Let’s say you manage HR for a company with 100 employees. Right now, there are five job openings: one executive, two management, two entry-level. The two management and entry-level positions are in three different departments.
Different roles and different responsibilities all amount to different qualifications among different candidates. Is your head spinning yet?
Clearly, no one person can expect to retain every single job specification in his/her brain. Yet, when you’re talking with the hiring managers, they are speaking to you like you know the ins and outs of their particularly job-fill need.
Here are 3 recruiting productivity hacks a robust applicant tracking system can deliver: 1. Set up the system before you even advertise. The first thing you want to do is set up an organizational structure. Within that, you can create a job description library. This easy access to accurate and up-to-date information can help you create job postings that solicit the most qualified candidates. Similarly, you can design your online application process to meet your specific needs using tools such as multiple choice and text response questions with scoring capabilities.
2. Reach the broadest pool of candidates. These days, automatic-recruiting tools can help you maximize your reach. With a simple click of the mouse within your applicant tracking system, you can share job openings on LinkedIn®, Twitter®, and Facebook® –– and also provide candidates with one-click access to apply. You can also distribute the job posting to search engines and more than 25,000 partner sites, such as Glassdoor®, Indeed®, Simply Hired® and Trovit®.
3. Keep the lines of communication open. From an automated “Thank you for applying” message to ongoing emails, you want to keep applicants interested and engaged. This also works for attracting passive applicants with opt-in email notifications, job opening RSS feed, and a recommended jobs sidebar. These vast communication tools can help you build and sustain a network of qualified applicants.