7 Steps to an Efficient Recruiting Process

Two women sitting in front of a computer

What makes an efficient recruiting process? Too many recruiting teams are stuck using methods and technologies that don’t support their growing needs. But contrary to a common misconception, teams often don’t need to overhaul their entire operations and tech stacks to make measurable differences.

All it takes is a drive to do better work faster and a few simple steps to build the efficient recruiting process that your team needs to be successful. 

Step One: Adopt a Growth Mindset

We talked recently about adopting a growth mindset when it comes to diversity recruiting, but the same theory applies to your existing recruiting processes. If you or your team find yourself saying, “But that’s how we’ve always done it…” then it’s time for you to get to work.

According to Dr. Carol Dweck, “people with growth mindsets believe that success is determined by effort.” With mindsets often arising from an organization’s culture and messages that leadership shares, leadership can emulate the growth mindset they want to see in their teams to make optimization and growth a standard practice rather than a stressful change.

Step Two: Audit Your Existing Process

You can’t grow if you don’t know where you are. Start by asking, “Why do we do things this way?” Be open to critique and foster a safe and inclusive environment where everyone feels open to delivering feedback in a kind and productive way. The key to a successful auditing process is honesty and transparency across the board!

Understanding the triumphs and pitfalls of your existing recruiting process or tech stack allows you to optimize the areas that must be optimized and continue efforts in the already successful ones.

While your team is incredible at communicating, you may find that they need help with using their internal data. Focus on bringing in the right tech to help and let them continue to excel at working with candidates.

Step Three: Build Structured and Repeatable Systems

Does your team have a structured and repeatable process for recruiting, or is it a guessing game every time they get a new requisition? Setting clear expectations of what needs to get done will help your recruiters manage their work more efficiently and provide candidates and applicants with the transparency they crave for a positive experience.

Repeatable processes can also minimize errors and make sure that everyone is treated fairly. While it may take some time to build suitable structures, the effort is worth it for higher efficiency, better transparency, and equal treatment.

Don’t forget: Get input from hiring managers! How often do they want to be communicated with? What should the interview process look like? Getting their input and guiding them with your team’s expertise brings collaboration and promotes the talent advisor role your recruiters deserve.

Step Four: Bring in Quality Automation Where You Can

You’re likely already using automation, but are you using it well?

The best foundation for automation is quality data. Make sure that your data is normalized and structured to use automation to the best of its ability. Automation and machine learning can be used in tons of places throughout your process, including sourcing and scoring.  

We explored how to use machine learning to read and then search through millions of data points in seconds.

Remember that you can also use automation in more unexpected ways like automated pipeline building and internal mobility. Don’t be afraid to try new things…that’s what the growth mindset is for!

Step Five: Track Metrics Regularly

Do your recruiters know what success looks like? Are they able to easily track their metrics and understand where they may need extra support? By prioritizing what metrics are most important to your team, recruiters can focus their efforts on those metrics.

If possible, have recruiters review each requisition to see where they succeeded, where they’d like to grow, and share what tools they may need.

Step Six: Communicate, Communicate, and…Did We Mention? Communicate!

Automation systems make sending updates to candidates a breeze so, if your team hasn’t already, enlist their help! But it’s not just candidates that should be communicated with for an efficient process. While candidate communication needs to be a vital part of any recruiting strategy, communication amongst the hiring team is also critical.

Regular updates build stronger relationships, aligns expectations, and increases engagement.

Work together with the hiring team to decide on the best communication plans. Then, stick to the plan. Reaching a compromise between everyone’s needs and abilities to build a strategy may take some back and forth, but the planning will save time in the long run.

Step Seven: Reassess and Grow

When you’ve found a recruiting workflow that helps your team hit their goals and get people hired, it’s natural to stick to it. And you should! But schedule regular times to check in on the process. Whether it’s once a quarter or once a year, keep an eye on what’s working and what’s not.

Remember that growth mindset you’ve built! Ask the tough questions and look at the results to find what’s working and what’s not. Working directly with your recruiting team to learn about the roadblocks they’re facing and where they’ve felt successful will also help to continue your team’s growth! 

Building an efficient recruiting process is more like running on a track than racing towards a finish line. With the role of near-constant optimization and growth, it can feel like you’re running in circles. As you get stronger and more efficient, each lap will get easier and easier. Before long, your team will become the successful industry leaders you know they are.

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What You Need To Be a Talent Advisor

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As a recruiter or recruiting leader, how can you do good work and progress in your professional development?

Making the shift to a talent advisor mindset requires not just the skills you’ve honed over your career. You need two tools that, when partnered with your experience, will make you indispensable.

What is a Talent Advisor?

While the term “talent advisor” has been around for a while, the massive shift in the world thanks to all that 2020 entailed has brought the need for this role into the spotlight. Recruiting Toolbox defines a Talent Advisor best.


“Talent Advisor (noun): A strategic recruiting professional who delivers value beyond filling jobs.  At their core, talent advisors are strategic influencers who see the company as their customer, the hiring manager as their partner, and speed, quality, and diversity as their measures of success.”

Recruiting Toolbox

Taking on the role of a Talent Advisor means doing more than filling pipelines. The word “strategic” in that definition is key. The goal of a Talent Advisor is to be a partner in the strategic decision-making in a team’s recruiting operations. 

Taking on this Talent Advisor role allows you to play a role in guiding the industry as a whole through strategic interactions with hiring managers and partners. So how do you make this transition happen?

What You Need To Be a Talent Advisor

You’ve likely got years of recruiting experience supporting you. You just need a bit more to make the transition to talent advisor – clean and structured data and talent intelligence.

The Power of Structured Data

We talked recently about the dangers of duplicate data, but let’s dive even deeper. While you move into an advisory role, you need accurate data to support any claims or initiatives you spearhead.

Let’s say you have a hiring manager who wants to hire 10 female forklift drivers in Omaha. By utilizing your structured candidate data, you see only 7 female forklift drivers with the required qualifications. With that data in mind, you can go back to the hiring manager with those numbers and some suggestions for how the requisition could be updated to reflect the availability of candidates. Maybe you can work together to adjust the must-have requirements, or you can expand your geographical area to increase the candidate pool. 

The right tools can also help you to contextualize your internal data to the industry as a whole.

Ultimately, caring for the data you and your team have worked exceptionally hard to collect allows you to leverage your skills alongside that data to support your transformation.

The Role of Talent Intelligence

Having the data on your talent is just the first step in this transition! You need to collate and contextualize that information, and that is where talent intelligence comes in. Talent intelligence gives you the power to take those numbers and contextualize them into strategies, goals, and processes. It makes that data actionable. 

Our recent whitepaper, From Liability to Asset: Optimize Your ATS and CRM for 2021, outlines how to optimize legacy recruiting software to bring talent intelligence to your hard-won data.

As we move into a world of internal mobility and reskilling talent intelligence’s importance will continue to grow.

With structured data, talent intelligence, and your recruiting skills, there is nothing that will stand in your way of becoming an exceptional Talent Advisor and changing the way recruiting is done for the better!

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The Danger in Duplicate Data

Data-driven recruiting strategies are more likely to reduce hiring costs and often result in better hiring decisions, but what happens if your talent acquisition data is less than optimal? Nearly 30% of company leaders say they aren’t sure how accurate their internal data is. Our internal research shows that duplicate data is a far bigger problem than teams think it is.

Why is Duplicate Data So Bad?

It’s simple: The more duplicate data your team is gathering, the more time and money that is being spent collecting unnecessary data. If you already have it, why are you going out to gather it?

While the logic is simple, how duplicate data happens is rife with legacy software problems and inefficiencies. 

How Does Duplicate Data Happen?

If I asked you how many candidate profiles are in your database, could you give me an exact number? While most teams can give a general idea, without accurate insight and analytics into your data, you probably can’t give that exact number. In fact, according to an HR.com survey, 24% of respondents stated that their ATS doesn’t have good reporting/analytics functionality.

The visibility of data is an integral part of data hygiene. To put it simply: If you don’t know what you have, you don’t know what you need. Searching an internal database like an ATS or CRM is more trouble for many teams than it’s worth. Some of our users have said that on top of not searching quickly, search results have also been inaccurate because their data is messy and incomplete.

Because of this lack of visibility, it’s completely natural that recruiting teams simply don’t turn to their internal data when a requisition comes in.

But here’s why that’s a problem…

HiringSolved’s internal data shows 40-60% of all who will apply already exist in your ATS before a job is posted. So when recruiters look externally first, they end up duplicate sourcing candidates losing time and money in the process. On top of that, 44% of recruiting teams use more than just an ATS, meaning that disjointed and siloed databases make searching internal data even more complicated.

We go over how an unstructured and messy ATS could be more of a liability than an asset even though it holds millions of dollars worth of recruiting effort in our report, From Liability to Asset: Optimize Your ATS and CRM for 2021.

The Role of Talent Acquisition Data Normalization and Re-Engagement

Data normalization may sound overwhelming, but the concept is actually pretty simple. Data normalization is when data within a database is restructured and cleaned up to be usable and efficient. Cleaning up duplicate talent acquisition data through normalization gives you a more accurate representation of what you’re working with internally and helps you make better hires faster.

How many times have you wondered what sort of data is in your system? Do you know how many candidates you have ready and waiting to be contacted? 

By normalizing and cleaning up your data, you can actually use it.

Upon seeing our Data Quality Report of their internal database before integration, we recently had a client who learned that over half of their candidates had no resume saved in their ATS. Our client’s initial reaction was to completely delete and purge them because they didn’t see any value in incomplete profiles. We had a different idea.

Our team suggested that they reach out to those candidates and request their resumes as a re-engagement campaign. Since then, our client has made quality hires directly from that campaign.

Re-engagement is often the unsung hero of recruiting. Your internal database is filled with people who have already expressed interest in your company. Still, all too often, that info is locked away and impossible actually to source from effectively. 

Bringing structure and visibility to your data allows you to make conscious and strategic decisions to better use it.

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Which Comes First: Diversity or Inclusion?

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When companies begin to implement diversity initiatives, they often ask whether they should focus on diversity or inclusion.

While it may seem like a natural progression to move from one to the other, the more lasting way to success is a little different.

Where We’re At

In our report, The Current State of Diversity Recruiting, we surveyed team members from 150 organizations. Our goal was to learn more about where their organization landed on our diversity recruiting maturity model.

While we didn’t expect everyone to be a leader in the space, it was surprising to see the reality.

Click to download The Current State of Diversity Recruiting!

When prompted with, “Our senior executives understand the strategic importance of recruiting and building a diverse workforce.” Only 23% of respondents shared that their executives had a strong understanding.

When stating, “Our onboarding program is designed to make all diverse new employees feel valued, welcomed, and included.” Only 40% said that their onboarding program did a little bit to welcome diverse employees. Nearly 28% of respondents said, no, their onboarding program was not inclusively designed.

The takeaway: While many companies and teams have realized that diversity is a critical tenet of their success, too few have taken the needed steps to make it a reality.

Which Comes First: Diversity or Inclusion?

First, we need to define diversity and inclusion. Diversity, inclusion, equity, belonging, and more aren’t just buzzwords. They each have a set of definitions as well as a set of theories behind them. We’ve shared the full definitions previously on the blog here, but let’s review.

Diversity is the practice or quality of including or involving people from various social and ethnic backgrounds and of different genders, sexual orientations, etc.

Inclusion is the act of being included within a group or structure. 

So which comes first…?

Well…neither. We often make the mistake of thinking about diversity and inclusion efforts as a checklist; first, we do this, then we’ll do this, then we’ll do this, etc. “Diversity” or “inclusion” is not something that you finish. It’s an ongoing process and journey that requires effort, strategy, and intentional effort.

Quote image that reads, "Diversity and Inclusion is an ongoing process and journey that requires effort, strategy, and intentional effort."

In reality, the entire process is based on a mindset of interconnectivity. Khalil Smith, the Vice President of Consulting at the NeuroLeadership Institute, shared in a 2020 Forbes article, “You should start with mindset;…Part of why growth mindset is so important as the first building block of a diversity and inclusion strategy can be boiled down to the axiom “You can’t teach an old dog new tricks.” What it means in the D&I space is that you are who you are, and nothing is going to change that. That sentiment is poison to diversity and inclusion efforts.” (Source)

We have to believe that we can change, grow, and transform our cultures to be better. Smith goes on to suggest that once you have perfected your mindset, you can more comfortably turn your attention to inclusion “Because diversity without inclusion is a revolving door of talent.  Great people come, they get ignored, become disenfranchised, and they leave.”

The Power of Interconnectivity

While it’s always possible to prioritize one initiative, it’s important to remember that successful diversity and inclusion efforts focus on growth and connection.

Each initiative affects the others. Diversity provides the ability to build inclusive cultures. Inclusive cultures grow belonging, which leads to welcoming diverse applicants and candidates. Those involved need to understand how their actions contribute to diversity, inclusion/belonging, equity, and more.

How are you building a fully-fledged and connected workplace?
How does recruiting fit into that process?

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Managing Recruiter Stress and Burnout

We may be halfway through 2021, but that doesn’t mean that 2020 stress is gone. Despite the light at the end of the tunnel, we’re still dealing with the effects of the ongoing pandemic and the dramatic recruiting and economic changes it sparked.

Recruiters have been facing everything from total hiring freezes and job insecurity to being overwhelmed with positions to fill (we see you, healthcare recruiters). In the last year, 61% of recruiters reported an increase in stress, with 19% reporting a drastic increase. On top of handling work stress, everyone is dealing with personal stressors, like child and family care, and you know, trying to take care of your mental health during one of the most stressful times in recent history.


We wanted to carve out some space to share how you can care for yourself and your mental health this Mental Health Awareness Month.

Notice Your Triggers and Stressors

For some people, any meeting at 9 AM is enough to start their day with anxiety and stress. For others, having to use a particular meeting software throws their entire mood into flux. Take note of the stressors that seem to have the highest impact on you. You can’t always avoid them, but by being aware, you can create a plan to deal with them.

Check In With Yourself Often

How often do you take a minute to check in on how you’re feeling? If you can, schedule just 5 minutes a day to register how you’re feeling. If you have a few extra minutes, question how you can continue your good feelings. And ask yourself how you can combat the negative ones. 

Tackle Perfectionism Head On

Recruiters are notorious for striving for perfection. You want to find the perfect candidate at the perfect time and build the perfect teams while keeping your hiring managers happy. It’s a lot of work.

While perfectionism can cause tons of stress, that doesn’t mean you should immediately let go of those perfectionist standards. Instead, try to focus on the impact of your work and recognize the point of diminishing returns in your efforts. Ask yourself, “If I work on this for three more hours will it get better or will it just be me spending three more hours working on it?” 

Talk (Or Write) It Out

Being involved with recruiting communities or groups could help you bring down stress levels. Or pick up a pen and write out what you’re feeling. Taking a moment to write things out could help change your perspective.

If you’re a recruiting leader or in executive management…this next one is for you:

Support Your Recruiters and Invest in Caring for Them

Are you giving your recruiting team the time they need to take breaks? Are you providing enough support by way of more staff, better tools, or adjusted productivity expectations to account for the mental strain people are facing? How are you checking in with your employees to ensure they’re feeling supported?

It never hurts to ask what you can do better to help your team better manage work stress! Make sure that as a leader you’re giving your team space, time, and tools they need to care for themselves. Free yoga and meditation classes can be great, but many teams need support in the form of resources that help them complete their tasks effectively, not just being able to breathe through the stress.


As we move forward in Mental Health Awareness Month we hope that you’ll take a little bit of extra time to take care of yourself. 2020 may have taught us just how much the world can throw at us, but now it’s time for us to learn how we can take care of ourselves and our communities no matter what comes our way.

If you feel like you’re already burned out, you’re not alone. We put together some suggestions of how to handle it here.
If you need professional support, you can find resources from the National Alliance on Mental Illness here.

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Recruiting Automation Myths and the Truth Behind Them

Recruiting automation and artificial intelligence are becoming more and more commonplace in the industry. Unfortunately, it seems that as the prevalence grows, so do the myths.

Let’s tackle some of the myths that we see all the time and uncover the truth behind them.

Myth #1: Recruiting automation will ultimately replace recruiters.

This is the number one recruiting automation myth that we hear. Recruiting automation simply cannot mimic the efficacy of human relationships no matter how smart it gets. So the idea of automation or artificial intelligence entirely replacing recruiters is nowhere near our reality. In reality, recruiting automation is at its best when it supports recruiters and augments their abilities.

Automation, machine learning, and AI can replace the more administrative tasks that recruiters are overwhelmed with. Resume reviewing, applicant rating, and interview scheduling are great places to add technology! 

Myth #2: AI, machine learning, and automation are all the same thing.

While artificial intelligence, machine learning, and automation are often used interchangeably, they actually play very different roles in your work process. We go over the full details and the definitions in this blog post.

It’s highly likely that you’re actually already using automation in the automatic email confirmations that get sent to job applicants. If you’re using a resume reviewing tool, you’re also using machine learning.

As with all tools, it’s essential to understand the pain points you’re solving for to find the right solution.

Myth #3: Automation can handle the entire recruiting process.

Have you ever been on the phone with a Customer Support line where you just get stuck in an endless cycle of trying to get a person on the phone? It’s the “too much of a good thing” problem. AI, automation, and machine learning are an incredible addition to your workflow. That doesn’t mean you should completely hand over the reins!

Replacing the entire recruitment process with some sort of AI technology removes the human-to-human connection that recruiters and jobseekers need to be successful. In addition, quality AI technology needs a human hand to guide it.

Myth #4: Only big companies have any use for recruiting automation.

While technology is certainly invaluable to big companies dealing with millions of candidate data points, it’s beneficial for smaller teams, too. Automation, machine learning, and AI have a place in every recruiting process…not just at major companies.

With 82% of employees reporting a decrease in team size but no reduction in workload, even the smallest teams need support to handle all of their tasks. Adding the right AI technology to your existing team can help them do more with less. On top of that, you can expect to see less stress and a lower chance of burnout!

Myth #5: Automation can’t handle or has no place in supporting a human process like recruitment.

Automation, when used effectively, will actually bring your recruiting process from good to great. Changing any work process can be challenging and stressful. Adding AI or automation to a traditionally manual process can be even more difficult. While every team’s needs are different, the crux of the tech adoption problem is often a lack of trust between the tool and the user.

In How to Build Trust in Recruiting Automation we go over the 6 steps you need to take to make automation the right solution.

Call to action to download How to Build Trust in Recruiting Automation

Bringing recruiting automation to your workday isn’t always going to be black and white. There will be areas where it’s a perfect solution and places where it’s better for a team member to keep their hands involved. But more often than not, a partnership between the skills and intelligence of your team and the efficiency and speed of automation will make your company unstoppable.

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How To Maximize the ROI of Your Human Capital Management

Is your human capital management system and strategy doing its best work?

While we’re still reeling from the effects of 2020, it’s time to focus on what we can do better. As time moves forward, changes will continue to happen. Having the right plans, goals, and tools in place will help your team remain a leader.

The Current State of Human Capital Management

First things first, what is human capital management or HCM? From the team over at G2, “Human capital management (HCM) consists of the practices that go into human resource management that are centered around the employee. Businesses use these practices to attract top candidates and develop employees to their fullest potential so the organization can achieve success.”

2020 brought plenty of challenges, and the world of human capital management certainly wasn’t immune. Smarp dug into some of the ways that the pandemic in particular altered the role of HCM. We also gathered some of the changes that we saw with our customers and the recruiting industry at large.

Hiring Changes: Layoffs, Freezes, Booms, and More!

The US hit one of the highest unemployment rates in recent history alongside massive hiring booms in industries like shipping and healthcare. 

Remote Work Became the Norm

While many companies were already making the slow shift to remote-friendly work environments, 2020 certainly pushed those timelines up. Remote work allows for more flexibility in work schedules (a #1 request for many employees). It can also bring up its own set of needs, like building a fool-proof communication strategy.

Transparency and Employee Expectations 

In a year of massive social change throughout the country, employees are beginning to expect more transparency. A survey from Smarp found that “50% of employees say that a lack of transparency holds their company back.”

Welcoming Diversity and Investing In Inclusion

Diversity amongst teams improves creativity, reduces the risk of mistakes, and even increases revenue. Diversity recruiting is now one of the leading needs for companies. More and more teams make inclusion a priority because you can’t embrace diverse team members without embracing inclusion.

How To Get the Most Out of Your Existing Human Capital Management

Be Open to Critique, Changes, and Conversations

Flexibility isn’t just a bonus of remote work. It’s the way to ensure your team’s success. To ensure that your HCM system is always at its best, you need to be ready to make consistent changes and optimizations. There’s no need to overthrow the system every fiscal year, but keeping an eye on trends and industry changes will help you get the most out of your plans.

Embrace Transparency From Leadership Down

When you’re trying to get better, you need to be willing to face anything that comes your way. Our President, Neil Bryson, recently took to LinkedIn to share how he led HiringSolved through 2020 and the role that transparency played in us getting through. As he said, “By being straightforward and honest with them, it was my goal to ensure they would do the same for me.”

Invest In the Right Tools

To get the most out of your systems, you need to have the right tools. Use that transparency and your openness to change to audit what your strategy needs.

Let’s say you have a million candidates in your ATS, but you can’t search it. You need a way to search that ATS.


HiringSolved can provide you with the technology and support you need to increase the ROI of your human capital management.


Tie the Candidate Experience to the Employee Experience

The critical thing to remember about HCM is that it shows how important it is to focus on employees as a whole. By partnering your candidate experience with your employee experience, you’re better able to build trust in the people you work with. Remember that your employees are the biggest expense your company faces: invest in their potential and you’re investing in your company’s success!

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What Is Sourcing and Why Does It Matter?

Talent Acquisition is a big industry. You’ve got your recruiters, your sourcers, your CHROs, your directors, staffing specialists, recruitment marketing team, advisors, consultants…we could go on and on. For many TA professionals, your job requires taking on multiple responsibilities. Although, some teams choose to keep things a little more separate. Let’s take a look at what sourcing is and how it can be valuable for your team to focus on sourcing and recruiting as two distinct roles.

What Is Sourcing?

Officially, sourcing is “the proactive searching for qualified job candidates for current or planned open positions” (Source). Sourcing is responsible for identifying active or passive candidates that would be a good fit for a particular role. Sometimes sourcing involves being the first line of candidate outreach for a position and nurturing those individuals into applicants. Still, some teams prefer to keep that task to the recruiters rather than the sourcers.

Many companies also combine sourcer and recruiter roles into a single position, so while it can be a separate function in and of itself, not all teams work that way.

Newton Talent shared the relationship between sourcing and recruiting well, “Neither sourcer nor recruiter is considered primary nor secondary. Instead, like the structure of a DNA molecule, both teams are intertwined yet play unique roles.

Why Does Sourcing Matter?

The fact of the matter is that people can’t be an expert in every field. While everyone wants to learn and grow, there has been a push to limit a job’s responsibilities to ensure that you have experts on your team handling what they’re best at. Focusing on quality sourcing ensures that your team’s talent acquisition process gets off on the right track.

So why does sourcing matter?

It allows experts to do what they’re best at

Not all recruiters are sourcers, and not all sourcers are recruiters. While there are people who have lots of experience with both skillsets, allowing your team to focus on a particular aspect will enable them to be more strategic in their work.

Sourcing is one more place you can build a relationship

Skilled sourcers are exceptional at building up a network of qualified and talented people. We all know that talent acquisition is about relationship building and having a dedicated sourcing effort gives you yet another space to provide a positive candidate experience.

Teamwork makes the dream work!

Sure, it’s cheesy, but it’s true. Having dedicated sourcing and recruiting staff brings collaboration to the next level leading to a more engaged team and a more strategic effort.

By letting sourcers work their magic, your recruiting team can expect an always-ready pipeline of talent. Then recruiters can focus on building those relationships. Allowing sourcers to focus on finding and qualifying talent means that recruiters can use their time more strategically. There’s no more time needed to get on an exploratory call with a candidate to determine if they’re qualified. The sourcing team has already done that work!


To support the talent acquisition process effectively, sourcers need the right tools to get their work done. They need to be able to search their internal candidate data. HiringSolved can help with that.


Sourcing with attention, focus, care, and expertise is the foundation for a successful talent acquisition process. With the right sourcing strategy and skill on your team, there are no limits to the incredible work that you can do.

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Find Candidate Matches Quickly with Transparent Scoring

Matching the right candidate to the best position is the key to building a productive and successful workforce. Unfortunately, making those matches is anything but easy. It can take recruiters years to hone the skills they need to quickly and accurately match candidates and open positions. Unfortunately, many teams don’t have those years, and they need results now. That’s where Transparent Scoring and automated candidate matching comes in.

The Current Matching Process

Currently, the candidate matching process relies nearly entirely on manual effort. Applicants have to apply for the correct position for them. Recruiters need to coordinate those applicants to the actual correct position (whether it’s what they applied for or not) and then work together with hiring managers and teams to qualify candidates effectively. 

Let’s say you’re a recruiter, and you are working on 30 active requisitions. With the recent changes in the job market, you’re fielding 350 applicants per position. It takes you roughly 2 minutes per applicant to decide if they’re the right fit for a position. You would spend 350 hours reviewing every single applicant. With the right tools, you can manage this same workload in just 2 minutes.

That doesn’t account for fielding calls from hiring managers or sourcing from internal candidate data. What happens if none of the applicants qualify? You’ll end up back at square one! 

It’s a long process that can build incredible teams, but many recruiting teams simply don’t have the hours in the day to do it all themselves.


Effectively using intelligent recruiting automation is key to saving time and staying on budget. Reviewing resumes is a critical part of the recruiting process, but the more time teams spend looking at PDFs, the less time they can focus on building relationships and proactively growing.

Download our free report, “How to Read Every Resume Better Without Working Late,” now to learn more!

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Transparent Scoring and How It Works

HiringSolved’s Transparent Scoring is, quite simply, an instantaneous and automatic candidate scoring process that compares an applicant’s experience to the needs of any job to find candidate matches quickly. It does what a recruiter does with years of experience and training automatically with a minimal learning curve.

Image of Transparent Scoring dashboard in HiringSolved

Through every step of the process, the user (recruiter) remains in control. When the user inputs the must-have and nice-to-have requirements, the system will score applicants per those needs. If the needs change, the user can update them at any time, and HiringSolved will immediately rescore and deliver the most qualified applicants.

As the user interacts with HiringSolved, the intelligent automation learns. By taking an active role in using HiringSolved, the system becomes even better, and the benefits continue to grow.

When fully implemented, HiringSolved can save users at least 25% of their week with automated searching and matching capabilities. Alongside the time savings, recruiting teams can feel certain that the sourcing quality is second-to-none with a 96% search accuracy rate. By using recruiting automation to augment your exceptional recruiting team, you can find candidate matches quickly.

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How to Support Disabled and Neurodiverse Candidates

Image of crowd of people crossing a street with a crosswalk painted on the ground

Is your team supporting disabled and neurodiverse candidates in your hiring process? If you have diversity recruiting goals, but that diversity ends at gender, you need to do more. Here’s how.

A Reminder about Diversity

There is no end to the diversity that can be welcomed in the workplace: gender, education, race, class, neurodiversity, and more. Diversity means, quite literally, “the practice or quality of including or involving people from a range of different social and ethnic backgrounds and of different genders, sexual orientations, etc.” (Oxford Languages). That means diversity exists across all backgrounds: race, gender, sexual orientation, neurocognitive function, and physical, emotional, or mental abilities. Unfortunately, even in conversations about diversity, disabilities and neurodiversity at work are too often overlooked. 

What is Neurodiversity?

Neurodiversity is an umbrella term that, according to the Autism Self Advocacy Network, “encompasses neurocognitive differences such as autism, ADHD, dyslexia, Tourette’s syndrome, anxiety…as well as ‘normal’ neurocognitive functioning, or neurotypicality. Neurodivergent individuals are those whose brain functions differ from those who are neurologically typical, or neurotypical.” (Source)

Recent years have brought an influx of attention to supporting individuals’ needs to succeed at work, including the need for more representation and support for neurodiverse individuals.

What is a Disability?

The American federal government defines a person with a disability “as someone who (1) has a physical or mental impairment that substantially limits one or more “major life activities,” (2) has a record of such an impairment, or (3) is regarded as having such an impairment.” The CDC defines it a little differently, “A disability is any condition of the body or mind (impairment) that makes it more difficult for the person with the condition to do certain activities (activity limitation) and interact with the world around them (participation restrictions).”

Neurodiversity and Disabilities at Work

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Neurodiversity is about representing any number of neurocognitive differences:

  • Anxiety affects 40 million American adults every year. 
  • OCD affects 2.2 million adults in America. (Source)
  • The CDC estimates that over 5 million American adults have Autism.
  • Over 43 million American adults have dyslexia, which is the most common reason for reading and spelling difficulties.

Despite the prevalence of some of these common neurocognitive differences. “…only 58 percent of young autistic people have work experience after high school and into their early 20s, and adults with intellectual and developmental disabilities have an abysmal 85 percent unemployment rate, according to a 2018 Autism Society briefing.” (Source)

According to a 2019 HBR article, while 30% of the professional workforce fits the definition of having a disability, only 39% disclose that information to their manager. “Even fewer have disclosed to their teams (24%) and HR (21%). Almost none (4%) have revealed their disability to clients.”

The Barriers to Success

Many workplaces inadvertently put up barriers to the success of neurodiverse people and those with disabilities. Throughout all of these suggestions, you need to remember to provide accessible information. Do you have alt text on images to support screen-reading programs? Is your website accessible? Are your videos captioned? If you’re working towards diversity, accessibility should be a top priority.

The “Must-Have”s for a Role

Why are the job’s needs what they are? There are always entirely reasonable needs for a role, i.e., any needed education or certifications. Still, some don’t seem to click, i.e., years of experience for an entry-level position.

When a job description and posting are built, be rigorous with questions about necessary qualifications. Making requirements too lengthy could be prohibitive to neurodiverse and disabled candidates and women who only apply to roles when they meet 100% of the requirements

Qualifying and Interviewing Candidates

How are you interviewing and judging candidates and applicants? Autistic people may miss Nonverbal cues (like eye contact, a firm handshake, or an open disposition). Disqualifying candidates based on minor reading comprehension errors could inadvertently harm people with dyslexia. Discarding job jumping could be a sign of toxic work environments, not an unloyal employee.

Make sure your qualification and interview process is welcome to people of all abilities. To support disabilities and neurodiversity at work, you have to accommodate everyone’s needs.

Working Conditions

Stop expecting productive employees to work 12 hours at a time in the offices that you’ve built! For some people, that’s not a problem at all, but to support disabilities and neurodiversity at work, you must be willing to accommodate and respect individual needs. Providing flexible working conditions (adjusting hours as needed, letting people work from home even after the pandemic, and giving plenty of time off) can open your workplace to the diversity you need to be successful.

Embracing Disabled and Neurodiverse Candidates

Bring Inclusivity to The Hiring Process

Work with the hiring team to make sure that your process is inclusive, welcoming, and accessible. Limit must-have requirements to only things that are a must-have. Create an inclusive and unified candidate judging process so that the same standards apply to every hiring team member.

Create Awareness and Tackle Misconceptions Openly

You’re already taking the first step to learning by reading this blog post! Remember that learning about and prioritizing diversity at work doesn’t end. It is a lifelong journey that requires effort to make the workplace a safer and more inclusive space for all people. 

The first step in that journey is understanding where you and your team stand. Our report, The Current State of Diversity Recruiting, compiles survey answers from over 150 organizations about their current diversity recruiting goals and efforts. Download the report to see where your team stands.

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When it comes to disabilities and neurodiversity at work, there are plenty of misconceptions out there. It’s your job as a hiring team to tackle those misconceptions openly. If you make a mistake, own up to it and decide how you will do better to avoid future errors.

Build Accommodations for Success

It doesn’t always have to take a major overhaul to your workplace to accommodate every employee. If the pandemic has taught us anything, we are all fully capable of adjusting as needed to keep everyone safe.

Work with your company and your hiring teams to decide what accommodations you can provide to support your employees. Make it clear in your recruiting process that your team is welcome and open to building a successful and accessible workplace for all. 


In the end, diversity goals and efforts need to focus on not just gender and race but abilities and neurodiversity, as well. By supporting disabled and neurodiverse candidates, your company will become a leader in employing successful and inclusive teams.

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