CareerPlug’s ATS empowers users – from career recruiters to entrepreneurs – to consistently make better hiring decisions. CareerPlug clients easily attract, evaluate, select, and onboard the best talent in their industries through the use of job posting distribution, prescreening questions, candidate assessments, interview scheduling, email communication, custom evaluation guides, and paperless onboarding. By focusing on ease-of-use and mobile-friendliness, CareerPlug provides a great experience for both hiring managers and applicants.
The BirdDogHR Talent Management System is designed to centralize HR processes to manage your workforce from start to finish. With integrated modules for each stage of the employee lifecycle, the easy-to-use and mobile-friendly software helps more than 1000 companies nationwide attract and hire top talent, onboard and train employees efficiently, improve workforce productivity, reduce organizational risk and meet compliance requirements.
Redefining the standard for cutting edge technology and innovation, JobDiva is the leading global Applicant Tracking System and front-to-back Talent Management solution, serving more than 20,000 global staffing professionals who support the Fortune 500. A powerful cloud solution, JobDiva combines a Customer Relationship Management (CRM) application, synchronization with all major job boards and VMS providers, BI analytics, automated 24/7 resume aggregation, a Mobile App and the largest resume database in the world to deliver staffing solutions with unmatched speed and precision.
Unify Your Entire Organization - With the power of Unified Talent Management, organizations can bring all phases of the employee lifecycle under one platform. Unified Talent Management delivers the single source of truth into an organization's entire workforce. Cornerstone OnDemand is the only truly unified system designed to enable comprehensive talent management, from a single, all-in-one platform. One data model. One login. One customer support team. One solution designed for success.
The Cornerstone Learning Cloud optimizes your talent by delivering highly targeted, highly customizable training of any kind. This means instead of randomly assigned learning initiatives, your training will actively address identified competency and skill gaps, driving organizational productivity and efficiency. We also know that compliance risk is real. The Learning Cloud includes tools to manage any kind of one-time or recurring certification or licensing requirements.
FinancialForce Human Capital Management (HCM) gives you the power to manage your entire workforce with one, comprehensive, cloud solution. The unique value of this solution is the power of the Salesforce platform which delivers native collaboration, global, social and mobile capabilities to your workforce and allows you to better communicate and engage. Now you can empower and retain your workforce while delivering valuable dashboards and reporting options to your business managers.
Cornerstone Growth Edition simplifies performance reviews and eLearning with a mobile-friendly, easily-configurable interface that can be up and running in just a few hours. With Cornerstone Growth Edition, performance reviews are simple and intuitive. Our solution not only automates employee performance reviews, it gives managers practical tips and guidance to develop their employees and make smarter business decisions.
Make better decisions, improve sales and recruiter productivity, and manage the entire recruitment and applicant management process from a single, easy-to-use interface. The fastest applicant tracking system on the market: streamline candidate management from sourcing to submittal
PeopleFluent offers the most comprehensive Talent Acquisition software solution for global enterprise companies. PeopleFluent Recruiting helps your recruiting team to be faster and more productive every day. Our award winning solution combines applicant tracking, process automation, full mobile functionality, deep sourcing capabilities and a robust candidate experience. PeopleFluent extends its commitment to a collaborative hiring process to include the Mirror™ experience across our Recruiting and Onboarding solutions.
The SumTotal elixHR™ Platform is the first virtual single source of truth for all of your HR data, and it stands for "extending and linking HR information and processes". Get one global view of your workforce, advanced analytics and modeling, mobile capabilities and the ability to extend HR information into the other business applications your people already use — without the need for HRMS consolidation or full scale integration.
By implementing Infor Talent Management, you’ll be able to keep your critical talent engaged and motivated while helping to support your company’s strategic goals. Infor Talent Management helps you link your people with your business strategy, empowering you to make an immediate and lasting impact on your organization’s success. Plus, it helps you arrange key HR functions so your organization can find and keep the right people.
Ultimate Employer talent management software gives you everything your company needs to efficiently recruit and hire, train and develop, measure and manage your employees with confidence. Automated for speed and highly flexible to meet your company’s specific needs, Ultimate Employer bundles all the Insperity employee management software products for small businesses into one convenient package for an unbeatable value.
Zoho Recruit is an easy-to-use Applicant Tracking System and Recruitment Software that helps staffing agencies and recruiting departments track job openings, resumes, candidates and contacts more quickly and efficiently. Zoho Recruit allows you to spend less time on the process and more time on what you do best: getting the right candidate.
iCIMS Connect provides customers with an easy way to attract and engage candidates who may not yet be ready to apply for a job, but are interested in the company's employment brand. Bring candidates in through a fully branded Social Connect portal and leverage iCIMS’ powerful CRM capabilities to communicate with passive candidates.
Welcome new employees into the nest with iCIMS Onboard. You will improve the process of converting candidates into productive employees through a branded and engaging onboarding portal, iForm submission capabilities, and powerful reporting. Your newest hires will feel right at home and ready to work, flattening their learning curve and speeding their time to productivity.
The Ellucian Talent Management Suite helps institutions manage the complete employee lifecycle, from recruiting, learning, and performance management, to organizational and succession planning. This fully-integrated Software-as-a-Service (SaaS) offering is easy to implement and includes a collection of modules which can be licensed together or separately, so that you can fully tailor the talent management system to fit your needs.
With Jobvite Hire, you get the power to manage your entire hiring and applicant tracking process with just a few clicks. Hire is easy to use, improves the speed and quality of your talent acquisition strategies, creates a great candidate experience and increases your referral and social network hires.
Lumesse ETWeb is a fully integrated talent management solution trusted by big brands such as PUMA, Philips and Group PSA Peugeot Citroën. Lumesse ETWeb, 100% web-based and delivered from your own datacenter or fully hosted by us, is the product of many years' experience in helping great businesses large and small, unlock their human potential.
From single-user firms to multi-branch, multi-national operations, PCRecruiter offers the critical functionality to model the key records: Names, Jobs, Groups, and the events that connect them together for the core processes of marketing, assessing, recruiting, presenting, monitoring, and re-use of work product. With a Microsoft technology orientation (but use of best of breed open systems as well), PCRecruiter slots well into almost any technical environment and technology experience level.
HRsmart provides the only SaaS, Unified Talent Management software in the world that enables organizations of all sizes to identify, recruit, develop, motivate and retain top performers. Included in HRsmart's product offering is: Applicant Tracking, Performance Management, Career Development and Succession Planning, Learning Management and much more.
Navicus is an established, knowledgeable industry leader. We feature best-in-suite Employment Screening and Talent Management Software services backed with deep HR expertise, customizable technology, helpful compliance, and highly responsive client support. Our integrated solutions enable employers to work with a single service provider to manage the elements in the recruiting, hiring, and retention process. Navicus' solutions speeds your companies’ abilities and reduces overall employment costs.
PerformancePAM transforms the daunting task of managing employees into an indispensible business strategy. Identify strengths and areas for improvement in your workforce and align employees and groups with goalsto optimize your company for success. Global setup options and integration with your current HRMS software allow you to get started quickly ande asily, eliminating the need for rekeying of employee data and guaranteeing the accuracy of employee information.
Saba talent management systems provide you with a full set of capabilities to manage every aspect of workforce, organizational and succession planning. From organizational modeling and planning to building a leadership pipeline or bench strength for critical positions, Saba can help you see all of your people information in one place. No matter what sort of people-centric insights you need, Saba is your strategic platform for talent management.
SilkRoad's Life Suite is an innovative talent management system that's powered by social, mobile, analytic and cloud technology to engage every employee from pre-hire to retire. It’s an integrated suite of employer-branded applications that power your business: OpenHire for recruiting, RedCarpet for onboarding and life events, WingSpan for performance management, GreenLight for learning management, Point and Eprise for Social Collaboration and Content Management, and HeartBeat for trusted HRIS/HRMS.
ConnectEDU’s technology solutions empower students by informing their academic and career decisions. In serving educators, students, parents, administrators, and employers, ConnectEDU helps progress learners and guide their transitions from school to career. Today, ConnectEDU serves more than 20 million registered learners, 5,000 educational institutions, and 130,000 employers throughout 40 countries.
mindSCOPE’s Staffing and Recruiting Software, CURA, offers a multitude of exciting and useful features and integrations to quicken and simplify the recruiting process. CURA’s sophisticated level of flexibility allows users to customize the applicant tracking system to function seamlessly across all industries regardless of the type of placement being done.
Recruiting has changed dramatically. It now has more in common with multi-channel marketing. Employer branding and social channels have become increasingly important strategies to build a talent pipeline that feeds your permanent and contingent workforce. Lumesse Recruiting Solutions makes attracting, screening and hiring the right candidate simple, providing your organization with the right people, in the right place, at the right time.
With our recruitment software, Ascentis Recruiting, you can manage applicant and requisition data online including contact information, referral source, resumes, references, days-to-fill, job descriptions and many other recruiting software features.
How to Evaluate Recruitment and Staffing Software
By Gabriel Gheorghiu, founder and principal analyst at Questions Consulting, with a background in business management and 15 years experience in enterprise software.“In 2017, finding top talent will depend on a recruiter’s ability to intelligently automate their workflow”
Why does your organization need to use recruitment and staffing software?
People are an organization’s most important resource and have the most direct impact on a company’s bottom line. This fact promotes the importance of human resource management (HRM) in all businesses and justifies directing the necessary resources to this vital business area.
Several recent industry studies have shown that e-recruitment strategies significantly improve efficiency and cut the overall costs of the recruitment and staffing process. One particular study (as referenced) reports savings of approximately 44% on recruitment costs and a drop of average time to fill vacancies from 70 to 37 days. Similar results are highlighted by comparable studies, indicating a strong correlation between e-recruitment software and improved productivity in the recruitment process.
Some of the more prominent benefits are those that automate tasks that typically hinder the effectiveness of the recruitment process, such as the following:
- Integrating hiring efforts from requisition management to tracking applicant records and interactions with the organization
- selecting candidates and managing job offers
- automating clerical and bookkeeping tasks that would normally be completed manually
Change has become a common characteristic in today’s competitive business environment. The same is true of an ever changing job market and an ever developing field of e-recruitment strategies. The obstacles to finding and hiring top candidates for your company have become more challenging. The search is further complicated if you are a small business competing in the marketplace for those top candidates. Introducing e-recruitment strategies will save you time and effort, but more importantly will give you the same technical advantages that all businesses can benefit from.
Both staffing and recruiting are tools used to hire candidates, however, staffing, generally, is used to fill short term roles or to hire people for specific projects. Recruiting tends to cover the task of hiring permanent employees. Recruitment encompasses sourcing and screening candidates, scheduling interviews, analysing candidate competencies and finally selecting the right hire. This process normally takes longer than staffing because it’s necessary to be more strategic and detailed to find a person who has the proper qualifications but is also a fit culturally. Today, recruitment is tightly integrated with onboarding - the process by which new hires are welcomed and integrated into the organization through a series of administrative, learning and development techniques.
Staffing, on the other hand, generally refers to the hiring practices of third party staffing agencies like Kelly Services, Randstad or Adecco, who work directly with those seeking temporary employment. In fact, staffing agencies perform a dual function, working with organizations who prefer to outsource the hiring of temporary workers as well as job seekers looking for temporary work assignments.
Key features to consider when evaluating recruitment and staffing software
We have discussed the critical role of recruitment and staffing in a company’s overall success. In the following sections, we suggest ways to link the benefits of sound recruitment and staffing practices to your company’s bottom line. One of the first tasks involves establishing a human resource and talent management strategy that clearly aligns your company’s priorities with your staffing needs, both short and long term. Once this is established, you can move to the next step of implementing your strategy.
The recruitment and staffing processes, like so many functions in business today, have benefitted greatly from specialized technology designed to automate aspects of the process. Dealing with the large number of personnel records and transactional data are examples of tasks that were easily automated and provided exponential benefits. However, with the overwhelming number of software solutions available, the selection process is itself an important first challenge to overcome.
However, when it comes to software selection some principles never change: select the software that best fits your company’s unique circumstances, needs, and values. For recruitment software, some of the first questions to ask yourself might be:Does your business primarily function with permanent staff? Or does it rely primarily on temporary workers?
In both cases, you will need to find quality hires - personnel with the right skills, knowledge, and abilities are essential to create and maintain your company’s reputation for quality in both products and service.
Finding software vendors that align all those functions important to you and your business strategy is, at this stage, your most important task. Look for technology that you find adaptable and easy to implement and work with. But ensure that your recruitment and staffing vision is achievable and reinforced by the software.
If you consider that this platform will form the basis for your recruitment strategy, a little more time and effort will be rewarded at the end of the process. We provide below, a list of some of the principal functionalities of the software for you to consider and evaluate:
Job planning and strategy
Determine your workforce needs and design a recruitment and staffing plan that reflects those needs
Your workforce should be segmented according to operational requirements, and within each segment, each job should be described by defining necessary skills and competencies. Trends in the labor market will dictate, to a large extent, salary expectations for each job role and in turn, this will allow you to budget accordingly.
Workforce planning information is also available from systems like Human Resource Information System (HRIS) or workforce management.
Create requisitions that correspond to vacant positions
This will facilitate linking those requisitions to jobs you have previously defined under each workforce segment for your company. The design of workflows should stress collaboration between the recruitment team and hiring managers to enable the exchange of feedback and the arrival at a final decision. Requisition workflows should also accommodate ad hoc approvers, when needed. To minimize errors, only a few people should be given ‘modify privileges’ on requisitions; the rest should have viewing privileges only and provide feedback via the comment section.
Applicant tracking system (ATS)
Centralize your candidate data
This is the core module of a recruitment and staffing application, as it unifies candidate data from across different modules in a recruitment staffing system, as well as third party systems. The most important areas of integration for an ATS are background check providers, job boards, and candidate test and assessment providers. ATS also manages candidate records, administers recruitment and staffing routines and workflows. Importantly, it eliminates the fragmented and manual data collection process, which can prove to be disruptive to the candidate experience and the overall hiring process. An ATS also hosts requisition and correspondence templates, offer letters, and tests to assess candidate experience and knowledge. These tools clearly are designed to simplify the job of recruiters.
Attract candidates that have the necessary skills and competencies to fill job vacancies
Advertising your job opportunities across a wide range of channels such as job portals, social media, professional communities of practice, and company career sites can greatly expand your reach. Your channel outreach can be optimized for each position by promoting them on channels that specialize in specific job areas that attract the best candidates. For instance, job boards like Monster and Indeed promote all types of job opportunities. However, the Stack Overflow job board is dedicated to programmers and developers, and Dribble offers a job board for designers.
Tap into a more diverse candidate pool
Many companies operate within a diverse marketplace. Recruiting and retaining a diverse, inclusive group of employees empowers your company to reflect the needs of the whole marketplace.
Diversity search enables your company to introduce diversity plans into your workforce. Important compliance with legal requirements like the Equal Employment Opportunity (EEO) are also addressed by diversity search, ensuring that you benefit from a stronger, more inclusive result pool. This type of functionality typically uses Big Data and statistical modelling combined with machine learning to continuously refine its results. It analyzes large numbers of candidate data to present recruiters with a long list of candidates that meet every diversity standard.
Leverage the network of your existing employee base by managing employee referral programs
Employee referral programs have proven to be powerful referral tools. These programs compensate employees who refer qualified candidates for vacant positions. Referral programs are successful because employees are familiar with the work culture and the company ethics, and high-performing employees are likely to refer equally qualified candidates. Traditional recruiting can cost between $4,285 to $18,000 per hire. Recruiting with a referral program costs about $1,000 per hire - a win win for all parties involved.
The average retention rate of an employee referral program is 46%, compared to the 33% retention rate of standard career sites.
Another significant statistic reveals that new hires sourced via referral programs produce 25% more profit for their companies than new hires sourced via other means.
Create a career website which integrates with your internal job requisition database
A career website immediately updates the status of closed and opened job opportunities, making them available to candidates immediately. Career sites should reflect your corporate brand and be seamlessly integrated within your company’s websites. Companies with multiple subsidiaries or brands, should establish multiple career sites, as candidates may be familiar with a particular subsidiary and not with another. Landing pages are an important first impression and should direct prospective candidates to action items like ‘apply now’ or encourage them to watch an employer branding awareness video.
Candidate relationship management (CRM)
Nurture candidate relationships by leveraging recruitment marketing techniques
CRM is a strategy that introduces technology to organize and automate the sourcing and recruiting activities but similarly to promote the employer brand, and managing communities of candidates that may be a fit for future positions. CRM allows recruiters to maintain contact with a pool of passive candidates to maintain positive relationships for those candidates not selected. The application can activate the process of re-engaging with candidates from various channels, as well as sorting candidates for specific job openings. A candidate who is not a fit today may very well be a fit tomorrow.
Mobile and social recruiting
Enable candidates and recruiters to access requisition forms on mobile devices
It is difficult to argue against the premise that we live in a mobile age. Recruiters and candidates must be given the maximum flexibility in terms of methods for contact. Candidates should be able to apply from either a phone or a tablet. Recruiters should be able to view and approve requisitions, participate in video interviews, score candidates, as well as view and approve offers. Give your candidates the options to apply with LinkedIn on their mobile devices. LinkedIn profiles can be comprehensive and include recommendations, continuous education, and volunteering experience. It may be enough to base your initial screening on just LinkedIn information. If however you require more documents from candidates, contact them directly and ask them to provide that. In so doing, you are beginning to develop personalized interactions with the candidates that keep them engaged and the process moving forward.
Setup pre-screening questions to assess eligibility from an early stage in the application process
While it is not wise to overwhelm candidates with numerous screening questions, a few poignant questions that target core requirements help you reduce valuable candidate analysis time. In addition, you can put in place a mechanism that ranks candidate profiles against job requirements. Depending on the position that you are trying to fill and depending on the stage of the recruitment process that you are at, the administration of behavioral and competency tests are an important asset. Such tests are usually developed by workforce psychologists and subject matter experts in the industry, and can become standards for assessing candidates throughout the screening and selection process.
Interview and selection
Manage your interview process
It’s important to manage interview guidelines for your recruiters and hiring managers to ensure consistency in the relationship with applicants as well as fairness in assessing each candidate. A system based on fairness and equality strengthens the faith that all participants have in this process. Interview results should be completed by interviewers, enabling them to score and rate candidates on competencies associated with jobs. The final analysis of the interview and candidate data will ultimately lead to a hiring decision. If you are dealing with a global workforce, video interviewing is a must have, as flying candidates to various locations to meet the team in person, especially in the early steps of the recruitment process, may be an unnecessary expense.
Streamline the offer process
The offer process involves recruiters, hiring managers, and candidates with approval workflows. It’s important to ensure that each participant in the offer process has the correct permissions so that sensitive information is not exposed to those who are not authorized to view it. A collaborative process to draft personalized offer letters can be useful throughout the negotiation process and before a candidate’s final acceptance or refusal.
Vendor management system integration (VMS)
Track your temporary labor
If you use personnel agencies to fill some of your staffing needs, it is likely that you have a vendor management system in place. Alternatively, you may use your accounting and financial system to track the labor cost incurred by staffing agencies. It is important that your recruitment staffing system integrates with a vendor management system where you keep track of contract temporary workers, billable hours, and third party agencies that you hire them through. Your recruitment staffing system needs bi-directional communication with your VMS, as job planning analysis done in recruitment staffing includes your part time labor needs.
Manage your billable hours
Staffing agencies use recruitment and staffing software to attract talent in the same manner as other organizations. In addition, their role is complicated by having to keep track of their workers information - contractor rates and availability, contractor time and expenses - and compare it against the bill that will be issued to their client.
Analytics and reporting
Use key metrics to drive, monitor and assess your recruitment and staffing efforts
Analytics and reporting contribute to your team’s recruitment efforts by improving the time and cost efficiencies. The most important Key Performance Indicators (KPI) for recruitment and staffing include: sourcing pipeline analysis, time to fill a position, candidate experience, interview process, and hiring process. The importance of these indicators is that they provide the statistics needed to complete analyses to assess the efficiency of your recruitment and staffing process. It examines issues like the speed and efficiency at which the process moves through this cycle, and is that good enough to attract and hire the top talent. Additionally, does it adequately fill the temporary positions that you count on during peak seasons for your company.
Artificial intelligence meets the recruiter
Up to this point, we have argued that recruiters have leveraged technology to make their jobs easier, faster, and better. In recent years, artificial intelligence (AI) has become the dominant theme in HR technology. But before AI can become a mainstream player in the recruitment field, there a several barriers to AI in the recruiting space that will have to be overcome.
AI has gained a significant foothold in many industries performing many functions, but when it comes to managing and hiring people, the jump to AI is a lot more complicated. According to David Sokolow, Founder and CEO of WeFind, “large amounts of data are a key ingredient to making AI successful, and in people management data on individuals is highly sensitive and protected. The social, legal, and moral implications of leveraging AI to improve recruiting are large, and every AI product has to account for this in development.”
While AI will take more time to fully unfold within the recruitment sector, AI is having some impact in talent evaluation. Manually screening resumes remains one of the largest challenges in the recruitment process because of the time required to go through huge numbers of them. AI is able to provide recruiters a huge benefit by automating the screening process and shortlisting candidates to interview. These recommendations not only save recruiter time and effort, but they ultimately provide candidates a better experience as they would only be connected with relevant opportunities.
Below we analyse a some of the ways that AI is already having a positive impact on a recruiter’s job:
Resume screening - machine learning technology applied to resume and HR data has the ability to present recruiters with a pool of candidates that are more likely to be a good match. As the screening process is significantly streamlined by resume screening assistants, recruiters are now more confident that their screening process did not overlook qualified candidates. Additionally, AI technology can adapt to your own hiring goals and predict the best candidates based on historical recruitment and staffing strategies.
Recruiter chatbots - can improve the candidate experience by interacting with the candidate in the early stages of the application process when organizations typically do not have the necessary staff to respond to each applicant. A minimum of real time communication can help eliminate candidate frustration. Many resumes are eliminated in order to come up with a list of candidates selected for interview, and in the process, rejected resumes are disposed of without further contact. Chatbots can deliver the message in a professional way instead of leaving the applicant hanging with no response.
Bias detection - unconscious gender bias in your job descriptions are difficult to avoid. According to a study by the American Psychological Association in 2011, words associated with masculine and feminine stereotypes could perpetuate gender inequality when used in job descriptions. There is evidence that this is happening in today’s job market. If selecting the best candidate for the job is your priority, machine learning algorithms can improve gender diversity in the workplace. By consciously considering the language used in job descriptions, and working towards using more gender neutral language, organisations can better avoid discrimination in the hiring process and promote inclusive hiring. Industry studies show that removing gender biased words from job descriptions can increase the number of applicants by 42%.
Video interview analysis - voice and facial recognition technologies are computer applications capable of collecting rich behavioral data about candidates during interviews. As it turns out, humans are not particularly good at assessing candidates in face to face interviews. According to Laszlo Bock, Google’s former HR chief, “most interviews are a waste of time because 99.4% of the time is spent trying to confirm whatever impression the interviewer formed in the first 10 seconds”. This statement sounds disparaging of the traditional process, but industry studies have begun to confirm this opinion. Again, when Google examined its internal evidence, it found that grades, test scores, and a school’s pedigree weren’t a good predictor of job success. A significant number of executives had graduated from state schools or hadn’t completed college at all.
As this argument continues to gain recognition in the market, the use of algorithms to help identify those traits that research shows to be more relevant to a candidate's success will grow.These are early days for this technology, but AIs growth cycle appears inevitable given its ability to continually improve itself and find patterns that humans just might not see.
The Selection of Recruitment and Staffing Software
The selection of recruitment and staffing software, like any sound software selection process, must begin with a close examination of your company’s unique recruiting needs. A fluid process that incorporates input from all end users and stakeholders regarding which functionality is helpful to drive this process to a successful end is best. This method of open consultation with stakeholders and your company’s core strategic plan will help you achieve your business goals.
As a next step, you can engage with vendors and depending on your organization’s procurement policies, you may issue a request for information or request for proposal. Hopefully, at this stage in your process, you will be ready to engage with a selection of vendors that go beyond the dominant players in the market (vendors like iCIMS or Taleo) and consider niche players as well. In fact, cutting edge technology has much to recommend it. Using technology that is at the frontiers of knowledge will indeed help you find top candidates. Explore vendors like Entelo, Talent Sonar, Interviewed, or HireVue. In addition, it is essential to understand and evaluate offerings from social media or crowdsourcing vendors like Glassdoor, LinkedIn, Google, and Facebook.
If your procurement process is simplified, you can go straight to demos to short-list the products that best meet your needs and make a final decision based on reference checks. Recruitment and staffing applications are usually cloud based, easy to learn, and easy to use - and importantly, less expensive and less complex than a core Human Resource (HR) system. This builds an important flexibility into your system, as you will not have to be commit to one vendor for very long. It is very likely that you will change these types of applications more frequently.
Important updates on recruitment and staffing software selection, market information and best practices are always available for your information from SelectHub.