Avature

Owned by Former user (Deleted)
Last updated: Nov 23, 2020 by Mateusz Zajac (Unlicensed)
11 min read

This tool has solely been researched by the WilsonHCG Innovation team.

Used by KellyOCG

Summary


Avature Makes Strategic HR Possible

It helps identify, attract, hire, develop and retain talented people, define their culture, and ensure that their companies have the human capital to meet their strategic objectives.

We have a decade of experience helping companies drive their digital transformation. Expertise that helps forward thinking managers and IT professionals to cast away legacy software and quickly deploy innovative solutions that support built-in agility and cutting-edge practices.


Our Software

helps identify, attract, hire, develop, and retain talented people, define their culture, and ensure that their companies have the human capital to meet their strategic objectives.


Our Flexibility

enables our customers to keep innovating by configuring and reconfiguring their solution while in production, giving business managers, analysts, and HRIS professionals built-in digital agility.


Our Private Cloud

provides our customers with a high performance and highly secure hosting enviroment that meets the most stringent industry standards.


Product Summary


Candidate Relationship Management (CRM)

At Avature, we believe that CRM is not just about sourcing or feeding candidates into your ATS. A CRM is where meaningful relationships with your future employees are nurtured. This is why Avature is the only comprehensive recruiting CRM that focuses not only on sourcing but also on the other two vital pillars of candidate relationship management: attracting and engaging critical talent ahead of business demand.


Applicant Tracking System (ATS)

Avature ATS is a comprehensive enterprise solution that can be configured to manage executive, professional, and hourly recruiting. Avature’s one platform model simplifies recruiter training, centralizes valuable candidate data, and makes compliance easier to manage. Combine Avature ATS with our industry-leading Avature CRM and our groundbreaking social onboarding solution to transform your recruiting organization into a digital business inside your company – where standout collaboration and service delivery add strategic value.


Campus Recruiting

From events to hiring, manage all your campus recruiting activities within the same platform. Avature Campus Recruiting is customizable to fit your various programs and highly adaptable, allowing you to refine your strategy based on your program’s performance and recruiting results.


Recruiting Events Management

Add power to your recruiting strategy with this fully bespoke solution for managing campus events, job fairs, open days, and other recruiting events, from planning to post-event candidate engagement and beyond.


New Hire Onboarding

Your candidate experience doesn’t end when the offer is signed. With Avature Onboard you can automate, track, and streamline every step of the onboarding process from a single, comprehensive system.

A branded and mobile-optimized onboarding portal provides a social and personalized experience to the new hire as they begin their journey with your organization. With the Avature Onboard portal, new hires can get to know their team mates, sign documents, schedule trainings, plan their route to the office and know where to buy lunch — all before their first day.


Employee Referrals

A veritable gold mine of qualified candidates is at your fingertips, and all it requires is the right employee referral program to activate it. With Avature Refer, your employees can become effective and engaged recruiters who help you build your talent pools via their existing contacts.


Retail Recruiting

Meeting sales targets, dealing with customer service, overseeing stock and training new staff: these are just a few of the tasks store managers perform daily, often with the aid of dedicated retail software. But one of their biggest challenges — finding and hiring the right employees amid high turnover rates and extremely short time to fill windows — is usually undertaken without the proper tools at their disposal. Now, with Avature In-Store solution for retail recruiting, managers can more efficiently execute the entire hiring process on the job.


Employee Engagement

Avature DNA Social is an employee hub that allows HR to interact with the employee community and understand what drives them, providing the insight to make smarter talent decisions. Avature DNA Social combines the best features of social and professional networks, making it immediately familiar to all of your employees. This employee hub is where engagement and culture form the new core of strategic HR.


Internal Mobility 

Regardless of size, location, or industry, retaining key talent is crucial to any organization’s success. With Avature Mobility you can build agile programs that promote, relocate, and rotate homegrown talent effectively within your company. You can easily match employees with professional opportunities that fulfill both their career interests and your company’s fast-changing goals. Employees can be transitioned smoothly from one job or function to another, ideal for large scale restructurings, post-merger staff optimization, and spin outs.


Performance Management 

With Avature Performance Management you can create ongoing, agile, and collaborative processes that allow you to shift from annual backward-looking evaluations to as-needed, fact-based performance discussions.


Succession Planning

With Avature Succession Planning, you can overcome the constant flux of global workforce challenges by assessing internal talent, building pipelines of potential successors for a role, and developing employees so they are ready to take over. With robust reporting capabilities, you can analyze the effectiveness of your succession plan to make better decisions both now and in the future.


Contingent Workforce Management (CWM)

Avature CWM gives you the ability to channel the power of contract labor using an integrated tool. From a single platform, you can engage and manage your external workers and drive collaboration among all stakeholders. Avature CWM places Avature’s renowned CRM capabilities in your hands, so you can efficiently source external talent and engage contractors throughout their work cycle.

With Avature CWM you can create your own talent marketplace to make recruiting for projects easy and keep your best contractors engaged. Robust reporting capabilities allow you to make data-driven decisions that improve contractor quality and help you stay on budget.

Additional Resources

Technology Demo Notes

7.1.2014 Call Notes

  • Some of founding members are still a part of organization
  • Innovate and Disrupt
  • Global organization
  • Many clients on the BPO/RPO side use Avature
  • Avature – doesn’t have any resellers
  • Core functionality can be shown, but pending a new look & feel is on the horizon
  • First logging into DB – 3 main records:
    • People
      • Names, title, etc
    • Company
      • They have a competitive intelligence piece; notes, docs, org charts can be entered into it. Avature gives opportunity to store and share information and the data is “yours” – own private instance of data that you or client own
    • “Wild card”
      • ATS, pipelines, projects, could be events – the ability to create different buckets
      • Workflow steps associated with them, not just sitting there – (can configure as the system administrator)
        • Action can be associated, can advance from contact to new lead:
  • Emails can be fully customized and branded
  • Web sourcing tool – aggregator goes right in the system, with over 100 different sites that gives a consolidated search
    • Can schedule
    • Can eliminate duplicates
    • When setting it up, can determine what to do and what is checked for duplicates
      • Looks at similar names (mike vs Michael) and also email addresses
  • There are 7-8 ways to get people into Avature
    • Can upload excel docs
    • Can browse computer for files and ‘create person’ into Avature – parse
      • It will show you if person already in system
    • Can export from LI to PDF and drop into Avature, or even just a screengrab
      • He thinks easiest/best is the PDF
  • Talent Network Example:
    • Can build microsites – can build just about anything
  • Can have a list of everyone who is coming in
    • And columns would reflect the answers they gave to the form they filled out, so can sort, filter and send
  • Documentation of process; if they click on the link what does it show/report?
    • Workflow steps
    • Bulk email – reports can run
    • See who is where in process, some clients want more in depth:
  • Getting someone into system, and keeping track of emails, correspondence, etc.  and from dropbox the email shows up as an action direct on their page in system (see below)
  • With the person in system, many option to build on to.


10.30.18 Call Notes

  • Multilingual platform
    • Offices: NAM, EMEA, APAC
  • Searching capability
    • Quick indexed based search based on users history & alignment
    • Advanced search - Admins can search the entire Avature database
      • Sorted by relevance
      • Narrow search by People or Companies or Folders
      • Quick search response time
  • Client record
    • Can include data points here specific to the client (maybe industry?)
  • Visibility
    • RC w/ access to Client A, will not see candidates under Client B
  • Permission
    • Admin
    • Access Rights / Roles
      • Users have access to the system
      • Roles are what users can and can’t do
      • Groups are what users can and can’t see
  • Avature Q: Candidates not linked to a client - How can we manage this & prevent?
    • Can require a client
    • Bulk uploads or campaigns can still be done
  • Limit to clients in system? No
  • Create a Req
    • Can use templates to create req’s or create manually
    • Create a folder
    • Req Name
    • Select appropriate workflow
      • Different workflows for different clients
    • Owner of requisition
      • Defaults to Me, but you can choose a recruiter on the team instead
      • Approval process? Yes
      • Can select hiring managers, interviewers, job approvers, offer approvers
      • Need to determine a process to add hiring managers into the system
        • Avature: Possibility to set up hiring managers as NOT a user? Would not want them to create passwords in most cases
        • Can create without ever having them interact with the system
      • → Email notification for requisition approval
      • → Requisition moves to approved
      • Manual Candidate Creation
        • Option 1: Upload resume; Copy/Paste
        • Option 2: Find profile; Save to PDF; Drag and Drop into ATS
        • Option 3: LinkedIn Recruiter bi-directional integration
        • Option 4: Upload by file (Excel or CSV)
        • We can determine which candidate fields are required.
      • No Talent Insights embedding - They would need an open API
        • Avature: Follow up to confirm
      • Web Sources -
        • Also includes candidates
        • Add via Job board searching
          • Licenses on CB, Monster, Dice
          • Add account & pull back profiles form sites
          • Free sites (Indeed, Google Xray, etc.)
            • Search by keyword, location, site
            • Profiles pulled back
            • Select and import into the system
            • Choose jobs you have access to add them to
          • Saved searches on a schedule or manual (except for Indeed)
          • Email resumes to a unique email address & link to req
          • Facebook Bio: Highlight, bookmark, create profiles
      • ***Increased efficiency
    • Workflows
      • Workflow chosen when creating a req
      • Outreach Attempt #1
        • Then determine which outreach attempt was made (Email, Phone, etc)
      • Outreach Attempt #2
    • If RC’s are using client emails, we can adjust what client emails they are using
      • 5 email limit
      • Emails can be changed - they can swap out email
      • Avature to confirm limit
    • Timeslots built by RC
      • Build recurring time slots (1p - 3p Mon, Tues, Thurs)
      • Saves in outlook or Google va email notification
      • Workflow triggers
      • Scheduling is an Add On w/ branded portal (Cost? Included?)
    • Integrate w/ docusign for offers
  • Reporting
    • Different dashboards for each user
    • Permissions to build/edit dashboards can click edit
      • Choose a layout
      • Decide which widgets
        • Large = visuals
        • Small - KPI’s
      • Go to report library
        • Custom rpt
        • List indicator
        • Choose report from my library
        • Insert proper analytics in each widget
        • Save
        • Dashboard ready
    • Recruiter dashboards; Management Dashboards; Exec dashboards
    • Report builder tool (cost?)
      • Some report writing experience; Not for every recruiter
      • Avature to send a video on creating a custom report
      • Wizard based
        • Sources
        • Visuals
        • Filters
        • Layout
        • Privacy Settings
      • Timestamps? Yes & Can be filtered
        • MC: confirm that time stamps can be edited from an admin/TL level

Avature responses to red text items above:

  • Confirmation that we can require a client field on a candidate requisition that would prevent candidates from being 'in limbo' in the ATS instance. Yes, this is confirmed. A field can be added and required.
  • How do bulk uploads work with this requirement? You would need to add a column to the upload file with the required information mapped to the candidate record in Avature.
  • Confirmation that there is no limit to # of clients in the system. No limits to Company (Client) Records in Avature.  We have customers with several hundred thousand.  
  • Can you provide a quick outline of our options on Hiring Manager entry to the system? i.e. We need to list an HM on a req, but do not want them interacting with the system. I can do this but before I do, would you mind outlining for me how this is done today.  I heard email or client ATS but it would be helpful to learn a little more here. Also, it would be really helpful to learn where current processes are frustrating or hurting productivity and why. I might be able to provide more alternatives.
  • What is on the roadmap for LinkedIn Recruiter Talent Insights integration? Researching - will come back to you on this.
  • Confirmation on the max possible emails tied to one recruiter profile. 5 max emails per recruiter (user).
  • Confirmation that time stamps can be edited from an admin/TL level. The time stamps cannot be edited but journal actions can be deleted. Timestamps are transactional details stored in the journal.  Note - this is customary for hosted software to be ISO certified and to pass most enterprise security assessments.  Timestamps can be accessed for reporting purposes.


11.12.18 Call Notes

  • List Manager
    • Dashboard reporting
    • Dynamic query builder with a wizard
    • List Builder
      • Sort, filter, add columns
      • Edit or create a new list at any time
      • Can share lists with others
      • Similar to Excel
    • Groupings? List manager does not group line items; Custom report builder will
    • Can share data with a link
      • What would someone without access to this client see with this link?
      • Works well with Google Sheets
    • Dashboards can include key indicators
      • When you click them, you can be taken to the report/list on the backend
    • “Ad hoc report builder”
    • Dashboards are meant for those that are in the system using it
      • Can build multiple dashboards to an individual user
  • Custom Report Builder
    • HM Report - YTD - Top HM based on Hires
      • Sources
      • Expressions
      • Views
      • Filters
      • Layout
      • Settings
        • Encrypted URL to view report (those without user access can view this)
        • Could brand with different client brands!
      • Can send weekly report via email; Branded
      • Create report in the system, with a branded header, and can schedule it to go out automatically
      • Can filter data down from a user perspective
  • Client Example
    • Dashboard users could be created for HM use
      • Only thing they can see in the system is the dashboard
      • Cannot export dashboards - no issue
    • View Reports in portals (additional $)
      • HM ability to view reports
  • Group By (Hiring Manager, Source, etc)
  • Sandbox account
    • Provisioning time
    • Would not be configured for WHCG


Hiring Manager Interaction

  • Full engagement: HM Portal
    • Branded
    • Mobile optimized
    • Dashboard of reports
    • Real-time
    • Built for specific clients
    • Can progress candidates through this
    • Can capture interview feedback
    • Can collect request for requisitions here
    • Could build 1 portal for all clients
      • Ability to have or not to have
      • Copies can be made
  • Partial engagement: Engagement with HM via email through system
    • Forward profiles to HM
    • HM gets a link
    • HM gets a view of the submitted candidate, etc.
    • HM is not managing a portal, but can still interact
  • Zero engagement
    • Capture HM in a field
    • No engagemen


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