RChilli, with its scalable solution, is committed to be World’s No. 1 Resume Parsing and Analysis Company.

ATS Implications

Recruiters should be wary of the cost of a bad hire as it may impact the other sides of businesses as well. Not only they damage your work culture but put dents on your Employer Brand as well. That’s why we say, start right, straight from the start. Manage resumes well and make the best use of information extracted, Using Applicant Tracking Systems.

1. The results of a study of Germany’s largest 1,000 business enterprises (response rate 13.1 %) reveal that business process analysis, business process improvement and the usage of applicant tracking systems reduce recruiting process costs.

2. The Wall Street Journals reports that resume screening software use is widespread among larger companies to the tune of the “high 90 percent range.” It indicates that finding a Fortune 500 company that doesn’t employ application tracking systems would be exceptionally rare today.

3. Today some industry experts estimate that 80% of all companies, large and small, rely on the computerized ATS as the first reader for every resume received from any source.

The choice is yours. Select savings over losses and enhance your Recruiting systems with automation now.


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Unique Features of ATS


Let’s face it: 52% of US employers still struggling to hire staff.

Applicant Tracking Systems are the rule rather than the privilege anymore. You might want to know why some ATSs are successful and why a lot of them struggles to gain traction. In this email, we’ll try to cover some hit-tactics that made ATS shoot up their revenues. Find them below:

1) 77% of job seekers use smartphones to find jobs, If your current applicant tracking system does not support smartphone and mobile access, then you are ignoring a key recruitment channel.

2) 50% of US employees are telecommuting, If your ATS is not cloud-enabled, but you currently have or could avail from a mobile recruiting team, then it would be a great time to enhance to cloud-enabled the software.

3) 38% of companies don’t even report on recruitment, It is time to consider updating to a new applicant tracking system as most advanced systems come with powerful reporting capabilities and certain recruitment metrics which will save you significant time and give the recruiting department greater visibility.

4) 55% of Recruiters have reconsidered a candidate based on their social media profile.

5) And the last but the most effective, get specific and targeted. Discover your niche.

Do you agree, with all the above? Will it make any difference in, how you run your ATS? Would love to hear. Please hit reply and let your suggestions amuse us. Looking Forward.


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ROI of Automation

Considering the rise of Automation over the past few years, Recruiters are continuously becoming more comfortable with Automation Systems. With an easy one-time setup, automated System run seamlessly, Save time and money.

While it may seem more fortunate to run a Recruitment System, learning how to optimize your Automation efforts can prove to be an invaluable part of your brand’s entire Recruitment.

We’re thrilled to introduced Cloud-based Services, a new version of total recruitment platform.

We released these exciting new capabilities to help you do recruitment better, and we are sharing all the details about cloud-based services.

  • How we’ve redefined Social Recruiting to increase hires by 30%.
  • The most trusted parser available that measure source of hire consistently, systematically and agnostically.
  • How you can personalize workflows with dynamic content that drive higher applicant conversion rates.

Let’s talk more on this? Would like to call +1-877-572-7737 or email us at sales@rchilli.com, conveniently.

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Automation Use-Case For Enterprises

Building a connect with your potential candidate is vital to your hiring success. Not everyone visiting your website will make the decision to apply for jobs right away. To close the job, you will need to nurture your leads and stay in touch with them until they are ready to join.

With Rchilli you can fully automate this process to save time and increase hiring. Should you like to know about the use case of Automation? Here, A little more information about our work scenario.

We mentioned, how to develop an effective Enterprise recruitment campaign. All Information extends to your Enterprises hiring Skills and this guide will help you identify what these skills are.


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Thousand Plus Automated Businesses

It seems like you still haven’t made the decision to join over 1000 plus automated recruitment businesses in Staffing Industry. We want you to expand and enhance your existing process with the latest Recruitment Automation workflows from RChilli; you can do so without having to worry about the associated cost.

Let me make it really easy for you!:) TRIPLE YOUR REACH NOW!

Our CLOUD HOSTED API Service for only $199 USD.

The Cloud Hosted Plan is perfect for growing businesses and includes 3000 Resumes for only $199 per month; Billed Yearly.

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Recruiters’ Mistakes

Recruiters' MistakesRecruitment is a big business for HR and Recruiting industry. Most Recruiters struggle to recruit the right people. The vast majority of recruiters spend their valuable time meeting many candidates for their open positions.They are just seeking to keep up with the best Talent. Recruiting in a competitive marketplace is never running to be simple but it can far less irritating than it currently is. Sometimes some recruiters play few tricks as well as do common mistakes, just to make a good impression.

There are plenty of mistakes a recruiter do. Seldom these mistakes are tough to recognize and even harder to learn to avoid.

Mistake 1: Recruiters make the mistake when advertising open positions

The key to writing good ads is to grab the candidates’ attention, but sometimes job ad may not work well. Now the question arises Why?And where are you lacking?

Either on Job Title: This is the first thing people see and has to hook them straight away. If your job title is not too much catchy, It means you don’t get noticed; you’ve wasted your time and money.
So job title should be eye-catching.

Or on Designing Part: Good designs will not grab attention only, but can help to sell the job as well. Each Job Descriptions’ layout should engage with a theme that’s relevant to the position. The details of the job should relate to a story. So that candidates are fun to read.

Mistake 2: Recruiters make mistakes at career event                                                              

Career events are the effective way to meet different people and for recruiters it is best to meet candidates. As a recruiter, you might think that you have an advantage at such events to find the best talent. But some Recruiters getting off on the wrong foot at a career event. Again, the question arises Why?

1. Leaving Early: Sometimes career events can be long and exhausting. However, there are many attendees who left earlier it doesn’t mean it’s time to pack up and go. You never know when candidates see your empty booth before closing time.

2. No Marketing in Advance: Before the career fair, Advertising will help you to attract candidates. While event organizers will do some advance marketing, do some of your own as well. Use Social Marketing, send emails and advertise in the fair’s program.

Mistake 3: Recruiters make the mistake to choose HR System

Selecting the best HR software for your organization is an important business decision, but Recruiters make mistakes when choosing an HR System. It may be:

1. Misunderstanding the benefits of automation: Every Recruiter wants to know what the “next big thing” in Recruitment is. Every Recruiter wants to save time and efforts. Automation just like ATS will not only help you to save your time and efforts but also keep you up to date with technology wise. However, if you don’t improve your current processes and ways, automating your system won’t deliver the full return on investment that you’re hoping for.

2. Not checking the competition:
You might learn more by looking at other companies’ tools, can use online keyword tools and You can also take the advice from your enablers for the position you’re seeking to fill.

These mistakes can easily be avoided by staying abreast with the latest trends and technology. One must always be willing to experiment and find ways to add value in hiring processes. Rest, we’re looking for your contributions in the comment section below. Please add generously.

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Time for CV Parser to Get Social

CV Parsing

Is this new to you or you’re also on the social ride of Recruitment. Halt! Candidates have gone smarter & know where they are going. With the improved access to Internet technology & a plethora of tools available, they’re able to market themselves & get the right jobs in time. How? Via Social remains the answer.

Even passive candidates look for the job suited to his ability to the growth of social channels has given wings to networking.

Recruiters have gone in circles for improving the candidate experience, hiring for long term & maximizing recruitment inputs. Candidates today, don not hanker about money instead crave for experience, culture and learning that can be showcased throughout social media.

Time is right for you to leverage Social Recruiting to build talent pools as a global Recruiting function, thereby improving the quality of hire, especially for critical jobs. Staffing firms are laser focus on how they attract and engage the talent they seek.

Social Parser not only gets you the information written on CV but the links to applicant’s social profiles where the suitability of a candidate can easily be determined out. Recruiters easily cross-check the information written on CV with that on Social Profiles. This saves a heck of a time for the team to focus on other areas of HR.
It does streamline the entire recruitment process along the way and delve on hiring only best matches for the open positions. Social Parser can be your help mate in fuelling your Social Recruiting campaigns.

Recruitment is by far your biggest expense and the cost of getting it wrong can hurt. It is also something that every employer is interested but rarely accepts it. Social Parser makes candidates easily approachable and a close look on your recruitment efforts. HRtech teams today painstakingly spend time to sort Social Recruiting tool for their Recruitment systems but there can’t be anything simpler than a social resume parser that is easily integrated, standard HR-XML format and with complete documentation provided.

Social Parser culminates existing Recruitment facilities to overhaul the capability to handle a staggering amount of candidate data and give immersive Social experience to Staffing teams and firms.

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CV Automation – Recruiter’s Heaven

CV Automaton enhances the recruitment.

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A Modern Take On ATS

A Modern Take On ATS

A Modern Take On ATS

Are Applicant Tracking Systems fantastic contraptions?

The Applicant Tracking System was introduced in 19’s; our workplace looked very different from how it looks today, despite significant changes in how ATS work? Do the values of the ATS still apply? How can we evolve ATS concepts to tackle today’s product-delivery challenges in a new way?

The Fastest Applicant Tracking System in the Market Save time and increase the productivity in Recruitment Process.Delivered via a SaaS (Software-as-a-Service) model, ATS can help recruiters to generate up to 43% higher placements, 40% faster rather than comparable systems and 83% of product revenues of the recruitment solutions.


For Recruiters, It is a great pleasure to consider to have a system. The extraordinary Candidates Who apply to the jobs; Recruiter, can quickly Analyze through resumes; review their skills and even it allows them to interview and check the backgrounds of the candidate. The truth is, recruiters spends more time troubleshooting and working with the things that don’t work in the ATS but they can do what we were incapable of doing on our own for decades. Recruiter’s work is automatically decreasing day by day and getting advanced. All of the vacancies close in a timely manner.

For Recruiters, It is a great pleasure to consider to have a system. The extraordinary Candidates Who apply to the jobs; Recruiter, can quickly Analyze through resumes; review their skills and even it allows them to interview and check the backgrounds of the candidate. The truth is, recruiters spends more time troubleshooting and working with the things that don’t work in the ATS but they can do what we were incapable of doing on our own for decades. Recruiter’s work is automatically decreasing day by day and getting advanced. All of the vacancies close in a timely manner.

For Recruiters, It is a great pleasure to consider to have a system. The extraordinary Candidates Who apply to the jobs; Recruiter, can quickly Analyze through resumes; review their skills and even it allows them to interview and check the backgrounds of the candidate. The truth is, recruiters spends more time troubleshooting and working with the things that don’t work in the ATS but they can do what we were incapable of doing on our own for decades. Recruiter’s work is automatically decreasing day by day and getting advanced. All of the vacancies close in a timely manner.

Any company can use ATS Whether localized or globalized. Are you aware of the more common Customer relationship management systems or CRM used by companies to keep records of the Employee’s performances? Well, ATS does the same although it helps in the recruiting process of a business and provides a Streamline database for company’s recruitment Solutions.

The above insight is taken from the whitepaper released by staffing Industry.com, which you can view it here.

the detailed ATS Industry scope
We need an advanced and sophisticated system to simplify and innovate the current solution. ATS should be unique to one’s requirement that can host resume storage and management with modern technology and interface combined. Users yearn for such system always.

It would not be wrong to say that ATS market is oversupplied with large number of players that are small and undercapitalized. The outcome, market highly volatile and difficult to estimate individual share with any accuracy. What adds more to the tale is additional costs between 25% to 40% of the ATS base price that customers find difficult to digest.

Companies should conduct detailed study and document before RFI/RFP document, feature list, and business processes wanted in a Recruitment System. Choosing an ATS is not that easy nor tough if you know you needs well to keep you ahead in the game, the rest is a story.

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Meet the Ultimate Recruitment Software via CV Automation

Rchilli – Your Search Ends Here

Ultimate (1)

Recruitment has never been an easy task, until now. It is a shame that up to now, recruitment agencies and even hiring companies do not maximize the potential of their hiring process. The conventional way of screening through thousands of resumes, manually encoding fields, segregating shortlisted applicants, and selecting the final candidate have reached a stalemate. Thankfully, recruitment is given new life, thanks to CV Automation by Rchilli. With RChilli, the entire process of hiring and recruitment is done by one simple, yet very powerful software.

Rchilli’s powerful yet user-friendly software is a complete, one-stop shop for all recruitment needs. It has the most advanced Parsing techniques, with the ability to extract up to 74 fields from submitted resumes. With support for multiple languages, cloud storage, and even a document converter, all the important information contained in CVs are placed in one powerful HR-XML based database.

Rchilli does not stop here. It understands that resumes do not tell the entire story of a candidate. Thus, the Rchilli system seamlessly integrates candidates’ social media profiles to give HR agencies and hiring companies a clearer glimpse of the candidates. A dedicated Social Tab is available, containing the candidates’ information extracted from their Facebook, Twitter, Google+, and other social media accounts.

To add to this, RChilli’s Search & Match feature guarantees that the closest, most qualified candidate is selected to fill in a job post. This powerful tool allows hiring bodies to select more qualified candidates in less time, saving time, effort and money all in one click.

Old resumes are ensured that they are updated with Rchilli’s Update feature. The most current information on candidates is integrated on passive CVs, thus converting old CVs into updated, current profiles. This ensures that even if candidates have not submitted updated CVs in a while, they will still be given due consideration, thanks to Rchilli’s powerful CV updating prowess.

All these features are vital for any HR agency or hiring company, but just how easy can this be done? Is Rchilli user-friendly, thus usable by even the most novice of users? The answer is a resounding YES. With just one click, Rchilli’s powerful database does its work for you.

Recruitment has never been an easy task, until now. Thanks to Rchilli, the best candidates are selected for the premier jobs, and HR agencies and hiring companies save resources while hiring them.

That’s a benefit for all.

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