MyRecruitment+ is the next generation Applicant Tracking System (ATS) - it's a cloud-based applicant tracking software that helps recruitment professionals to manage their entire hiring process from a simple online application which can be accessed from desktops, laptops, tablets and mobile devices.

With our applicant tracking software, clients can create a free account in 1 minute and start recruiting.  The free account is free forever and has full recruiting capability and allows you to recruit for one role at a time - we call this restriction "one active job at a time".

Any modern applicant tracking system must be connected and must have online posting capability - with our platform the ad template designer allows you to design beautiful branded job ads, that represents your business so well and help you to attract good candidates.

A modern applicant tracking must have a requisition workflow - with our platform the recruitment process includes a request-to-recruit approval workflow, posting, shortlisting, interviewing.., onboarding and integration with your HRMS/Payroll system in order to place the newly on-boarded employees straight into your payroll/HRIS system.

You can't have a modern and enterprise-grade ATS, without being customisable by the users - with our platform, the recruitment process is easily customisable by the user to suit their requirements. By recruitment professional, I mean a recruiter from a recruitment agency or a human resources staff. We call our recruitment software a platform because it's a genuine and modern platform with a free tier that allows recruiters to start free and upgrade if and when they need to.

I have written extensively about the difference between an applicant tracking system and a modern free-tier recruitment platform. You can read this one if you're interested WHAT’S AN ATS – APPLICANT TRACKING SYSTEM? HAS THE PLATFORM KILLED IT!. In this article, I make the case that the traditional applicant tracking software is dead as it's getting superseded by modern platforms like ours. I base my case on 4 main reasons or if you like features that are unique to the platform.

Genuine free-tier - this allows users to continue testing the software for as long as they need, and in doing that they're reducing the huge risk of not working for them, as well as eliminating the setup cost.

Self-service - most the traditional applicant tracking software require the vendor to customise the software for the client - or at least some of the customisation is done by the vendor. This clearly far from being ideal because there is always the frustration delay and dependency as well as it's very expensive.

Customisable and flexible - this is so important to ensure the new software solution is adopted and loved by all the stakeholders. You see the more flexible it is, the more likely you can adapt it to meet the requirements of all the stakeholders and that's how the final solution will be loved and embraced by all of them. Otherwise, you'll always end up with a significant % of the stakeholders being unhappy because their wish list wasn't met i.e. "This is not how we do things! This doesn't work for us! this is a stupid solution... HR installed it and it just doesn't make sense for us". And you know that a solution like this will not last long and you end up with a big waste of investment.

Open Architecture API(s) – most recruitment software platforms have open architecture enabled by API(s) as well as in some cases other potential types of software layers that are built on top of the API tier and that provide a higher degree of re-use. Integration with the rest of the HR ecosystem is so essential and can be to streamlining the entire workflow for HR. Most of the traditional ATS(s) aren't as flexible and open and when they are they, vendor, charge extra money just for accessing the API.

Talent acquisition, Talent management, recruiting and staffing and any other role that HR do around hiring and managing talent would significantly benefit from our platform. recruiters and hiring managers can now collaborate on the recruitment process while having full visibility and be able to customise how they want to work and who's going to be doing what.

The requisition approval workflow allows a hiring manager to submit an online request to recruit form and for managers and HR to approve it. Once approved either HR or the hiring manager can work on posting the role and on the shortlisting.

Our recruitment software platform comes with a ready-to-go job board that users can publish straight onto their website. This can be a simple link, an iFrame or for the more advanced users (or their colleagues) they can use either a WordPress plugin or program an integration via our job-board API. Once the job-board is setup on your website or on a sub-domain of your website, Job seekers will be able to apply to your ads while having to answer all the specific screening questions that you might have set up against the role.

Of course the platform's most interest feature is the multi-posting and this allows you to post to 100 of free and paid job-boards, as well as to social media channels like Facebook, LinkedIn and Twitter - Many job postings can be sent to the sites of interest in seconds - the job multi-tasking will definitely help you to save time and money on your posting work.

Our platform simply makes tracking systems look old, clunky because it's built and delivered like a modern platform. You start with a free account and upgrade to a paid plan, if and when you need to. Job applicants can be processed extremely fast because our AI technology creates a quick professional profile out of a resume allowing you to in under 5 seconds, to build a good-enough understanding on whether or not, this a good candidate that you want to pursue further and therefore you would click on it - otherwise you simply skip and move to the next candidate - so you shouldn't, in theory, have to click on more than 10% of the job applicants that apply for the job. We've been fine-tuning and perfecting this module and we extended to work in both the recruiters' industry and the HR industry too.