Latest news with #ApplicantTrackingSystems
Scoop
21-05-2025
- Business
- Scoop
Nintex Launches Pre-Built Onboarding Solution Cuts Ramp Time And Admin
Press Release – Nintex Getting the onboarding experience right requires tight coordination across HR, Finance, IT, and hiring managers across all business units. Nintex Employee Onboarding brings these teams together to improve efficiency internally and provide a more consistent … Sydney, AU. — May 21, 2025 — Nintex, a global leader in AI-powered process automation and application development, today announced Nintex Employee Onboarding, a new pre-built solution that significantly reduces the time needed to complete employee onboarding tasks – driving faster ramp to productivity for new hires, reducing costs to the business from onboarding delays, and reducing administrative burden on HR, Finance and IT teams. Nintex Solutions are designed to solve specific use-case challenges that require collaboration across many departments and systems, greatly improving time-to-value for customers. 'Employee onboarding touches every employee that enters an organisation. As a result, getting it right isn't only important for employee experience and retention, but delays and disruptions throughout onboarding can negatively impact a business's bottom line,' said Niranjan Vijayaragavan, Chief Product Officer at Nintex. 'Getting the onboarding experience right requires tight coordination across HR, Finance, IT, and hiring managers across all business units. Nintex Employee Onboarding brings these teams together to improve efficiency internally and provide a more consistent experience for new employees.' Onboarding experiences influence employee productivity and retention According to research, 80% of employees who have a poor onboarding experience plan to leave soon after joining. Even further, 17% of new hires will leave a new job sometime between their first seven and 90 days of employment. Additionally, the average cost to onboard a single employee is $1,500, which means if you hired 100 employees, that's a total of $25,500 wasted on 17 employees who left your company within the first 90 days. While many organisations have automated key HR use cases through Applicant Tracking Systems (ATS) and Human Resources Information Systems (HRIS), critical onboarding workflows are often left manual as this process typically spans across multiple systems and requires collaboration across departments. Improve new hire onboarding processes and reduce associated costs with Nintex Many organisations have an HR system that they rely on for core HR processes, but have added numerous applications to manage employee onboarding – complicating the process further. With Nintex Employee Onboarding, HR, Finance, and IT teams have a purpose-built solution that allows them to remove bolt-on tools and easily integrate onboarding into core systems, enabling them to: Create branded new hire portals. HR teams can easily configure onboarding flows without technical support to provide a branded experience where new hires can complete key tasks using a self-service interface. Automate new employee setup. Import new employee data into HRIS systems through an out-of-the-box integration, removing the need for redundant data entry. Customise approvals, documents, and signatures. Modify onboarding steps, business system integration settings, and day one information for each role type. Set up an internal operations portal. Launch pre-built processes to initiate new hires, configure roles, track progress, and more in a single, intuitive, end-to-end system. The Nintex Employee Onboarding solution was built using Nintex Solution Studio – a portal that helps IT and business teams easily design and build solutions that automate the unique business process challenges of their organisations – and adds to the growing set of pre-built solutions from Nintex, including Nintex Licensing & Permitting for public sector agencies. Nintex is now expanding the availability of Nintex Licensing and Permitting to government customers across the APAC region. First introduced in 2024 for U.S. state and local agencies, this ready-to-deploy solution simplifies and digitises complex permitting processes, improves citizen and business experiences, and reduces manual workloads for government staff, helping agencies accelerate their digital transformation initiatives. About Nintex Nintex, the possibility engine™, helps companies unlock the power of endless possibilities. Today, more than 8,000 public and private sector organisations across 90 countries turn to the Nintex platform to automate how work gets done, remove friction from business processes, and unlock the full potential of their people. Learn more about how Nintex and its global partner network are propelling people, work, and business forward at
Scoop
21-05-2025
- Business
- Scoop
Nintex Launches Pre-Built Onboarding Solution Cuts Ramp Time And Admin
Press Release – Nintex Getting the onboarding experience right requires tight coordination across HR, Finance, IT, and hiring managers across all business units. Nintex Employee Onboarding brings these teams together to improve efficiency internally and provide a more consistent … Sydney, AU. — May 21, 2025 — Nintex, a global leader in AI-powered process automation and application development, today announced Nintex Employee Onboarding, a new pre-built solution that significantly reduces the time needed to complete employee onboarding tasks – driving faster ramp to productivity for new hires, reducing costs to the business from onboarding delays, and reducing administrative burden on HR, Finance and IT teams. Nintex Solutions are designed to solve specific use-case challenges that require collaboration across many departments and systems, greatly improving time-to-value for customers. 'Employee onboarding touches every employee that enters an organisation. As a result, getting it right isn't only important for employee experience and retention, but delays and disruptions throughout onboarding can negatively impact a business's bottom line,' said Niranjan Vijayaragavan, Chief Product Officer at Nintex. 'Getting the onboarding experience right requires tight coordination across HR, Finance, IT, and hiring managers across all business units. Nintex Employee Onboarding brings these teams together to improve efficiency internally and provide a more consistent experience for new employees.' Onboarding experiences influence employee productivity and retention According to research, 80% of employees who have a poor onboarding experience plan to leave soon after joining. Even further, 17% of new hires will leave a new job sometime between their first seven and 90 days of employment. Additionally, the average cost to onboard a single employee is $1,500, which means if you hired 100 employees, that's a total of $25,500 wasted on 17 employees who left your company within the first 90 days. While many organisations have automated key HR use cases through Applicant Tracking Systems (ATS) and Human Resources Information Systems (HRIS), critical onboarding workflows are often left manual as this process typically spans across multiple systems and requires collaboration across departments. Improve new hire onboarding processes and reduce associated costs with Nintex Many organisations have an HR system that they rely on for core HR processes, but have added numerous applications to manage employee onboarding – complicating the process further. With Nintex Employee Onboarding, HR, Finance, and IT teams have a purpose-built solution that allows them to remove bolt-on tools and easily integrate onboarding into core systems, enabling them to: Create branded new hire portals. HR teams can easily configure onboarding flows without technical support to provide a branded experience where new hires can complete key tasks using a self-service interface. Automate new employee setup. Import new employee data into HRIS systems through an out-of-the-box integration, removing the need for redundant data entry. Customise approvals, documents, and signatures. Modify onboarding steps, business system integration settings, and day one information for each role type. Set up an internal operations portal. Launch pre-built processes to initiate new hires, configure roles, track progress, and more in a single, intuitive, end-to-end system. The Nintex Employee Onboarding solution was built using Nintex Solution Studio – a portal that helps IT and business teams easily design and build solutions that automate the unique business process challenges of their organisations – and adds to the growing set of pre-built solutions from Nintex, including Nintex Licensing & Permitting for public sector agencies. Nintex is now expanding the availability of Nintex Licensing and Permitting to government customers across the APAC region. First introduced in 2024 for U.S. state and local agencies, this ready-to-deploy solution simplifies and digitises complex permitting processes, improves citizen and business experiences, and reduces manual workloads for government staff, helping agencies accelerate their digital transformation initiatives. About Nintex Nintex, the possibility engine™, helps companies unlock the power of endless possibilities. Today, more than 8,000 public and private sector organisations across 90 countries turn to the Nintex platform to automate how work gets done, remove friction from business processes, and unlock the full potential of their people. Learn more about how Nintex and its global partner network are propelling people, work, and business forward at
Business Wire
20-05-2025
- Business
- Business Wire
Nintex Announces New Pre-Built Solution to Streamline Employee Onboarding for Organizations
BELLEVUE, Wash.--(BUSINESS WIRE)-- Nintex, a global leader in AI-powered process automation and application development, today announced Nintex Employee Onboarding, a new pre-built solution that significantly reduces the time needed to complete employee onboarding tasks – driving faster ramp to productivity for new hires, reducing costs to the business from onboarding delays, and reducing administrative burden on HR, Finance and IT teams. Nintex Solutions are designed to solve specific use-case challenges that require collaboration across many departments and systems, greatly improving time-to-value for customers. 'Employee onboarding touches every employee that enters an organization. As a result, getting it right isn't only important for employee experience and retention, but delays and disruptions throughout onboarding can negatively impact a business's bottom line,' said Niranjan Vijayaragavan, Chief Product Officer at Nintex. 'Getting the onboarding experience right requires tight coordination across HR, Finance, IT, and hiring managers across all business units. Nintex Employee Onboarding brings these teams together to improve efficiency internally and provide a more consistent experience for new employees.' Onboarding experiences influence employee productivity and retention According to research, 80% of employees who have a poor onboarding experience plan to leave soon after joining. Even further, 17% of new hires will leave a new job sometime between their first seven and 90 days of employment. Additionally, the average cost to onboard a single employee is $1,500, which means if you hired 100 employees, that's a total of $25,500 wasted on 17 employees who left your company within the first 90 days. While many organizations have automated key HR use cases through Applicant Tracking Systems (ATS) and Human Resources Information Systems (HRIS), critical onboarding workflows are often left manual as this process typically spans across multiple systems and requires collaboration across departments. Improve new hire onboarding processes and reduce associated costs with Nintex Many organizations have an HR system that they rely on for core HR processes, but have added numerous applications to manage employee onboarding – complicating the process further. With Nintex Employee Onboarding, HR, Finance, and IT teams have a purpose-built solution that allows them to remove bolt-on tools and easily integrate onboarding into core systems, enabling them to: Create branded new hire portals. HR teams can easily configure onboarding flows without technical support to provide a branded experience where new hires can complete key tasks using a self-service interface. Automate new employee setup. Import new employee data into HRIS systems through an out-of-the-box integration, removing the need for redundant data entry. Customize approvals, documents, and signatures. Modify onboarding steps, business system integration settings, and day one information for each role type. Set up an internal operations portal. Launch pre-built processes to initiate new hires, configure roles, track progress, and more in a single, intuitive, end-to-end system. The Nintex Employee Onboarding solution was built using Nintex Solution Studio – a portal that helps IT and business teams easily design and build solutions that automate the unique business process challenges of their organizations – and adds to the growing set of pre-built solutions from Nintex, including Nintex Licensing & Permitting for public sector agencies. Nintex is now expanding the availability of Nintex Licensing and Permitting to government customers across the APAC region. First introduced in 2024 for U.S. state and local agencies, this ready-to-deploy solution simplifies and digitizes complex permitting processes, improves citizen and business experiences, and reduces manual workloads for government staff, helping agencies accelerate their digital transformation initiatives. To learn more about Nintex Employee Onboarding and other Nintex Solutions, please visit:
Hans India
24-04-2025
- Business
- Hans India
Tracing the Evolution of Tech Talent Acquisition in the Age of Tech & Innovation
Recruitment is dead! At least, the way we have conventionally known it. In fact, in the wake of growing workplace expectations of top talent, recruitment is no longer about rapidly filling up vacant positions. Talent acquisition, by contrast, is a more proactive approach, emphasizing workforce planning, employer branding, and creating a compelling candidate experience. The seismic shift can be felt across the top echelons of the corporate world. The same thought was recently shared by Cognizant, pressing the need for modern organizations to distinguish between recruitment and talent acquisition to reframe their hiring strategies and meet the evolving demands of today's workforce. Tech Evolution Reshaping Recruitment It's a brand new world, after all! The landscape of tech recruitment is rapidly evolving, given its deep interplay with technology. Here's how: The advent of AI-led automation— As per BCG, 70% of the companies experimenting with AI or Gen AI are doing so within HR operations, and within HR, the top use case is for talent acquisition. AI is automating a host of marketing and admin-related tasks for HR, in addition to reducing human bias and making the process more inclusive and quicker! As per BCG, 70% of the companies experimenting with AI or Gen AI are doing so within HR operations, and within HR, the top use case is for talent acquisition. AI is automating a host of marketing and admin-related tasks for HR, in addition to reducing human bias and making the process more inclusive and quicker! Decision-making becomes data-driven— By leveraging the power of analytics, recruitment firms and hiring organizations are making informed hiring decisions. This includes discerning trends in candidate behavior, sourcing effectiveness, and hiring outcomes. By leveraging the power of analytics, recruitment firms and hiring organizations are making informed hiring decisions. This includes discerning trends in candidate behavior, sourcing effectiveness, and hiring outcomes. Virtual & Remote Hiring— With the rise of remote work, there is a growing demand for virtual recruitment tools and platforms. As online assessments, video interviews, and virtual onboarding gain mainstream prominence, companies get to access a global talent pool. Evolution of Modern Tech Recruiter The role of a tech recruiter hasn't remained in silos; instead, it has evolved with the ever-changing tech landscape. As traditionally relevant tasks like creating and posting job alerts, promoting it, and doing an initial screening round are getting automated, tech recruiters must adopt the emerging skills and capabilities to maintain their competitive edge. Here's how: 1. A deeper tech proficiency—To begin with, recruiters today need to be proficient with Applicant Tracking Systems (ATS), data analytics, and AI recruitment tools. However, that's only the starting point. Given today's tech evolution, a good understanding of emerging technologies like AI, cybersecurity, blockchain, etc., is crucial. An ideal tech recruiter today is one with an engineering background who understands the rapid changes the sector is going through and can seamlessly bridge the gap between ambitious companies and skilled talent. 2. Futuristic Thinking—Recruiters need to think beyond filling the immediate vacancies. Instead, they need to focus on the long-term business goals, plan the workforce ahead of time, and build optimal talent pipelines. The need for tech recruiters to be 'people persons' and build long-term associations with a diverse crowd has never been more important than right now! 3. Enthralling Communication Skills—Comprehension & Communication are the two most important skills for tech talent acquisition. To comprehend the requirement, discern the talent needs, and effectively communicate the same is the need of the hour, as various firms compete for top talent in tech. 4. Inclusivity & Awareness—Diversity & inclusion has become one of the top priorities for companies in present times. Tech recruiters need to not only respect but share these values of the organization. Finding a candidate who is the right culture fit for the organization and vice versa has become mission critical in the present times. Best Practices for Top Tech Talent Acquisition To easily navigate the world of modern-day tech recruitment, which is only getting more complex with every passing day, organizations can adopt the following strategies: Brand Building for the Employer— Building a brand that's highly coveted in the tech world is the most effective way to attract top talent. However, it's not every day that one gets to hire for Google, Meta, or Microsoft. And there lies the creativity and awareness of tech recruiters to present the core company values and cultures and create a brand that's so distinguished from others in a competitive job market. Building a brand that's highly coveted in the tech world is the most effective way to attract top talent. However, it's not every day that one gets to hire for Google, Meta, or Microsoft. And there lies the creativity and awareness of tech recruiters to present the core company values and cultures and create a brand that's so distinguished from others in a competitive job market. Providing an Impeccable Employee Experience— To our partner firms seeking top talent, we always advise that their current employees are the best network that they can get hold of when it comes to attracting top talent. Referral job hires offer one of the best returns on investment for companies while combatting attrition and saving a lot of time and effort that would have otherwise gone into orienting and helping the new recruit get better acquainted with the company. To our partner firms seeking top talent, we always advise that their current employees are the best network that they can get hold of when it comes to attracting top talent. Referral job hires offer one of the best returns on investment for companies while combatting attrition and saving a lot of time and effort that would have otherwise gone into orienting and helping the new recruit get better acquainted with the company. Build Relationships, Sans Agendas— At the firm, we recommend all the recruiters go and hang out where the top tech talent hangs out, whether it's a comedy gig or a gaming event, etc. The secret is to build long-term relationships with the talent, whether they are looking for a job upfront or not. At the firm, we recommend all the recruiters go and hang out where the top tech talent hangs out, whether it's a comedy gig or a gaming event, etc. The secret is to build long-term relationships with the talent, whether they are looking for a job upfront or not. Provide a delightful hiring experience— As per a BCG survey of 90,000 employees across 160 countries, it was discovered that the majority (52%) of candidates will decline an attractive offer if they had a negative experience during the recruitment process. Thus, integrating AI-led automation in HR recruitment is not enough; companies should focus on providing a world-class experience at the initial stages; the process should be clearly defined, and a candidate should be moved swiftly between different stages and rounds of discussions. To conclude, traditional hiring functions are a passe and the job of top tech recruiter is evolved to encompass branding, strategy, perception management, and well, of course, a deep and sound understanding of technology. The evolving landscape requires recruiters to embrace technology and implement forward-thinking approaches to best navigate the modern-day job market. (This article is authored by Mr. Praveen Tiwari, Co-Founder and Lead Tech Hiring, Scrabble)
Associated Press
15-04-2025
- Business
- Associated Press
Voice is the New Resume: PitchMeAI Launches AI That Crafts Job Applications From 30 Seconds of Speech
In a job market flooded with hundreds of applications per opening, this startup claims its voice-powered tool gives candidates a surprising edge, slashing resume creation time and bypassing application black holes. United States, April 15, 2025 -- Users can forget about staring at a blank screen or wrestling with clunky templates. PitchMeAI just dropped a bombshell on the traditional job application process: the world's first Voice-to-Resume tool. In a move set to shake up the recruitment tech space, the company claims users can now generate a polished, professional resume simply by speaking for 30 seconds. In today's hyper-competitive job market, where premier roles attract an average of 250+ applications and 75% of resumes are reportedly rejected by Applicant Tracking Systems (ATS) before a human ever sees them, standing out is paramount. Job seekers often spend hours, sometimes days, agonizing over resume content and formatting. PitchMeAI argues its new technology obliterates this pain point. 'The reality is, writing a compelling resume is a barrier for millions,' says Olivia Cooper from PitchMeAI. 'Whether it's language difficulties, lack of writing confidence, or simply the sheer time drain, the process is broken. We're leveraging AI to level the playing field.' The premise is startlingly simple: Users talk for half a minute about their experience and skills. The AI listens, interprets, and structures the information into a ready-to-use resume, in any languages. PitchMeAI claims the underlying system is designed to be intuitive, accurate, and bypass the need for users to worry about keywords, formatting rules, or action verbs. It's positioned as a lifeline for everyone from recent graduates baffled by corporate jargon to seasoned professionals seeking a faster way to tailor applications. Available now on the PitchMeAI website, the tool aims to democratize access to professional application materials. 'Your voice, your experience – that's all you need to get started,' the company states. But the Voice-to-Resume feature isn't a standalone gimmick. It plugs into PitchMeAI's existing suite of tools, accessed via a Chrome extension, designed to combat job search fatigue and improve odds: 1. One-Click Tailored Resumes: Instead of manually tweaking resumes for every single job description (a task experts recommend but few have time for), the tool analyzes a job post and generates a customized CV emphasizing relevant skills and experience with a single click. This directly targets the ATS challenge. 2. Direct Recruiter Outreach: This feature plays detective, attempting to identify the hiring manager or recruiter behind a job posting. It then helps users draft and send a concise, personalized email, aiming to bypass the anonymous online application portal. 'Got a call back from HR thanks to the email I sent with PitchMeAI. I doubt they even looked at my resume,' claims Diana, a Product Manager based in SF. 'Wonderful instrument!' 3. AI-Powered LinkedIn Networking: Recognizing that upwards of 70% of jobs are potentially filled through networking, this tool assists users in finding relevant contacts on LinkedIn, identifying their email addresses, and even drafting connection messages – tackling the awkwardness many feel about professional outreach. Combined, these tools represent a significant intervention in the often grueling job hunt. 'This isn't just about building a resume; it's about building confidence and creating genuine opportunities,' Cooper adds. Users seem to agree. 'No less than a miraculous instrument! Super simple to use; you notice the outcomes in just an hour,' remarked Jack, a software engineer from New York. While free templates are also available, the core offering positions PitchMeAI less as a simple document builder and more as a strategic job-seeking companion. As the AI recruitment market continues its skyrocketing growth (projected to be worth billions globally by 2027), tools like PitchMeAI are betting that smart automation can give individuals a much-needed edge. The company emphasizes its mission to make job searching 'quicker, more intelligent, and less intimidating.' With features designed to tackle everything from writer's block to networking anxiety, PitchMeAI is making a bold claim: they're not just helping apply for jobs, they're actively trying to help get them. To try the new Voice-to-Resume function or explore the full suite of tools, visit PitchMeAI's website. Contact Info: Name: Olivia Cooper Email: Send Email Organization: PitchMeAI Website: Release ID: 89157573 If you encounter any issues, discrepancies, or concerns regarding the content provided in this press release, or if there is a need for a press release takedown, we urge you to notify us without delay at [email protected] (it is important to note that this email is the authorized channel for such matters, sending multiple emails to multiple addresses does not necessarily help expedite your request). Our expert team will be available to promptly respond within 8 hours – ensuring swift resolution of identified issues or offering guidance on removal procedures. Delivering accurate and reliable information is fundamental to our mission.
