Those who can hire during the labor shortage hold a huge advantage over competitors. That ability doesn’t come from luck (mostly), but through intentional decisions that make positions stand out to applicants and create a hiring process that continually engages applicants, to keep the position top-of-mind. Applicants know it can take an average of 80 applications to land a new job, so your business staying relevant becomes key to convincing the best talent to accept an offer.
The secret to achieving this coveted job board transcendence? Modern applicant tracking software offers candidates an easy route to interviewing, while streamlining all behind-the-scenes operations for HR and managers.
Creating a Strong Applicant Pool
In today’s labor market, the modern job seeker desires a quick and easy application process, NOT tediously regurgitating from the resume they just uploaded over the course of an eight-page application.
It all begins with creating effective and persuasive job descriptions. From there, minimal application requirements result in a larger talent pool to source from, while still providing managers with the background details necessary for finding the perfect candidates for each position.
Applicant tracking software works best the more submissions it receives, so purposefully making applications cumbersome to weed out talent in reality undermines the talent pool your managers rely on.
Having an easy application process isn’t just the quantity of information you ask for, but how you ask for it. Online job postings cover most of the candidate pool, but to reach the old- and new-school applicants, you’ll need a solution capable of meeting their needs.
Applicant tracking software solutions that offer mobile-first experiences cater to younger, more tech-savvy workers, while a text-to-apply function gives those who prefer an old-fashioned walk-in experience a quick and convenient route to apply.
Quickly Schedule Interviews
Once a manager has a healthy shortlist of candidates, that same applicant tracking software can quickly facilitate the necessary interviews. Keep applicants and managers in-the-loop in real time throughout the hiring process via text, email, and mobile chat.
As an example, giving shortlisted applicants the option to choose an interview time based on pre-set managerial availability removes typically time-consuming and wasteful back-and-forth. Crucially, this frees up time managers would normally spend in the back office calling and scheduling candidates — instead, they can work to address guest needs while setting up interviews on a mobile device.
Which brings up an interesting point — not every interview needs to be face-to-face. Having the option for a video interview gives both parties the ability to swiftly conduct an interview at a time convenient to both.
Select from the Best
To recap, businesses need to court as wide a candidate pool as possible — but the key to finding the right shortlist of contenders is through the questions you ask. Quick but insightful pre-screening questions don’t dissuade applications, but they reveal to managers how an individual’s personality, experiences, and cognitive ability would likely align to the expectations of the role.
Based on candidate answers to these pre-screening questions, managers then take advantage of a convenient central dashboard to quickly screen applications, compare to desired qualities, and filter out poor fits — often this process occurs automatically. Giving managers greater control over who to interview ensures eventual hires are qualified and fit team culture.
Taking advantage of this holistic view, managers and recruiters become more efficient at finding and contacting candidates thanks to comprehensive and searchable data. Additionally, frequent communications between applicant and manager — you can even send an offer letter through convenient mobile messaging and email — mean candidates don’t have to wait weeks to hear back. In the race to attract the best talent, a cutting-edge applicant tracking software can be the difference between getting great employees and getting ghosted.
You’ve sent an offer letter, and your preferred candidate has accepted. Sounds like the end of the process, right? And in record time!
Not so fast. Finding the right employee is crucial, but getting them in place to work and thrive long-term requires a complete onboarding process that doesn’t force managers and staff to sacrifice their own responsibilities.
So much of a new employee’s first week requires distributing the right information to integrate them into your teams – e.g., offer letters, payroll setup, introduction to company systems. An applicant tracking software can automate these people operations, easing the responsibilities of managers while giving the new employee purpose and structure from day one.
What’s more, you can remove the chance of human error in new hire paperwork by automating Work Opportunity Tax Credit (WOTC) applications, E-Verify eligibility forms (I-9), and more essential paperwork to ensure compliance with all laws and regulations.
In today’s highly volatile market, with the labor shortage especially cutting into profits, managers and operators need to arm themselves with the right applicant tracking software that fills teams with top talent as quickly as possible.
Fourth’s PeopleMatter solution makes it easy to find dependable, passionate, service-minded hourly workers, and is especially tailored to the needs of the hospitality and service industries: https://www.fourth.com/applicant-tracking-onboarding/.
Your subscription has been confirmed and you've been added to our newsletter list.