Lately, we’ve been expanding and, therefore, hiring, which has forced us to deeply consider what our talent brand is. Have you spent any time thinking about yours?
You may find it incredibly surprising that so many companies don’t yet have an Applicant Tracking System (ATS). Or, if you're reading this, you might actually be someone that isn't?
Despite 98% of the Fortune 500 doing so, only about 60% of mid-sized companies use an ATS. Some larger corporations, like startups and smaller organizations, are relying on Excel sheets and similar solutions instead. While it is certainly possible to do this, it’s often really inefficient. And in a climate where an ATS is starting to get less expensive can the spreadsheet way still be justified?
As your business expands, you as a founder or CEO need to learn to start delegating more responsibilities, not least being recruiting. This can be incredibly difficult, especially if you’ve been involved in all of the hiring up until this point. However, it is important to get out of the way and focus on running the company, so now is the time to make that transition.
Here are four tips that will make that transition a little easier.
Your recruiting web page is far too complex. I know that you want it to look good, with nice graphics, plenty of fields for data, and a complex search engine that will display every job to every candidate whenever they look.
But that’s not the way to get high quality applicants, nor is it an efficient method for attracting candidates. There’s a reason why 60% of job seekers quit in the middle of filling out an application.
At Talentify, we are big believers in the power of data. To know is to be able to act in a deliberate manner, and that is far more likely to yield results than guesses, no matter how educated.
However, as human beings we don’t always know how to read that data, nor do we necessarily have the experience necessary to understand how best to react. That’s one of the main reasons why it’s important to rely on tools when you have to. And the best, most advanced tools available today incorporate machine learning.
The world has changed, particularly when it comes to talent acquisition. There has been a shift where companies have to genuinely compete in order to recruit top talent. This means better sourcing, increased candidate engagement, and strategic spending on the many job posting services available.
Fortunately, all of these issues can be addressed through the utilization of programmatic recruiting solutions like Talentify.
Think AI will replace recruiters? Think again. It’s making them more powerful than ever as ambassadors, overseers, and protectors of their companies’ values.
For all the headlines it has managed to grab lately, artificial intelligence remains a bit of an enigma — and a somewhat alarming one at that. With reports that up to half of all the activities people are paid to do could potentially be automated, modern AI, machine learning, and robotics sometimes get a bad rap — and it’s easy to get concerned.
There was a time when prestige alone could draw candidates to a company, but as the decades have rolled on and technology has improved, it has become necessary for businesses to spend more time and effort on recruitment advertising.
Fortunately, that same technology has also made it much easier to target and attract talent pools that were previously untouchable by the common recruiter. In fact, new tools are coming out all the time that help talent acquisition professionals to find the right people to fill open positions. This requires that many learn new skills, however, and realign their approach with trends in how people access the Internet and search, both for jobs and in general.
Recruiting is no longer a waiting game. Thanks to a healthy job market and an increasingly limited talented pool, recruiters are now racing to find, engage, and secure candidates.
From the moment an application is received, recruiters are on the clock to make the first move, schedule interviews, and even make an offer. What’s more, many employers are trying to get it all done within 72 hours! Recruiters who miss out on this “magic window” risk losing candidates to the numerous other opportunities available in today’s job market.