The Applicant Manager Blog

Subscribe to Email Updates

Search

Recent Posts

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...

5 Tips to Improve Hospitality Recruiting

5 Tips to Improve Hospitality Recruiting

As a wide industry that often gets thrown around in conversation, hospitality is quite large. One of the main factors of any hospitality company is that they have customer satisfaction as one of their goals. Examples include sectors such as entertainment, travel, food...

Search Results

Retaining Talent
Click Boarding & TAM Partner to Deliver an Easier Way to Recruit Candidates

Click Boarding & TAM Partner to Deliver an Easier Way to Recruit Candidates

Click Boarding and TAM Partner

Click Boarding, a SaaS provider delivering an easier new hire onboarding solution, and The Applicant Manager (TAM), a cloud-based recruiting software solution, today announced a partnership that will make it easier for HR to manage recruiting and onboarding. By delivering ‘easy’, it greatly increases the likelihood that new hires will be just as excited on their first week on the job, as they were getting that first phone call from the recruiter.

“The Applicant Manager and Click Boarding partnership makes perfect sense as we both build customer-centric solutions that focus first and foremost on simplicity to deliver better experiences,” says Christine Marino, Chief Revenue Officer, Click Boarding. “Now HR can recruit and onboard candidates with the greatest of ease, while candidates remain excited about the company they’ve joined.” read more…

5 Strategies to Effective Recruiting in a Candidate Driven Market

5 Strategies to Effective Recruiting in a Candidate Driven Market

This is part five of our five-part series about effective recruiting in a candidate driven market.

By: Edna Nakamoto and Jessica Barrett
making-the-final-selection
This week wraps up our five-part series on recruiting in a candidate driven market. We’ve covered strategic planning and determining need, and internal and external recruiting. In our previous installment, we looked at external assessment tools. As promised, today we’ll be talking about the final step in the recruiting process: Making the Final Selection.

Making the Final Selection

There is one key thing that that should happen even before the prescreening process begins, and that is for you to remember that you are the expert on market conditions. It is your job to educate your hiring managers on what is going on within the landscape of a candidate-driven marketplace. Don’t expect them to already be aware of that, especially those managers who rarely do any hiring. This will make the expectations going in to the interview process clear, and the process that much smoother. read more…

External Assessment Tools: Part Four of a Five Part Series on Recruiting

External Assessment Tools: Part Four of a Five Part Series on Recruiting

This is part four of our five-part series about effective recruiting in a candidate driven market.

By: Edna Nakamoto and Jessica Barrett
external-assessment-toolsIn part three of our series on recruiting, we discussed internal screening. Today, we’ll be looking at some of the assessment tools available to us when our search for talent takes us outside the organization.

With the average cost of recruiting, hiring, and training being $4,000, and the cost of turnover being $16,000 for entry level employees and $120,000 for mid-level associates, it’s easy to see why employers care so much about making the right hire the first time. When putting candidates through the assessment process, having the right tools is critical for employers. read more…

Internal Screening: Part Three of a Five-Part Recruiting Series

Internal Screening: Part Three of a Five-Part Recruiting Series

This is part three of our five-part series about effective recruiting in a candidate driven market.

By: Edna Nakamoto and Jessica Barrett

help-wantedIn part two of our five-part series on recruiting, we took a look at resources, strategies and processes. We’ve already briefly touched on the topic of internal screening, but today, we’re going to further unpack this important topic.

All too often, as soon as an employee gives notice that they are leaving, organizations quickly post the open role to fill the vacancy as soon as possible. It’s a natural reaction as losing someone means lost productivity, lost revenue, and a heavier workload for their colleagues. However, taking a step back and examining your current talent pool may prove to be the best first option.

read more…

Resources, Strategies & Processes: Part 2 of a 5-Part Recruiting Series

Resources, Strategies & Processes: Part 2 of a 5-Part Recruiting Series

This is part two of our five-part series about effective recruiting in a candidate driven market.

By: Edna Nakamoto and Jessica Barrett

resources-strategies-and-processesTwo weeks ago we started our five-part series on recruiting, where we began by examining how we determine recruiting needs and establish strategic processes. This week, we’re going to take a look at recruiting resources, specific strategies, and more on processes.

Recruiting Resources

Obviously one main focus of every recruiting team is where and how they will find candidates. In today’s recruiting climate, the opportunities for sourcing are significant. Let’s take a look at some of the tried and true, and some you may not have considered.

read more…

Five Strategies to Effective Recruiting in a Candidate Driven Market

Five Strategies to Effective Recruiting in a Candidate Driven Market

This is part one of our five-part series about effective recruiting in a candidate driven market.

By: Edna Nakamoto and Jessica Barrett

5 strategies to effective recruitingRecruiting today is not the same as it was even a few short years ago. The market is candidate driven, meaning the talent you’re seeking is receiving multiple offers at a time, being contacted by recruiters regularly, and in the position to change employers easily when their work stops being fulfilling. If you or your team are looking at making your recruiting more effective as you navigate these market changes, or are just jumping into recruiting, join us for our five-part series about effective recruiting in a candidate driven market.

read more…

9 Recruiting Resources You Won’t Want to Miss

9 Recruiting Resources You Won’t Want to Miss

recruiting resources
As a recruiter, it’s easy to get so buried in the weeds at times that we forget there are thousands of other people out there having the same challenges and asking the same questions. Indecisive hiring managers, frustrating candidates, too many requisitions to fill, and not enough hours in the day. The good news is that in those moments when you come up for air, or at least another cup of coffee, there are resources available to not only support you, but to remind you that you are never in this recruiting gig all alone.
 
There are some fantastic sites and blogs out there that if you’re not already familiar with, are worth your time to check out. The following list is made up of resources that provide a world of information on recruiting and Human Resources, but not in the most traditional way, which is just one of the many things that make them so enjoyable. read more…

Have You Seen What Your Employees Are Saying About You?

Have You Seen What Your Employees Are Saying About You?

Online Applicant Tracking System and Employement TrendsYears ago, companies could hide behind their impressive buildings and stock earnings, leaving potential employees wishing for a glimpse behind the marble-tiled foyer to find out how it might feel to be one of “them”. Knowing someone who worked there might be the lucky break that could give them the inside scoop they needed to find out bits of knowledge regarding salaries, corporate culture, and advancement opportunities.  This would sometimes be all the first-hand information available to a job-seeker before deciding to interview with a company they admired from afar.

Those days are over.

Not only are companies more purposely transparent through the use of websites and a heavy social media presence, but because of sites like Glassdoor, a TAM Integration Partner, their current and past employees have the opportunity to share anything they care to about things like pay, benefits, working conditions, hours, growth potential, and leadership. (see below information on the upcoming Glassdoor webinar)

read more…

Five Great Reasons for Building an Employer Brand

Five Great Reasons for Building an Employer Brand

branding

Finding top talent in today’s marketplace has completely changed, and merely posting open job opportunities fails to draw in candidates. People want to find more than a job; they want to find a career that connects with their own values and goals, while making a difference larger than themselves.

There are companies with employer brands so strong that landing a job with them has become something of a status symbol. What makes these companies so successful at attracting potential employees is the message they’re sending out about themselves.
read more…