ATS Blog

Across every industry, many recruiters are left with tough-to-fill openings that MUST be filled by year’s end. For those organizations, they may feel as if they’re scrambling to meet those goals. But for others, the holidays can be a bit slow when it comes to recruiting. Although your work to-do lists may not seem as busy as your personal ones, that doesn’t mean your recruiting efforts should stall this time of year. In fact, letting things stall now can not only impact your Q4 results but can negatively impact how you kick off the new year as well!  These simple tips can help you keep things moving forward during the holiday season and set yourself up for success in 2020. And as a bonus, if you’re scrambling to fill openings by the end of the year, several of these recommendations can help you, too!

Now’s the PERFECT time to start mapping out your calendar for recruiting conferences in the New Year. This is especially true if you’re in a part of the country that is cold and snowy. ❄️ What better way to forget about cold weather than to plan a few days in a fun (and WARM) locale?

Candidates today are getting bombarded. Emails, texts, calls and LinkedIn messages. Recruiters are using every method possible to try and attract talent. Just because they aren't responding doesn't mean they aren't interested.

With so much attention being given toward the talent shortage, you may not be worried about the talent you turn down when making a hire. After all, you’re fighting just to land top candidates!  But especially in a talent shortage, the ability to build and nurture strong relationships with your candidates is essential. Burning bridges during the hiring process could add unnecessary stress to your recruiting efforts.

What’s it take to be a successful recruiter today? At first glance, it may seem like an easy question, but dig a little deeper and it’s not so simple.  Technology has simplified recruiting on one hand, while the marketplace, increased demands, and even that same technology have also made it seemingly more complicated. Recruiters are overworked and burned out, and many organizations are suffering from recruiter turnover.  So what does it take to stand out from the pack? What is fueling the success of those recruiters who are thriving?

You know that old proverb, Time is money. We’ve heard it time and again, and many believe it was first uttered by Benjamin Franklin. When it comes to recruiting, though, there is no doubt — time is most definitely money.

Measure. Report. Analyze. It’s all about data today, and there certainly isn’t a shortage of analytics in the recruiting world.  But knowing which analytics are important and how to apply that data in order to improve your recruiting efforts can be challenging. And with recruiters and managers maxed out, spending time to figure out what you should be measuring and applying can seem like a pipe dream.

With the average cost of college tuition increasing each year in the U.S., it’s no wonder that 8 out of 10 families listed cost as the deciding factor when selecting a college. In fact, according to US News and World Report, the average price for “in-state tuition and fees at ranked public schools rose by 4%, and the average out-of-state price increased by the same percent. Similar to previous year-over-year increases, the average tuition and fees at private colleges climbed 3%.” For the 2019-2020 year, the price for public college (in-state) hovered at $10,116 with private college tuition and fees averaging at $36,801.

The life of a recruiter is busy. Burnout is a major problem, and in today’s ultra-competitive market for talent, many recruiters are burning the candle at both ends to find, attract and engage candidates.  When your attention is spread over so many functions and follows, it can be difficult to optimize your productivity. So while many recruiters are burning out and going nonstop every day, they aren’t necessarily at their most productive state.

For the US job market, the Bureau of Labor and Statistics releases thousands of data sets each month defining unemployment rates, employment projections, top occupations, and income levels and more. Interestingly, however, data is also collected about workers themselves. This is particularly applicable to the recruiting and staffing industry, as it provides some insight into who is looking for a job, in terms of why they may be unemployed and what types of jobs might be of interest to them based on their current situation.