Sophocles Antigone Essays - Operas, Antigone, Civil Disobedience

Sophocles Antigone Essays - Operas, Antigone, Civil Disobedience Sophocles' Antigone The discussion over who is the awful legend in Antigone proceed right up 'til today. The conviction that Antigone is the legend is a solid one. There are numerous pundits who accept, in any case, that Creon, the Ruler of Thebes, is the valid hero. I have made my own decisions likewise, in light of what I have investigated of this work by Sophocles. Antigone is generally thought of as the lamentable legend of the play bearing her name. She would appear to fit the part considering the way that she bites the dust in making the right decision. She covers her sibling without stressing what may happen to her. She Contemplates passing and the truth that might be past death (Hathorn 59). The individuals who do accept that Antigone was intended to be the genuine sad legend contend against other people who accept that Creon merits that respect. They state that the Gods were against Creon, and that he didn't genuinely cherish his nation. His enthusiasm is to thin and negative and his origination of equity is as well elite... to be honorable by the name of adoration for the state (Hathorn 59). These contentions, and numerous others, make numerous individuals accept the Antigone is the legitimate hero. Numerous pundits contend that Creon is the terrible legend of Antigone. They state that his honorable quality is his thinking about Antigone and Ismene when thier father was mistreated. Those who ezd behind Creon likewise contend that Antigone never had a genuine revelation, a key component in being a heartbreaking saint. Creon, then again, understood his misstep when Teiresias made his prescience. He is compelled to live, realizing that three individuals are dead a direct result of his obliviousness, which is a discipline more terrible than death. My feeling on this discussion is that Antigone is the heartbreaking saint. She attempts to help her sibling without stressing about what will befall her. She says, I expect to give my sibling entombment. I'll be happy to bite the dust in the endeavor, - if it's a wrongdoing, at that point it's a wrongdoing that God orders (Sophocles 4). She was likewise rebuffed for doing what was right. Her revelation came, avoided the crowd, previously she hung herself. Creon's nobleness of taking in youthful Antigone and Ismene is eclipsed by his pretentious nature. He won't permit equity to come about just since he needs to secure his picture. He says, On the off chance that she pulls off this conduct, consider me a lady and consider her a man (Sophocles 13). These components demonstrate that Antigone is the appalling legend. Creon, underezding his numbness may lead one to accept that he is the genuine hero. In any case, on the off chance that you characterize the word hero you would locate that a hero is one who is a pioneer or supporter of a reason. Antigone is on the side of her own activities in the internment of her sibling Polyneices. She endows that she is doing what the Gods need, in opposition to the conviction of Creon. Numerous perusers and pundits may state Creon endured greator difficulties. Some may state Antigone never had a revelation. Who would underezd it if their own sibling were left to the fowls and pooches. There would be no discerning reasoning engaged with a demonstration like this. These are contentions envolved in concluding who is the awful saint of Antigone. Pundits, right up 'til today, despite everything contend about who is the deplorable legend of Antigone. Many state that Antigone is the heroin. Others state that it is Creon. My examination favors Antigone as the ideal hero. Regardless of who the peruser sides with, it is concurred by most that there is a substantial contention in any case, considering the way that they both persevere through incredible difficulties.

Pharmacology in nursing-Psychiatric disorder Assignment

Pharmacology in nursing-Psychiatric turmoil - Assignment Example Then again, FGAs have less effectiveness and antagonistic reactions portrayed by extrapyramidal symptoms. Despite their productivity, SGAs likewise have their own symptoms, for example, weight gain and the capacity to build weakness to diabetes. In that capacity, treatment of discouragement and psychosis requires cautious thought of different elements, for example, age, previous conditions, and polypharmacy among numerous different factors before settling on a decision of the treatment tranquilize. Notwithstanding settling on a decision on the antipsychotics pertinent, clinical experts additionally need to think about fusing non-pharmacologic methodologies, for example, psychotherapy for youth with hard to-treat gloom. Moreover, issues of patients utilizing home grown drugs, for example, St. John’s Wort, must be prompted suitably to deflect likely mischief and symptoms from polypharmacy. This paper fundamentally audits the utilization of antipsychotics in the treatment of psyc hosis and sorrow. It additionally quickly features the utilization of psychotherapy and elective medication St. John’s Wort. ... that fluctuate in seriousness, and these may incorporate schizophrenia, bi-polar confusion, schizoaffective turmoil, sedate actuated psychosis and insane despondency. Psychosis influences roughly 3% of the United States (U.S) populace, with 1% of the cases being schizophrenic (Lehne, 2012). Then again, gloom is a state of mind issue condition portrayed by sentiments of bitterness, outrage, misfortune, dissatisfaction and revultion of movement. These are basic sentiments, yet real clinical misery is a circumstance wherein these emotions happen regularly and cause obstruction on everyday exercises. The condition may likewise inspire different practices, for example, gorging, which could at last lead to stoutness. Epidemiologic insights show that downturn is predominant in the most evolved countries, with U.S. being the main country. Lifetime commonness contrasts significantly from 3% in Japan to as high as 17% in the U.S. Populaces in many countries experience misery at a rate running somewhere in the range of 8% and 12% (Lehne, 2012). The treatment of psychosis and despondency has for quite a while depended on antipsychotics as the primary line of treatment. Notwithstanding the pharmacological methodology, family and intellectual social treatments have additionally been suggested for long haul treatment. The utilization of antipsychotics has in the past introduced blended responses among clients and still keeps on introducing a difficulty in the treatment of psychosis and wretchedness. Outstandingly, the test showed up in 2004 and 2005 when the Federal Drug Administration (FDA) suggested a â€Å"black box warning† on antidepressants used to treat discouraged and maniacal young people (Ho, 2012). A â€Å"black box warning† is any ready that shows up on the supplement of any remedy and cautions against unfavorable impacts of utilizing a specific medication. In the

Shooting an Elephant Essay -- Analysis, George Orwell

In his exposition, Shooting an Elephant, George Orwell represents his encounters as a British cop, and reflects it to the idea of government. He detests his activity as a cop in Moulmein in light of the fact that a â€Å"anti-European inclination was very bitter† because of British Empire’s autocracy in Burma. Accordingly, Orwell, a white man is being dealt with discourteously by the Burmese which permits him to despise his activity and British Empire, the foundation of everything. Be that as it may, the occurrence of shooting of an elephant gives him a â€Å"better glimpse †¦ of the genuine idea of dominion †the genuine thought processes in which dictatorial government act† (13). So as to communicate the impacts of colonialism, Orwell delineates this â€Å"enlightening† rate by utilizing different expressions, logical gadgets, sentence structures, and creating proper tone and state of mind (13). From his encounters and sentiments of living under government, Orwell effectively shows the horrendous impacts of dominion. With the use of appropriate word usages in his exposition, Orwell superbly passes on the message and emotions that he is attempting to get over. He regularly utilizes the word â€Å"natives† for the Burmese: â€Å"Here was I, the white man with his weapon, remaining before the unarmed local crowd† (15). Thusly, he shows his feelings and regard to the Burmese in light of the fact that by calling them â€Å"natives† means that they are the genuine proprietor of Burma and not the British Empire. Likewise, by utilizing this lingual authority regularly in the paper, Orwell helps his perusers the presence to remember colonialism in Burma so the perusers don't simply hold tight to the elephant yet additionally get the message joined in the exposition. The body of an elephant is contrasted and the machine as Orwell might suspect, â€Å"it is practically identical to crushing an enormous and ... ...evastation in the public arena. In this way, George Orwell effectively sends the message of dominion to his crowd by utilizing different styles in his exposition, Shooting an Elephant. As indicated by the subject of his paper, his fundamental crowds are the young, grown-ups, and government officials as dominion is more worry with them. As indicated by his as a cop, he shows his peruser that dominion is the most exceedingly terrible approach to oversee a nation as it is hurtful to individual’s perspective and estimation of profound quality in the public arena. Orwell accomplishes this remarkably by working out with logical gadgets, phrasings, and sentence structure to create the inclination in the crowd the manner in which he wishes to be. Likewise, to hold and his perusers through his exposition, he raise proper tone and disposition. In result, Orwell magnificently utilizes the episode of executing an elephant to portray the impacts of government.

Fear in the Things They Carried

Tim O’Brien’s choice to go to Vietnam was out of the dread from frustrating his family and network. How does disgrace influence and assume a job in the life of the warriors in The Things They Carried? The Things They Carried is a book set in Massachusetts yet the center of the book is situated in Vietnam. A gathering of Soldiers do battle and Tim O’Brien chooses to archive the genuine impacts of war yet underneath his words, there were a great deal of components and two sided connotation to them.The theme ‘Shame† had a gigantic influence in each character in this book as it was a characteristic they all mutual in like manner Shame in this setting isn't really a terrible thing similarly as with the intensity of knowing the past, we discovered it to have been a propelling element for them during the war in a greater number of ways than one. They could choose to incur injury on themselves as an approach to get released from their military assistance howe ver the dread of disgrace additionally guided them to be saints for their nation. The fascinating thing about this book is that disgrace was a typical factor shared by all men.Their dread of disgrace and shortcoming pushed them to act more intrepid than they were. It's anything but a mystery realizing that the fighters were somewhat scared of the war yet they all worked superbly in veiling their disgrace and fears. In The Things They Carried, â€Å"They conveyed the regular mystery of weakness scarcely controlled, the intuition to run or freeze or stow away, and in numerous regards this was the heaviest weight of all, for it would never be put down, it required impeccable parity and flawless posture† (77).In breaking down this statement, their sense to run or cover up must be limited because of dread of being ridiculed by partners and being known as a weakling. The section â€Å"On the Rainy River† sums up Tim’s moral battle against being drafted into an uncalle d for war. The Vietnam War was one he firmly restricted and his choice to battle isn't down to his boldness or him being a loyalist, however that of the ‘fear of shame’ and being labeled a quitter. In this way he surrendered to the weight. â€Å"I endure, however it is anything but an upbeat closure. I was a weakling. Related article: Shame is Worth a TryI went to the war† (79). This announcement is a case of how disgrace had him spurred. Him considering himself a weakling was the dread of ‘shame’ out fueling his standards. He at first idea of pursuing off to Canada being drafted however was frightened that on the off chance that he didn't recognize the draft, he would be mocked/rebuffed and that would be him baffling his locale and family. So as to maintain a strategic distance from this disgrace confronting him, he chose to be bold and do battle and battle for his nation. He wound up proceeding to endure the ains of the war because of disgrace being his propelling variable in his choice. Also, taking a gander at Curt Lemons in â€Å"The Dentist†, disgrace was a touching off power prompting a portion of the characters valiance and chivalry. Brief Lemon endured a humiliating destiny in this section where he blacked out before being seen by the meeting dental specialist. I n dread of social acknowledgment and how the warriors in the unit would take a gander at him, he chose to confront his feelings of dread and disgrace by having his tooth expelled in spite of the fact that there was nothing amiss with it.One can characteristic the endurance of a portion of the officers to disgrace as it gave them the required additional motivating force to endure. With his reestablished sense of self, this would cause him to feel more grounded and prepared for the most exceedingly awful (expanding his valiance while moderating his disgrace). Disgrace, regardless of how negative the definition is by all accounts, the characters in The Things They Carried made the most out of it by making it a strange type of inspiration for doing battle and attempting to endure it. Safe to state O’Briens characters (fighters) esteem pride more than their life. Olumide Shodipo

The Golden Compass Chapter Three Free Essays

Section Three Lyra’s Jordan Jordan College was the most fantastic and most extravagant of the considerable number of universities in Oxford. It was presumably the biggest, as well, however nobody knew beyond a shadow of a doubt. The structures, which were assembled around three unpredictable quadrangles, dated from each period from the early Middle Ages to the mid-eighteenth century. We will compose a custom exposition test on The Golden Compass Chapter Three or then again any comparable subject just for you Request Now It had never been arranged; it had become piecemeal, with at various times covering at each spot, and the last impact was one of confused and filthy glory. Some part was constantly going to tumble down, and for five ages a similar family, the Parslows, had been utilized full time by the College as artisans and scaffolders. The current Mr. Parslow was showing his child the art; both of them and their three laborers would scramble like enterprising termites over the platform they’d raised at the side of the library, or over the top of the sanctuary, and take up brilliant new squares of stone or moves of glossy lead or shies away of timber. The College possessed homesteads and homes all over England. It was said that you could stroll from Oxford to Bristol one way and London in the other, and never leave Jordan land. In all aspects of the realm there were color works and block furnaces, woods and atomcraft works that paid lease to Jordan, and each quarter-day the treasurer and his assistants would tot everything up, declare the aggregate to Concilium, and request a couple of swans for the banquet. A portion of the cash was put by for reinvestment †Concilium had quite recently endorsed the acquisition of an office hinder in Manchester †and the rest was utilized to pay the Scholars’ unobtrusive allowances and the wages of the workers (and the Parslows, and the other dozen or so groups of skilled workers and brokers who served the College), to keep the wine basement luxuriously filled, to purchase books and anbarographs for the gigantic library that filled one side of the Melrose Quadrangle and broadened, tunnel like, for a few stories underneath the ground, and, not least, to purchase the most recent philosophical mechanical assembly to prepare the sanctuary. It was critical to stay up with the latest, since Jordan College had no opponent, either in Europe or in New France, as a focal point of trial religious philosophy. Lyra realized that much, in any event. She was glad for her College’s prominence, and got a kick out of the chance to flaunt it to the different urchins and beggars she played with by the trench or the claybeds; and she respected visiting Scholars and prominent educators from somewhere else with feeling sorry for disdain, since they didn’t have a place with Jordan thus should know less, poor things, than the humblest of Jordan’s under-Scholars. With respect to what test religious philosophy was, Lyra had no more thought than the urchins. She had shaped the idea that it was worried about enchantment, with the developments of the stars and planets, with small particles of issue, yet that was mystery, truly. Most likely the stars had daemons similarly as people did, and trial philosophy included conversing with them. Lyra envisioned the Chaplain talking grandiosely, tuning in to the star daemons’ comments, and afterward gesturing prudently or shaking his head in lament. In any case, what may be going between them, she couldn’t consider. Nor was she especially intrigued. From numerous points of view Lyra was a brute. What she preferred best was climbing over the College rooftops with Roger, the kitchen kid who was her specific companion, to spit plum stones on the heads of passing Scholars or to hoot like owls outside a window where an instructional exercise was going on, or hustling through the tight lanes, or taking apples from the market, or taking up arms. Similarly as she was unconscious of the shrouded flows of governmental issues running beneath the outside of College undertakings, so the Scholars, as far as concerns them, would have been not able to see the rich fuming stew of collusions and hostilities and quarrels and settlements which was a child’s life in Oxford. Kids playing together: how charming to see! What could be progressively honest and beguiling? Truth be told, obviously, Lyra and her friends were occupied with savage fighting. There were a few wars running without a moment's delay. The youngsters (youthful hirelings, and the offspring of workers, and Lyra) of one school battled against those of another. Lyra had once been caught by the offspring of Gabriel College, and Roger and their companions Hugh Lovat and Simon Parslow had attacked the spot to save her, crawling through the Precentor’s nursery and social event armfuls of little stone-hard plums to toss at the hijackers. There were twenty-four schools, which took into account unlimited changes of collusion and disloyalty. However, the hatred between the universities was overlooked in a second when the town youngsters assaulted a colleger: at that point all the collegers joined together and went into fight against the town-ies.This contention was many years old, and extremely profound and fulfilling. Be that as it may, even this was overlooked when different adversaries compromised. One adversary was perpetual: the brickburners’ youngsters, who lived by the claybeds and were detested by collegers and townies the same. A year ago Lyra and a few townies had made a transitory détente and struck the claybeds, pelting the block burners’ youngsters with pieces of substantial mud and tipping over the soaked palace they’d worked, before turning them again and again in the sticking substance they lived by until victors and vanquished the same took after a group of screeching golems. The other customary foe was occasional. The gyptian families, who lived in channel vessels, went back and forth with the spring and pre-winter fairs, and were in every case useful for a battle. There was one group of gyptians specifically, who routinely came back to their securing in that piece of the city known as Jericho, with whom Lyra’d been fighting since the time she could initially toss a stone. At the point when they were toward the end in Oxford, she and Roger and a portion of the other kitchen young men from Jordan and St. Michael’s College had laid a snare for them, tossing mud at their splendidly painted narrowboat until the entire family came out to pursue them away †so, all in all the hold crew under Lyra assaulted the pontoon and cast it off from the bank, to skim down the waterway, hindering the various water traffic while Lyra’s looters looked through the vessel from start to finish, searching for the bung. Lyra immovably had confidence in t his bung. In the event that they hauled it out, she guaranteed her troop, the vessel would sink on the double; yet they didn’t discover it, and needed to surrender transport when the gyptians got them up, to escape dribbling and crowing with triumph through the restricted paths of Jericho. That was Lyra’s world and her joy. She was a coarse and eager minimal savage, generally. In any case, she generally had a diminish sense that it wasn’t her entire world; that piece of her additionally had a place in the glory and custom of Jordan College; and that some place in her life there was an association with the high universe of governmental issues spoke to by Lord Asriel. Everything she did with that information was to give herself pretense and reign over different urchins. It had never become obvious her to discover more. So she had passed her youth, similar to a half-wild feline. The main variety in her days went ahead those sporadic events when Lord Asriel visited the College. A rich and amazing uncle was all to brag about, however the cost of bragging was being gotten by the most dexterous Scholar and brought to the Housekeeper to be washed and wearing a spotless gown, following which she was accompanied (with numerous dangers) to the Senior Common Room to have tea with Lord Asriel and a welcomed gathering of senior Scholars. She feared being seen by Roger. He’d saw her on one of these events and hooted with giggling at this beribboned and pink-frilled vision. She had reacted with a volley of screeching curses that stunned the poor Scholar who was accompanying her, and in the Senior Common Room she’d drooped mutinously in an easy chair until the Master advised her pointedly to sit up, and afterward she’d scowled at them all till even the Chaplain needed to snicker. What occurred on those ungainly, formal visits never changed. After the tea, the Master and the other barely any Scholars who’d been welcomed left Lyra and her uncle together, and he called her to remain before him and mention to him what she’d realized since his last visit. What's more, she would murmur whatever she could dig up about geometry or Arabic or history or anbarology, and he would sit back with one lower leg laying on the other knee and watch her mysteriously until her words fizzled. A year ago, before his undertaking toward the North, he’d proceeded to state, â€Å"And how would you invest your energy when you’re not perseveringly studying?† What's more, she murmured, â€Å"I simply play. Kind of around the College. Just†¦play, really.† What's more, he stated, â€Å"Let me see your hands, child.† She held out her hands for examination, and he took them and gave them to take a gander at her fingernails. Close to him, his daemon lay sphinxlike on the rug, washing her tail every so often and looking unblinkingly at Lyra. â€Å"Dirty,† said Lord Asriel, driving her hands away. â€Å"Don’t they make you wash in this place?† â€Å"Yes,† she said. â€Å"But the Chaplain’s fingernails are constantly filthy. They’re significantly dirtier than mine.† â€Å"He’s an educated man. What’s your excuse?† â€Å"I must’ve got them filthy after I washed.† â€Å"Where do you play to get so dirty?† She took a gander at him dubiously. She had the inclination that being on the rooftop was illegal, however nobody had really said as much. â€Å"In a portion of the old rooms,† she said at long last. â€Å"And where else?† â€Å"In the claybeds, sometimes.† â€Å"And?† â€Å"Jericho and Port Meadow.† â€Å"No

The Most Comprehensive List of Applicant Tracking Systems (ATS) in the World

The Most Comprehensive List of Applicant Tracking Systems (ATS) in the World Recruitment is among the most crucial parts of running a successful business. If you’d like to make your hiring process a bit easier, you should consider getting an applicant tracking system. © Shutterstock.com | baranqIn this guide, we’ll introduce you to 1) what an applicant tracking system (ATS) is, 2) how to pick the right ATS, and 3)  60 of the top ATSs in the world.WHAT IS AN APPLICANT TRACKING SYSTEM?Before we introduce you to the 60 prevalent application tracking systems (ATSs), it’s auspicious to take a look at what these systems are all about.ATS is essentially a software application that enables the digital handling of recruitment. It helps a company to store and organize candidate and job related data, making the tracking and monitoring of different parts of the hiring process easier.As we’ll see from the ATSs below, most modern systems operate as a cloud-based software. Nonetheless, ATSs systems can also often be operated offline.The common features of ATSs include the following functions:The ability to post job openingsThe option to screen resumesThe generating of interview requestsThe ability to pre-screen questionsThe creation of effectiveness repor ts and option to track sourcesWatch the below video explaining how a typical ATS operates: HOW TO PICK THE RIGHT ATS?When you are thinking about finding the right ATS for your business, you need to focus on two key aspects: the business’ needs and the available price range.Understand your business’ needs by answering the following questions:Do you need to consider compliance? Compliance-oriented ATS can help with regulatory complying, which can be crucial for certain businesses, such as healthcare or manufacturing companies. In these instances, ATSs such as Taloe, Kenexa-Brassring, and ADP can be a good option.Are you a start-up? There are start-up specific ATSs which can help the company at an earlier stage of the business cycle. Consider ATSs like Jobvite, Greenhouse, and JobScore.Do you hire different types of applicants? If your business hires a variety types of candidates, you might want to consider going for a large business focused ATS, as they might be able to offer more options. On the other hand, it’s possible to use two different ATSs.In addition to mapping out your needs, you should also keep in mind the price of the platform. You don’t want to opt for software, your business can’t afford. While there are plenty of good, free ATS available, such as Fitzii, Breezy HR and Jobularity, you might want to consider a paid system if you need a lot from the software.THE TOP 60 APPLICANT TRACKING SYSTEMS (ATS) IN THE WORLD#1: TaleoAvailable onLinux, Mac, Windows and web-based serviceRecommended business sizeMedium to large companyPriceContact the company for pricing; varies depending on your chosen packageThe most commonly used ATS in the US is a solid choice for large companies, with nearly half of Fortune 100 companies using it. The program offers comprehensive HR options from recruiting to onboarding. You are able to create job postings, ensure smoother paperwork compliance and optimize employee ROI.The software provides a comprehensive system f or optimizing candidate tracking. It allows a functional review of candidates at various stages in the recruitment process, which can help a business improve its recruitment process. On the other hand, the interface can seem difficult to use at first and the functionality suffers from the web-based interface, as it uses Adobe Flash.#2: RecruiteeAvailable onLinux, Mac, Windows and web-based serviceRecommended business sizeSmall companyPriceStarting from $19/month; cost depends on the active jobs requirementRecruitee is another cloud-based solution to support applicant tracking and sourcing. You are able to create career sites and publish your job postings on job boards. Furthermore, you can import talent directly from social media platforms such as LinkedIn.The option for allowing oneclick applications through LinkedIn is, in fact, one of the unique features of the platform. It can make the application process much more efficient, although you can also create your own application for ms.#3: Jobvite HireAvailable onLinux, Mac, Windows and web-based serviceRecommended business sizeMedium to large companyPriceContact the company for pricing; varies depending on the size of the companyJobvite offers support for both the recruiting and sourcing to onboarding of candidates. Jobvite Hire allows the creation of reports from candidate applications, the sharing of job opportunities on social platforms and encourages employee referrals within the organization.The unique feature is the Jobvite Video, which allows on-demand video screening within the platform. This can be used for candidate interviews or as an enhancement to job posts. The software suffers from slight integration issues with other business management tools.#4: Kenexa â€" BrassringAvailable onLinux, Mac, Windows and web-based serviceRecommended business sizeLarge companyPriceContact the company for pricing; varies depending on the size of the companyIBM’s Kenexa provides you support for acquiring, hiring, t raining and developing your candidates and employees. The ATS can be used to identify applicant pools and attract candidates with the help of social media.The platform’s strength lies in the customized talent questionnaires, which are a great way to understand what impact different actions might have for the business.#5: iCIMSAvailable onLinux, Mac, Windows and web-based serviceRecommended business sizeSmall to large companyPriceContact the company for pricing; varies depending on the size of the companyThe iCIMS software offers a comprehensive tool with customizable career portals, social media distribution, job posting and HR screening. It’s more than just an ATS; it is a tool to manage a business’ entire talent lifecycle, from sourcing to onboarding.The unique feature in the iCIMS web-platform is its ability to help with career site search engine optimization (SEO). This can boost your job visibility online instantly. The vastness of the software can, on the other hand, tak e some time getting used to.#6: ADP Workforce NowAvailable onLinux, Mac, Windows and web-based serviceRecommended business sizeMedium companyPriceContact the company for pricing; varies depending on the size of the companyFor a comprehensive HR solution, the ADP Workforce Now software offers plenty of features from recruitment to payroll and talent management. You can view the application status and analyze the business’ sourcing efficiency by viewing where your applications are coming from.The software offers a unique benefit creation module, which is great for letting candidates and employees know more about the different benefit plans your business offers. Since it’s a comprehensive tool, certain features, such as the tax reporting, might seem unnecessary if you are just looking for an ATS.#7: SAP-SuccessFactorsAvailable onLinux, Mac, Windows and web-based serviceRecommended business sizeLarge companyPriceContact the company for pricing; varies depending on the size of the co mpanyThe web-based ATS features a number of other functions such as HR, payroll, applicant tracking, onboarding, performance review and compensation management. It’s therefore much more than just a stand-alone ATS.The Jam social collaboration tool makes SuccessFactors’ software unique. It allows the creation of training materials, video recording and content sharing. SuccessFactors can be rather hard to understand with no previous experience in HR management tools and the integration with other programs is not as straightforward as you’d wish.#8: PeopleFluentAvailable onLinux, Mac, Windows and web-based serviceRecommended business sizeLarge companyPriceContact the company for pricing; varies depending on the size of the companyPeopleFluent’s ATS features applications such as Recruiting, Management, Learning and Succession, meaning it provides a comprehensive tool for the acquisition, performance and development of talent. Furthermore, the software uses video, social media in tegration and different analytics tools to guarantee a better recruitment experience.The biggest benefit to using PeopleFluent is its near full integration with other core HR and HCM systems. There are some issues with the PeopleFluent’s support system, which isn’t as responsive as in other software options.#9: Silkroad RecruitingAvailable onLinux, Mac, Windows and web-based serviceRecommended business sizeSmall and medium companyPriceContact the company for pricing; varies depending on the size of the companySilkRoad is famous in the HR industry, having been named as “Visionary” in 2013 and 2014 in the Magic Quadrants for Talent Management Suites by Gartner. The SilkRoad Recruiting software is used for streamlining recruitment. It does so using free job board distribution across job boards such as Glassdoor and Simple Hired. The platform allows mobile application, with strong marketing options for both digital and mobile platforms.The referral options on Silkroad Recruiting are among its biggest strengths. The existing employees in your company can view your open jobs and refer candidates directly from their own social networks. The drawback of the ATS is the lack of reporting options, with not many tools available for custom reports.#10: iRecruitment/PeopleSoftAvailable onLinux, Mac, Windows and web-based serviceRecommended business sizeSmall to large companyPriceContact the company for pricing; varies depending on the size of the companyPeopleSoft is another comprehensive tool for staying on top of your recruitment needs. You can integrate it with modules such as workforce management and talent management. The program features compliance rules and it can be used for compensation administration and performance tracking.The database integration works extremely well, allowing you to utilise your previous candidate databases also on PeopleSoft. PeopleSoft arguable suffers from complexity. It’s not an appropriate ATS and HR system, if your business has no previous experience on these platforms.#11: UltiProAvailable onCloud-based service; Mac and WindowsRecommended business sizeMedium to large companyPriceContact the company for pricing; varies depending on the size of the companyUltiPro’s software is much more than just an ATS tool, as it also delivers payroll management, compensation resources and labor management solutions.The UltiPro platform features unique set of HR tools, which give it a competitive advantage over stand-alone ATSs. On the other hand, if you are simply looking for an ATS platform, most functions will seem a burden, even though the scalability option is there for different sized businesses.#12: GreenhouseAvailable onLinux, Mac, Windows and web-basedRecommended business sizeSmall to medium companyPriceContact the company for pricing; varies depending on the size of the companyGreenhouse software offers a comprehensive option, as it doesn’t just help with basic ATS needs, but also provides additional tools for companies to manage the recruitment process. You are able to track your recruitment ROI and optimize your future campaigns.Greenhouse’s consistency in setting the application process, with interviews, can be a great help in ensuring you can compare between your applicants. The automated tools in the software can also automatically scan the resumes. However, the scalability and integration of the software are still lacking behind, as the platform is relatively new.#13: AkkenCloudAvailable onLinux, Mac, Windows and web-based serviceRecommended business sizeSmall to large companyPriceContact the company for pricing; varies depending on the size of the companyAkkenCloud allows you to post jobs online, track your incoming applications and create a comprehensive candidate database. It also offers a fully integrated email service, which makes contacting candidates straightforward.The client database is particularly strong on the AkkenCloud ATS. It allows easy monitoring of applicants within your system and makes scanning previous applicants for new roles fast and simple. On the other hand, the system has occasionally suffered from not highlighting how different candidates have applied to your job, which can make the analysis of ROI more difficult.#14: Newton SoftwareAvailable onLinux, Mac, Windows and web-based serviceRecommended business sizeSmall to medium companyPriceStarting from $149/monthThe web-based ATS has claimed a name in the industry and some of its strength comes from being designed by recruiters for other recruiters. The software ensures compliance with guidelines like AA and OFCCP. Furthermore, it offers automated email templates, requisition approvals and customized reporting.Newton Software benefits from swift implementation. It’s not only easy to use, but you won’t need to spend weeks having the software integrated into your business practices.#15: JobScoreAvailable onLinux, Mac, Windows and web-based serviceRecommended business sizeSmall to large companyPriceStarts from $99/monthThe JobScore ATS is extremely scalable, with the option to add different features, as company needs change. You will have features such as social media recruitment, resume database, reporting for analytics and job posting available for you even with the basic version.The JobScore ATS has a clear and clean interface and management of workflows is straightforward.#16: LumesseTalentLinkAvailable onLinux, Mac, Windows and web-based serviceRecommended business sizeLarge companyPriceContact the company for pricing; varies depending on the size of the companyLumesse TalentLink’s client list includes the likes of British Airways and Merck, and it’s therefore a tried and tested ATS. The cloud-based software uses an apps-based model, ensuring you can scale the tools according to your needs. It also provides the basic job recruitment functions through its mobile interface.Lumesse’s unique feature is the availability of over 20 languages, making i t a truly global ATS. Furthermore, it integrates extremely well with other business management tools.#17: WorkDayAvailable onLinux, Mac, Windows and web-based serviceRecommended business sizeSmall to large companyPriceContact the company for pricing; varies depending on the size of the companyThe comprehensive HR system includes talent and performance management options, aside from its ATS. The system allows full social media integration, allowing you to recruit talent directly from sites like LinkedIn.With WorkDay, you’ll be able to view applicant activity in real time, which can speed the recruitment process. The internal job opening sharing is also extremely useful as it allows employees to utilize their networks. On the other hand, the application process only works well when the applicant either uses LinkedIn or fills out their job history on the system itself.#18: LeverAvailable onLinux, Mac, Windows and web-basedRecommended business sizeSmall to large companyPriceContact th e company for pricing; varies depending on the size of the companyThe features you get to enjoy include customized job postings, one-click referrals and referral links, an option to synchronize emails and a customized candidate pipeline. You can view reports on where specific candidates drop out and analyze candidate performance.Lever’s strengths are also in the robust employee referral system, which allows the users to share jobs on platforms such as LinkedIn and Twitter. As a rather new ATS, it still suffers from low integration with other HR systems.#19: PeopleAnswers/ InforAvailable onLinux, Mac, Windows and web-based serviceRecommended business sizeLarge companyPriceContact the company for pricing; varies depending on the size of the companyThe Infor HR tool has received plenty of praise from research companies such as Forrester. The software can be streamlined with applicant tracking and employee tracking, with the system being available either as an on-premise product or a hosted solution.The software is great for companies with varying needs, as it can be integrated with other HR tools and you can scale the system depending on your business requirements.#20: KronosAvailable onLinux, Mac, Windows and web-based serviceRecommended business sizeMedium companyPriceContact the company for pricing; varies depending on the size of the companyKronos’ comprehensive human resource and workforce management applications are in place in over half of Fortune 1,000 organizations. You can integrate your recruitment platforms with the workforce management, providing you a more comprehensive HR experience to simple ATS software.You can opt for on-premise installation or a hosted, web-based service, giving more flexibility in terms of your business’ IT capabilities.#21: JazzAvailable onLinux, Mac, Windows and web-based serviceRecommended business sizeSmall companyPriceStarting from $249/monthWhile the company is relatively new, the Jazz ATS is used by over 2,000 com panies in a variety of industries. The sourcing tools allow you to post jobs, implement an approval process, syndicate jobs to other job boards and create a streamlined recruiting and hiring process.The team’s unique ability is how you can limit what different team members see on the platform, ensuring you can include collaborators without providing them full access. Unfortunately, the platform has limited integration and linking options for collecting resumes from other job platforms.#22: HRSmartAvailable onLinux, Mac, Windows and web-based serviceRecommended business sizeSmall and medium companyPriceContact the company for pricing; varies depending on the size of the companyAs a comprehensive HR tool, the HRSmart software is among the best. The software not only allows applicant tracking, but also monitoring of employee performance, succession planning and the management of employee development. The system has a number of big clients ranging from Capital Source to Skandia.The HR Smart software offers applicants and more impressively, the new employees to complete and send all required paperwork electronically, which in its depth is rather unique within the ATS industry. The downside to the software is the lack of flexibility when it comes to integration and the limited availability of customer support.#23: MyStaffingProAvailable onLinux, Mac, Windows and web-based serviceRecommended business sizeMedium and large companyPriceContact the company for pricing; varies depending on the size of the companyMyStaffingPro is a web-based ATS offering scalable recruitment and onboarding solutions for businesses. You can integrate the software with background checking and learning, and performance management systems.With 15-years of experience in the industry, the software allows a comprehensive and efficient way to review and export candidate data from career search screens. However, the option to merge applicant’s different applications is missing and could mean you end up with different applications from the same candidate.#24: BirdDog SoftwareAvailable onLinux, Mac, Windows and web-based serviceRecommended business sizeMedium and large companyPriceContact the company for pricing; varies depending on the size of the companyBirdDog’s ATS offers tools for the different parts of employee’s journey from recruitment and onboarding to learning and succession. You can use it for diversity tracking, applicant scoring and for creating customized interview questions.The platform is especially suitable for industries such as construction, engineering and skilled trades due to its rigorous compliance focus. When using the automated posting option for other job boards, you must stay vigilant as your jobs aren’t automatically sponsored and therefore pushed at the top of the list.#25: CeridianAvailable onLinux, Mac, Windows and web-based serviceRecommended business sizeMedium and large companyPriceContact the company for pricing; varies depending on t he size of the companyCeridian is another company that offers a complete human capital management system, with ATS included in the package. The software provides support for recruitment, payroll, administration and onboarding. The analytics tools provide plenty of insight not only on the candidates, but also for the functionality across departments.The platforms big benefit is the video interviewing option, which allows you to interview candidates and input this information directly to the recruitment file. The system’s big drawback is the report writing, which can be difficult to understand.#26: HireBridgeAvailable onLinux, Mac, Windows and web-based serviceRecommended business sizeSmall and medium companyPriceStarting from $125/monthHireBridge is a stand-alone ATS allowing your business to better manage the recruitment process. You are able to view your job postings and see the number of applicants, as well as the details on how long the job has been open. You can create new req uisitions, which are posted on a number of job boards.HireBridge is extremely easy to set up as it operates as an on-demand web-based service. You therefore won’t have to buy software or wait for the system to be implemented. Perhaps the main issue is that there’s not much integration with recruiting firms.#27: PCRecruiterAvailable onCloud-based service; Mac and WindowsRecommended business sizeSmall to large companyPriceStarting from $85/month; cost varies depending on the requirements of the companyThe PCRecruiter ATS provides a complete solution for attracting and contacting applications and for managing the applicant flow within your business. You can use it for requisition submittal, online job inquiries and create customized assessments and interviews.The ATS is an especially good option for third-party recruiters, as it allows the integration and communication between different platforms. There are also plenty of customization options from creating approval emails to and m onitoring the candidates. On the other hand, since the software is ingrained in third-party recruitment, certain features are not useful for internal recruiters.#28: BambooHRAvailable onLinux, Mac, Windows and web-based serviceRecommended business sizeMedium companyPriceStarting from $99/month; cost varies depending on company sizeThe software is a single system for employee and HR related data and it makes management of HR activities easier. The BambooHR ATS uses a centralized database, with personalized information. You can also publish job openings and assign ratings for candidates.The system allows you to provide specific permission access to the software, ensuring data security while allowing more comprehensive viewing of candidate applications, for example. There are certain integration issues with specific business software programs and the cloud-based system cannot be hosted on your company’s own servers.#29: ClinchAvailable onLinux, Mac, Windows and web-based serviceRecom mended business sizeSmall and medium companyPriceContact the company for pricing; varies depending on the size of the companyClinch’s ATS makes the promotion of job postings simple as it can help you manage the workflow of your recruiting process. It provides access to existing templates to use during the application process, which can also be modified according to your business needs.The unique benefit to using Clinch comes from its ability to provide data on the candidates that viewed your job posting, but never applied for the role. This can provide insight into what type of candidates you attract and why certain talented individuals still don’t apply. But you should remember Clinch is not an ATS in the traditional sense and you will most likely need another ATS to use alongside this software.#30: ApplicantProAvailable onLinux, Mac, Windows and web-basedRecommended business sizeSmall to medium companyPricePrice varies between $800 to $3,000 a yearThe ATS comes with the core f unctions of creating job postings and posting them on over 5,000 job boards such as Simply Hired. The ApplicantPro system also supports sharing on social media. You can also create a branded career site. You’ll enjoy customized reporting options, including most common compliance reports.The unique feature of ApplicantPro allows the creation of a back-end system, which automatically disqualifies candidate applications, which don’t meet basic requirements set by you. The disadvantage of the ATS is the reporting system, which can seem rather complicated and at times limited, especially compared to other ATSs on the market.#31: ATSOnDemandAvailable onLinux, Mac, Windows and web-based serviceRecommended business sizeSmall to medium companyPriceContact the company for pricing; varies depending on the size of the companyATSOnDemand provides everything you need from an ATS. It allows the creation and posting of job listings to career sites and job boards. You can manage and review the t alent pool and include onboarding options for your package.The ATSOnDemand team will provide you a web development team that can help create an unique career page to match your company website, which is a good branding opportunity. The downside is the lack of available custom reporting and the software could use better data analysis in the existing reports.#32: ApplicantStackAvailable onLinux, Mac, Windows and web-basedRecommended business sizeSmall and medium companyPricePrices starting from $65/month; vary depending on business sizeApplicantStack is both an applicant tracking and an onboarding solution for businesses. It can be used to generate applications, share these on social media, and to create screening questionnaires for your applications. Furthermore, you can manage hiring communication, employee information and related paperwork on the module.There’s no long-term commitment requirement with ApplicantStack and free trial is available. The issue for bigger firms might be that you can’t link information from the software to other HR systems.#33: HRMDirect/ClearCompanyAvailable onLinux, Mac, Windows and web-based serviceRecommended business sizeSmall and medium companyPriceContact the company for pricing; varies depending on the size of the companyThe software links up the three core functions of recruiting, employee on boarding and performance management together. The ClearCompany ATS features templates and bulk emails, allows corporate site integration (including mobile career sites), provides an option for managing referrals and even has an function for background checks.The software ensures full EEO and OFCCP compliance, in addition to a proper ROI analysis. On the downside, the application process doesn’t have the same customization available as certain other ATSs on the list.#34: BullhornAvailable onLinux, Mac, Windows and web-based serviceRecommended business sizeSmall and medium companyPriceStarting from $99/month; varies depending on the company needsBullhorn is another popular ATS, which offers contact management, candidate tacking and filling of positions. The web-based platform offers plenty of customization options from screen layout to user interface.The strength of Bullhorn is its scalability and the option to integrate it with other business management systems. The setting up process can take a few weeks and the additional costs can climb up if your business needs are vast.#35: Cornerstone OnDemandAvailable onLinux, Mac, Windows and web-based serviceRecommended business sizeSmall to large companyPriceContact the company for pricing; varies depending on the size of the companyFor a fully integrate talent management suite, Cornerstone OnDemand is a professional and efficient platform. You can use it for recruitment, training and managing of your business’ human capital.The platform is easily scalable and there’s plenty of flexibility in what functions you have added to your software. The software has toppe d a number of talent management reviews. For instance, in 2013 it was included in the Magic Quadrant for Talent Management suites for Gartner. But if you are a new user, the complexity might be overwhelming.#36: SmartRecruitersAvailable onLinux, Mac, Windows and web-based serviceRecommended business sizeSmall to large companiesPriceStarting from $3,500/year; price increases with business sizeThe web-based service provides tools for making the recruitment process more streamlined. You can post jobs, review candidates and remove applications. There’s an enhanced focus on social features to improve collaboration and candidates can be reviewed and hired as a team effort.SmartRecruiters’ strength is the mobile optimization. You can view the platform on mobile, make job postings and even browse the career profiles on a mobile platform. The ATS doesn’t, however, suit third-party recruiters well, as resumes can’t be sent forward.#37: CATS ATSAvailable onLinux, Mac, Windows and web-b ased serviceRecommended business sizeSmall companiesPriceStarting from $99/month; cost varies depending on hiring needsCATS was introduced as an open source application, allowing it to quickly grow into a global ATS. The internal search engine searches resumes and highlights your chosen keywords, providing you a comprehensive view of the candidate pipeline. It allows the use of both job boards, with automated job postings, and internal resumes.There are a number of add-ons available, including Outlook and social media platforms such as LinkedIn. The downside to CATS is its limited international job site integration and the interface is not as fast and responsive that in many other ATSs on the list.#38: SmartSearchAvailable onLinux, Mac, Windows and web-based serviceRecommended business sizeMedium companyPriceContact the company for pricing; varies depending on the size of the companySmartSearch’ functions include assessment of candidates, resume parsing and search, as well as onbo arding. You can integrate it with a number of job boards and it allows you to complete background screening.The SmartSearch platform’s strengths include the ability to monitor all candidate communication and you can search this information easily with the search functions. If your business uses Mac or Linux-based operating systems, certain additional tools might not be available, such as the Outlook toolbar.#39: LuceoAvailable onLinux, Mac, Windows and web-based serviceRecommended business sizeSmall to large companyPriceContact the company for pricing; varies depending on the size of the companyLuceo makes job requisition simple, as you can either use pre-created templates or create the whole process from scratch. You can post the job on your business’ careers page or the intranet, and to Careerbuilder. The software also stores candidate data and then generates custom reports to view where the hires are coming from, for example.Luceo’s unique feature is how it aggregates data from the Careerbuilder site and recommends users additional job locations for posting, in terms of search volumes for the post’s specific keywords. The downside to using the system is the slow implementation as it can take some time to get the software up and running.#40: PerelessAvailable onLinux, Mac, Windows and web-based serviceRecommended business sizeMedium and large companyPriceContact the company for pricing; varies depending on the size of the companyPereless is one of the frontrunners in the industry, having launched all the way back in 2000. The platform allows the creation of a centralized recruitment and onboarding process.The strength of Pereless comes from the custom branded career portal, which allows the creation of career portals that match the business brand. This can be especially important for growing businesses. If you want to fault the Pereless ATS, it suffers slightly from a lack of automated reporting options.#41: SimplicantAvailable onLinux, Mac, Windows and web-based serviceRecommended business sizeSmall to large companyPriceContact the company for pricing; varies depending on the size of the companyThe web-based ATS allows the posting of job positions, sourcing of potential candidates from a company database and the use of employee referrals. After the application process is done, you can organize the candidate profiles, and evaluate and score candidates.The built-in employee referral system is an advantageous addition to the software. It allows employees to share the job positions with their contacts with a click of a button, creating a number of possible applications.#42: BrightMoveAvailable onLinux, Mac, Windows and web-based serviceRecommended business sizeSmall to large companyPriceContact the company for pricing; varies depending on the size of the companyBrightMove utilises over 1,000 resume databases, providing your business plenty of sourcing options for finding the best talent. The software can be integrated with social media platforms, which can provide additional data to your candidate profiles.BrightMove’sBrightMatch tool makes it easy to instantaneously align qualified candidates from the database to your open job positions. The system has some functionality problems, with the software suffering from the occasional glitching due to it being hosted on off-site servers.#43: CareerPlugAvailable onLinux, Mac, Windows and web-based serviceRecommended business sizeMedium and large companiesPriceContact the company for pricing; varies depending on the size of the companyThe CareerPlug software shares your job postings to job boards such as Indeed, as well as provides you with the option to create a branded careers site. You can also use the custom job builder for implementing pre-screen questions that allow the identification of qualified candidates.The function to build onboarding checklists and documents is useful as the candidate transitions to being an employee. The downside can be the inability to sort out candidates for future hiring needs.#44: FitziiAvailable onCloud-based service; Linux, Mac and WindowsRecommended business sizeSmall to medium companyPriceStarts free; paid options availableFitzii’s web-based ATS includes functions such as job posting, job ads, and screening tools, which include video screening and automated reference. You can also start using the basic functions for free, which offers a limited but relatively comprehensive ATS experience.The unique function of the Fitzii ATS is the objectivity mode. This allows you to view candidates without information such as pictures, names or dates and locations. For larger companies, the options might seem too limited and if you require more than basic ATS functionality this software might not be suitable for your business.#45: Graylink/ NeptuneAvailable onLinux, Mac, Windows and web-based serviceRecommended business sizeMedium and large businessPriceContact the company for pricing; varies depending on the size o f the companyNeptune provides multi-channel job posting and talent sourcing options for both internal recruiting and third-party recruiters. It creates your business a brand-aligned careers website and provides the option for one-click job posting, shortening the time it takes to start recruiting.The strength of Neptune’s ATS comes from the integration with onboarding options, whether it’s payroll or HRMS. You can also classify your candidates with a number of different ways, ensuring your candidate scores are based on company needs.#46: HaystackAvailable onLinux, Mac, Windows and web-based serviceRecommended business sizeMedium companyPriceStarting from $19/monthHaystack provides you access to advertising jobs, collecting resumes in a number of different formats and customizing your screening questions. You can also use the Haystack skill database to find out more about the skills that might push your business forward.The software’s unique feature is the short video applicati on, which allows candidates to upload a short video along with their resume. This can make the application and recruitment process much more personalized.#47: TalentsquareAvailable onLinux, Mac, Windows and web-based servicesRecommended business sizeSmall and medium companyPriceStarting from $50/month; cost varies depending on company size and use of softwareWith the TalentsquareATS you are able to access detailed recruitment data, manage candidate profiles and promote jobs on social media and a variety of job boards such as Indeed. You can also provide feedback for candidates and let candidates use the system as a job-searching platform.One of the main strengths of the Talentsquare software is the option for candidates to update resumes, meaning you always have the most up-to-date information available to guide the recruiting process. Getting to grips with the software can take some time, as the interface can be hard to navigate.#48: TribeHRAvailable onLinux, Mac, Windows and web-b ased serviceRecommended business sizeSmall and medium companyPriceStarting at $5/month per employeeTribeHR is flexible software, which offers stand-alone applicant tracking that you can also combine with the company’s other features such as performance reviewing and goal management. It also integrates with payroll software.The unique pricing structure makes it a viable option for small companies, as you are billed according the number of employees within the company.#49: Zoho RecruitAvailable onLinux, Mac, Windows and web-based serviceRecommended business sizeSmall to large companyPriceStarting from $25/monthZoho Recruit offers resume parsing and storage, job board posting and customizable business career website, and interview scheduling to make recruitment a breeze. The software also integrates well with many Google applications, which can remove the need for repetitive data administration.If you are looking for a quick way to get started with ATS system, the web-based platform is a good option, especially as it provides a free trial and it doesn’t require you to sign up for a lengthy contract. However, the platform doesn’t offer as much flexibility in terms of customization and scalability.#50: OTYSAvailable onLinux, Mac, Windows and web-based serviceRecommended business sizeSmall and medium companyPriceContact the company for pricing; varies depending on the size of the companyOTYS’s software helps automate the recruitment process. The platform provides you functions such as CRM, newsletter creation, automatic resume extraction and resume matching tools.Furthermore, the software implements SEO and social media integration. This allows you to not only gain an advantage on online job postings, but also allows you to better source candidates.#51: RecruiterboxAvailable onLinux, Mac Windows and web-based serviceRecommended business sizeSmall to large companyPriceStarting from $490/monthThe Recruiterbox software prides itself as “the simplest recruitin g software in the world”. The features include creating job postings, accepting resumes, social media and job site integration, and customized hiring process. You can implement different interview options to create better candidate screening.One of the upsides to using the platform is how you can monitor correspondence with the candidates, and to include multiple recruiters who are able to assign tasks for themselves. The downsides to Recruiterbox ATS include lack of reporting options and integration availability with other HR programs.#52: Talentnow RecruitAvailable onLinux, Mac, Windows and web-based serviceRecommended business sizeSmall and medium companyPriceContact the company for pricing; varies depending on the size of the companyTalentnow Recruit makes the entire recruitment cycle straightforward. It removes most of human intervention, with automated job posting, candidate monitoring and ranking, and onboarding. You are also able to use it with social media platforms, like LinkedIn.The feature, which allows different recruiters to view resumes, can make it easier to ensure recruitment is a department-wide process. Since you can comment and monitor changes, collaboration in terms of hiring is easier. On the other hand, the system provides no options for background screening or reference checking.#53: Crelate TalentAvailable onMac, Windows and web-based serviceRecommended business sizeSmall to large companyPriceStarting from $65/month per user; costs depend on company needs and level of support requiredCrelate Talent’s ATS is specially designed for third-party recruiters. The software has features such as accessing candidate data, contacting the candidates directly through the platform and the storing of candidate data. It can also help with onboarding and training of new talent.The visualization of applicants makes assessing the candidates easier. You can assign different color codes based on candidate information such as a new applicant, a short-li sted candidate or a possible candidate. You can easily drag-and-drop candidates to different categories to help you find the right talent for the position. The downside for certain companies might be the lack of API.#54: Vultus RecruitAvailable onLinux, Mac, Windows and web-based serviceRecommended business sizeSmall and medium companyPriceContact the company for pricing; varies depending on the size of the companyVultus Recruit groups recruitment processes and makes bulk operations, such as emailing, straightforward. You are able to create different candidate lists and view communication options with specific candidates easily. You can also search candidate progress and candidate data with the use of keywords.The Vultus Recruit ATS offers plenty of analytics information with unique reporting options and recruiting metrics. The different chart types make data visualization easier and makes business decision-making smoother.#55: Breezy HRAvailable onLinux, Mac, Windows and web-basedR ecommended business sizeSmall and medium companyPriceFree  to $299/monthThe Breezy HR software can offer plenty of customized recruitment features for international businesses. The platform has good communication tools from custom email templates, which can be used for auto-responses, to interview scheduling. The software also allows candidate sourcing from other platforms such as LinkedIn and career sites like AngelList.One of the main strengths of the platform is the drag-and-drop interface option, which allow quick organization of applicants. The automated options for communication also bring a lot of efficiency to your recruiting. On the other hand, the software requires a good level of tech literacy, meaning it’s not necessarily the right pick for businesses with small IT capabilities.#56: HireCentricAvailable onLinux, Mac, Windows and web-based serviceRecommended business sizeSmall and medium companyPriceContact the company for pricing; varies depending on the size of the co mpanyHireCentric’s web-based service allows you to view recruitment information from anywhere with an Internet connection â€" you can even use mobiles and tablets. The applicant portal allows brand customization, meaning your job postings are full of company-specific information and imagery.The candidate evaluation forms allow plenty of customization, meaning you can decide the ways candidates are ranked and what requirements are emphasized. You can also match previous candidates with new job postings.#57: HyrellAvailable onLinux, Mac, Windows and web-based serviceRecommended business sizeSmall to large companyPriceStarting from $200/month up to $800/monthThe Hyrell software eases candidate recruiting and hiring processes by allowing you to discover, track and follow-up with talent. You can utilize customizable email templates for candidate communication, track the resumes and profiles from anywhere and the software automatically recognizes qualified candidates and scores them.The automated interview setup makes organizing interviews increasingly simple. You just need to input available times and the software does the rest for you. The integration with other online job boards is still rather limited.#58: JobularityAvailable onLinux, Mac, Windows and web-based serviceRecommended business sizeSmall to large companyPriceFree subscriptionJobularity’s ATS provides interactive job posting, with extensive communication options with applicants from video posting to video interviews. You can also enjoy third-party applicant testing to ensure proper assessment of candidates.Naturally, the free subscription is a unique feature of the software. But furthermore, there are other unique features like the utility calculator, which helps applicants to sort out job postings according to corporate culture.#59: Hiring ThingAvailable onLinux, Mac, Windows and web-based serviceRecommended business sizeSmall companyPriceStarting from $24/monthThe web-based ATS can smoothen your recruitment process through the use of user-friendly tools. You are able to post customized job listings, rate and organize candidates and send our automatic rejection letters.Job listings are easy to personalize according to business needs. You can include the company logo, use the company colors and add customized job descriptions better than in many other ATSs. The problem comes from the fact that adding and editing candidate information is difficult without the need to “Apply” for the position.#60: WorkableAvailable onLinux, Mac, Windows, web-based serviceRecommended business sizeMedium companyPriceStarting from $39/monthWorkable is a standalone ATS, with the system replacing emails and spreadsheets through a unified way of finding candidates, setting up interviews and making hires. As the system is web-based, you won’t need to spend any time getting started and the platform is simple to use.The program benefits from linking with platforms such as LinkedIn and job boards l ike Indeed. On the other hand, it’s not focused on data analytics as much as some of the other software options on the list.

Does Crime Influence The Size Structure Of A Police Force - 2475 Words

Does Crime Influence The Size And Structure Of A Police Force? (Term Paper Sample) Content: DOES CRIME INFLUENCE THE SIZE AND STRUCTURE OF A POLICE FORCE?NameInstitutionInstructorDateExecutive SummaryLaw enforcement agencies at various levels of the government execute various formal roles as prescribed by the law. As a result, they are involved in various kinds of activities. For instance, the local police maintain order, enforce criminal laws, and provide the public with various services on daily basis. The ostensible role of any organization is to structure all its activities in such a way that all the set goals are achieved successfully. Like any other agency, police agencies delegate authority in order to have an effective chain of command. At a local level, a police commissioner commands all the city police officers. Commanders are also appointed to take charge of various police entities and they submit their reports to commissioners. State police/patrol has the same structure. These structures differ from one country to another depending on the types of crimes committed. Additionally, true professionalism should emphasis on delegation of powers to professionals who can handle a given problem in the most appropriate way. Due to non-uniformity in the crimes committed, it will therefore be necessary to restructure the police force in such a way that police at local level are given a substantial degree of leeway to exercise their judgment in some crime cases. Introduction The effect of police force size and structure on the ability to deliver efficient police services, has always been a critical question to many policy makers as they set various strategies, geared at ensuring that citizens receive efficient services from the police. Over the years, different countries have been having debates on the role of police force size and its influence on agency efficiency. When crime increases in a particular country, citizens may be more apt to increase police force funding so that the government can be in a position to hire more officer s. Similarly, if crimes committed reduce, citizens would prefer spending their tax money on other needs. Research has revealed that the size of police force is usually positively correlated with the number of crimes reported by citizens. This is because victims of crime cases are normally motivated to report their cases only if there is a police officer available and ready to listen to them. Therefore, it can be concluded that the size of police force is dependent on the crime level. In addition, increase in crime will also call for restructuring of police force by either increasing the available ranks or decentralizing authority. This paper explores in detail how crime influences the size and structure of a police force. How crime influences the size of police force.Does the size of police force influence its ability to execute its duties? Are larger police forces more advantageous than small ones? If size matter, should various communities initiate community policing? These are some of the questions, which have remained unanswered to both administrators and researchers. Size of police force refers to the number of police officers employed in a particular country to fight crime. In normal situations, when crimes committed in a country increases, there will be too many victims willing to report crime cases. As a result, more police officers will be needed in various police stations to address these cases. This clearly depicts that more police officers will be needed on the streets when the crime rate increases. However, substantial social research science tends to challenge this proposition. The skeptics about the efficiency of police in addressing crime cases points out that in normal circumstances, police rarely arrest those involved in committing crimes and increasing police size will not help to fight crime. Even the best-known police departments may take several minutes to respond to an emergency call, which is normally enough time for criminals to f lee the scene. In addition, it is also argued that victims of different crimes report the crime after it has taken place. Some criminologists support these skeptical views because crime perpetrators may be unaware of increased numbers in the police force or even if they are aware, they may tend to be undeterred because they are destitute, drunk or enraged. Economists respond to these views by arguing that it is advisable to increase police spending in order to reduce crime rate. In other words, if crime in a given country increases, the size of police force should be increased. Increased crime rate requires that measures be initiated in order to pave way for easy and less time-consuming investigations. To ensure this, it will be imperative that the size of the police force is increased. Additionally, when the amount of crimes committed in a country increases, more resources will be needed in the police force and many institutions such as banks will demand more police officers in order to ensure maximum security. Due to the unproductive state of the traditional forms of policing such as preventive patrolling, policy makers and administrators in the police force are advocating that in order to counter crime effectively, more innovative patrolling strategies should be adopted. These strategies include increasing the size of the police force and then dividing the police officers into groups. Each group will be supposed to handle a particular type of crime. In addition, the fear of crime in many countries has contributed greatly in the increased sizes of various police forces. For instance, current terrorist threats on attacking certain countries have resulted to more funding of police force in order to train and hire more police officers. These threats have also led to employment of more undercover police officers, who specifically conduct investigations on specific suspected individuals.  Many countries associate large police agencies with more arrests of s uspected criminals and as a result, less crime cases will occur. This is the case with the American Police Industry, which is overwhelmingly populated by small agencies, but a large number of its citizens are served by large police agencies. Although, the consolidation movement proposed changes in this industry, the structure of the police force was not altered due to the ideology that large agencies can counter crime more effectively than small ones. Normally, the arrest rate is positively correlated with crime rate and the number of police officers. In a situation where the amount of crimes committed are high, one of the measures that the police force will initiate will be making more arrests in order to reduce criminals on the streets. For this to work in the best way possible, the government will be compelled to increase the size of the police force. On the other hand, when the crimes committed are minimal, there will be less arrest and as a result, fewer police officers will be required in the police force. In addition, research has revealed the number of victims of crime who report their case can increase only if the availability of police officers is not in question. In other words, more people will report their cases when we have sufficient number of police offers in a given location. This is because citizens are usually get motivated to report their cases when there is a police officer available and ready to listen to them. Therefore, to ensure that all crime cases are reported and those concerned apprehended, the number of police officers ought to be increased. Crime has also influenced the size of the police force in different countries in the sense that due to rate of police arrests, more police officers are needed in various correctional institutions. This has compelled the government to set aside more funds for training and hiring more police officers in order to counter the shortages in the different correctional facilities. Nearly all comm unities across the globe have an access to police services. Regional departments such as sheriffs office or county police departments serve many small communities. The missions of these police departments are too complex and evolving. In different communities, demands for both crime prevention/fighting are dynamic, and are rarely similar across the communities. As a result, the task of conducting an effective evaluation of these departments has been quite difficult especially when deciding on the most appropriate size of the various departments. Advocates of larger police agencies argue that when combating crime, larger agencies have a variety of benefits such as lower response time, higher quality of police service, and lower operating costs since there will be reduced overtime and overhead costs. How crime influences structure of a police force.The ostensible role of any organization is to structure all its activities in such a way that all the set goals are achieved successful ly. Like any other agency, police agencies delegate authority in order to have an effective chain of command. At a local level, a police commissioner commands all the city police officers. With regard to the size of the police force, commanders are appointed to take charge of various police entities and they report directly to the commissioner. State police/patrol has the same structure. These structures normally vary in size depending on the size and mission of the state police. When the size of the police is large, there will be more levels of delegation in order to implement command over more officers. Currently, police forces have three duties, both at state and local levels. They must maintain order, serve the public interest and enforce the law. Law enforcement entails prevention of crime and apprehension of suspected perpetrators. Administers and policy makers keep on manipulating different features of police organizations in order t...