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Feature Update: Job Postings – eQuest



Integration with job boards though eQuest
When employers have a new vacancy, they would like to attract as much candidates as they can to their posted jobs. To reach more candidates, employers post to several job boards by repeating the activities on every new medium that they post on. This is a repetitive and tedious process that keeps recruiters from getting to more important things like devising a strong application process.
The Fix: With Talentera’s new feature enhancement, recruiters can now post to multiple job boards with a single submission via eQuest. All they have to do is create their job posting once, and submit it to other boards (like linkedIn, Dice etc) through eQuest in a few clicks. It’s that simple.



Here is how this feature works:
– Post a new job
– Go to the final step to activate the job, and check eQuest
– You will be directed to the eQuest website to select boards to publish the job on



If you are interested in activating this feature, all you have to do is file a ticket through your Talentera dashboard and we’ll get to configuring it for you.
If you’d like to speak to an expert to learn how Talentera can improve your company’s recruiting processes, please get in touch.

6 Things Candidates Look for in a New Job

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While there are many resources on the skills that employers should look for in future employees, there is very little focus on the things that candidates require from future employers. Here’s a quick list of the things that candidates value most in a new job to help you answer the big question: How does your company face when it comes to offering what candidates really want?



1. Employer Brandemployer branding

Also known as a company’s track record, this single aspect has shown to be extremely conducive to applicant turnout on job ads because candidates are often as concerned about a company’s past as they are of its future. A good reputation as an employer, backed by positive word of mouth and compelling employment stories can be very appealing for candidates when they are hovering over the ‘apply’ button. To learn more, read our article on the Do’s and Don’ts of Employer Branding.



2. Compensation and Benefits

There’s no denying the importance of a competitive pay package in acquiring good candidates. When switching from an old job, a pay scale jump is oftentimes the most important factor for many people. Other than competitive pay, people also give a lot of weight to attractive benefits that are offered to employees. Candidates look more favorably at companies that offer multiple healthcare solutions, sizable contributions to provident funds and pension schemes along with a decent compensationnumber of paid leaves.  


A company’s ‘Compensation and Benefits’ structure can be a deal maker or breaker for potential candidates because this is usually what employer comparisons come down to. Therefore, it is important to spend time on devising the right mix and advertise how each element contributes to the annual salary package.



3. Growth Prospectsgrowth

The term refers to the growth of the company and the individual alike. Where the past enables candidates to build an opinion of the company, its business strategy helps them see whether it is well-positioned for the future. Candidates place a lot of value to personal growth in their career and the opportunity can only come about if they have job security.


Being able to see the foresight and viability of their employer’s strategies is key for candidates who wish to align their professional growth with that of the company. Will the company grow to a scale where I will get the resources and exposure to hone my skills? Will my job offer scope for professional and personal development? These are frequent questions candidates ask before accepting a new job.



4. Rewards and Flexibility

rewardsOther than pay and benefits, many employees appreciate additional rewards that let them know that they are valued. Although bonuses are one way of doing this, there are many non-monetary rewards out there that employers dispense to keep employees motivated. Team entertainment plans, early finishes on weekdays, corporate social events and different ‘pats on the back’ methods are just some of the countless options.


Although flexible timings are not rewards per se, they are a great way to show that you encourage your employees to strike a work-life balance, which can ultimately be very rewarding for your company. Since all candidates aim to maintain their life outside of work, this flexibility acts as a popular incentive. It also delivers a very employee-focused vibe for your company which adds to your employer brand.



5. Company Culture and Valuesculture

For candidates, another ‘top of the list’ aspect of a new job is fitting into the company’s environment. This incorporates many things like managerial hierarchies, corporate policies and the company’s values. Corporate values convey a strong message over what the company prioritizes and whether the candidates can align their goals accordingly. Creating a culture that nurtures employee well being, encourages hands-on learning and forgives mistakes can make candidates believe that your company is where they want to be.


6. Supportive Leadership

leadershipAnother crucial and valuable characteristic that is often overlooked is the role of leadership to a potential candidate. Having individuals within a company who guide, advise, instruct, and motivate their employees along the way positively influences both the culture fit and the role fulfillment of new employees. Candidates are likely to find themselves more drawn to roles or employers that are equipped with strong mentorship and leadership because this offers them the potential to develop under a more seasoned individual.




When recruiting, it’s important to keep in mind that it’s a two-way process. You will certainly be on the lookout for specific qualities that candidates must possess when filling vacancies but at the same time, those candidates will be scouting for employers that offer them the best opportunity to further their careers. Therefore, when you look to hire the most credentialed people, be mindful to not overlook whether your company offers all the necessary features to attract and retain them.


About Talentera

Talentera is an end-to-end recruitment solution that makes sourcing and hiring great talent super simple. We help our clients with everything related to hiring, ranging from scheduling interviews to managing requisitions and HR budgets.


How can Talentera help you?

To learn more about the scope of the product through a free guided tour with our professionals, click here.

8 Key Features to look for in a Career Portal Solution

An end-to-end Career Portal Solution ensures that you get each cent of your investment’s worth by automating multiple aspects of the recruitment process. However, since these solutions are expensive with even higher switching costs, it is important to analyze their utility.


If you have decided on adopting the software or are exploring the possibility, here are 8 features to keep in mind when considering a Career Portal Solution to ensure you derive maximum value out of it.



1. Ability to Adapt to your Recruitment Cycle

recruitment cycle


Your organization is unique and how you hire can not only differ from other organizations but might even vary internally from one department or geography to another. Your requirements can drastically change depending on the scale of your organization, your target industry and the career level you hire for.


For example, you might have a simple recruitment cycle for entry level positions including phone screening, assessment, interview and subsequent hire whereas for managerial positions, the process might involve several more stages. Thus, it’s important that your Applicant Tracking System (ATS) provider has the ability to mimic and adapt to multiple recruitment workflows. However, your system must offer at least these features to streamline the hiring process:


  1. Easy development of Job Requisition & Approval
  2. Multiple means of Talent Sourcing
  3. Candidate Screening & Processing
  4. Tools for Management & Monitoring

2. Engaging Tools for Employer Branding

mobile integration


When posting job ads to a community of fresh talent, it is important to be mindful of the organization’s brand image being portrayed. Since candidates tend to be far-sighted regarding their career, they focus more on the organization than the job itself. Therefore, your portal should offer a window into your work culture rather than plainly listing down all vacancies.


Coming across as agile, growth-focused and employee-centered through your portal can make a huge impact on the kind of talent you attract. Therefore, a lot of value can be added through a solution that focuses on correct branding by fulfilling at least these aspects. To learn more about employer branding, read our article on the do’s and don’ts of employer branding.


Diversity of Executions: Validate if your provider offers a host of templates to choose from whilst also offering a fully tailor-made solution.


Brand Conformity: Your career portal should look like an extension of your website. You do not want a job-seeker to think that they’ve been routed to another website after hitting the ‘Careers’ tab. This helps build your organization’s credibility in the eyes of the job-seeker. Check out how we’ve breathed Rotana’s work culture into their careers site here.


Multi-Lingual Capabilities: If your organization operates in or sources talent from a region where English is a second language, your portal should allow an easy switch between languages of choice to keep hurdles out of the application and recruitment process.



3. Features to provide a winning Applicant Experience

CV Creation


Here’s the reality: Applicants don’t like filling long forms. Therefore it’s important to verify the variety of options the software provides to capture applicant information with minimal friction. Structured information is also crucial to allow for in-depth search and filtration later on. Here are a few features that will be key in achieving this ease-of-use and structured data collection during recruitment.


CV Creation Options: This is the first step applicants will come across and so it must be accommodating for them to move forward. Your solution should offer multiple means of CV posting such as direct upload, import from popular job sites and CV building within the portal.


Intuitive Job Search: Once CV creation is out of the way, the solution should enable applicants to search for jobs using intuitive filters based on keywords, job descriptions, location and job roles.

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This will provide triple benefit by easing the application process, ensuring a wider talent pool and preventing irrelevant CVs from piling in thereby saving time and effort for the recruiter.


Application Flow: Profile creation on career portals is a time-consuming task. Therefore, your chosen solution must reward job-seekers with complete profiles through a ‘one-click’ job application facility. This feature should promptly submit their profile for selected jobs without additional processes, unless the applicant opts to make changes prior to submission.



4. Features to Streamline & Automate HR processes


Helping organizations achieve seamless HR processes runs at the very core of an ATS. Therefore, the system should ease multiple sore points faced by HR managers to fully deliver on its purpose. Here are some very critical areas your system should take care of on its own.mag glass


Applicant Tracking: The system should allow a quick snapshot view of the number of candidates that lie at a particular stage in the hiring funnel. Similarly, the recruiter must be able to drill-down to any stage to scan through all candidates present there. This streamlines the whole process by providing real-time feedback on talent profiles and identifying bottlenecks in the process.


Communication Templates: Promptly reaching out to applicants is paramount to keeping them actively engaged with their applications until you make your final decision. Your solution should tend to this requirement through standardized templates on statuses like:

  1. Application acceptance
  2. Interview invitation
  3. Offer
  4. Rejection
  5. Having the ability to share these mass emails without switching to an email provider  can save a lot of the recruiters’ time.



5. Hassle-Free Interview Scheduling

Interview scheduling


The platform should support easy scheduling of interviews where applicants and interviewers can agree on a mutually suitable interview time without the need of manual setup via call/email coordination. This will significantly save recruiters’ time and will reduce no-shows through automated calendar reminders for both parties.





6. Smart ways to capture and identify Relevant Talent



No matter how specific and well placed your job ads are, there is a high chance you’ll end up with numerous irrelevant CVs. Therefore, having a solution with a strong filtration system can save a lot of time for recruiters allowing them to focus on good candidates who can quickly be furthered through the hiring cycle. Here are some features that can come in handy with securing more relevant talent profiles.


Auto-screening: Applicants need to be filtered out based on various criteria before shortlisting. You need to ensure that your system automatically does this for you by filtering out irrelevant candidates based on criteria set by the recruiter. This can be achieved by adding these profiles to a separate folder that does not clutter the main talent pool.


Powerful CV Search: Being able to sift through CVs based on candidate’s previous job experience, job role, industry and company profile are all very important features that your system should provide. Additionally, having the option to go into advanced searches like ‘Keyword Search’ can be critical to finding relevant talent when databases grow large.


Questionnaires/Tests: Psychometric tests are growing increasingly popular in organizations as a necessary component of hiring. A good score on these tests ensures that the candidate is a good fit in the organization’s work culture and has the necessary skills to excel in the role.


Having the option to create customizable questionnaires can be a huge plus when you have thousands of CVs to sift through and very few interactive methods to judge the candidate’s personality before the interview.



7. Ability to hook into a diverse set of Candidate Sources



Recruiters commonly use multiple means to source good candidates when filling a job vacancy. Your solution should give your recruitment team the ability to centralize all their recruitment efforts into one consolidated pool of talent, while giving them powerful tools and insights to gauge which source of candidates is working best for your organization.

Here are a few tasks that your solution must facilitate in order to serve this purpose:




Internal Hiring: Posting vacancies and allowing lateral movement of your best employees.


Social Media: Sharing jobs on social media handles. This can help in increasing traffic towards your Social Media page, starting conversations, building engagement with job-seekers and always keeping you connected.


Job Sites: Minimizing effort and maximizing reach by publishing open vacancies from the portal to the job boards you work with.


Careers Portal: Publishing unlimited jobs on your own branded career portal to attract the best candidates.


Partner Sites: Expanding reach by publishing vacancies from your career site with the click of a button.


Employee Referrals: Increasing retention rates, engagement & performance by enabling employee referrals.



8. Features to Measure & Improve HR Processes



To accurately gauge whether the Career Portal Solution added value to your organization, it is important to have means of measuring its ROI in quantifiable metrics. Therefore, your chosen platform should provide succinct reports that allow you to measure:


  1. The number, diversity, and quality of candidates reaching each stage of recruitment
  2. The sources that helped your organization reach them
  3. The activities of the recruitment team
  4. A breakdown of the performance of Recruitment Agencies that were onboard with you

These executive reports will play a central role in your decision to change or continue with the chosen platform and empirically see the benefits or losses made.



Bonus Tip: Non-functional Considerations


Great SEO Compliance

seo compliance


When job-seekers search for career opportunities in your industry, company or vacant job roles, being present within the first few search results can be the difference between you capturing or losing great talent.


Validate that your chosen solution offers SEO compliance to:

  1. Boost visibility on google search results
  2. Help you enjoy strong online presence
  3. Make you the top-of-mind employer whenever a potential candidate  searches for a job that you are offering.


Reliable Customer Service


customer service

Ensure that your provider offers responsive and reliable customer support that can solve queries coming from beginners as well as those fluent in the system’s use.


The team should be able to provide:

  1. Consultation over challenges that you may face
  2. Thorough guidance over the product’s range in configuration and scaling
  3. Responsiveness


Mobile Access


Since more and more people are beginning to rely on smartphones to do their work, your portal should run seamlessly on mobile screens.


LinkedIn reports quote that 50% of new applicants apply through mobile devices.


Mobile apps allow candidates to respond to your queries at any time and vice versa, which speeds up the whole hiring process. A solution that doesn’t account for mobile technology will miss out on tapping the wide talent pool that has moved beyond desktop.



With so many Career Portal Solutions available in the market, you have the luxury of choosing the most suitable recruitment partner from a wide variety of competent systems. However, you are more likely to reach a terrific ROI yielding solution that fits your needs like a glove if you develop a clear checklist of requirements before you begin your search. There is a lot that an ATS can offer and a lot that you can demand from it so ensure that there is an overlap between the two when choosing your ATS provider.


Here’s a checklist to help summarize the takeaways:


Features Checklist

Do’s and Don’ts of Employer Branding




Employer branding is a process that is growing increasingly popular everyday. It comprises of ways that a corporation builds its reputation as an employer and nurtures a healthy relationship with current and future employees, as opposed to corporate branding which focuses more on investors and customers.


Ever wondered why everyone wants to land a job in Google? Sure, it is a fantastic company, but there are many other great companies that don’t enjoy even half the allure that Google does for job-seekers. The answer is simple. Google, and other companies like Facebook, Spotify and Netflix, work very hard to back their operational and financial success with carefully crafted employment stories.


All the effort they invest, starting from the timely release of snippets into their employees’ exhilarating work life down to stellar employee testimonials and candidate-centered job ads, pays off in double at the time of recruiting because they never struggle to fill their talent pipeline. In today’s fiercely competitive world of talent acquisition, it has become important to be one of those few companies that top candidates want to compete to become a part of.


If you seek the best candidates to take your company forward, now is the time to invest in building an employer brand that resonates your corporate values. But before you do, pay attention to these tips and caveats to ensure that you deliver a compelling and effective employment story for your company.




  1. Understand how job seekers perceive your employer brand today

It is important to figure out the general perceptions of your employees, stakeholders, competitors and public regarding your company’s reputation as an employer. Tools like qualitative/quantitative research, secondary research, online reputation monitoring and mystery recruitment can be used to obtain these insights. This will help in realizing your company’s present goodwill and can also uncover misguided perceptions that you would want to rectify before developing a new message.


  1.    Make sure that employer branding aligns with business goals



After understanding what your employer brand is and incorporating employee feedback, you need to determine if the plans align with the goals of your company. One way to do this is to evaluate the phrasing and meaning of your Employer Value Proposition (EVP).


EVP is the statement that answers the unspoken question in current and future employees’ minds: What’s in it for me if I work here? By crafting an EVP statement that conclusively answers that question and, at the same time, drives people to achieve the goals of your business, you begin to give employees and candidates a sense of what is expected of them and what they, in turn, can expect from the company.


  1.    Engage with employees



Much like charity, employer branding begins at home. Engaging with employees should be your first step in uncovering what working for your company is like. Pay close attention to their concerns and use surveys, anonymous questionnaires and one-on-one interviews, if need be, to find ways of enhancing employee satisfaction.


Create referral reward programs that motivate employees to reach out to passive talent in their network and spin off some “word of mouth” for you. Also remember to ask for employee testimonials that you can including in marketing collateral.  By encouraging them to share job posts, cover stories and HR-related content, you will turn employees into brand ambassadors.



  1.    Leverage Social Media

social media


Social media has evolved into an extremely powerful tool for targeted branding. It has an amazing reach and targeting tools that enable companies to focus their marketing efforts towards the most relevant audience based on location, demographic and interests. It also allows you to measure and test your campaigns and outreach programs.


All in all, it’s a space where you need to push out interesting, unique and compelling content that gets shared and wins you share of mind. For example, if you participated in a charity event, share photos. If you had a awards ceremony, announce it. If your employees did something exceptional, spread the word. Don’t miss out an opportunity to share a window into your culture.


  1.    Communicate what working for your company is like

squareWe all want to slide down the tube slide at Google Headquarters and play in the adult ball-pit that Invasion has in its employee lounge. These might be a little too “out there” for most companies but the idea is to share what makes you special and promote what it is that your existing employees love about your company.


Aim to showcase these features to potential candidates by adding pictures in your job ads, sharing entertaining but informative videos or introducing a recruitment blog that offers a window into your office environment. Doing this will convey how seriously you take your culture and employee relationships which can be a huge hook for potential candidates.


  1.    Monitor and implement

Once work on employer branding is in motion, you need to keep track of its performance and measure its impact on your workforce and the talent pool obtained. This can be done by monitoring review sites, job boards, search engines and social media. You should also actively compare users’ interest in your employer brand to that of your competitors. For a comprehensive overview, incorporate offline brand monitoring through employee surveys, voluntary turnover data and other HR metrics like accept to offer ratio and percentage hires from referrals.


Performance monitoring is only the first half of the job. You must make things happen in the light of all the data obtained. Collaborate with HR to take proactive steps to resolve issues that are negatively affecting your employer brand, be it by revising job descriptions, amending employee travel agreements or changing any other policies that are acting as pain points.




  1.    Mistake overall brand for employer brand

It is possible for a company to be known for great services and still have a poor reputation as an employer. Forever 21 is one example out of many cited by The Huffington Post based on aggregate employer rating scores.1 This illustrates how important it is to differentiate employer brand from your company’s overall brand which encompasses many other things (like consumer satisfaction, investor confidence, employee-customer engagement etc.).


What concerns your workforce is completely different from what concerns your customers, investors and suppliers. Therefore, employer branding should not be treated as a byproduct of your organizational branding as it has a methodology and impact of its own.


  1. Infer employer brand strength using the wrong indicators

If employee turnover is low, senior management can be misled to believe that their company is maintaining a healthy relationship with its employees. However, Bain & Company’s 2013 research found that employee engagement begins to decline as you progress down the organizational hierarchy.4 This shows how executives can be mistaken in assuming that their work staff is actively engaged with the company. Avoid this pitfall by regularly conducting employee surveys and discussions to know where your company really stands in your employees’ eyes.


  1.    Treat it like an isolated project

Communicating your employer brand will be an ongoing effort that must go hand-in-hand with other marketing initiatives that your company takes. To maximize its impact, ensure that you have people responsible to carry it through, a team accountable to its performance and that you deploy enough resources in the form of funds, time and manpower, to achieve its goals.


  1. Create wrong expectations by over-promising

We’ve all seen this happen at some point in our careers where we signed up for a job that turned out to be completely different once we got onboard. This can leave employees with a bad taste within their initial days and the impression can last their entire tenure at the company. To avoid doing this to your company’s name, be honest in your job ad about the role, responsibilities and what the candidate should expect. Be careful not to promise career growth, perks, opportunities or a corporate culture that does not exist. Remember, being authentic beats being momentarily cool.


Nurturing an employer brand is a great way to engage and attract top talent to your company but it requires a lot of commitment. The biggest challenge in building an employer brand is moving plans from paper to reality as it requires changes left, right and center. You will have to commit to conveying your employer story, keeping up with social media and changing your application process if required. Nonetheless, the trade-off is beyond worth it when you realize that you have the chance to capture great candidates despite being up against tube slides and ball pits.

1 Worst Companies To Work For, The Huffington Post, 2016


Here’s a quick summary:


Employer Branding Infographic

5 Key Mistakes to Avoid in Recruitment Marketing




We are all aware of a time when potential employers held all the power in the employer-employee relationship. Candidates fretted over things like impressing the interviewer, making them believe that they were ideal for the job and essentially bending over backward to win the employer’s’ attention. Fast-forward to the present time and you will notice that the dynamic has completely changed.


The web has made it easy for people to access several companies and job vacancies. More and more people are living independently and are willing to relocate to build a career. With so many companies fighting for the attention of top talent, working on your employer brand has become a necessity. You want the best talent for your company and reaching it requires strategizing; something more commonly known as Recruitment Marketing.

read more…

Data Segmentation is a Key

Your talent database is a precious asset and it’s essential that every recruiter is aware of what kind of talent they have in their immediate reach. The talent that you have captured shows how successful your employment branding and past recruitment efforts have been. Were you able to attract relevant people? Can you see candidates that you would consider for future positions? What kind of candidates have you been able to attract easily? Answers to these can affect future campaign messaging and even CV sources.


Your talent database also informs you about the effort you need to expend for future business needs. For example, your business might be expanding horizontally into new industries and has openings across the board. You would need to know how many of your candidates have the matching industry experience but more importantly, how are those candidates distributed in terms of Career Level i.e. between junior level candidates, mid-level managers and higher executives. This information is crucial for planning upcoming sourcing strategies.


So, how can you get this data with Talentera? Say hello to “Segmentation reports”.




Our new segmentation report allows you to break down candidate data by different dimensions giving you a quick window into insights you need. The idea is similar to Excel’s pivot tables where you can quickly create a two dimensional view of your data. More specifically, you’ll be able to slice and dice your candidate pool by Industry, Job Role, Degree, Nationality, Monthly Salary Range, Career lever and Gender.



It’s super simple! Start with selecting a primary criterion that you want to base your analysis on and then select a number of secondary criteria by which you wish to further break down the data. And presto! You instantly get a tabular sheet that displays one dimension against values of the other.


For example, say you wanted to see the gender breakdown by industry. Select “Gender” as your primary criteria and “Industry” as the secondary. The resulting sheet shows the number of candidates in each Industry broken down by how many of those are male compared to female.

Need to process these stats further or share them across? No problem. You can export the report into an Excel sheet with a click.


We hope the feature helps you out. If you have any questions or feedback, don’t hesitate to reach out to us. Also, we would love to hear how you plan to use this feature for your purposes.


The New Jobs Listing and Summarized Overview

We are thrilled to announce the launch of the highly anticipated new jobs dashboard!


Transform how you source and manage your applicants’ pipeline, and experience an upgraded job posting and listing experience like never before.


How? Allow us to demonstrate:


To help best manage jobs listing, the design has been revamped and relevant jobs’ data grouped together in one place for easy access and referencing.




Now you can see all you need to know about your jobs and your entire applicant pipeline for each job post in one glance. Also benefit from the convenience of taking quick actions on a specific job, or filter your jobs to narrow down your jobs view to a specific criteria.


See a Quick Overview of your jobs.

All you need to know about you jobs is now in one place. Total number of aaplicants, job status , job owner , days left to expire job



View your Sourcing Progress for all jobs From the Jobs Dashboard

View how many candidates are in each stage at any time. You can even navigate to them directly to view candidates CVs.

Narrow down your jobs view to a Specific Criteria

Filter jobs by job status, where it is being sourced, job location or the job owner.


Take Quick Actions

Place your mouse on the more button to find more actions you can take on a job. You can share your job with a teammate or duplicate the job post to make a similar one.


More Details

Reveal more details about your job hovering the more details, see how many times the job has been viewed or searched by job seekers.


Coming Soon – New Job Posting Revamp

Announcing New Job Posting Revamp

We are thrilled to announce the launch of the highly anticipated job posting revamp!

Transform how you source and manage your applicants’ pipeline, and experience an upgraded job posting and listing experience like never before.

How? Allow us to demonstrate:

Job Posting Made Simple

To help you pick up the pace in creating job postings for your next all-star team, we have broken the process into three easy steps:



Step 1: Explain to the applicants what the job is and the kind of candidate you’re seeking. 

Step 2: Setup your applicant settings to help us screen out irrelevant candidates.

Step 3: Advertise your job on various job boards and portals to reach out to job seekers. 




 The Job Dashboard Reinvented

See an overview of your job performance with the new job dashboard. All you need to know or do regarding a specific job is now available in one place. You are now able to see a full overview of the job; The job title, reference id, location, owner, the creation date and the job status. In addition to that you can take direct actions on the job such as activate/deactivate, edit, share and more.


Moreover, we have included quick access to Candidate, Recommended profiles and job history where you can have relative view for what you are looking for.


Applicants:List of all applicants that have applied or moved to the job so you never lose track.

Recommended Candidates: Recommended matches that fit your requirements now appear in a new tab. Save time and explore talent without having to conduct searches, or lose time waiting for job seekers to approach you.



Organizational Chart

Organizational structure illustrates relations between people within an organization and defines who is responsible for doing various tasks within it. In a glance you can take a full image about all organization employees and the role of each one.




Using our org chart you have two options to start; add data from scratch, or import company data from a spreadsheet or .CSV file. Then, personalize your org chart by uploading pictures to accompany names and positions.




In order to make sure the company data is updated; new hires and approved internal employees will be automatically added to the Organization Chart with their information which can be edited later easily.


By clicking on an employee name a subview will appear with all his/her information and a set of action you can take; you can delete that user from the chart, edit his detail, approve him/her as internal employee (if he/she was pending verification) and add him as a sub-user.




It is also possible to print your organization chart, Save it in PDF format and export it to a spreadsheet for various uses


We believe this is an important addition to our system and in the future it will have further interaction and integration with main modules and features we have or we will be adding.

Visa Tracking Module

Companies with international employees face many issues in tracking the number of expat visas they have been granted and their usage.

We developed a new feature will be primarily used by Saudi Employers to record the number of visas granted by the Saudi government. Also, they will use this module to assign the candidates they hire to a visa granted by the KSA government allowing them to track visa consumption.




Users with adequate permission can now record the expat VISA quota that has been allotted by the Saudi government, we separated these quotas into two categories; Active and Expired Visa Grants.

Active visa grants have all visas defined and still valid, employers can edit these visas data by update their information, delete them or manage allocations candidates on them. For expired ones the user can’t do any actions against them and used for tracking only. Both tabs show a table with full details about each visa and its consumption.




For active visas, employers can allocate them to hired candidates in the system using the visa allocation management page, this page will automatically fetch candidates from hired folders of jobs and the employer will be able to assign any candidate to a visa grant using the ‘Assign’ action. Clicking this link will open a modal window with a form containing needed information like the visa ID and visa grant titles, knowing that the only Visa grants will be loaded which are valid for the candidate’s nationality. In other words, the system will only show those Visa grants where the applicable nationality is equal to the nationality of the candidate. The system also allows the employer to de-allocate the assigned visa from the candidate that It will also update the visa consumption or to remove a candidate from allocation when he doesn’t need a visa.




In some cases, the candidate may not exist in the system but the recruiter might want to add the candidate for completeness sake and visa tracking purposes. For this we gave him/her an option to add candidate manually using the “Add Candidate” button which will open a form with needed information.




Employers who use this module will be consuming their visa grants more efficiently and track the progress of each one. This module will send notifications before the expiry of a visa grant record and when a visa grant expires to make it fully optimized.