ATS Blog

Your company has a reputation. To your customers, of course, but also to your employees and especially your candidates. This reputation is formulated based on your products or services, your leadership, your customer service and much more.

Recruiting technology today is light years ahead of the technology we used even just a few years ago. With constant innovation at seemingly every turn, there is more opportunity than ever to reach and engage talent. And in a high-pressure market for talent, it’s critical for your business to actually take advantage of those opportunities.

Back in the “olden days” of staffing and recruiting, the process was simpler: post jobs, candidates apply and you place them. Rinse and repeat. As the years have gone by, the process remains the same at its heart, but the variables are vastly different.

“As someone who has been leading technology innovations in Jacksonville for the past 22 years, being recognized as a Tech Leader of the Year is humbling and meaningful. I have lived my whole life in Jacksonville and the areas surrounding North Florida. People who aren’t from Jacksonville don’t realize how hard it is to break into tech, especially if you aren’t from Silicon Valley and other major tech metropolitan areas. Investors don’t take you as seriously as they do startups from Silicon Valley; making it harder to receiving backing and funding. All 15 people deserve the recognition for the perseverance and innovation they must possess to be a modern tech leader in the Jacksonville market. Congratulations to all those who have been recognized.”

Today, everyone is on LinkedIn. And with much of its functionality still available to free users, it remains the most powerful, professional platform. This is particularly true for recruiters. Although many businesses and most staffing firms have invested in at least some paid LinkedIn recruiting product, you can still get tremendous results on the platform without those tools.

With talent that is often employed and very busy, communicating via text is a powerful way to increase engagement, decrease ghosting and improve your fill rate.

Your ATS becomes a critical, central hub for your entire recruiting function. It can empower your recruiters, save time, and so much more.

If you are in the market for a new position, or more so, if you are exploring the possibility of a career change, the Bureau of Labor and Statistics provides helpful data each month that could weigh in on your decisions.

What is BrightMove ATS? See this simple explainer video.

As a PEO, you should also have every opportunity to streamline operations, run more efficiently, and maximize revenue. One of the most powerful tools to help you do just that is an ATS. Not just any ATS, but the right one.