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The reason why there’s duplicates of everything is because one set of links is for the Desktop website, and the other is for Mobile.  That is all.  Carry on.



Is your hiring Mobile-Optimized?

is your hiring mobile optimized

As the use of mobile devices continues to rise, job seekers are using them more and more often to land their next big opportunity. According to  Pew Research, 77 percent of Americans owned a smartphone (95 percent of us have a cell phone), but more shocking is how saturated in smartphones the younger generations are:

94 percent of people between 18-29 own a smartphone – and 100 percent (100 percent!) have a cellphone.

89 percent of people between 39-49 own a smartphone.

If your job posts and applications aren’t mobile-friendly, you’re limiting your reach to your potential candidates.

Benefits to Practice Mobile Recruiting:

1. Saves Time, Save Money

It certainly reduces the time spent in reviewing, creating, and collecting job applications. The ease of 24/7 accessibility allows recruiters to work remotely and instantly take recruiting decisions.

2. Provides Positive Experience To Candidates

Imagine if the job applicant can load the online job application, but the lack of mobile optimization makes it almost impossible to complete it or a recruiter to use it. By using a mobile-optimized recruitment system, you can solve such problems. StartDate – Applicant Tracking System is designed to work on mobile devices, so there shouldn’t be any problems navigating it on a smartphone. This creates a better user experience and makes sure no candidate drops off and no recruiter reverts back to an older, slower system because the new one isn’t working.

3. More Job Seekers are Choosing Mobile Options

As more and more job candidates are opting to search and apply for jobs using their mobile device. By not using a system that’s mobile-friendly, you’ll potentially miss out on some great candidates, one of which might be perfect for the job. It’s essential for recruiters to adapt to this changing trend.  It helps ensure your job post reaches out to every applicant who wants to apply.

Get on to mobile-friendly recruitment today

Recruiters and hiring managers are learning many more benefits of using a mobile-friendly hiring process every single day and the industry is already on its way to a change. If you are looking for a modern mobile-friendly recruitment system, you are in luck! StartDate is the most trusted and fully mobile-optimized applicant tracking system with many more updated features and easy to implement. So Never miss out on your best candidate. Book your Free Live Demo today at

Create Your Talent Pool With Tags

StartDate allows you to create and apply your own tags to candidates. If used correctly this is a really powerful feature, perfect for creating a talent pool.

Searching for tagged candidates

How many times do you think “Who was that another best local candidate when we hired for this role last time?

Many recruiters tag their best candidates as “local”, even if they are not hired at a certain time. But this allows them to easily search their database to bring back those candidates and reach out to them in the future and saves a lot of precious time and effort.

Tagging is all about applying extra information to a candidate’s record, something that is not searchable by a keyword. For example, if you interview a candidate and confirm that they are fluent in French, you can apply this tag as it is very difficult to search and confirm this by keyword.

Another example might be just to tag a candidate as ‘First-aid’.

‘First-aid’ candidates might be candidates with a Certified first-aid training and relevant to the job position and its requirements, but you do not yet have a position for them. So, when next time you have any such open position, you can quickly find them and share a profile.

Tags are prominent

Tags are normally applied to candidates you have interacted with or at the very least reviewed and identified as relevant. So, tags can be really important. This is why in StartDate application tags are much more visible.

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Finding Right Candidate With Artificial Intelligence (AI) Matching

Since ATS came into being, recruiters have used technology to make their jobs easier, faster, and better. Today, the dominant theme in HR technology is AI for recruiting.

AI for recruiting is an emerging category of HR technology designed to reduce — or even remove — time-consuming activities like manually screening resumes.

Screening resumes efficiently and time-effectively still remains the biggest challenge in talent acquisition.

58% of talent acquisition managers say the hardest part of recruitment is identifying the right candidates from a large applicant pool.

Here are some of the benefits of using AI for recruiters

1. Saving recruiters’ time by automating high-volume tasks

Manually screening resumes is still the most time-consuming part of the recruiting process. According to most hiring managers, an estimated more than 75% of the resumes received for a posted job are unqualified. Screening resumes and shortlisting candidates to interview is estimated to take 20 hours of a recruiter’s time for a single hire.

Talent acquisition leaders report that as their hiring volumes are constantly increasing with time, they are expected to become more efficient by “doing more work in less time and much accuracy.”

AI for recruiting represents a boon for recruiters if it can successfully automate time-consuming, repetitive tasks such as screening resumes or scheduling interviews with candidates.

The best AI-powered technology will be designed to not only automate a part of your workflow but to integrate seamlessly with your current recruiting stack so it doesn’t disrupt your workflow.

As a bonus, speeding up these parts of recruiting through automation reduces time-to-hire, which means you’ll be less likely to lose the best talent to faster-moving competitors.

2. Improving the quality of hire through standardized job matching

In the recent times, HR data collection has become easier to collect, access, and analyze over the years, so the quality of hire has become recruiting’s top KPI, especially to measure what happens to the candidates after they get hired.

The promise of AI for improving the quality of hire lies in its ability to use data to standardize the matching between candidates’ experience, knowledge, and skills and the requirements of the job.

This improvement in job matching is predicted to lead to happier, more productive employees who are less likely to turnover.

Early results are extremely promising. Early adopter companies using AI-powered recruiting software have seen their cost per screen reduced by 75%, their revenue per employee improve by 4%, and their turnover decrease by 35%.