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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...

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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.

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?

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 industry, events, HR, sales, marketing and even education.

In such a wide range of fields, there is always an increased demand for the upkeep of these operations. This can also make it hard to have a strategy because there is such an array of industries tucked under the hospitality umbrella.

Follow these tips to help you within the hospitality field:

1. Leverage Referrals

Referrals typically make for pretty good employees as they have had a referenced entry point. They typically perform up to 15% better than other hires and have a higher retention rate as well, making them worthwhile hires for a company.

If a staff or company has a plan in place to create a referral program for employees, this can help encourage messaging to their respective networks. This makes the whole recruitment process much easier and gets possible candidates to the front door. Then once they are there, all you need is an HR software to help manage and organize them.

Tools such as Linkedin can be really powerful tools. With a few employees sharing a job order to their connections, you can easily garner thousands of valuable impressions to get some traction from potential candidates.

2. Peer Interviewing

Typically recruiters make some placements outside of their area of expertise – but that’s where your peers come in handy. If you know someone who is more capable or knows good hospitality talent when they see it, listen to them!

Handing the reins over to another trusted person can be the saving grace of finding a good candidate. It is also typically like a referral in that it can lead to a great hiring process and even better retention.

This process is similar to split recruitment in that if you team up with another recruiter, you can both succeed in making the placement. One of the best Split-fee networks to do so is the Top Echelon Network, filled with over 1000 candidates and job orders – the opportunity is there!

3. School recruiting & Apprenticeships

For a little bit more of an active approach, you can always go out and search for candidates to fill these positions. There are often school job fairs designated throughout the year. Even during the last year of the pandemic, events were held in an online event setting.

This can help you target students who are specifically looking for part-time work or experience within the hospitality industry. This is definitely a more proactive approach to recruiting, however it could pay off in the longer run in getting placements.

Taking care of these employees matters as well. Ensuring them what the jobs offer and what sort of experience they can achieve would be a really great way to just open up the communication regarding the position.

4. Create Giveaway Marketing Materials

Getting brochures, small newsletters or even just business cars can help get the word out there. In some ways, it can help to market your HR or recruiting firm. By giving your staff these materials, they can be free to hand it out to anyone they feel fit for certain positions that come their way.

This leads the recruiter free to find some easy leads in their down time and can create another avenue for potential candidates.


CATS Software Graphic 2021 – Hospitality 101


5. Utilize Social Media

Rather than traditional routes of finding jobs, many people are out using social media in an attempt to find job opportunities. In 2019, 79% of job seekers looked for new jobs on social media platforms such as Facebook and LinkedIn before going to traditional job sources. This makes it a really good place for recruiters to gather contacts and candidate information for potential placements.

So while you or your company also promote yourself, there is the chance for outreach and doing some gathering of candidates from social media. Go into it with a strategy to connect with these potential candidates and stick to the ones that will be relevant!


In conclusion, there are many different ways you can develop your recruitment strategies surrounding the hospitality industry. This is a sector that will continue to remain wide and increase as more and more people need personal services.

Some strategies can be more tough than others, it is all about what you think will work best for you. We are in a constantly changing world, so some of these might be more effective than others in 2021 – but rest assured it will be a great area for recruitment.

How COVID-19 shaped 2021 Hiring Trends

How COVID-19 shaped 2021 Hiring Trends

The past year has no doubt been an impactful one. Still in 2021 and beyond, we will see and feel changes to our processes in the workforce. This includes the recruiting and hiring industry. As 2020 wasn’t the greatest year for job outlooks, we look forward to different approaches to hiring and new talent acquisition trends to ease us along.

As COVID vaccinations become more and more common and it is more dealt with, businesses will be able to return to somewhat of a normal state. For many this may be the same as before the pandemic – for others, not so much.

What are some of those changes you ask? Here are some to note:

Virtual Hiring

For many, this was a change that had never been done on a big scale before. Sending workers home to work remotely was a first, and could remain common now that employees have had a taste. When it comes to the hiring processes, it was safe for both parties to remain in their own locations. With the use of technology, it was possible to interview and facilitate the majority of onboarding without ever having to meet in-person.

Interviews will most likely continue to be done largely from remote locations, simply due to the fact that it saves time and costs. According to a LinkedIn survey, around 70% of professionals said that hiring processes will become increasingly standard.

The marquee question is: when will post-COVID begin? Since there could never truly be a definite “end” to the COVID virus, the virtual recruiting will look to continue to also act as something of a safety measure for both parties in the hiring process. Even more important through this process, is the use of an applicant tracking system. Being able to manage your job postings, send out pre-screening questionnaires and have paperless onboarding are huge benefits.

While these times of remote work are essential now for safety, many also speculate that we will return to workplaces with regular face-to-face interaction at some point. Humans are social beings, and so therefore it will be in our best interests to create some sort of balance.

Internal Hiring and Mobility

According to LinkedIn Data, internal mobility and job changes are up by 20 percent in the last year. With hiring budgets immediately slashed by many organizations last March, an increased look at already available talent was the way to go. Since many businesses will have the engagement of internal employees already, there are fewer costs and shorter hiring processes.

Another benefit of this process is greater retention. Retention and churn is something that many companies have tried to focus on in recent years with their own employees. As time goes on and people are well equipped to take on more challenging roles, they expect mobility options. This benefits both the employee and the company in the grand scheme of things. By working together to create mobility through additional skills and technology, this is an area that can gain pace in the new year.

Choosing to decide between building talent and adding headcount in your company can be a real challenge with uncertain times ahead. Ensuring you have flexibility and the means to react to immediate business needs would be the best strategy to approach 2021 with.

Diversity and Inclusion

For many individuals looking at job openings, one of the key things they tend to look at are its values. With this, comes its responsibilities towards its employees, greater society, its shareholders and so on. A focus for many organizations in this matter will include diversity, equity and inclusion in the workplace. According to Workplace Intelligence, 70% of job seekers said they want to work for a company that demonstrates a commitment to diversity and inclusion.

Advocating for more diverse pipelines will come through recruiting funnels. With any potential for bias being removed, creating this diversified workplace is imperative for many companies. For the opportunity awaits for recruiters to take lead on this initiative. Whether it be through interview panels, using data-driven reports or just having diversity goals to set forth – there is work to be done.

Expanded Skill Sets

Being able to adapt to the times is an increasingly important skill, especially if something such as 2020 happens. Through challenges, there will be ways to persevere and grasp at opportunities for some. For many recruiters, this meant learning and self-growth within the first months of the pandemic.

By providing new ways for outreach, talent acquisition and networking skills, hiring professionals can expect this to see results of this big wave in 2021 and beyond. One of the best investments you can make is in educating yourself, and that is seemingly what many did amidst COVID-19.

With this learning process, come tools that often make these challenging hiring needs easier and more timely. In using an applicant tracking system such as The Applicant Manager, the tools you need as a hiring professional are right at your fingertips. Given the ability to keep tabs on current applicants, update a job portal or even provide onboarding paperwork remotely – this is something that can make 2021 even easier.

4 Strategies to Get Volunteer Prospects

It comes as no surprise that non-profit organizations always need volunteers. This can be tough at certain parts of the year, or dependent on how the job market looks. An organization’s engagement with their audience can also fluctuate throughout the year, so they will always be in need of help in one way or another.

This is where driving prospects comes in. Volunteers come and go, move and retire, leave for another cause, experience life changes, etc. So how can you keep your volunteer count fresh and always reliable?

Here are some strategies to help drive new prospects:

1. Retention

A starting place for finding volunteers is to look where they already are! If you have already gained workers through different channels and have varying levels of rapport, there are good chances there for retention. Some may stay longer than others, but with the option for future contract work, they can still be made useful. Especially during times where remote work is possible, technology makes it easier to stay connected, stay productive with teams, and drive a mission forward!

Utilizing a staffing software helps streamline this process and helps keep your candidates managed in one place. With other features such as job boards, screening and onboarding tools, an applicant management system is really helpful when keeping tabs on candidates. So whether they stay or leave, they can always be reached via their stored contact information.

2. Utilize Technology

Running a contest or offering an incentive for volunteering is a great way to give back to those volunteers who donate their time. While they might do it out of the good of their hearts, this is something that might help get the word out initially to help bring them in. Having something such as a gift card giveaway to one volunteer or another prize could be really effective in getting people excited for helping a cause.

Another way to hype up your job opportunity is with the chance to get free swag. By that, I mean shirts, bags, mugs, keychains, etc. Anything free! People love free is stuff given away at a moments notice. These can also double as free advertising for your organization!

Last but not least, you can strive to do something incredible. Set a goal that is extreme, yet realistic. This can help gain attention among people, the media, and others around your organization. Making your event seem like a special and important opportunity will help volunteers stick around!

3. Word of Mouth

Someone being referred to a job or role is typically a better fit than a candidate just passing through and looking. The same goes for volunteers. Getting some word out to people about these volunteer opportunities can come in many forms and work wonders for driving applicants to your front door.

One of the first ways is to create some PR buzz. Traditional sources include the radio, TV and newspaper ads – however younger segments will be better reached on social media. Platforms such as Facebook and Twitter are key for these demographics, as this is typically a source of entertainment and news for the age group.

There can also be simple way to get more people to assist in your volunteer efforts. Just like referrals, someone can bring a friend or have donors volunteer. With things such as incentives to bringing volunteers that are friends, this can double and even triple your efforts. If they end up having a great experience, trying campaigns that can easily be shared on social media would benefit your organization by getting more free publicity out there.

4. Keep New Recruits Engaged

Sometimes volunteers will initially reach out, interact or even help out in some way. Engagement is important at this step because the more engagement they feel, the more likely they are to feel accepted and appreciated. This simple act of gratitude in the form of a text or email can help keep volunteers around for the long-term.

Using these tips can help you strategize when it comes to recruiting volunteers, as well as finding ones that engage with your organization. Following these tips and related ones will help keep volunteers driving to be recruited and helping out with efforts across the board.

Is it better to hire contract or full-time?

Is it better to hire contract or full-time?

In today’s world, there are many different hiring practices. There are full-time workers, part-time workers, contract workers who freelance, contract-to-hire and so on. With contract hiring websites such as Jobble and Upwork, some positions can easily be filled seasonally or only when necessary.

On the other hand, hiring a full-time worker could be more impactful in the long-term for a company. With someone who has the skillset and the longevity for a given role, they grow in value as the company retains them.

So which is better – a contracted worker or a full-time hire? Let’s find out.

When to go with a contracted hire

The pros to having a contracted hire is that they are a very flexible option for companies who want someone to fill a position. They help budgets, allow for trial, can be productive and can offer novel ideas. Whether you need a time-based or project-based hire, it makes for a very attractive option.

Giving a worker a project or two to work on rather than having a full-time employee busy some of the time is typically a cheaper option for companies with small budgets. Even when it comes to termination, typically that is done on the behalf of the staffing agency.

Hiring a contracted worker will allow you to get a good feel for a worker before committing full time. You want to make sure that a worker has both the skills and motivation needed for the job. With a trial, you’ll be able to gauge a sense of good-fit or not.

This hire also allows for new ideas. Say your employees are stuck in a groupthink situation where that fresh perspective has been lackluster. An outside hire can be really helpful in any situation to get some new ideas coming through the workflow funnel. Helping move projects and tasks that are in standstill is what makes companies succeed after all.

When to go with a full-time hire

On the other hand, some believe that contract roles are killing upward mobility and there should be a balance complete with full-time workers. Full time employees are a fixed-cost and are compensated in accordance with their skills and experience level.

Does upward mobility matter to the job candidate? Does it matter to the employer?

After a worker has had some experience in a position, they do also become sort of an asset of value to the company. With previous experience, knowledge and a know-how for processes, this can be of great value to a company’s core mission. If you have contract hires who are working a project, but miss out on key details because they’re unaware – there’s missed opportunities.

The Key details

There are a lot of factors at play when it comes to a company’s onboarding process. It seems that in the 21st century, many are looking to cut unnecessary costs wherever they can, which has led to more contract hires than ever before. With the internet as a tool, it is easier than ever to get some extra hands on a project. Full-time hires still obviously happen, and can prove to be very beneficial – to both the employer and employee.

So when it comes down to it, it is a matter of budget size and what you best believe fits your companies hiring needs. Do you need someone in and out, or do you need someone to stick around and embed themselves within your company’s mission?





Human Element of Recruiting Cannot Be Replaced by Artificial Intelligence

Human Element of Recruiting Cannot Be Replaced by Artificial Intelligence

Artificial Intelligence in Employment Trends and Recruiting Process

In theory, Artificial Intelligence (A.I.) gives companies the ability to pass human recruiting tasks on to automated tools. Not only does this delegate the prescreening process to a robot, it can also prevent would-be candidates from even becoming applicants. This would effectively reduce the need for “turndown” or rejection letters, at least within the initial phase of the recruiting process.

In an effort to decrease the high volume some recruiting teams deal with, A.I. tools handle prescreening questions, skills assessments, and even administer challenges or tests that a potential applicant would need to pass before being moved on to the next step in the process. The next step being the part where they deal with an actual human.

read more…

Is Your Online Employment Application Applicant Friendly?

Is Your Online Employment Application Applicant Friendly?

Digital tablet pc showing online job application form

You’re confident that you have a great company culture. Your current employees are happy and retention is at an all-time low. Why, then, are you struggling to get enough applicants to fill your open positions?

More than likely, the problem is with your online application process.

read more…

How to Improve Recruiting in Hospitality by Leveraging Technology

How to Improve Recruiting in Hospitality by Leveraging Technology