Should You Switch Your ATS?

When your team is running into issues with your technology, you might begin seriously looking at switching your ATS platform. There is absolutely nothing wrong with bringing in new tools if yours aren't serving you, but when making a decision like changing an ATS or CRM you need to look at it from all angles. The Needs of Your Team Whenever you're looking for new tools and solutions for your...

Are You Using Your ATS Properly?

We've been talking recently about expectations and your ATS. In fact, we created this blog post and this one to talk about exactly that! But we're not done talking about it. How does your team use your ATS? How does your team respond when you ask them to work within the ATS? We have to be blunt here: If you are expecting your ATS to do anything other than hold...

Are We Paying for That Candidate Again?

Earlier this week we talked about the power of internal data. Something we wanted to go into further is the time and the recruiting cost savings that can come from effectively utilizing your internal data. Building up an internal database of candidates takes hours upon hours of effort and a fairly healthy amount of dollars. Let’s look at the steps that it takes to manage just one requisition. Kickoff Time...

The Power of Internal Data

Recruiting teams spend years compiling internal data to pull from when a requisition comes in. But when that data is locked in the black box of an ATS it often goes to waste. It's time to change that. It's time to utilize those hard-won candidates. We often hear, "We just don't have the people we're looking for in our databases." Are you able to search through your entire database to...

What If a Single Recruiter Could Do Everything?

How is the recruiting efficiency in your team? For a lot of companies, recruiters handle nearly every part of the hiring process. From communicating with the hiring manager to sourcing a candidate to outreach to nurturing candidates...it all lands on the recruiter's shoulders. While this isn't inherently a bad thing, it can pose problems. As we talked about in a recent blog post, How Much a Recruiter Can Do Versus...

How Much a Recruiter Can Do Versus How Much They Should

Are you optimizing your recruiting efficiency? Recruiters and sourcers are some of the most passionate employees out there. They will move heaven and earth to get their candidates hired. Their dedication to their jobs is second to none. Unfortunately, this passion often translates to recruiting teams working exceptionally long hours and diminishing returns on quality of work, not to mention the overwhelming risk of burnout. Even though recruiters have proven...

Managing Your Team’s Expectations of an ATS

Photo by Christina @ wocintechchat.com on Unsplash We shared a post on the blog earlier this week talking about the expectations that we put on our ATS/CRM systems and how they affect the ROI of your tech stack. We also know that as a team leader you're the one fielding these concerns about your ATS, so how do you tackle your team's concerns? We've spent years collecting tons of candidate data but we...

Stop Waiting for Your Cat to Bark

The ATS is designed to do one thing: hold and track your applicants. As we mentioned in a past blog post: The problem arises when users want to extract and search that data. That’s just not what ATSs are built for. After endless hours of searching, you end up with a shortlist that doesn’t unlock the full potential of your data and your team is too exhausted to provide a...

Paving the Path to the Future of Work

Where Can Paths Take You? Why we created Paths HiringSolved started because I was forced to do contingency recruiting. I was an unemployed engineer and my recruiter-friend talked me into it. I thought: “I’m an engineer, I'll be recruiting other engineers” --it sounded like easy money! Boy was I wrong! We started out on contingency reqs to hire brilliant engineers for Google and Apple and I was shocked at how...

What If Recruiters Became Talent Advisors?

Recruiters are at the front lines of hiring. They see it all; the good, the bad, and the just plain unnecessary. They are getting handed requisitions from hiring managers with outlandish requirements that leave them struggling to fill a pipeline. Then the only feedback they’re hearing is, “I just want to talk to one more candidate.” Recruiters need to know the flaws of a requisition quickly if they're unreasonable. They...

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