A traditional ATS doesn’t adequately address the problems found in high-volume recruiting, which is why we detailed 7 crucial features to look for when selecting your next system.
With a significant portion of job seekers owning a smartphone, they expect to be able to apply from their mobile devices. Text to apply allows job seekers to text a keyword to a short-code, beginning the application process right away or at a later time. This simultaneously keeps applicants engaged while also driving higher conversion rates.
There are a number of qualified, potential applicants that are visiting your website and job boards every day. The lack of engagement is ultimately what is stopping them from applying to your open positions. Chatbots are available 24/7 on desktop or mobile and are able to answer questions, provide information, and engage with online visitors, ultimately converting them to interested candidates.
Over 64% of candidates surveyed on Fountain agreed they research a company online before applying for a job. In order to attract those candidates, your career site needs to be updated with accurate information to help “sell” passive candidates.
Customized career sites put an emphasis on the candidate experience by helping you upgrade your application process through rich visuals and content that are an extension of your employer brand. Not only does it help increase your conversion rates but it also helps provide a seamless application experience for your candidates.
High-volume recruiters can expect hundreds, sometimes thousands of applicants for a single opening, which is great for your pipeline, but hard on your time-to-fill. Resume parsing automatically clips resume data into sections so it’s easier to process. The more applicant volume you manage, the more necessary this feature becomes. It’s far too time-consuming and is ultimately increasing your time-to-hire.
Instead of having to manually process applicant information, resume parsing analyzes a resume and extracts the desired information into a structured format for your pipeline.
Once the resumes are uploaded and analyzed, you can search for keywords and phrases to better identify the right candidates for your positions. Talent acquisition teams can save countless hours reviewing and comparing applications, reducing time-to-hire and time-to-fill.
When dealing with a high number of applicants, it’s difficult to assess them all effectively if they’re not organized properly. A holistic view of all applicants across all job openings provides the flexibility to execute different responsibilities associated with managing a recruiting funnel.
It’s no secret that video interviews have become essential this year. They enable hiring managers and candidates to connect in real-time or at everyone’s convenience, and there are advantages to both synchronous and asynchronous video.
For high-volume recruitment, candidate drop-offs are always an issue. This is where video interviews can help keep candidates engaged because they have lower no-show rates than in-person interviews.
Many of us have received recruiting emails with messages so generic that we immediately dismiss them. Oftentimes recruiters fail to even attempt to personalize the message, or when they do, it's poorly done.
The workflow of a high-volume recruiter is different from a traditional recruiter, which is why a traditional ATS doesn’t work. Find a system that allows you to configure your workflows properly, leverage mobile, and automate manual tasks to dramatically increase the effectiveness of your recruiting.