How to Make Your Recruitment Work Harder, Better, Faster, Stronger

Ready to rocketboost your processes for better recruitment? Get our 4 tips here to make your recruitment work harder, better, faster, stronger 🚀

Much of the time we know the steps to build better recruitment, but knowing and doing (and optimizing) are different things. While we always have the best of intentions, it’s the consistency, speed, and efficiency in specific steps that may be costing you potential success.

One of the reasons we developed a better recruitment software was to support clients in getting results faster without compromising quality data and relationships. Our team knows the recruitment and staffing industry inside and out. We’ve been there. We know what needs to get done and when. And so do you. But sometimes time gets the better of our intentions. That’s where technology plays a role. In allowing you to “do” the things you need to, when you need to, so you don’t miss out.

So how can tech support you and get you on the fast track to better and faster placement results? Let us show you how you can make your recruitment software work harder, better, faster, stronger. 💪

Better Recruitment that Works Harder

#1 Job Descriptions and Posting

We all know the importance of job postings and distribution. What isn’t always so obvious is the nuances of the job description itself as well as how you’re getting it in front of the audience you want.

Long gone are the days of long postings and not understanding your audience. Candidates don’t want a long-winded “why” you should apply. They want to know what’s in it for them, and they want you to cut to the chase.

In fact, according to a LinkedIn study, shorter job posts get up to 8.4% more views than longer posts (300+ words).  

Make Your Job Description Work Harder by Focusing on What the Candidate Wants to Know. 🤯

We know it sounds obvious, but sometimes we get caught up in what we (or the client) wants the candidate to know, versus what the candidate needs to know in order to take next steps.

Here’s what candidate’s want their job descriptions to include:

  • Compensation
  • Responsibility & Job Description
  • Expectations
  • Benefits
  • Clear Communication that Won’t Leave Them with Questions

You can check out more about what a candidate wants in this article. 

But it’s not only about the job description, it’s also about distribution. While there’s 1000’s of job boards to post to, it’s about looking at ALL the ways to distribute, as well as the often-overlooked optimization of your posting.

Harder, Better, Faster Stronger Tip: Built-in optimization of job postings and quick and easy distribution.

Tracker supports clients in not only helping develop the description itself, but more importantly, optimizing it so that it can get in front of the audience you want! Our Job Boards and Website integrations are game-changing, allowing for automatic distribution across job boards, aggregate sites, your website, search engines, and social media.


#2 Proper Short Listing

The screening and interviewing process can seem cumbersome. Often a frustrating part of the recruitment process, interviewing takes time, preparation, and follow-through.

Without a proper shortlist of candidates to screen and interview, this step in the process can take hours upon hours out of your day and reduce your time to hire. Wouldn’t it be great if you already had a talent pool built up to pull from instead of starting from scratch every new job?

Harder, Better, Faster Stronger Tip: Easily create long and short lists of potential candidates based on pre-determined filters.

This is where technology supports your process. Trying to manually filter through every application to identify who is most qualified to reach the next step is daunting. Using an applicant tracking system like Tracker allows you to instantly identify the minimum requirements and automatically create both a short and long list of candidates to review.

#3 Embracing Video Interviewing

What happens when your shortlist is long, and time is running out? Another opportunity using technology: Video interviewing.

Harder, Better, Faster Stronger Tip: Convenient video interviewing that works on everyone’s schedule!

Between the advancement of technology in general and the circumstances around the pandemic, video interviewing has become a popular choice by many recruiters and hiring managers. While it doesn’t look like this option is going away, the what we want to focus on is the multifunctional use of video interviews.

For example, if your shortlist is still lengthy. Video interview features like Tracker allows for pre-determined questions to be sent to your shortlist. Unlike other platforms or third-party apps, Tracker allows candidates to record and submit their video interviews in their own time and submit directly from their preferred device.

This is important for two reasons: Identifying soft and hard skills and adding convenience for the candidate experience.

This article outlines how to identify a candidate’s skill set in a video interview. From how they communicate and their tone to body language and non-verbal cues, this can be a valuable addition to your process to continue to filter out your short list to find the most qualified all-around candidate.

For all parties, especially the candidate, the ability to record and post their video interview on their own time improves their experience and saves you time and money.

#4 Creating Consistent Communication

Whether you think you’re communicating well or not, there’s surely room for improvement. Especially considering a 2021 G2 Survey reported that 52% of candidates don’t receive any communication in the two to three (or more) months after applying.

It’s easy to get busy and bogged down with the necessary items of the day, but communication should always be a priority in every step of your recruitment process.

Harder, Better, Faster Stronger Tip: Built-in CRM to personalize and automate communications and distribute through multiple channels.

We’ve already covered your job posting communication to candidates, but keeping transparency with your candidates throughout the entire process – when will they be communicated with, how long do they have to wait, etc., is essential to success.

When referrals are a huge source of qualified candidates, you want to ensure a positive experience, whether they end up getting the job or not. Consistent communication is the key to success with your candidates. Ensuring it gets done is a little harder, unless you use software like Tracker that has a built-in automation to allow for easy workflows based on specific triggers.

Using an applicant tracking software to automate your communications can allow you to work smarter, not harder. While you still get to personalize and customize these communications, you don’t have to worry about remembering to send them out in a timely manner.


How Tracker Makes Your Recruitment Work Harder, Better, Faster, Stronger

While the above four steps may not seem new or revolutionary to building your success, it’s a matter of whether you’re doing them and doing them well. If your answer is “no” or “not really” then it’s time to connect with us and schedule a free demo of our industry-leading features.

“Using Tracker changed the way we ran our daily processes. It has improved efficiency and has allowed us to grow and expand our business with ease. – Gillian, Partner at Accountant Staffing and Administrative Staffing

Tracker’s industry-leading ATS and CRM not only supports your processes, it enhances them to find you more qualified candidates faster. From creating optimized job descriptions to distributing on social media and 1000s of job boards, Tracker is your partner in your recruitment process from sourcing to onboarding to retention needs – all housed in one easy-to-use platform.

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