Why You Should Use an Applicant Tracking System

Are you overwhelmed by the sheer number of applications for your open positions? Struggling to find the time to sort through resumes and identify the best candidates? If so, you’re not alone.

Today’s hiring landscape is fiercely competitive, and traditional recruitment methods can be slow and inefficient. There’s a better solution in hiring the best talent and the answer is an Applicant Tracking System!

Applicant Tracking is a power tool for recruiters that can help streamline your recruitment process. Here are just some of the advantages to using an Applicant Tracking System for your recruitment process.

  1. Filter Candidates
    ATS helps you screen candidates more effectively and organize candidates based on their recruitment stage.
  2. Streamline Candidate
    ATS can minimize your recruitment tools and centralize your processes all in one service.
  3. Save Sources
    Time and money previously spent sort- ing through each individual candidate can be saved through the organized staging processes of an ATS.
  4. Build A Talent Database
    While not every candidate that applies will get hired, having an ATS can help you keep these candidates in your hiring pipeline in case they are a better fit for a different position.
  5. Centralize Candidate Management
    Time and money previously spent sorting through each individual candidate can be saved through the organized staging processes of an ATS.
  6. Generate Data & Insight
    While not every candidate that applies will get hired, having an ATS can help you keep these candidates in your hiring pipeline in case they are a better fit for a different position.

Overall, an Applicant Tracking System can be a valuable tool for any organization looking to streamline their recruitment process, improve efficiency, and hire top talent. By implementing an ATS, you can transform your hiring process from a time-consuming burden into a smooth and efficient operation. Imagine a future where you spend less time sifting through resumes and more time focusing on what truly matters: building a high-performing team.

With an ATS by your side, you can confidently navigate the recruitment landscape, attract top talent, and build a team that propels your business forward.

The Importance of Employer Branding

The job market is a battlefield. Top companies are constantly competing to attract the best talent in the market. In this competitive environment, salary and benefits are no longer enough. Today’s candidates are looking for more – they want to work for a company with a strong employer brand.

  • Employer branding is essentially your company’s reputation as a workplace. It’s the image you project to attract and retain talented employees. It encompasses several key aspects:
  • Company Culture: It is highlighting your company culture to give potential hires a sense of whether they’d be a good fit.
  • Values: A strong employer brand aligns company values with what employees find important, fostering a sense of purpose and meaning in their work.
  • Employee Experience: This refers to the entire journey an employee takes with your company, from recruitment and onboarding to ongoing development and exit.
  • Benefits and Perks: While not the sole factor, the benefits package you offer can be a significant perk for attracting and retaining talent. Competitive salaries, healthcare benefits, and other offerings can make your company stand out.

Therefore, here are some reasons why you should work on building your employer brand:

  1. 94% of job seekers would consider looking at the employer brand before applying for a job.
  2. Strong employer brand could decrease 43% of cost per hire.
  3. Companies that prioritize employer branding would be 185% more likely to have high-level talent acquisition strategies.
  4. Successful employer branding implementation can generate 3.5% revenue and a 2.5% increase in profit margin.
  5. Strong employer branding could lead to an 130% increase in employee engagement.
  6. Investing in employer branding can reduce employee turnover by 28%

Employer branding isn’t a one-time fix; it’s an ongoing commitment to company culture and employee experience. By investing in your employer brand, you’re not just building a talent pipeline, you’re building a legacy of attracting, retaining, and inspiring the best talent. The positive impact goes beyond recruitment, influencing customer perception, industry reputation, and overall business success.

By attracting a passionate and talented workforce who embodies your brand, you’ll be well on your way to achieving lasting success.

How to Attract Gen Z Candidates

Gen Z is entering the workforce in droves. But how do you, as an employer, appeal to this digitally native, purpose-driven generation? How do you ditch the outdated tactics and build a recruiting strategy that connects to Gen Z?

This guide will crack the code on attracting Gen Z candidates. We’ll explore how to connect and communicate your company values to Gen Z.

Be Communicative
Communicate openly and transparently the needs and expectations of your company as well as what it’s like to work there. Gen Z appreciates honesty and staying informed. Continue this style of communication throughout the recruitment process and even within your company to build a more inviting employer brand for young people.

Connect with Campus
Did you know that many Gen Z start their job hunt from before their graduation? This makes it all the more important to connect with students and university career centers. This can significantly broaden your sourcing pool and your company can get an edge on the best talents.

Update Your Career Site
When someone from Gen Z is interested in your company, one of the first places they will visit is your website. This is considered the most trusted place for information about your company. If your website is out of date or designed poorly, this may discourage them from sending in their application.

Make Use of Social Media & Technology
While Gen Z prefers face-to-face communication over texts or calls, the digital natives live a lot of their lives on social media and find job vacancies on the various platforms. Additionally, most Gen Z’s state that they won’t apply to a company who’s hiring practices are out of date.
By implementing these strategies, you will attract and retain top Gen Z talent through various channels and methods, and make the best team for your company!