A talented job seeker identifies and pursues a process of recruiting that is practical and advanced. Human resources professionals need to use such recruiting software that includes the best ATS features. The software makes it easy to find top candidates. Increase your recruitment productivity by engaging the right candidates.
Career Websites that can be customized:
Your career website is one of the first places where potential candidates can learn more about you. Make sure your applicant tracking system allows you to customize your career website’s appearance and impression. In addition to working equally well on computers and mobile devices, it should also work on tablets.
Mobile Experience with a Simple Application Process:
Candidates shouldn’t have to go through any hoops to submit their applications to you. If you want to receive applicants’ information, ensure that they are able to do so in any way they want: via resume submission, LinkedIn application, or even by sending a picture of their resume. When you are on the road, your recruiting system must be capable of decreasing disharmony between you and your ideal candidates.
The employee referral program consists of the following:
Recommendations are undoubtedly one of the most reliable and trusted sources of hiring talent. Develop a seamless referral program that is easy for your employees to use as part of your applicant tracking system. Your employees can use a referral program to tell their connections where to find open positions at your organization.
Tools for collaboration among hiring managers:
By having these tools, many internal parties are able to keep track of a candidate’s status at the same time. The software’s technology grades applicants automatically and estimates the duration of onboarding. Highly sophisticated interview tracking features allow you to schedule interviews efficiently.
Integration of the complete recruiting process:
In general, applicant tracking systems are only a small part of the recruiting and hiring process. It’s imperative that your software integrates your hiring data with the rest of your recruitment ecosystem, from background screening to HRIS. The built-in and customizable integrations reduce data entry tasks and reorganize workflows.
An analysis of dashboards and analytics:
A key feature of your applicant tracking software should be making sure that the analytics are simple and easy to customize. Your recruiting software must offer you this functionality, regardless of whether you are starting with pre-built report templates or customizing your metrics. Additional nice-to-have features include dashboards for displaying key metrics and keeping an eye on trends such as time to hire or different barriers to hiring. You can screen and overcome hiring delays with the help of spontaneous dashboards, which make metrics visually accessible at a glance.
Text-based integrated recruitment:
Although text recruiting appears to be on the rise. HR professionals and recruiters should take advantage of this trend. Studies have shown that 90%+ of applicants respond to text recruiting. Employers and recruiters should be on board with this trend. Being able to track and save transcripts and be able to text applicants is an advantage to be considered during the recruiting process. Integrated text messaging helps you communicate directly with candidates and avoid overfilled inboxes and voicemails.
An effective candidate search entails:
Developing a huge database of candidates has undoubtedly consumed a lot of your time, energy, and money. That is why you should be using powerful candidate search capabilities in your recruiting software. Therefore, you can easily determine if you need anyone for a standard or custom field. Additionally, you can refine your searches based on workflow, application, or area filters. Moreover, filters must be able to be customized according to your company’s needs.
Workflows with flexibility:
Organizations differ from one another. Departments can sometimes differ as well. Ensure that your ATS is equipped with all the necessary features. As an example, you can customize your workflows, change your pre-screening questions, and modify your workflows by position. It must not be forced upon you to follow a predetermined course of action. Your applicant tracking system should be flexible enough to accommodate different departmental needs. Mobile apps must allow users to add screening questions, design workflows that fit their recruitment procedures, and analyze interviews.
The video recording is as follows:
Consider adding short video responses directly within your recruiting software as an additional layer to your software. By having applicants respond to your screener questions, you are able to communicate with them faster. In addition, it provides them with an opportunity to speak directly with the hiring team. Looking for a free trial? Try this demo ats.
