ATS Blog

BrightMove, Inc., a leader in recruiting software innovation, is excited to announce the launch of the BrightMove ATS App, a mobile-based application designed to simplify management of candidate data and other applicant tracking activities from the convenience of a handheld device.

Top talent has heard it ALL when it comes to corporate culture. “We’re a fun office that cares about you!” and other lifeless, hollow statements can be found in nearly every job posting. It gets to the point where candidates automatically skip over those statements and assume that they’re false (or at least, mistakenly amplified).  If you really want to put your culture in the spotlight when recruiting top talent, you need to show candidates that your culture is different.

The truth is, while you may be up and running virtually, now’s a great time to fine-tune things and ensure that you’re maximizing productivity. After all, everyone’s worked through those initial hiccups and has their own groove going by now.  As some offices prepare to return to some semblance of “office work” in the next few weeks and months, and many more workers continue to work from home, smoothing out the wrinkles and maximizing output will help you charge through this time and come out on top.

The power of truly networking on social media is especially important for recruiters. Recruiters who are busy (and oftentimes, burned out) and are used to spitting out job postings on social before moving on. This is the opposite of social networking, for the record. We understand why that’s the case for so many. It’s just that with so much on their plates, many recruiters struggle to see the opportunity and potential in investing more time on social. Our team has been especially active on social lately and has compiled this advice to help you and your recruiters take a new approach and connect to the notion of “networking” in social networking.

Today’s graduates are entering the workforce at an unprecedented time in our history. With the economy at its worst since the Great Depression, unease over future prospects is rampant. And while graduates are flooding the candidate pool, organizations are struggling to maximize every recruiting dollar, recruiting only those who are truly necessary to make an impact and to balance cost with the skills and experience needed to drive ROI for your business. In the past, those goals may not have aligned with hiring recent graduates. But many of today’s graduates are a far cry from graduates past Here's why you might want to consider taking another look at new grads:

A healthy work-life balance is more than utilizing the weekend to take a break from work-related tasks. This benefit ensures that employees are taking even more time for themselves outside of work hours as a form of self-care, to spend time with friends and family, or to attend appointments that pertain to their health. Events like a doctor's visit, therapy session or sonogram appointment, if you’re a working soon-to-be mother, are all considered necessary for some, and important to those who want to maintain good health. For those who may struggle to focus on their personal well-being and happiness, caring about your work-life balance can prevent burnout and reduce other challenges associated with productivity and motivation as well.

Many organizations are still bogged down by a hiring process that is...well, it’s just too hard! Candidates shouldn’t have to jump through hoops or lose months of their lives in order to land a job. Not only does it turn off top talent (and competition for truly exceptional talent will always be fierce, regardless of the overall job market), it means there is more time between when you need talent and when you land talent.

The need for soft skills is extremely apparent in a nearly 100% remote world. That percentage of remote workers is already starting to change as some cities and towns start to transition toward a “new normal,” but you can expect remote work to stick around for the foreseeable future (heck, it was already increasingly common before the pandemic hit).

To begin, in order to achieve great results, such as attract and retain top talent, you must first have a solid strategy and execution plan in place. Marketing executives are great at strategizing and creating execution plans. Marketers also know how to organize information into different campaigns to share consistent messages that align with the overall strategy.

Leadership doesn’t require a title. That sounds pretty “warm & fuzzy,” but it really is true. Businesses around the world are seeing leaders emerge in every role to help their coworkers and customers during a trying time. There’s an opportunity for each of us to make a positive impact.