The death of a nonbinary student one day after a fight inside an Oklahoma high school bathroom has led to national outcry and White House condemnation.
Owasso police say the investigation into 16-year-old Nex Benedict’s death on February 8 is ongoing, with the state medical examiner’s office ruling it a suicide. Family members have said that their child was a victim of bullying at the school because Nex identified as nonbinary, neither male nor female. A complete report on Benedict’s death is scheduled to be released on March 27.
White House Press Secretary Karine Jean-Pierre addressed the preliminary autopsy report from the podium at Friday’s press briefing, calling Benedict’s death “devastating.”
“As the president said yesterday, every young person deserves to have the fundamental right and freedom to be who they are and feel safe and supported at school and in their communities,” Jean-Pierre said. “Bullying is completely unacceptable, and it is on all of us to take reports of bullying seriously.”
This story discusses suicide. If you or someone you know is having thoughts of suicide, please contact the Suicide & Crisis Lifeline at 988 or 1-800-273-TALK (8255).
The Benedict family released a statement through an attorney emphasizing that though Nex’s death was ruled a suicide, there are “other pertinent portions of the report” that should not be “overshadowed by the ‘classification’ of Nex’s death.”
“Rather than allow incomplete accounts to take hold and spread any further, the Benedicts feel compelled to provide a summary of those findings which have not yet been released by the Medical Examiner’s office, particularly those that contradict allegations of the assault on Nex being insignificant,” the family attorney said.
Details released by the family include that the teen suffered non-lethal head and neck trauma, including contusions, lacerations and abrasions. An Abraded contusion on Nex’s chest was consistent with having occurred during CPR, according to the portion of the full medical examiner’s report released by the family.
“The Benedicts continue to call on our schools, administrators, lawmakers, and communities to come together to prevent any other family from having to suffer through the heartache now borne by Nex’s loved ones,” the attorney said. “Reforms creating school environments that are built upon the pillars of respect, inclusion and grace, and aim to eliminate bullying and hate, are the types of change that all involved should be able to rally behind.”
LGBTQ+ advocates have blamed Nex’s death on gender identity-based bullying and harassment, as well as “rhetoric and policies” advanced by Republicans in Oklahoma — such as bills that prohibit children from receiving cross-sex hormone therapy or sex-reassignment surgery. They have called for the resignation of Ryan Walters, Oklahoma’s superintendent of public instruction, who has said there are only two genders — male and female — and that Oklahoma schools would not allow students to use preferred names or pronouns that differ from their birth sex.
“We want to be clear, whether Nex died as a direct result of injuries sustained in the brutal hate-motivated attack at school or not, Nex’s death is a result of being the target of physical and emotional harm because of who Nex was,” Freedom Oklahoma, the state’s largest LGBTQ+ advocacy group, said in a February statement reacting to Benedict’s death.
“This harm is absolutely related to the rhetoric and policies that are commonplace at the Oklahoma Legislature, the State Department of Education, and the Governor’s office, with regard to dehumanizing 2STGNC+ people,” the group said.
Walters has said Benedict’s tragic death has been exploited by the left for political purposes.
“I think it’s terrible that we’ve had some radical leftists who decided to run with a political agenda and try to weave a narrative that hasn’t been true,” he told the New York Times in an interview in February. “You’ve taken a tragedy, and you’ve had some folks try to exploit it for political gain.”
“We’ve been told [Benedict’s] death wasn’t directly related to the fight at school,” he added.
The Oklahoma Medical Examiner’s report said the teen died from a combined overdose of Prozac and Benadryl. The fight in the school bathroom happened on the previous day.
In video footage from the hospital on the day of the altercation, February 7, Nex tells a police officer that the teen and a friend group were the subject of ridicule over the way they dressed. Benedict, who preferred they/them pronouns, claims that in the bathroom the students said “something like: Why do they laugh like that?” referring to Nex and friends.
“And so I went up there and I poured water on them, and then all three of them came at me,” the teen tells the officer from a hospital bed.
“They came at me. They grabbed on my hair. I grabbed onto them. I threw one of them into a paper towel dispenser, and then they got my legs out from under me and got me on the ground,” the teen says in the video, according to the Associated Press.
The students allegedly beat the teen to the point of blacking out.
The next day, paramedics responded to a 911 call at the Benedict family’s house and performed CPR on an unresponsive Nex before rushing her to the hospital, where the teen later died.
On Thursday, the day after Nex’s death was ruled a suicide, the White House released a statement saying that President Biden and First Lady Jill Biden were “heartbroken” by the loss.
“Every young person deserves to have the fundamental right and freedom to be who they are, and feel safe and supported at school and in their communities. Nex Benedict, a kid who just wanted to be accepted, should still be here with us today,” Biden said.
The president called on the nation to stand in solidarity with nonbinary and transgender people and “recommit to our work to end discrimination and address the suicide crisis impacting too many nonbinary and transgender children.”
“Bullying is hurtful and cruel, and no one should face the bullying that Nex did. Parents and schools must take reports of bullying seriously,” Biden said.
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You probably know why you need tradelines on your business credit reports. However, there is a right way and a wrong way to get them there. Adding tradelines is important, but you should definitely avoid business tradelines for sale. Buying tradelines can hurt more than it helps.
Buying Business Tradelines for Sale Isn’t The Shortcut it May Seem
Honestly, there are no shortcuts in life or business. Think about it. Inevitably when you try to cut corners to make things go faster, you miss something important. More times than not, it ends up costing more time and money than it would have if you had just done it the right way to begin with. This is as true about building business credit as it is anything else.
Still, some people try shortcuts anyway. The top three “shortcuts” to building business credit are:
For many, buying tradelines seems like the easiest and least risky shortcut. However, these 6 organizations agree, it’s just not worth it.
#1 Federal Reserve
“The potential distortions in credit scores that piggybacking credit may introduce suggest that a reconsideration of existing regulations, industry practices, or both may be warranted to preserve the predictiveness of credit scoring models.”
“Opening a business credit account with any company is free. If you are paying for it, you are being ripped off. When the company who sold that tradeline to you gets taken down, all of their clients will get punished, too, with a mound of debt and a cursed credit file that will keep you from getting more credit to be able to pay it off.”
When commenting on a 2013 bust of a fraud ring, “A second kind of tradeline is the “authorized user” tradeline, where a credit card holder adds another, so-called “authorized user,” to a credit card account. This raises the credit score of the authorized user, who inherits some of the primary user’s credit history.
Some defendants created and sold fake lines of credit for false identities made up by other defendants. These fraudulent primary tradelines were then used to increase the credit limits on fraud cards, so that the defendants could reap even larger profits. Defendants used the authorized user tradelines to create new identities.”
#4 FICO
FICO’s opinion on piggybacking is obvious here: “A … shadier version of piggybacking has been promoted by some CROs who offer to “rent” to their credit-challenged customers the trade lines of established account holders, in an effort to boost their customers’ credit profiles and scores.”
#5 Equifax
Equifax: “… authorized user abuse occurs when low-risk primary card owners “rent” their tradelines with extensive credit histories, high credit limits and solid repayment profiles to others – most times, knowingly, to fraudsters.”
#6 Experian
Experian: “Buying tradelines may be viewed as deceptive by lenders and credit reporting agencies, and could even put you in danger of committing bank fraud.
Credit scores are designed to help lenders determine a borrower’s creditworthiness, and most use your credit scores and credit reports to determine whether to approve a credit application and what terms you qualify for.
If you pay money to improve your credit scores without doing any of the work or even getting a card to use, you could be falsely representing your creditworthiness to potential lenders.”
Buying Business Tradelines for Sale
So, what are business trade lines, and how does buying business tradelines for sale work? Legit business trade lines are lines of credit extended to businesses by vendors. A business gets goods or services and agrees to pay for them at a later date. Tradelines are often established between a business and a vendor, rather than a line of credit offered by a bank. They can help businesses build credit by rapidly building positive credit experiences.
There are many companies online which promise to sell ‘seasoned’ tradelines. If your company has poor or little credit, you can pay to have your business piggyback on the account of someone with well established, strong credit. This allows new business owners to seem more creditworthy than they really are. Sounds fishy right?
How Does Piggybacking a Tradeline Work?
A third party uses a creditworthy borrower’s accounts to improve their own credit. The borrower adds the third party as a user of his lines of credit. But, he or she does not actually provide the third party with credit cards or account numbers. The third party has no way to actually make charges against the account. As a result, that third party user never actually uses the credit.
The benefit to the third party is an improved credit rating. It appears they already have higher limit revolving accounts. In theory, showing you already have credit makes you more creditworthy for higher limit accounts. Some companies claim to be able to secure $100,000 – 250,000 credit lines once these accounts are reporting. Obviously, this buying of business tradelines for sale is dishonest.
A company offering the piggybacking service maintains a network of creditworthy ‘card holders’ or ‘vendors.’ They will add strangers to their accounts as users for a fee. A third party, looking to increase their credit score, contacts the company. Then, the company selects one of the business tradelines for sale to the client, and charges the client a fee per account.
It Works for Personal Credit, so What’s the Problem?
Consumer trades such as this are legitimate. A person with poor credit can use this strategy without issue. So, if you know someone with great credit, it is perfectly fine to ask if you can become an authorized user on their card. You never need to use the card, and it can still help to raise your personal credit scores.
But, in the business credit realm, things are much different. Consider what the following agencies have to say.
Lenders Know All About Business Tradelines for Sale
Lenders and CRAs know all the unethical methods out there. They know what to look for, and they are looking. For example, when they see a change in company ownership, or a new authorized user on a card, they dig deeper. Furthermore, sooner or later D&B will figure out you are using business tradelines for sale. If a tradeline sales company inquires into your credit report, D & B finds out.
Any time you buy a tradeline, the seller checks your credit. Of course they do, because they want to be sure they get paid. When this happens, here is what happens next:
D&B shuts down tradeline(s)
They red flag your entire profile, including legit trades alongside the illegitimate ones
You lose whatever time you think you gained by using business tradelines for sale
Plus, you’re out the cost of the tradelines
In addition, when a company has a reputation of being a tradeline seller, that company will be flagged as such. Any new inquiries by that flagged tradeline seller harms buyers, including older tradeline sales. There is no Statute of Limitations on this. That means, if you bought tradelines 50 years ago, D&B may still find out and it can still harm you.
Buying Business Tradelines for Sale is Not Worth It
Buying tradelines involves buying tradelines that belong to others and putting them on your credit report. While not technically illegal, it is dishonest. If a lender figures out you are doing it, you could be black balled. It isn’t worth it.
Still, adding tradelines to your business credit report is vital. You just have to do it the right way. Our Business Finance Suite helps you do just that. It walks you through the process step-by-step, so you get your own tradelines that you can actually use. Find out more today by getting a free Business Finance Assessment with a Credit Suite specialist.
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Here’s a business cliche for you: Employees are the greatest asset for every company.
Precisely why recruitment is so challenging for HRs or recruiters. The process is quite elaborate and comprises several steps ranging from job posting to managing and streamlining applications.
A corporate job post receives 250 resumes on an average. And even after that, 45% of employers say that they can’t find candidates with the skills they need.
With the high influx of CVs, it’s crucial for HR specialists to raise their efficiency levels, which brings us to our next stat – recruiters only take six seconds to evaluate the candidate’s resume.
Now, six seconds isn’t necessarily enough for recruiters to make the right decision every time, especially because every business has unique needs when it comes to recruitment.
At the same time, technology is changing how we did things manually, which is why we now have a tool dedicated to automating the process of recruitment and hiring.
An applicant tracking software, also known as ATS software, can help businesses reach a wider pool of qualified applicants as well as manage data from various sources – all at a single platform.
This software is used by departments and hiring managers to carry out internal hiring. Even third parties, such as recruitment and staffing agencies, use an ATS.
86% of recruiting professionals agree that using ATS software has accelerated their hiring process
78% of recruiting professionals found that using ATS software has given them access to higher qualified candidates
So adding top-level talent doesn’t have to be time-consuming and troubling anymore.
In this guide, we’ll review the best applicant tracking software on the market that can help a company employ the most suitable candidate for the job with minimal efforts.
How to Choose the Best Applicant Tracking Software for Your Needs
Every business has unique recruiting and applicant tracking requirements, depending on specific factors like size, niche, and so on.
It also means that no ATS software offers an a-one-size-fits-all solution.
There are a few pointers that can help you determine the best applicant tracking software for your needs, though. Read on as we discuss them in greater detail below.
ATS Software Type
Every ATS software has been conceived to cater to a specific set of needs.
You see, while some software is designed to handle higher volume recruiting, which is typically carried out by enterprises, some are created to help small businesses specifically.
Similarly, you’ll also find software focused on satisfying the needs of staffing and recruitment agencies.
We’ll do a more in-depth assessment of the different types of applicant tracking software later on in this article. (Anchor link to H2 below)
Hiring Frequency and Volume
A business that hires around 20 employees every year won’t have the same requirements as an enterprise that is hiring 20 employees every month. You need to figure out a software that meets your hiring frequency and volume.
Generally, ATS software has a maximum limit or restriction on how many active openings you can have at a time. Moreover, most of the brands offer additional features and tools to help businesses efficiently manage large-scale recruiting, which are understandably far more tricky to manage.
So how do you find software that is suitable for your company?
Ask yourself the following questions:
How frequently does your company hire new employees?
What is the average number of employees that you hire at once? Is the volume high or low?
These two questions will help you weed out software that doesn’t fit your needs instantly.
Feature List
Most ATS software offers add-on features to enhance the efficiency of your recruiting strategy. This can include candidate sourcing, applicant tracking, employee onboarding, recruiting analytics, and workforce planning.
Your aim should be to pick software that fulfills your recruiting needs in terms of efficiency and scalability. For instance, small businesses can opt for cloud-based ATS software that is more affordable and doesn’t require an on-site tech support team.
Contrarily, large-sized enterprises don’t need to go cloud-based since they have a higher budget and can afford an in-house support team to cater to their higher hiring frequency.
Budget
Every business has a budget for various processes. Whether its marketing or recruitment, teams have to operate within the constraints.
Try to find an applicant tracking software that fits within your budget while simultaneously helping you improve the efficiency within your organization.
The good news here is you have several options.
You‘ll find software that costs less than $0.50 per employee – provided you opt for an add-on to HR software – and also plans that have a monthly charge of $249.
What are the Different Types of Applicant Tracking Software?
Here, we’ll compare the different types of ATS.
Small Business vs. Midsize Business vs. Enterprise Business
Small business buyers are anywhere between 1-50 employees. Generally, this category doesn’t have a department dedicated to human resources and recruiting initiatives.
On the other hand, mid-size business buyers and enterprise business buyers have employees anywhere between the 51–500 and greater than 500 range, respectively. While the former is headed towards rapid growth, the latter is more developed. Besides that, mid-size businesses often seek to hire an internal recruiter, whereas enterprise business buyers already have a hiring team and a dedicated IT department.
The hiring frequency and volume for each of these businesses is obviously different.
Staffing agencies, for example, would do well with software plans that offer them sourcing, tracking, and hiring. For corporates, however, hiring may have to be customized further.
It’ll be better for larger companies to opt for plans that allow them to customize their career pages and employee referral portals, followed by pre-screening assessments, e-signature verification and background screening, and lastly, HRMS integration.
In-house Recruiting vs. Recruiting Agency
Some applicant tracking system software is created for in-house recruiting that allows them to enjoy higher personalization and automation. Other software focuses on servicing with recruiting agencies and firms with scalability for high-volume and white labeling for getting clients.
Although you’ll also find ATS software that offers capabilities for both the groups, it’s better to find one that’s right for your company.
All-In-On Option vs. Specialty Tools Availability
Different businesses will require different add-ons depending on their hiring process. While most ATS software does come with additional specialty tools like SEO, payroll, HR, and CRM, some don’t.
SEO tools are useful for all businesses since these make job advertisements more successful. Not only will companies be able to build up wider reach, but they’ll also attract new candidates to their ‘Careers’ page.
Similarly, CRM capabilities are an essential component for inbound recruiting that allows companies to carry out long-term candidate tracking and build their talent pool.
Core Applicant Tracking vs. Full Recruiting Cycle Support
You’ll find two types of ATS products: one that focuses exclusively on tracking candidate’s application materials, and two, that provide support for other aspects of the recruitment life cycle.
You can also differentiate between the software based on feature lists. Interviews, document signing and management, note-taking, scheduling, and integration are some common differentiation points.
After carrying out extensive research and taking demos, we can confidently recommend the following five applicant tracking software to transform the way your company recruits and hires employees.
Keep reading as we discuss the features, benefits, and pricing of each software below:
#1: BambooHR – The Best Overall Applicant Tracking Software
BambooHR can provide the ultimate solution to your human resources department for handling the company’s recruiting and onboarding needs. While it may not be the cheapest option, you do get features that make the investment more than worth it.
The ATS system of BambooHR provides ideal solutions for small and mid-size businesses. It has a well-organized and visually appealing set of tools for handling application information throughout every stage of the hiring process.
BambooHR allows you to post job positions on the go too. You’ll have access to top-level talent from the leading job boards and sites, such as LinkedIn, Facebook, Indeed, and Twitter – all at your fingertips. The software has a hiring mobile app that is available for both Android and iOS.
Sending offer letters directly within the platform as well as collaborating with your team for recruiting, sending automated alerts, and so on is also possible.
Additionally, since BambooHR is a complete human resource management software, you‘ll be able to manage your new employees for their full duration with your company.
Prominent Features
User-friendly
Streamlined processes that are easy to learn, along with easy pre-boarding and onboarding facilities
Customizable email templates
Automated emailing system
Message scheduling to multiple candidates
Job boards and social media integration
Pricing
BambooHR offers two packages: Essentials and Advantage.
While both the packages are feature-rich, the ATS isn’t available with the Essentials plan. So if you want applicant tracking, you have to get the Advantage plan. Keep in mind that this software may not be the best solution for your company if you only want ATS.
Unfortunately, BambooHR doesn’t feature pricing on its website. In case you want a free quote, you‘ll have to contact them.
Pros
Impressive design
Easy to set up
Open API that allows simple integrations with HR tech vendors
Provides an all-in-one solution for HR departments
Cons
Pricey
ATS software isn’t available with the entry-level plan
#2: Bullhorn – The Best Applicant Tracking Software for Large Enterprises
Bullhorn is a powerful, easy-to-use applicant tracking system that helps you streamline all recruitments from a single interface that can either be a desktop, mobile device, or any internet browser. In fact, it’s a tailor-made solution for staffing businesses and traders.
The software allows you to keep track of candidates throughout the recruitment process, along with initiating team member collaboration.
You can use Bullhorn to fill jobs and automate the onboarding process. It offers 100+ pre-integrated solutions for customizing the software to accommodate specific needs. Even calculating bills for time tracking and invoicing are also possible.
All in all, you can manage clients as well as candidates with Bullhorn.
That being said, we would recommend this software for staffing and recruiting agencies only.
Generally speaking, there are better options on the market for internal reporting, making Bullhorn a bit too much for in-house hiring managers and HR departments. Plus, the premium price may be too expensive for smaller businesses who have limited budgets.
Prominent Features
Automatic candidate tracking on the application system
Allows you to add new candidate resumes from job boards
Mobile recruiting software for viewing and managing candidate records
LinkedIn and email integration
Dashboard reporting
Facilitates addition of notes to records
Real-time updating of records
Reporting and management options to check the recruiting team’s progress
Pricing
Bullhorn offers three plans: Team, Corporate, and Enterprise.
The rates for Bullhorn plans aren’t available on the website. You’ll have to request a pricing quote to get more details.
Pros
Excellent user interface
Gmail and Outlook integration
Intuitive features like bowling alley layout for easy and efficient data input
Unlimited customizations
Cons
Very expensive
Lacks iOS or Android mobile applications
#3: SAP SuccessFactors – The Best Cloud-Based Applicant Tracking Software
SAP SuccessFactors aims to provide all-inclusive ATS software to give companies wider access to top-level talent with minimal efforts. In fact, in terms of reliability, this software might be one of the best options available to you.
SuccessFactors has a plethora of support and features, such as comprehensive applicant management, onboarding portal, global talent sourcing, and candidate relationship management. You can also avail of performance metrics, employee engagement, and payroll management.
In other words, it’s a holistic, cloud-based HR management system that facilitates all processes of the recruiting cycle.
We particularly like how deeply insightful the software can be for talent acquisition thanks to its analytical reporting and progress tracking features.
Prominent Features
Centrally managed global job distribution and access
Effective and efficient candidates relationship management
E-signature solutions
Online offer letter and other documentation
Key insights into 4000 job boards, social media platforms, and campuses spanning across 80 countries
Responsive career site creation facility
Pricing
SAP SuccessFactors is available as SaaS through a monthly subscription based on the number of users. It‘s priced at $3 per user per month, but you can also avail of the HCM suite that costs $84.53 per user annually.
Pros
Comes with a great feature list for small to medium-sized businesses
Intuitive setup wizard
Provides descriptive video tutorials
Superb performance tracking features
Great option for fast-growing companies
Cons
Steeper price tag than its competitors
Doesn’t include add-ons offered by rivals
#4: Workable – The Best Applicant Tracking Software for Small and Midsize Businesses
Offering the best value for small and medium-sized businesses, Workable is an easy-to-use recruiting software solution. It’s a holistic tool that can be accessed on mobile devices as well as desktop.
You get a wide array of applicant tracking (AT) solutions, along with access to a large pool of premium job boards. Besides this, you can also customize the dashboard to boost the efficiency of your hiring process further.
Workable aims to help businesses of all sizes find, evaluate, and automate recruitment and hiring.
Companies can fill in their pipeline with one-click job postings on nearly 200 sites through AI-powered search. Moreover, team collaboration for applicant evaluation, gathering feedback, and automating manual tasks like scheduling interviews and getting approvals is also possible.
Workable also has various add-ons that can make your account more functional – provided you‘re ready to pay for them.
Basically, your company can stay on top of the entire recruiting process right from posting ads to onboarding employees. It’s also a good option for scalability since you can upgrade to an annual plan to get access to advanced features like one-click candidate sourcing and applicant tracking tools too.
Prominent Features
Data protection with access rights for hiring team
Confidentiality control
Organized reporting lines, with role assignment, job creation, and job posting
Productivity and activity report generation
One-click postings on multiple job boards
Interview scheduling with email-calendar synchronization
Offer letters and single sign-on (SSO)
Pricing
Workable has two pricing plans: Hire As Needed and Hire At Scale. While the Hire As Needed plan costs $99 per job, per month, the Hire At Scale plan doesn’t have clear pricing.
You can also take advantage of free demos and a 15-day free trial program to test the software before committing.
Pros
Easy-to-understand UI
Robust integration
Offers great email and interview templates
Well-organized
Cons
Not very customizable
Search across tabs needs to be improved
Inefficient support functionality
#5: JazzHR – The Best Applicant Tracking Software for Internal Hiring and Staffing Agencies
JazzHR can assure you seamless job requisition, interview scheduling, and other aspects of the hiring process. You can use this software for organizing and tracking all of your job openings, candidates, resumes, customers, and contacts.
This intuitive ATS tool can automate every manual process connected with hiring, allowing recruiters and HR managers to curate recruitment processes and source qualified candidates efficiently and quickly. No wonder it’s trusted by over 5000 organizations across the world!
JazzHR is an excellent option for staffing agencies and internal hiring. It has an unlimited user feature that allows businesses to bill on a per-user basis, which simultaneously eliminates any additional charges.
The software is also highly customizable. You can tailor-make a process to suit your team’s needs and preferences when it comes to recruitment and hiring.
Prominent Features
Efficient candidate sourcing, along with employer branding facility
Job posting and syndication
Collaborative hiring
Job-specific recruitment teams
Compliance management and reporting
Interview scheduling and other assessments
Job offers and e-signature solutions
Pricing
JazzHR has three plans on offer: Hero, Plus, and Pro.
At $39 per month, the Hero plan caps the maximum open jobs at three. While this might be suitable for small teams, it still doesn’t offer an applicant tracking system.
For ATS and other benefits like interviews and assessments, all-access support, and so on, we would recommend the Plus and Pro plans, which cost $219 and $329 per month, respectively,
You can also request a free demo and get a free trial for 21 days.
Pros
User-friendly and flexible
Job posting integration and job syndication
Auto-reject functions for unqualified candidates
Allows you to keep track of interview notes
Cons
Reporting feature needs to be improved
Lacks mobile app support
Wrapping Up
Finding the right talent is crucial – more so because employees serve as the foundation of an organization.
We hope you were able to find an ATS software that suits your companies recruitment and hiring needs from this guide.
Irrespective of your choice, an application applicant tracking software will help you select the best candidates from a talent pool of thousands of people in a surprisingly efficient manner. So, why wait? Get your ATS now.
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