as much as possible. The strategic implementation of scoring systems to rank candidates in the pre-interview phase is one of the best ways to do this. Here’s a closer look at how this system works, and why myStaffingPro is the right tool to help you do this effortlessly.

What is candidate scoring?

In an ideal world, a recruiter or hiring manager can evaluate two applicants and immediately determine which person is better qualified and a better fit. However, each application is really a composite of numerous factors that qualify them for the job. One candidate may have an outstanding educational background, while another has the perfect experience profile. Meanwhile, a third candidate may have acceptable educational qualifications combined with just enough related experience to also be a serious contender. How can you score candidates objectively and rank them?

One of the best approaches is to develop a candidate scoring system. A candidate scoring system involves strategically deconstructing a job description to identify a position’s most critical qualifications or points. As part of the application process, you can then ask candidates pointed questions about these areas. In some cases, a lack of specific experience or certification may allow you to filter out unqualified candidates immediately. In other cases, their answers will help you form a picture of their potential vis-à-vis the position.

Developing good questions and scoring mechanisms

The key to getting this system to work for you is developing the right questionnaires and scoring systems. Learn to ask great questions. There are three areas that are helpful to consider:

  1. Yes or No questions: Yes or no questions are incredibly valuable in the instance where you have a specific factor that’s a deal breaker in your recruiting. For example, if your candidate must hold a current LEED certification or a Ph.D in English literature to move to the next phase, getting their answer early on is key. But for most other circumstances, we recommend multiple choice questions.
  2. Multiple choice questions: Multiple choice questions are a recruiter’s secret weapon. What they do is allow you to identify a range of possible answers, which you can then attribute different values to. For example, if you’re recruiting for a position that requires ten years management experience, you could frame the question as a yes or no. But you might screen out highly qualified candidates with 8 or 9 years of experience. Instead, if you frame it as a multiple choice question with a range of answers (e.g. 0 – 3 years; 4 – 6 years; 7-9 years; 10+ years of experience) you’ll have a better understanding of where they fall on the experience spectrum. This theory can be applied to almost any type of question or specific qualification.
  3. Ranking scales: In the previous section, we discussed multiple choice questions. Each of these answers can be assigned a range. For example, 0 – 3 years could be assigned 0 points, whereas 10+ years of experience could be assigned 10 points. If you have five prequalifying questions, a candidate that offers the “best” answer will score a 50. But you’ll also have a better picture of what candidates are strong by looking at which ones rank in the 40s.

Candidate scoring for a hypothetical position

Consider a scenario where you’re hiring for an executive assistant position to a Vice President of Sales. The position has a number of key responsibilities, but a few points are the most crucial based on the needs of the job and the supervisor’s input. These could be:

  • A minimum of five years as an executive or personal assistant
  • Experience in sales – the more senior or long-term the better
  • A bachelor’s degree

Prescreening questions can help you identify which candidates meet your minimum requirement. For each one of these questions, you can frame multiple choice questions. Your scoring might look as follows:

How many years of experience do you have as an executive assistant?

a. 0 – 2 years (0 points)

b. 3 – 4 years (1 point)

c. 5 years (2 points)

d. More than 5 years (3 points)

Do you have previous experience working in a sales department?

a. No, I have no prior sales experience. (0 points)

b. Yes, I have one year of experience working in sales. (1 point)

c. Yes, I have between 1.5 and 5 years’ experience in sales. (2 points)

d. Yes, I have more than 5 years’ experience in sales. (3 points)

What level of education have you completed?

a. I did not complete high school. (0 points)

b. I completed high school or hold an equivalent GED. (1 point)

c. I completed an associate’s degree or other 2 year program. (2 points)

d. I hold a bachelor’s degree, master’s degree, or other graduate degree. (3 points)

An ideal candidate would score a 9 – an experienced sales assistant with at least a bachelor’s degree. But you could have some candidates that were promising 8s – for example a well-educated and experienced assistant with less experience in sales or a seasoned sales admin who only completed an associate’s degree. Each of these candidates will likely stand out from the pool and can give you a head start in vetting applications.

If you’re interested in implementing a candidate scoring and ranking system as part of your recruiting, myStaffingPro offers this functionality as part of its core recruiting software. Contact us to arrange a demo and get started using myStaffingPro in your online recruiting efforts today.

Applying for Jobs Online: Using a Mobile Solution for Your Online Recruiting

Applying for jobs using mobile devices is becoming increasingly common. According the Pew Research Internet Project, 58 percent of Americans own a smartphone and 32 percent own a tablet. With the increasing proliferation of mobile devices, recruiters need to develop online application processes that are mobile-responsive. If an interested candidate is unable to navigate your company’s job application on their device of choice, you’re likely to see an increase in application abandonments and candidate frustration. Here’s a closer look at the factors you should bear in mind when choosing a mobile solution for your online recruiting.

Applying for jobs online increases090413_1542_MobileRetur1.jpg

Searching and applying for jobs online has become one of the most common methods for viewing available positions and finding new employment. Mobile device usage is transforming how online recruiting processes and technology is deployed. TalentHQ estimates that 60 percent of candidates view recruiting pages via mobile devices, and 40 percent abandon non-mobile friendly processes. Having what candidates view as a non-functioning or low-functioning recruitment application can damage your brand equity and cause more tech-savvy candidates to look elsewhere for jobs. When choosing your online recruiting solution, it’s important to select an application with strong mobile functionality.

Compatibility with a range of mobile devices

Basic mobile solutions aren’t enough. With the wide range of devices on the market today, including Apple® products and a variety of AndroidTM models, businesses need to ensure that their mobile presence is optimized for each potential device. For example, myStaffingPro’s recruiting suite offers accessibility with mobile, tablet, and Macintosh-friendly application processes. The more you anticipate a range of devices and choose a solution that works with them all, the better results you’ll get with mobile recruiting initiatives.

The benefits of social integration

Another important component of mobile recruiting is seamless social media integration. Social media promotion can be one of your most effective strategies for reaching networks of qualified candidates. Whether its industry groups on professional sites such as LinkedIn or groups of connected individuals in the same profession, social media is an important mechanism for sharing information. Selecting a recruiting solution with an integrated social component enables your employees to more easily participate in referral programs, and makes it simpler for your job listings to be quickly shared with receptive audiences.

A mobile content strategy

It’s helpful to keep in mind the limitations of mobile devices when creating your recruiting content and designing your process. For example, does your company background material run for several pages or leverage formats like PDFs that may not work with all mobile devices? Consider the length and format of your supporting documents, and consider offering excerpts with links to more detailed information for candidates browsing on smaller screens. Mobile recruiting goes beyond technology; it’s important to pair the best technological solutions with processes and collateral designed with the mobile context in mind.

If your company is currently developing strategies to better meet the needs of candidates applying for jobs online, contact myStaffingPro today. Our advanced online recruiting tools streamline your processes, connect you more efficiently with qualified candidates, and eliminate unnecessary administrative work from the recruiting process.

Using Social Media Recruiting to Meet Your 2014 Staffing Goals

Social media recruiting is an increasingly important trend for recruiters. Social channels allow HR professionals and business owners to boost the signal on open positions, cultivate candidate pools, and simplify employee referral programs. Here are best practices for any company contemplating social recruiting campaigns.

Social media recruiting is a major trend. According to a recent survey, 92 percent of companies use social media platforms such as Facebook, Twitter, and LinkedIn to attract candidates for open positions. It’s important that companies embracing this trend incorporate best practices for hiring via social media. Successful recruiting on social media platforms requires a cohesive plan and the right technological solutions. Here is a closer look at the key areas business owners and their HR teams need to consider when unrolling a recruiting campaign on social platforms.

The benefits of social media recruiting

Companies are successfully leveraging social media to build brands, retain customers, and attract new leads. HR professionals quickly recognized the potential of recruiting on social media to achieve several goals. It’s an easy and effective addition to employee referral programs. Many firms are finding that candidate quality increases, the time to hire is shortened, and it’s easier to find qualified candidates for hard-to-fill positions.

See social media as a strategy for building talent pools

Social media offers two approaches for recruiters. The first is posting and actively recruiting for specific, open positions. The second is with social media acting as an avenue to cultivate talent pools. Depending on the industry a company is in, it’s possible to use different approaches such as industry groups on LinkedIn or fan pages on Facebook to capture the interest of its target demographic. Focus on developing relationships, creating meaningful conversations, and over time increasing engagement with the company brand. When open positions do arise, recruiters will have a deep pool of potential talent that can be tapped into to fill the spot.

Choose recruitment tools with social media integration features

Building a talent pool is a great long-term strategy for attracting candidate leads. However, social media recruiting is also an important catalyst when companies are filling immediate positions. Once a position has been posted on a company’s recruitment platform, it’s time to use social media to amplify the signal. Look for candidate and recruiting solutions that integrate with job boards, make social media sharing of specific openings as easy as a click, and enable 24/7 status application checking. The best candidates expect cutting-edge technology. Companies that deliver it enhance their brand image and improve their chances of hiring the most qualified applicants.

Prioritize LinkedIn

As the number one business oriented social media network with over 240 million active members, LinkedIn is an important source of candidates in any industry. There are several best practices that can help ensure a company’s efforts on LinkedIn are successful. Any campaign on LinkedIn begins with a completed company profile page, which at a minimum contains a description of the company and all relevant contact information. Business owners or entrepreneurs, as well as any staff that handle recruiting, should also have active profiles as some candidates prefer to connect with individuals over brand pages. Regularly update the company page with status updates and other materials such as videos and white papers that offer more insight into the company and its culture. It’s useful for brands to engage beyond their own pages, by being active in industry groups. These connections raise a company’s brand profile, while also alerting interested candidates when the company may be hiring.

Understand the culture of other platforms to promote specific openings

While LinkedIn is a natural fit for promoting open positions, networks such as Twitter and Facebook can also help companies reach qualified candidates. The key is understanding how these networks work and how best to tap into their culture. For example, achieving reach on Twitter involves using the right hashtags. Some popular ones for recruiting on Twitter include #jobs, #[city name], #jobhuntchat, and #internpro. Recruiting on Facebook requires a slightly different approach. Recruiters can post job openings on relevant Facebook fan pages and the Facebook Marketplace. It’s also possible to identify candidates by leveraging a tool such as to search for wall posts and status updates that contain related keywords.

Social media recruiting is an important addition to the toolkit of business owners and HR professionals working to fill open positions. The right strategies can help expand a company’s network, build a deep talent pool of industry professionals, and amplify the signal of open positions through different social channels. Contact myStaffingPro today to learn more about how recruiting solutions with social integration features lay the foundation for successful recruiting social campaigns.

myStaffingPro Showcases Applicant Tracking at Convergence

Next week, the myStaffingPro sales team is going to Atlanta for Microsoft Convergence 2014!  We will be in booth #422 showing off our applicant tracking system and its integration with Microsoft Dynamics GP and AX!

After implementing myStaffingPro, one of our healthcare customers commented, “A great deal of time has been saved by not having to manually enter all applicant info into Microsoft Dynamics Great Plains (GP), which used to take as much as four hours to complete daily.”

Want to see it for yourself?  Visit myStaffingPro at booth #422, or visit

5 Reasons Applicants Love myStaffingPro ATS

1. Parsing saves time and data entry! Our social network integration and resume parsing functionality allows candidates to populate information into their online application.
2. Candidates can apply with a mobile phone, tablet, or computer on Internet Explorer or Safari!  myStaffingPro can handle PC, Mac, Droid, Apple, etc.
3. Continuous saving. myStaffingPro applicant tracking system divides the questions into small sections that are saved every time the candidate moves forward in the process.  Say goodbye to long, never ending forms.
4. Self-service portal lets them return to update information and check the status of their application.
5. Thank you email verifies that their application was received.

Interested in learning more about the candidate experience? Download our free guide, Candidate Experience Best Practices.

Best Advance in Talent Acquisition Technology

myStaffingPro is pleased to once again be awarded Brandon Hall’s Best Advance in Talent Acquisition Technology. myStaffingPro was recognized for its vast number of social mediaSales2013-Gold-small.jpg tools that assist with and strengthen social recruiting activities, including one-click access to the company’s social media pages, requisition posting to Twitter and Facebook, an RSS feed of job openings, a “share” button allowing candidates to easily share openings with their networks, and social media sign-on with contact information and work history parsing capabilities.

The entries were evaluated by a panel of veteran, independent senior industry experts, Brandon Hall Group senior analysts and executive leadership based upon the product innovation, unique differentiator, value proposition, and measureable results.

To learn more about myStaffingPro applicant tracking system’s social media tools, please visit

Recruiting with Microsoft Dynamics GP

Are you using the Microsoft Dynamics GP Human Resources (HR), Applicants, and/or Requisitions tables?  Maximize your HR capabilities by adding recruiting to the font-end.

myStaffingPro applicant tracking system offers:

Automatic Requisition Export – Maintain accurate and current requisition information with an hourly requisition export from myStaffingPro to Microsoft Dynamics GP.

Configurable Applicant Data Transfer – Determine when and what information is transferred to Microsoft Dynamics GP with myStaffingPro’s flexible integration options.  Standard applicant export fields include but are not limited to:

  • First, Middle, and Last Name
  • Address and Phone Number
  • Apply Date and Dynamics GP Status
  • Requisition Number
  • Referral Source and Description

Microsoft Dynamics GP Import – Receive myStaffingPro data into the Human Resources (HR), Applicants, and/or Requisitions tables of Microsoft Dynamics GP.

Integration Administration – View the integration’s details and track the transfer status, date, and completion time.  If desired, the automatic transfer can be suspended and scheduled for a later date.

Customization - Add custom fields to myStaffingPro, and include the fields in the Microsoft Dynamics GP data transfer.

Microsoft Dynamics GP is our number #1 integration.  To learn more, please contact us at

Recruiting Resolutions

Welcome back to work!  I hope that you are refreshed and ready for a new year of possibilities.  Speaking of possibilities, do you have any recruiting resolutions for 2014? Below are a couple ideas to get you started:

  • Budget – What is it, and how can I maximize it? Is there any technology that can help me stretch my budget farther?
  • Advertising – Where should I advertise my employment ads this year? What was effective last year? Is there a new medium I should try?
  • Social Networking – What I am doing to utilize the FREE social networks? Alternatively, how can I improve my utilization?
  • Process Review – What is my hiring process from initial contact through hire? How I can improve this process to make sure that it is an easy, informative, and thorough as possible?

Need help finding the right answers?  Here at myStaffingPro, we have the applicant tracking technology to reduce your cost-per-hire through processes efficiencies and free recruiting tools.  For more information on how we can help you achieve your recruiting resolutions, please contact us at

Applicant Tracking in the Enterprise Landscape

Join us on December 11th for the webinar, Applicant Tracking in the Enterprise Landscape, as Ruth Ann Stover talks about myStaffingPro’s SaaS applicant tracking system. Participants will learn about:

The myStaffingPro platform is an award-winning solution that enables human resources professionals to manage their entire recruitment life-cycle from adverting to onboarding all within a single web-based application.

To register, please go to: