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The Best ATS Software for Applicant Tracking and Hiring

The Best ATS Software for Applicant Tracking and Hiring

Even under the best of circumstances, hiring can be challenging. That’s because finding the right job candidate is not easy. That’s especially the case when you’re hiring in a candidates’ market, when applicants and job seekers have the leverage. This is why using a top ATS software for applicant tracking and hiring isn’t a luxury these days . . . it’s a necessity!

What is ATS software?

But first, what exactly is ATS software? ATS is short for “applicant tracking system,” so what we’re talking about is applicant tracking system software. In some circles, ATS is also used as an acronym for “applicant tracking software.” So you can see that there is a crossover factor involved, as well as linguistic preferences at play. All that aside, the definition of an ATS software is a software that helps a company or organization manage their recruiting and hiring process from beginning to end. This includes the sourcing of job candidates, the screening of those candidates, the selection of top candidates, and the hiring and onboarding of the organization’s top choice. The features and functionality of the best ATS software packages allow users to collect pertinent information, organize applicants based upon certain criteria, and streamline the entire process to save time and energy.

Who uses ATS software?

The short answer to this question is, “Recruiters use it.” However, the short answer is not actually the complete answer. Yes, recruiters use ATS software, since it deals primarily with applicant tracking—it is in the name, after all—there are different types of recruiters. (One size does NOT fit all.)

Third-party agency recruiters—These are recruiters who do not work directly for the company that has a job opening. In other words, they are not an employee of the company. They have been contracted by the organization to find suitable candidates for the job opening. They are usually paid a certain percentage of the new employee’s first-year salary once the company hires them.

Corporate (or internal) recruiters—As opposed to the agency type, corporate recruiters do work directly for the company and they are employees of the organization. Typically, their one and only job is to source, recruit, and help hire job candidates.

Human Resource personnel—Not only is this professional an employee of the company looking to hire, but recruiting is NOT their only task. Quite the contrary: HR personnel have many other duties they must perform throughout the course of their typical work day. As a result, they have a limited time to devote to the recruiting and hiring of applicants. Consequently, they are in need of an ATS software solution that will help to streamline the entire process and allow them to be more efficient and effective.

An ATS tracking solution can help to avoid mistakes

And we don’t have to tell you that time and energy are in short supply in the workplace these days. This is especially the case if you’re a Human Resources or talent management professional. Overflowing email inboxes. Manual job postings. Multiple jobs on tons of job boards. Sorting resumes. Screening applicants.

The employment marketplace is full of overload . . . too many emails, too much work, too many priorities, too many interruptions. It’s getting more and more difficult to get through the day feeling like you’ve made forward progress. Few professionals can appreciate this more than those responsible for recruiting and hiring. Unfortunately, this information and task overload can cause recruiters, HR professionals, and hiring managers to make mistakes. These mistakes include:

  • Casting too narrow a net
  • Skipping or neglecting pre-screening steps
  • Relying primarily on the interview for hiring decisions
  • Making the application process too cumbersome for the candidate
  • Losing great applicants

What’s your company to do? Hiring more people to help you hire more people isn’t necessarily a smart business move. A top ATS software solution can streamline and automate much of the candidate search and hiring process. However, there are many ATS tracking packages currently on the market, each with their own unique feature set and value proposition. The key is to find the software package that is right for your team and your organization.

That’s because the right ATS software can allow your HR operations team to focus on people, instead of mountains of paperwork. When assessing the right software for your organization, look for an ATS applicant tracking solution that support the complete recruiting and hiring lifecycle. This includes the following stages:

  • Attracting
  • Screening
  • Selecting
  • Hiring
  • Onboarding

Systems like The Application Manager (TAM) offer a cloud-based, collaborative solution that lets users track job postings and actively engage quality candidates. Because if you can’t actively and effectively engage quality candidates, then you’re probably not going to be able to hire them. TAM also provides toolsets that allow recruiters to review, select, and share applicant information within the hiring teams that are posting open positions within your organization.

Benefits of using an ATS software

There are enormous benefits to using one of the best ATS software solutions. Those benefits include the following:

Time savings

Manually posting multiple jobs to tons of websites takes time. Promoting open positions on social media eats up precious hours of your day. Opening emails and responding to under-qualified applicants can steal many soul-crushing hours from your week.

ATS tracking software packages automate mundane tasks like posting jobs and pre-screening applicants (so you only deal with those who are qualified). They also facilitate faster communication via email templates, and takes the heavy lifting out of reporting.

Better communication and relationship building

An ATS applicant tracking solution provides recruiting and hiring professionals with relationship management tools to improve communication. This way, you can set a great first impression with applicants. Engage applicants in a timely and professional manner using personalized one-to-one and mass email options, a communications log, notes, calendar integration, and other features that streamline communication.

More actionable data

Companies that use an applicant tracking system have a greater ability to mine applicant data to make informed recruiting and hiring positions. Effortlessly sort and compare applicants, merge duplicate contacts, and review passive applicant records for potential matches.

Users can also leverage easy-to-use tools for conducting background and credit checks, drug testing, reference checks, and personality assessments, all of which result in data necessary for the hiring process.

A better applicant experience

Today’s job seekers use technology in their everyday lives. They expect employers to make it simple for them to apply for a job. Employers who don’t use technology send the message that they aren’t keeping up with the times – and may not invest in their people.

An ATS applicant tracking solution allows you to reach job seekers on the social platforms where they spend time and provide them with a mobile-friendly, branded careers page. With Google’s increasing emphasis on mobile-first experiences, a mobile-friendly experience can make or break your stream of applicants.

ATS applicant tracking features and functionality

If your company is growing and looking to staff up, a hiring campaign can be a labor-intensive process. And if your company is strategizing for recovery, recruitment software solutions like TAM are the ideal way to streamline and manage recruitment, hiring and onboarding in a way that optimizes your human capital. Selecting a ATS tracking solution with analytics and filters to address periods of recession, and either high or low unemployment can also enhance your company’s odds of attracting high-value, hard-to-find talent, regardless of the economic or employment landscape. Even small to mid-sized businesses have replaced old-school processes and paper resumes with technology solutions.

TAM, the best ATS software for applicant tracking and hiring, offers powerful features and functionality throughout every stage of the process.

Attracting top job candidates

Once again, you can’t hire top job candidates if you can’t attract those candidates in the first place, and TAM’s applicant tracking features excel in this area:

Auto posting to job boards—With TAM, you have automatic or single-click pushes to over 100 free job boards, including Indeed,, and ZipRecruiter. You can also post to thousands of premium and niche boards, including Dice, CareerBuilder, HCareers, and Stack Overflow.

Customize your job postings—TAM allows you to tell your story and communicate your employer branding using company fonts and colors, plus photos and video. In addition, the postings are mobile responsive with easy mobile application for higher conversion rates.

Expand your reach with social media—You can post your jobs to LinkedIn, Facebook, Twitter, and Instagram.

Simplify the application process—The interface is user-friendly, as TAM offers a customizable applicant experience with multiple online application options.

Robust resume parsing—A top ATS tracking software will allow your recruitment team to organize talent based upon filters that match potential candidates to relevant job requirements. It will also enable users to track job postings and actively engage quality candidates, automatically scanning each document to extract relevant information such as job-specific skills, work experience, education level, industry knowledge, and location.

Screening job candidates

Once you’ve attracted and engaged top candidates, it’s time to properly screen them, and TAM offers powerful functionality in this area, as well:

Ratings system and feedback tools—Utilize an easy five-star rating systems or custom forms to collocate feedback and compare responses from interviewers, managers, or recruiters. Access TAM’s simple all-in-one candidate profile explore multiple options for sharing resumes and soliciting feedback.

Simple and intuitive screening—Use drag-and-drop applicant comparisons and ratings, plus custom prescreening questions for qualifying or disqualifying applicants. TAM also allows you to video interview at any time during the process.

Custom workflows and searches—Not only can you find anybody by name, email, or phone number, but Advanced and Boolean searches can help you to find qualified job candidates by keywords, ratings, tags, skills, distance, custom fields, prescreening questions, and more. In addition, the best ATS software packages make it easier to narrow the number of applicants by searching applications for specific candidate criteria in a way that supports your company’s specific needs. To illustrate this powerful functionality, HR operations teams are also able to apply custom search filters, customize workflows, and ensure compliance with federal employment and anti-discrimination laws.

Selecting the best candidates

The further into the recruiting and hiring process we get, the more important the stages become, and now we’re at the point where you being to select your “short list” of top candidates for the position.

Take action on your top job candidates—Tag candidates and create hotlists of high-level applicants, then explore mass changes sending emails to a specific group of applicants.

Email and calendar integration—Integrate with your favorite emails programs, including Outlook and Gmail and then sync with your favorite calendars, including Outlook, Office 365, iCloud, and Google. Streamline the process and save time with real-time appointment scheduling based on these synced calendars.

Hiring your top choice

Now that you’ve selected your top choice, the time has come to hire your top choice! This is perhaps the most important part of the recruiting and hiring process, so this is the stage at which you (and the members of your team) can least afford to make a mistake. We at The Applicant Manager recognize that, and it’s why we’ve specifically designed TAM’s features to help ensure this stage of the process goes as smoothly as possible:

Final qualifying of top applicants—Choose from a suite of industry-leading tools to conduct reference checks and video interviews and administer personality assessments. TAM also allows you to eliminate paper forms during the online position approval and hire approval process.

Streamlined hiring procedures—The Applicant Manager offers one-click background checks, credit checks, and drug testing, as well as online offer letters. In addition, TAM integrates with HRIS/payroll systems to eliminate data entry errors.

Onboarding your new employee

Job candidate “ghosting” has become more of a problem for employers during the past few years, making the onboarding stage of the process even more critical. There is where even small mistakes can become magnified, possibly resulting in lost hires. The good news is that this is where TAM shines again, offering users the following features and functionality:

Enhance the new employee experience—Remember the piles of paper from days gone by? Well, forget about them! That’s because with The Applicant Manager, your new hire can use their smartphone, tablet, or computers to complete new hire paperwork. Once they’re done, these forms will be available online and ready to print.

Enhance your experience, as well—Not only will the new employee’s experience be better, but so will yours! That’s because with TAM, documents such as W-4s, I-9s, and state-required forms are saved as PDFs, as well as job descriptions, offer letters, employee handbooks, and more!

HR operations are wise to look into collaborative systems that integrate and adapt to their existing hiring processes. It’s easy to see that the right ATS tracking solution can pay for itself in terms of saving time, energy and resources – enabling HR operations to take a more systematic approach to hiring, and that’s a smart way to create a more positive candidate experience too.

A cloud-based technology like TAM is uniquely designed to meet the needs of small to medium-sized businesses seeking an affordable ATS applicant tracking software. There is no need for time intensive training or long implementation periods. That means your HR team is equipped to focus on recruiting, not on software training.

The best ATS tracking solution for your organization

As talent acquisition becomes more competitive and more technology-reliant, companies must evolve to meet the new challenges facing recruiting and hiring professionals. You have to be more effective and more efficient in attracting, screening and hiring the best. The right applicant tracking system can give your business the competitive edge when it comes to engaging and managing qualified job candidates.

When it comes to choosing the right ATS match for your business needs, The Applicant Manager for Top Echelon offers user-friendliness and delivers reporting capabilities, flexibility and the level of integration that works to support your operations. Attracting and hiring the right talent for the job is easier, faster, and more efficient with an Applicant Tracking System like TAM’s cloud-based solution. You’ll find that TAM streamlines job posting, candidate selection and your onboarding processes. Look for an HR solution that can dramatically reduce your time – from posting to application to vetting to hiring to onboarding to compliance and reporting. Ask about easy upgrades and access to tech support and expect transparent and affordable pricing – no set up charges, no training fees, no hidden service charges. Find all of this with TAM – offering one of the most versatile features packages of any applicant tracking system available on the market today.

If you believe your organization might benefit the Applicant Manager ATS software, we invite you to schedule a free demo with us today. During this demo, you’ll learn exactly how TAM can help you and your team streamline your organization’s entire hiring process.

How to Provide the Best Candidate Experience

The biggest part of a candidates experience takes place before even making contact with them. Oftentimes, this process begins the moment they find a job post from your company. Ensuring that this process is smooth for job seekers sets the tone for how they approach the job opportunity!

What does this look like in 2021?

The Post-Pandemic-Pandemic candidates market has allowed many to switch careers in a year’s time. The pressure has mounted on companies to be able to share their values, culture, and appeal to top talent.

Candidates are out there trimming down their CV’s, making tailored cover letters and doing interview preparations. With the influx of applicants, these can still look the same across the board as a hiring manager. However, there are real people behind these applications.

One of the best things you can do to ensure you’ve got your bases covered as a company is to have a great candidate experience. Here are some ways you can do that:

Make Contact

There is nothing more demoralizing than not receiving any messages back from a company after applying. With all the work that goes into some applications for jobs, the last thing applicants want is a lack of response. If they came back qualified later, they may disregard your hiring process completely because of this bad experience.

Something as simple as a reply that says, “Thank you for applying, we have chosen to go with other candidates” is better than nothing at all. By putting something like this out there for candidates – they’ll come out of the experience with a better sense of what the company is like as a whole.

Getting a generic message such as the one above can still come off as condescending and treat a candidate as just another applicant in the pool. No matter how qualified, the candidate will appreciate the sentiment in a message.

Make it personal

For candidates who make it past the screening stage of an application process, this is crucial. Again, at the very least they deserve an email that notifies them about the outcome.

Personalization can make this process much better. Just getting a firm “Sorry, you haven’t been selected” without any feedback can feel like a slap in the face. Instead, reaching out with strengths and weaknesses identified, contact info or other resources could be a huge help.

By treating the candidates as more than just an application, you are helping both the person and your companies reputation moving forward. It doesn’t take much to help a person, but it can mean the world to them in their job search.

Late-Stage Rejection

Depending on the job, company, or situation, there could be multiple rounds of interviews via phone, in-person or over video conferencing. At this point, the applicant has typically invested a great deal of time and effort.

The gold standard for this stage is typically a phone call from the recruiter or hiring manager. With this comes constructive feedback based on their performance and the reasons they didn’t succeed in getting the job.

Unless the company has done a lot of hiring in bulk and can’t call every candidate – they should really be called each and every time. Even a video message recorded with feedback would be better than an all-text email.

Consider Using an ATS

With a great number of applicants, qualified candidates can get lost. By taking advantage of the recruiting software that is out there for hiring managers – you can ensure you are getting the best candidates.

Part of an effective recruiting process involves planning out the candidate experience that lies ahead for candidates. Why not use some digital tools along the way to assist you?

When it comes to the details of getting hires on-boarded or a background checked, an ATS can help streamline those processes and make it a smooth process for all stakeholders.

The Rise of the Remote Workforce

The Rise of the Remote Workforce

If we have learned anything in the last year, it is that remote work has brought with it a new way of working. While many have sour opinions of remote work life, many are up and leaving their jobs if they don’t allow some flexibility around it. Given that there was a global pandemic, remote work had to be adopted in many industries that could support it. Without it, many industries would have suffered much greater loss as a result.

Why is remote work so appealing or not so appealing for others?

Whether it was home situations, having the kids home during workdays, juggling mundane tasks with business meetings and more. The result of all these combined made for a very challenging time for some who were WFH. Along with the struggles of technology, lack of regular in-person communication, and being in a physical office, this all made for a difficult 2020 working situation.

For others however, it was a breeze. Working from home allowed people to save their commute times, complete other mundane tasks on breaks, and be more productive than they might have been previously. So while many had their struggles, some were living their best WFH lives.

What does this mean moving forward though?

Remote work is here to stay

Many employers plan on keeping hybrid/remote work models in their future. This will allow some people to work in their offices, while others work from home. Many HR managers are trying to exercise their options in this scenario. According to Robert Half, 34% of hiring managers note that the biggest benefit of this work structure is the retention of employees wanting flexibility and work-life balance. They also noted the biggest challenge would be engagement and productivity among team members.

From the workers standpoint, Accenture had survey results of 83% of workers said a hybrid model would be optimal. According to their results, workers felt they had better mental health, stronger work relationships, and a better overall feeling throughout the pandemic.

Flexibility is #NowTrending

63% of high growth organizations are enabling the work-anywhere business model, which is making it a popular choice as a trend. Along with that, 85% of respondents noted that feeling productive anywhere with a company went hand-in-hand with long-term employment.

High-growth companies are acknowledging that flexibility is best for workers after the crazy year. Additionally, employees are more likely to be comfortable in situations where that flexibility is granted. Given this fact, it is clear to see that the future of hiring is flexible and remote.

One of the critical questions they pose is “What unleashes a person’s potential, allowing them to be healthy and productive, regardless of where they work? Below is the spread from the respondents answers and you can clearly see that many are on either end of the spectrum.

What does this mean for hiring managers?

The time for flexible working is now! It seems wise to go along with the trend of hybrid work, especially as many as 9.3 million employees leaving their jobs in the spring of 2021. Workers are looking for better work-life balance along with their work-from-home opportunities.

If your company is open to these sorts of opportunities, this is a great place to start to lure in top talent. Making these apparent on any job listings or job posting sites could prove beneficial for hiring efforts.


As a result of the pandemic in 2020, remote work has become the topic of concern on many worker’s minds. With many people given the ability to potentially return to work in the future, most are opting to have choices. Those they have the flexibility are also found to have a better overall mindset and feeling towards their work-life balance.

Recruiting in a Candidates Market

Recruiting in a Candidates Market

In 2021, the theme is recovery. With many Americans getting vaccinated and back to work, employers have readily opened their doors for new hires. In many cities, if you take a drive down their roads, you’ll see places hiring everywhere.

According to the Bureau of Labor Statistics, the number of job openings was at a series high of 9.3 million at the end of April. Combining those who hadn’t yet gotten back into the workforce with the people who were set on leaving their places of work, the United States is left with a ton of job openings.

In this instance, this becomes very beneficial for candidates and job applicants. Not only do they have their choice of where to go in most cases, but most candidates nowadays are opting to find places that fit them best. For recruiters, this can be a challenge to really nail down on placement strategies.

Here are our tips to helping you through this candidate’s market:

Ways to navigate corporate hiring in a candidates Market

This sort of market should keep recruiters on their toes. Staying a couple steps ahead of the game and doing some active searching and combing through of candidate pools is a great way to stay on top of the applicants that might be looking to be placed.


Too often, many recruiters miss out on great candidates by simply sending a blanket message to many different recipients via email or LinkedIn. In the information age, people will most likely ignore or get rid of these blanket messages because they don’t feel personal. People will endure a longer application process if they feel their time and experience is valued.


When it comes to rounds of applications, often times it gets to be just too much. With 5+ rounds of interview and many different discussions and notes to keep track of – it can get to be a lot. Instead, trying a different approach to the hiring pipeline such as pre-application questionnaires would be a great way to cut down on the preliminary applicants and focus more time and attention on the better qualified candidates.

This also makes it possible to reduce the amount of interviews and meetings you have with an applicant; turning a draining interview process into a more worthwhile one. Most often these sort of pre-interview processes are overlooked but can save time for both the candidate and the employer.


Many future employees want to know what it’s like to actually be a worker at your company. What is the culture like, what do day-to-day operations typically look like, how will they likely be a fit in the company, etc. These sorts of things are important to keep in mind during an interview or pre-interview process when informing someone about company.

By really knowing what somebody appreciates about the employer or finds great about a role, might be the description you need to fill somebody else in and get them onboarded. Simple things like these make all the difference when trying to get the right candidates to come to work for you!

Be Intentional

This is really important. As I alluded to earlier, you should be more personal with your messages, while also being intentional. This is often one in the same. When reaching out to candidates, be purposeful and they’ll reflect that if they are indeed interested in an offer you throw their way.

For the majority of candidates, this is what will get them to apply for a job offer that you have. An inviting embrace is a surefire way to at least get them to read or listen to what you have to say. Along with this, messaging should always be kept quick and consistent. Nobody likes long messages, just like nobody likes getting ghosted for a week.

Keeping on top of this area of communication is important in setting the initial impressions you might have on any candidates.

Be unique

If you’re going to get candidates attention, you can’t just simply put a job listing out there in this market. This will require some active recruiting, some messaging and maybe some advertising as well. The more unique ways you can get the word out there that you’re hiring, the better.

The competition nowadays is for attention, and for some people, that window of opportunity is slim to none. So whether it is for advertising or better job boards, you’ll want to make sure that you’re getting people’s attention to make an impact.

Keep yourself ahead of competitors 

These tips will help you navigate this market, but often it cannot keep you on top of whatever your competition is doing. A sure way to keep your effort levels high and keep track of the applicants coming through is to use an ATS. With the help of recruiting software, you’ll be sure to save time in your hiring process.

With things such as pre-interview questionnaires and job board functionality already baked into the software, the process by which you scan through applicants is made so much easier. Keeping on top of your hiring could never be easier.

The Gen Z Effect on Hiring

The Gen Z Effect on Hiring

Through the pandemic, many were furloughed, let go and suspended due to the work environment or costs that could not be upheld. Workers under 25 experienced furlough rates 73% higher than those older than 25 and were let go at rates as high as 79% higher according to Gusto.

For many hiring managers and companies, it has been said that for younger talent it just takes a job with perks and a fun environment. However, the data according to Alight is that this generation cares more about what a company stands for and how consistent the employer is with that message.

For anyone born around 1997 and beyond, these job seekers according to Pew Research Center will account for about 60 million job seekers in the next decade, which is a huge influx of new talent. For a generation that is social media savvy, cares more about flexibility than PTO, and holds companies accountable — this is something to consider throughout the hiring process.

From a Gen Z perspective – here are some ways hiring managers can try to adapt or review their hiring practices:

Be Open and Honest

Usually in interviews, it can be easy to scan over job details and what is in the description. Even when it comes down to talking about a company, it usually boils down to how the hiring manager was taught to describe the company. Explaining what sorts of things the company values should be done ahead of time and thought out to be able to really explain to a candidate. This shows that you care about the candidate and are really trying to convey a sense of commitment to your values.

Be Flexible

I think this tip can sometimes be a little vague and hard to come by. But being flexible can be really easy for most employers, they just don’t acknowledge it. For many, going to work at the same place for 40 years and working the same way in the same fashion is just how they have done things. Gen Z is coming in with a different mindset. If you have a good candidate in your midst, they will be willing to put forth the amount of work that is required to get the job done. Sometimes things such as working from home or last minute PTO is necessary and being open about things like that are part of a flexible work environment. Especially when it comes to topics such as mental health awareness in the workplace. With mental health overall plummeting during the pandemic, 46% say it had gotten worse over the last year.

Help them help you

For many Gen Z workers, going through school is a completely different experience. With the amount of changes to the school system, online coursework and other institutions, there’s no telling where someone could come and go. For many, this means that giving qualified candidates a chance to learn more skills or abilities that are already available within a workspace could be really valuable.

Putting the emphasis on the employees really makes all the difference, after all, you want the top talent to stay around, don’t you? So while salaries and benefits are still important to most, empowerment and helping someone learn and grow is just as important as ever in the hiring marketplace.


How to Utilize LinkedIn to Recruit Top Talent

How to Utilize LinkedIn to Recruit Top Talent

With the power of the internet, mobile apps, and social media platforms – it is only going to get harder to recruit top talent with all of the demand being generated. Long gone are the days however of putting up paper job ads or leaving your inbox open for hundreds of resumes.

With over 575+ million users, LinkedIn is the place where professionals go to update their job profiles, leave personalized work updates and connect with others. This social media platform acts as a front door to a business, with all of the current employees typically being present in some fashion within the organization on LinkedIn.

LinkedIn has tried to make the often grueling process of hiring much easier, more efficient and ready for recruiters to start using today!

Follow these tips on LinkedIn to help you acquire top talent more efficiently as a recruiter:

Make sure your profile is updated regularly

Creating a strong professional profile can be tough at first, but after some work, it will be well worth it. Some best practices to keep in mind are:

  • Have a professional headshot as your profile picture
  • Have descriptions of your jobs/roles in your experience section
  • Keep an accurate headline at all times to ensure people know your current role
  • Engage with posts at least once per week, to show up in your connections feeds!

One of the most important things you can do on any social media platform is be who you are. With so many people, it can be an overwhelming place for people to be. Especially if you do not know your connections or you are planning on connecting with strangers, you’ll want to represent who you are.

To make sure you do just that, you should ensure that your profile is kept up to date and professional. Once you have covered the best practices, you can start to put testimonials or even your own content onto your LinkedIn profile for people to share.

Make a Group and Keep at it!

Often, it can be really beneficial to create groups with people who you share similarities with. These similarities could be in schooling, interest area, outside hobbies, etc. It could really be anything.

However, creating a group and sticking with it is the first step. Once you have a group, the rapport can only grow from there. With blog posts or other content shared between the likes of you, it can help you establish credibility with any number of people in your group.

As a recruiter, this can even become a gold mine if you are sharing job orders and candidates. Using these can be really beneficial if you are in a split recruiting network!

Use InMail to Reach Candidates

Inmail is a feature LinkedIn has to allow people to send messages to people outside of their connections. Typically now, you can purchase InMail credits for a certain rate to be able to send these messages outside of your circle.

According to LinkedIn’s research, the average response rate to LinkedIn InMail is 85%. Compared with email open rates, this can be pretty high and almost a guarantee that you’ll get some sort of a response. If you are out trying to recruit a candidate you found – this can be something that gets heavily used!

Use an Applicant Tracking System to gather Candidate Information

As a recruiter, an ATS can be really beneficial to your efforts. One that can utilize LinkedIn is even better. Applicant tracking systems such as TAM have the durability and space to be able to save these candidates you find for future reference and contacting. Utilizing one can save you time and effort in the long run in making sure that your outreach is as effective as possible!


With these tips you can be sure to gain some success in using LinkedIn as a tool for recruiting success. By using these with both active and passive candidates, you are able to make sure you always have a pool of candidates ready for positions. As your network and connections increase, so will your ability to make these placements easier!

Job Posting Best Practices for Hiring Managers

Job Posting Best Practices for Hiring Managers

The number of job openings have reached a 15-year-high, according to the Bureau of Labor Statistics. In fact, there are an estimated 15 million active job postings on LinkedIn alone. With so many postings online, it can be a challenge for yours to stand out—especially as it’s currently a candidate-driven market. Just having a simple job posting is not enough to attract a suitable candidate. Rather, you need to be smart and creative about how you write your posting. By following the provided best practices, you can ensure that your job postings will stand out and attract qualified candidates.

Effective Job Posting Guidelines

A job posting may be the first interaction that a candidate has with you. For that reason, it’s important that your posting is concise, descriptive and well-written. To help your postings meet those standards, review the following guidelines:

  • Don’t use any extra words with the job title. For example, Graphic Designer.
  • Don’t use “spammy” job titles, as these can cause you to be flagged by some job boards and restrict how many posts you can make. For example, “URGENT NEED !! Project Manager !! Boston MA !! Long Term contract”
  • Don’t use special characters (such as &, ! and $), as these can prevent the posting from being identified by search queries.
  • Don’t use buzzwords as part of the job title, such as “Wizard”, “Guru” and “Ninja”, as candidates are less likely to search for those terms.
  • Don’t use internal titles, which could mislead or confuse candidates. For example, using Senior Graphic Designer instead of the in-house title of Graphic Designer III.
  • Don’t use job titles that are connected to a “general application” posting, as these can impact how your posting is ranked on the job board. The keywords to avoid include the following:
    • Opportunities
    • General interest
    • General application
    • Inquiry

Job Descriptions

  • Be concise and provide enough information in a job description to avoid ambiguity or follow-up questions.
  • Capture the personality of your client’s business (such as why the staff enjoys working there and the kind of work that they do) and why the position is worthwhile (such as what sort of projects and impact will it have) within the first paragraph.
  • Be honest about the expectations and responsibilities of the position, as this will reduce potential turnover. This should include details about how the position operates within your client’s business and who the candidate would report to.
  • Include all education, years of professional experience and certification requirements that are necessary for the position. In addition, ask that candidates only apply to the position if they meet all the requirements, as if they don’t, their application will not be considered.

Job Locations

  • Be specific about the job’s location. Most free job boards will not accept the posting if you do not include the country, city and state, which would make the job board unable to index your job posting in its search results.
  • Don’t post multiple identical jobs to different cities in the same state, as many job boards will flag this as location spamming and can result in your jobs being blacklisted.
  • If you post telecommute and work from home positions, some job boards require that you use the following guidelines:
    • The job title and description must clearly indicate that the job is “telecommute” or “work from home”.
    • The job needs to be advertised in a specific location.

Job Post Formatting

  • Include line breaks between paragraphs.
  • Use section headers (such as “Job description”, “Day-to-day responsibilities”, “Company description” and “Qualifications”) to help break up the flow of information.
  • Use bullet points to easily list required education, professional experience and certification requirements.
  • Include a link to your client’s website.

An Example of a Well-written Job Posting

Job description:

ABC Company is looking for a highly creative Graphic Designer to work with our Creative, Marketing and Product Development teams. The Graphic Designer would create and design content for our clients in a wide range of industries. We are looking for someone that can create a wide variety of print and digital content.

Day-to-day responsibilities:

  • Print pieces (such as ads, flyers and handouts)
  • Digital content (such as ads, banners and infographics)
  • Social media content (such as infographics, designed images, photos and videos)
  • In-house content (such as photos as well as company news and announcements)

A snapshot of the organization:

ABC Company is a creative agency dedicated to bringing our clients’ dreams to life. Through design, marketing or brand work, we are the driving force behind delivering dynamic, inventive and unmistakable storytelling to our clients’ audience.

Basic qualifications:

  • At least 5 years professional experience.
  • Physical or web-based portfolio.
  • Must be proficient in InDesign, Illustrator and Photoshop.
  • Effective visual and verbal presentation skills.
  • Open to feedback and able to quickly and easily make necessary changes.
  • Action oriented with ability to prioritize tasks and drive results.

If you would like more information about ABC Company, you can visit its website here.

How an ATS can Help with Job Postings

A staggering 60 percent of job-seekers say they stop filling out an application if it takes too long, according to employee engagement software company Officevibe. This drop-off in potential candidates can exacerbate the already lengthy recruitment process, making it even more difficult to find the best candidate for the position. Designed to automate your recruiting process and dramatically reduce your time-to-hire, your applicant tracking system (ATS) should be able to help your job postings to stand out.

The most effective applicant tracking systems are those that have a career portal integration. Which a career portal, you are able to craft effective and well-written job postings and distribute them to various job boards. While each career portal integration may include different features, the most beneficial include the following:

  • A mobile-friendly job portal, which can enable candidates to find and apply to your job postings using any device.
  • The ability to tailor job applications with specific questions to help you collect all the necessary information to find the ideal candidate.
  • The ability to automatically post to Google for Jobs to ensure that your job posting is seen by as many candidates as possible.
  • The ability to swiftly parse information from a candidate’s resume to complete their application.

If you’re curious about what features TAM offers that can help with your recruiting, you can view our features page.

Ensure that Your Job Postings Stand Out Every Time

There are millions of active job postings online and unfortunately it can be far too easy for yours to get lost. If you want candidates to not only see your postings but apply for them as well, you need to be smart and creative with how you handle them. With the right practices, you can ensure that your postings are effective and well-written.

Best Practices for Hiring Non-Profit Talent

Best Practices for Hiring Non-Profit Talent

With 2020 (finally!) behind us, 2021 brings a sense of change and hope possibly greater than ever before. While last year was a difficult year for non-profit organizations and donations, we know the future looks bright for the industry and expect it to bounce back after the year of hardships.

According to a 2020 report from Johns Hopkins University, the nonprofit sector is still the third largest in the economy, with over 12 million jobs. With a rebound in fundraising and private sector spending in 2021, non-profits will continue to be a great industry for placements.

For recruiters, non-profit placements can be tricky considering a candidate would probably want to align more with the organization’s viewpoints and efforts. These types of organizations also don’t have quite the placement power that bigger companies do when seeking top talent, so they can be at a disadvantage.

That said, here are some best practices to follow when hiring non-profit talent:

1. Include the company values and mission in the job description

In order to communicate the role and its responsibilities, the main purpose of the opportunity has to be there. In non-profit specifically, this description may also contain the value in working with the company. The goal is to grab those candidates who share those same value sets.

Including the nonprofit organization’s mission statement and core values, as well as clear expectations for potential hires, can help ensure a smoother hiring process with a more productive workforce.

2. Utilize multiple recruiting channels

When it comes to nonprofit job orders, promoting the open positions across different channels can help expand the reach to find that position’s perfect candidate. Websites like Monster, LinkedIn, CareerBuilder along with nonprofit specific websites such as Idealist, Foundation List, and National Council of Nonprofits are great for spreading the word on a really good opportunity.

The more avenues that are experimented with, the better chance the position can gain some traction and get filled!

3. Recruit with referrals

For non-profit job orders, sometimes the best way to get traction on it is by word of mouth. Or in this case, referral via technology. Creating an effective way to start referrals between candidates can result in better placements and longer employment for jobs.

4. Proactive Recruiting

Oftentimes the best way to get a placement is simply to do some proactive recruiting. Gathering lists or pools of talent can oftentimes help when you find job orders that need filling. Taking the initiative to scout out talent ahead of time can save your clients time in the long run when waiting for positions to be filled.

Using a type of applicant tracking system can help you to store your candidate information can be really beneficial as well, making communication and scheduling times to talk much easier. Equally as helpful during times of proactive and reactive recruiting.

If an Applicant Tracking System offers it, you can also take advantage of their other features such as onboarding that make life easier for bringing on new hires!

5. Streamlined Recruiting

Many candidates won’t want to have their time wasted by a long recruitment process. Rather, having materials, meetings and clear and open communication in place ahead of time is a good way to pursue candidates and save time.

This can be tough for a nonprofit organization that usually wants to match the values and ideals of the candidate and visa versa – however with clear communication throughout, the process can be streamlined.

6. Get nonprofit recruiting Firm help

If nothing else, you can turn to recruiting firms that only specialize in nonprofit placements. These firms often already have pools built up filled with candidates that can be placed into job orders. This is a surefire way to make sure there is an efficient and timely onboarding process.

How to Get the Most out of your HR Software

How to Get the Most out of your HR Software

Many recruiters make use of an applicant tracking system, otherwise known as recruiting software. This investment in a software can help keep track of candidates, job orders and even help make the placement process much more efficient. 

Along with it are features that typically try to stay flexible and helpful for the recruiters use case. Often though, there may be features that are simply overlooked or not taken advantage of quite as much – but could be used in a really powerful way. Sometimes it’s enough where it can be considered a return on your investment. 

Here to possibly help you find a new way to use an applicant tracking system, here are some features that can be used to make the most of your experience:

Pre Screening questionnaires

This can be really helpful for both recruiters and corporate staffing. When you are out trying to find that perfect candidate, it can be a challenge to really grasp what a person’s qualifications are just based off of a resume. When it comes to hiring a professional with a specific area of expertise, often it is best to have some pre-screening questions to get to know them.

Typically, this is a feature that applicant tracking system’s use. With the amount of time that is put into a candidate being placed, it is worthwhile to use some of these questionnaires to make the process go smoother. This can not only save the candidate time in their job search, but it saves you time as a recruiter being able to have only the most qualified candidates going after your position. 

Seen pretty often in computer science for example, there can be pre-screened questions that include a candidate’s experience with certain programming languages. With many different questionnaire formats, it is possible to shape them for your individual needs as a recruiter. 


Have preset email templates and triggers 

With any candidate coming into a job pipeline, there can be many stages to go through. There is the pre-screen, background check, interview, follow-up, second interview, and so on. Between each stage and with multiple candidates, it can be hard to remember to send out timely emails to each individual. 

With a feature such as email triggers, you can be saved both time and attention to the emails that go out to candidates. Each time there is a hiring stage change, there is the opportunity to utilize these emails which can save you time in the long run.

This can also be really beneficial to you and your brand. Whether you’re a single recruiter or an HR staffing specialist, having really good communication with applicants is important. Oftentimes, many candidates can be left in the dust waiting for any response at all! 

Utilizing the Reports function

Reports often are really helpful when in an agency setting for recruiting. When it comes to reporting on your weekly, monthly or even yearly performance – reports are going to have your back. Certain Applicant Tracking systems have a built-in center for both reports and Key Performance Indicators. 

By making sure that your candidates are logged correctly and get organized into specific groups, you can utilize reports to its fullest potential. Some of the things you can track are: 

  • Qualified candidates
  • Cost-per-hire
  • Placement ratio
  • Retention rate
  • Offer acceptance rate

Job Boards + Job posting

This feature is usually well used by corporate or in-house users — and for good reason. It usually is a really great tool for getting your job information out there. If you have certain jobs in your company that are open, using these job board features can bring candidates straight to you. 

For many recruiting software platforms, they automatically post to the big job websites out there. But often, this is a good alternative and having your own website to gain credibility. In some cases, this also lines up with the scheduling that is done for interviewing and beginning onboarding. 

Segmenting and Boolean Search

One feature that often gets overlooked is the ability to use a specific search. In applicant tracking systems, there is usually a system in place to be able to group your candidates. Whether it’s based on experience, education level – different talent pools can be created to make it easier for you to find them when you need them most for a placement.

Boolean search operations come in really handy also when you are doing some searching within your database. Using the AND and OR operators is something that doesn’t always get used frequently but is very powerful when you have too many candidates or job orders to sort through. 

Making use of Lists

Whether you are by yourself or on a team of hiring partners, there is always the function of lists that can come into play. Especially in a team setting, this can be used to keep track of onboarding procedures, legal proceedings, important contacts or candidates coming through – you name it! 

Lists often go unnoticed in recruiting software because of all of the other functionality. But forget your pen and paper, use the built-in feature! Keeping better track of the processes that go on within your recruiting can help you save valuable time and help you be more efficient. 

In Conclusion

Following these tips can help you squeeze every last ROI out of your ATS investment. With overlooked features and different use-cases, recruiting software is designed to streamline your placement experience — so why not make the most of it?