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Hiring? This One Tool Can Make Or Break Your Process

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Candidate shaking hands with an executive during the beginning of an interview

When embarking on a hiring campaign, you seek out to collect as many candidates for your open positions as possible. This way, you have a better chance of identifying the one that will end up making the cut. There are a handful of items to consider when beginning a search for a new candidate, like:

Where do you post jobs?

How many job boards do you utilize when beginning a new hiring campaign?

Maybe you use one or two that you’re confident in, like Indeed or CareerBuilder, and hope to find someone through those channels. Maybe you’re a bit bigger company and want to be visible on every possible job board that a candidate would find themselves on.

So the question now is, how do you manage your pipeline once the candidates have started flowing in?

If the goal of your recruiting campaign is to hire the best candidate for the job possible, then you’ll need to have a large pool of candidates to choose from. Let’s say that you get 20 applicants for your job. That might be a high or low figure depending on where you’re located and what you have to offer. So of those 20 applicants, 12 aren’t a good fit, 3 have spotty job stability, 2 look to be a bit overqualified in terms of experience (and will probably desire a higher salary than you’ve slated to pay for the position), and the final 3 could be a potential fit based on a review of their resume.

Gone are the days (we hope) of collecting candidate resumes through email. How can you manage dozens of resumes for one job, let alone dozens of resumes for multiple jobs at a time if you’re hiring for more than one role? You know how you sometimes miss emails on Monday morning because they’re buried in two day’s worth of weekend emails? Imagine that happening to your perfect candidate’s resume. You’ll never even know they applied because it was lost in the mix.

Setting yourself up for success starts with using the right tools for the job, and one of the best tools to manage this influx of candidate resumes (among other things) is an applicant tracking system. Applicant tracking systems are candidate management tools that allow you to post job ads (for free!) and collect candidate resumes all within one system. You can also set up workflows that allow you to designate status changes to candidates who apply. So for those 12 that applied and aren’t a good fit right off the bat, you can change their status to something you’ve designated like “Not a Fit” or “Reviewed, No Interview.” For those who you’re interested in at least digging further into, you can schedule an automated email that you’ve already created that invites them to schedule a phone interview with you. Then once that’s done, you can set the ATS to change their status to something like “Contacted for Interview.” Once you set up the initial statuses and email templates, the management and tracking of candidates is literally as easy as clicking your mouse.

Choosing the right applicant tracking system for your business depends on what your needs are and what features the ATS offers. Most provide you with the ability to post jobs, schedule messaging and candidate workflows, and communicate with candidates. Some applicant tracking systems are equipped with more bells and whistles that allow you to integrate some of your other various tools like pre-hire assessments or background checks into the evaluation process.

If you’re looking to try out an applicant tracking system or want to learn more about them, give us a call (833) 332-8378.

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Where are we sending your download?

Where are we sending your download?

Where are we sending your download?

Where are we sending your download?

Where are we sending your download?

Where are we sending your download?

Where are we sending your download?

Where are we sending your download?

Where are we sending your download?

Where are we sending your download?

Where are we sending your download?