24 Email Templates for Recruiters

These 24 email templates will help recruiters save time and provide excellent candidate experience!

Recruiting-Emails-The-Ultimate-List-of-Email-Templates-for-Recruiters

Ensure great candidate experience with recruiting emails

What do candidates want?
According to research, they want more communication.

When asked what could make the most positive impact on their candidate experience, 60% of candidates said that “Better Communication throughout and after the application processwould make the most positive impact.

Ensuring timely communication with each and every one of your candidates is necessary if you want to keep a positive image of your Employer Brand and persuade your potential candidates to join your talent pool.

Remember, a candidate that you don’t end up hiring for a certain job opening could make a great candidate for some other of your current or future job openings.

Email templates for recruiters

To make it easy for you to establish excellent candidate relationship management (CRM), we gathered 24 email templates that cover main stages of the recruiting process:
Sourcing, Referrals, Interviewing, Job offers, Rejecting candidates and Talent Networking.

Here are 24 email templates every successful recruiter uses daily:

1. Email templates to active job seekers

2. Email templates to passive job seekers

3. Job interviews email templates

4. Job offer email templates

6. Referrals email templates

5. Email templates for rejecting candidates

Email automation tools for recruiters

Modern recruiters use Applicant Tracking System (ATS) to automate their e-mail communication with candidates.

Using an ATS will help you improve candidate experience because you will be able to send personalized emails to each and every one of your candidates with just a few clicks!

[INFOGRAPHIC] 6 Types of Recruitment Metrics You Should Know About

This infographic presents 6 main types of recruitment metrics every HR professional should track and measure.

Recruitment-Metrics-You-Should-Be-Tracking-An-Extensive-List

The importance of recruitment metrics

Tracking recruiting metrics is the key to HR analytics and data-driven recruiting.

In today’s data-driven culture, most successful recruiters are those who make decisions based on data acquired through HR technology such as Applicants Tracking Systems and Recruitment Marketing Platforms.

According to LinkedIn research, HR teams who track and measure recruiting metrics are 2 times more likely to find talent faster and more efficiently.

This is why HR professionals use hiring metrics – to make better and more informed decisions and find and hire the ideal job candidate easier and faster.

Types of recruitment metrics

Here is the list of 6 main recruitment metrics types:

  1. Recruitment Marketing metrics
  2. Hiring Velocity metrics
  3. Hiring Expenses metrics
  4. Hiring Quality metrics
  5. Hiring Source metrics
  6. Referral metrics

Recruiting-metrics-infographic-1

1. Recruitment Marketing metrics

➡️ Definition

Recruitment Marketing metrics is a group of recruitment metrics that measure the results and effectiveness of your Recruitment Marketing strategy.

2. Hiring Velocity metrics

➡️ Definition

Hiring Velocity metrics is a group of recruitment metrics that measure the speed and duration of your hiring process.

3. Hiring Expenses metrics

➡️ Definition

Hiring Expenses metrics is a group of recruitment metrics that measure the cost of your hiring process.

4. Hiring Quality

➡️ Definition

Hiring Quality metrics is a group of recruitment metrics that measure the quality of the candidates you hire.

5. Hiring Source metrics

➡️ Definition

Hiring Source metrics is a group of recruitment metrics that measure where your candidates come from.

6. Referral metrics

➡️ Definition

Referral metrics is a group of recruitment metrics that measure the results and effectiveness of your employee referral programs.

What is an Applicant Tracking System (ATS) and why do you need it?

What is an Applicant Tracking System (ATS) and why do you need it?

What-is-an-ATS-Applicant-tracking-system

An Applicant Tracking System (ATS) is a software created to automate, fasten and improve your hiring process. In this blog we will explain how using an ATS can help you overcome your most pressing recruiting challenges and help you achieve your hiring goals.

What is Applicant Tracking System (ATS)?

An Applicant Tracking System (ATS) is an HR software designed to simplify and fasten your entire recruiting process.

The need for speed is one the biggest pain points for modern recruiting professionals.

This is not surprising considering that the average hiring process lasts for 2 to 3 months, while the top candidates stay on the job market for 10 days only.

HR-statistic-hire-faster

Applicant tracking system offers a wide range of solutions for other hiring challenges too, such as finding candidates and processing their applications.

What are the benefits of using an Applicant Tracking System (ATS)?

The vast benefits of using an Applicant Tracking System (ATS) are best demonstrated by its ability to improve three most important hiring metrics. ATS is proved to improve the time, cost and quality of hire.

According to research, 86% of recruiting professionals stated that using an ATS has helped them hire faster, and 78% of them confirmed that using an ATS has improved the quality of candidates they hire.

Benefits-oF-using-an-applicant-tracking-system-ATS

Applicant Tracking System (ATS) features

ATS can help you overcome your most pressing recruiting challenges and help you achieve your hiring goals by offering following features:

Sourcing features

ATS can help you find candidates with advanced web sourcing, employee referral programs and social recruiting.

Career site

With ATS you can create a beautiful, branded career site in just a few minutes, with no coding knowledge needed!

Job boards

Using an ATS will save your time by offering the possibility of posting your job ads on multiple job boards with just one click.

Candidate database

The main function of ATS is to provide a central location and an easily searchable database of all your candidates.

Candidates’ profiles

An ATS automatically stores all of the applicant’s documents and creates rich, searchable candidates’ profiles.

Resume parsing and screening

One of the most useful ATS features is the automatization of time consuming resume parsing and screening activities.

Interview scheduling

With modern ATS send automated emails with interview appointment that automatically sync with your work calendar.

Candidate testing

An ATS offers customizable scorecards you can use to evaluate your candidates.

Automated email responses

ATS offers a variety of customizable email templates, which can be personalized and send in bulks with just a few clicks.

Powerful analytics

ATS automatically tracks and measures your most important hiring metrics.

Recruitment reports

With ATS you can easily create, export and share beautiful reports with most important hiring metrics.

Team collaboration

ATS makes it easy to share info about candidates with team members who need them.

Need an Applicant Tracking System?

Check out TalentLyft, our all-in-one recruiting solution that helps recruiters find, attract, select and hire best talent out there!

A Proven 4-step Strategy for Finding Your Perfect Applicant Tracking System (ATS)

A Proven 4-step Strategy for Finding Your Perfect Applicant Tracking System (ATS)

Did you know that there is a proven 4-step strategy successful HR professionals use for finding their perfect Applicant Tracking System (ATS)? Following this strategy will help you save time and make sure that you don’t miss any of the key ATS requirements.

Proven-4-step-Strategy-for-Finding-Your-Perfect-Applicant-Tracking-System

Why is an Applicant Tracking System (ATS) a must-have tool for all successful HR professionals?

Applicant Tracking System (ATS) is an HR software designed to simplify and fasten the entire recruiting process.

Successful recruiters use ATS because it provides a wide range of solutions for different hiring challenges. ATS can help you find candidates, manage and process received applications and select the best candidates.

Vast benefits of using an ATS are best demonstrated by its ability to improve 3 most important hiring metrics: time-to-hire, quality-of-hire and cost-to-hire.

According to research:

  • 86% of recruiting professionals say that using an ATS has helped them hire faster
  • 78% say that using an ATS has improved the quality of candidates they hire

Proven-4-step-Strategy-for-Finding-Your-Perfect-Applicant-Tracking-System(2)

How to find your perfect Applicant Tracking System (ATS)?

Considering that there are many different ATS in the market with various features and price, choosing the ATS that perfectly matches your needs and fits your budget is not an easy task.

There are many important factors which you should keep in mind when choosing an ATS.

Our structured 4-step strategy for finding your perfect ATS will make sure that you don’t miss any of the ATS key requirements. Following these 4 steps will also help you recognize your perfect choice in the shortest amount of time.

A Proven 4-step Strategy for Finding Your Perfect Applicant Tracking System (ATS)

4-step-strategy-Applicant-Tracking-System-ATS

Step #1: Identify your recruiting challenges

In order to find your perfect ATS, you should first identify your recruiting goals and challenges.

Created a detailed list of your most pressing recruiting pain points.

Step #2: Research ATS providers

The next step is to research different ATS providers and their products. Browse their websites and find 3 to 5 ATS providers that seem like they might be a good fit.

Step #3: Demo your top ATS picks

Get a demo of your chosen 3-5 ATS providers to see how exactly a specific ATS works, what features does it offer and how it can help you deal with your most pressing recruiting challenges.

Step #4: Get a free trial

Most ATS providers offer a possibility of a free trial. Utilize this opportunity to test and compare the ease of use of your top 2 ATS picks.

To help you go through all of these steps as smoothly and quickly as possible, we create a comprehensive PDF guide for finding your perfect ATS.

This guide contains a detailed explanation of these 4 steps, coupled with all the relevant checklists.

Conclusion

ATS is a very effective hiring solution that all the most successful recruiters utilize.

This tool is very important because, without it, there is a good chance that your process of moving applicants through different hiring stages will look like a mess, or at least will have a lot of room for improvement and optimization.

In order to find your perfect ATS, you should follow a proven 4 step strategy:

  • First, you should define your recruiting goals and challenges.
  • Second, you should conduct an online search of ATS providers and look for those who promise to solve your problems.
  • Third, you should schedule a demo with a few ATS provider to see their product in action.
  • Finally, you should take advantage of a free trial to test and compare your top 2 ATS picks.

Why HR Must Take Ownership Of Data To Survive

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The jobs market remains buoyant, emphasising the need to increase efficiency in hiring processes and improve retention levels but without taking responsibility for its data, achieving these goals will remain elusive and threaten HR’s survival.

The Recruitment and Employment Confederation’s (REC) Report on Jobs last month revealed that permanent placements rose at their highest rate in over two years in July while the availability of temporary and permanent candidates dropped again. An increase was also reported in salaries for all new hires.  

This news comes as the CIPD reports that analytics and AI were named as two of the top three most disruptive issues facing HR during a panel debate at the University of Bath. The contingent workforce was the third. ‘Ownership of data’ was highlighted as a specific issue as the nature of the jobs market and the working environment are both relentlessly disrupted by technology. CIPD Chief Executive Peter Cheese also observed a ‘complacency’ surrounding technology.

Taking ownership of data

Without taking ownership of data it is impossible to understand what is happening in your hiring process or improve falling retention levels among new hires. This is a particular problem in the UK as nearly half of all employers are failing to address the impact automation and AI will have on their business.

In order to avoid a complacent attitude towards recruitment data, adopt the following three steps:

Align your recruitment planning with business objectives: Talent acquisition strategies should be aligned with the overall objectives of the business but nearly a third of hiring teams don’t have a strategic workforce plan according to a Korn Ferry report. Collaboration is essential to implement effective talent planning and must be supported by technology.

Use applicant tracking software: The first step towards effective use of data is the implementation of a modern recruitment management system yet nearly half of employers don’t use applicant tracking software in their recruitment strategy. Without it, gaining an accurate understanding of what is preventing your business from hiring talent is impossible. Vital recruitment metrics enable HR to evaluate and improve hiring success yet too many hiring teams lack this vital knowledge.  Evidence based decision making is critical to creating a talent acquisition strategy that works.

Acknowledge the mobile job search: Only just over a quarter (28%) of companies use mobile technology in recruitment yet the rise of mobile job search is one of the most prominent tech trends affecting talent acquisition. By integrating a mobile responsive hiring process your ability to hold on to the qualified candidates in your recruitment funnel will improve – it is a straightforward step available through your recruitment software.

Improving the effectiveness of HR

Additional issues complicate HR’s ability to take ownership of its data.  The effectiveness – or otherwise – of HR functions also affect this area. 

A new survey from ViewsHub found that HR departments in technology companies were rated as the least effective and notably below the industry average. Professional service companies and retail also recorded low rankings which were based on three key criteria, namely, the ability to get things done, their technical ability in their jobs and their responsiveness to other teams. HR functions in the travel and food sectors ranked highest in the survey. 

Again, a move towards data driven recruitment can improve the perception of HR across an organisation:

Become more agile: An article in the Harvard Business Review, suggests that a lack of agility is holding back HR’s ability to adapt to disruptions. It proposes that HR should operate in ways that respond to ongoing changes in culture and working style – which includes developing a tech-centric culture. This is evident in tired recruitment processes that bear no resemblance to the job search habits of today’s candidates and are based on assumptions that the labour market still favours employers. An agile HR function increases efficiency in hiring and ultimately productivity. Relinquishing your reliance on manual recruitment processes will enable that and improve the ‘effectiveness ranking’ of HR departments which are struggling to respond to the needs of their business. 

Use data to understand the jobs that make a difference: McKinsey suggests that 5% of jobs create 95% of the impact within an organisation. Those exact jobs are different for every company. HR analytics will help your business to identify your roles which fall into the 5% category and focus on sourcing the talent for those positions  – and improve the effectiveness of HR. Taking ownership of data and avoiding complacency around technology is key to this. 

Take ownership of your data. Invest in world class recruitment software used by some of the world’s leading organisations to manage their entire talent recruitment systems. Contact Advorto today.

This article first appeared on Advorto's blog.

If you want to share this article the reference to Kate SmedleyAdvorto and The HR Tech Weekly® is obligatory.

Crelate’s Opportunity Management Tool Is Coming

Recruiters Are Searching for an All-in-One Solution

Have you ever dreamed of being able to manage ongoing candidate searches alongside your clients and sales pipeline? Ever wish your sales and recruiting efforts were always on the same page? That’s the value of a unified Recruiting Opportunity Management and Applicant Tracking Solution and this is what Crelate Talent has been building for the past several months.

Recruiting is very difficult and can be quite stormy. It’s ideal if you can gain access to a technology solution that helps calms the waters and helps you be more productive. Technology shouldn’t get in the way of you doing what you do best: connect with others and build relationships.

Recruiting can be Difficult – Technology should help Calm the Waters

Crelate Talent has been building an applicant tracking/talent management system since 2012. During this time as we have developed software solution for recruiters and talked to hundreds and hundreds of ATS users. One request we’ve heard over and over is: Can we get an applicant tracking system (ATS) and a customer relationship management (CRM) solution in one system? The hassle of working with multiple systems can be time consuming, require doing tasks twice, and pose the risk that the systems won’t play nice with each other. There is a better way.

One of our key principles is that recruiters should “Spend Time Recruiting Not Entering Data”. Therefore, having an all-in-one solution for ATS + CRM has always been on our road map. Further, we were founded on the notion that recruiting is about ‘Creating Relationships’. We see recruiting as the process of aligning the right talent to the right opportunity at the right time. Recruiters are constantly meeting new candidates and meeting potential clients and, therefore, need a way to track these vital connections.

Technology can edify this process and lead to helping good recruiters be great. Just like you need to connect with candidates recruiters also need to build long-term relationships with customers and clients. And wouldn’t it be awesome to have both of these processes in one system? We are excited to bring our Recruiting CRM/Opportunity Management solution to your business.

Crelate’s Opportunity Management Solution

ABC :: Alway Be Closing

Crelate is excited to announce that coming in the fall our recruiting solution will be updated to include a full-featured Opportunity Management system that will live along-side our ATS system. CRM solutions are talked about often in recruiting. The reason we’ve chosen to name ours “Opportunity Management” is we see it as a way to manage your sales pipelines and potential clients in a similar way to how you manage your candidate pipelines.

In a similar way to managing a candidate pipeline you can also view the sales process as “managing the sales pipeline.”

Our opportunity management system allows recruiting agencies ways to better engage customers, mange their sales process, and forecast potential revenue. Pairing this functionality with a fast, modern ATS is a powerful combination.

What’s more, we’ve built our Recruiting CRM solution to function in a similar way to our ATS–meaning keeping the same ‘drag and drop’ style that is user-friendly and is easy for your team members to learn.

Value of an Opportunity Management Solution for Recruiting

There are many ways that an effective opportunity management system can help your business. Here are 3 to start with:

  • Better Engage Clients – We live in a fast-paced world where we are constantly making connections and meeting new people. As recruiters meet potential clients they must be able to capture the important information and get those folks in their database. Once they are in the system, and the relationship continues to blossom, it’s critical that recruiters be able to quickly recall personal information.
  • Manage the Sales Process – Every agency has their unique sales process workflows and so it’s critical to have a CRM that fits exactly what you do. Your opportunity management solution should be fully customizable and work how you do.
  • Forecast Potential Revenue – Every business clamors for more data and information on how their business is doing and where it’s going in the future. If you can have a system that can provide you with a quick snapshot of the business in real-time that is a difference-maker. This also allows you to see where you need to focus your efforts and the potential value (ROI) of opportunities in your funnel.

If having an integrated ATS + Opportunity Management sounds intriguing contact our Customer Success Team today for more information on our Opportunity Management Solution.

Drag and Drop Feature for your Sales Pipeline

Source: Crelate’s Opportunity Management Tool is Coming – Crelate

Greenhouse + Interact

Interact by Xobin, an AI based assessment platform, announces integration with Greenhouse

Leading AI based assessment platform from Bangalore announces integration with the top ATS provider in Silicon Valley.

Greenhouse + Interact

Bengalūru, September 1, 2017 — Interact, the leading AI based smart assessment platform from Xobin, and Greenhouse, the world’s leading recruitment platform, today announced an integration. This integration adds intelligent proctored assessments in every software skill for human resource professionals using Greenhouse’s platform.

Hiring doesn’t have to be crazy. All growing tech companies run into the same fundamental problem while hiring — UNCERTAINTY.

  • Uncertainty about the quality of hire
  • Uncertainty about the team fit
  • Uncertainty about time and money spent.

Interact makes creating and conducting online Assessments easy for recruiters. Its secure environment verifies the integrity of the submission with the keyword pattern analysis and eye motion tracking. Add that to the fact that recruiters can send out invites to all their prospects in a single click, and Interact becomes doubly efficient. With a Candidate Journey and Code Playback, recruiters will have the same degree of trust as if the test was taken in front of their eyes. This removes the necessity of a secondary verification of skills. Thus, saving loads of time per hire, freeing the schedule up and improving productivity. This also ensures that only the most qualified candidates end up being hired.

“Interact is a platform for secure and fast hiring. It uses AI to block improper test attempts. This gives candidates the comfort needed and the recruiters the authenticity they need”, says Guruprakash, the CEO of Xobin.

He further adds “It is exciting to be partnering with Greenhouse and seeing our mutual customers benefit from this combination of tech. Our customers were able to allocate more recruiting resources towards sourcing, improving the overall quality of candidates being evaluated and getting through the Interact Assessments. Thus saving their valuable time.”

Dane Hurtubise, the VP of Platform and Partnerships at Greenhouse had similar things to say about the integration as well, “Candidate integrity and authenticity are two major factors for making impact hires. Interact’s smart assessment platform enables our mutual customers to automate the process of verifying candidate ability and integrity in a single step, saving both recruiter and candidate time and energy. We are thrilled that Interact by Xobin is joining our community of partners!”

About Interact

Interact is a comprehensive recruitment suite for companies to find the right tech talent in a secure, authentic and super fast manner. The AI powered Platform uses Pupil Tracking and Keying Pattern Analysis to ensure Candidate integrity while taking an assessment. With a vast library of application and coding based questions, Interact helps recruiters create assessments that are tailored for the candidates and helps them find the best fit for any given role.

About Greenhouse

Greenhouse Software designs tools that help companies source, interview, hire and onboard the right talent. Headquartered in New York City with an office in San Francisco, Greenhouse was founded by Daniel Chait and Jon Stross. Recognized as the 2017 Best Place to Work in the U.S. by Glassdoor, the Greenhouse team currently works with over 2,000 of the world’s most innovative people-driven companies, including Sony, Airbnb, Slack, TIME Inc. and more.

Whatever you do do It with all your heart

How to Improve the Candidate Experience

Whatever you do do it with all your heart

Picture the scene: you’ve just started hiring for a new role and have received more applications than you can answer in a week. There’s hundreds of CVs to read, sort through, and shortlist, then you need to contact everyone and let them know if they’ve been successful. How do you find the time to do everything?

Chances are, you won’t.

Most companies only respond to candidates that have progressed to the next stage of the hiring process. Everyone else stays in the dark. Eventually, they’ll just have to assume they were unsuccessful.

Good communication between companies and candidates is imperative. Even if candidates don’t go on to become an employee, keeping them engaged and informed is crucial to creating a positive experience and building a strong employer brand. If the application process is complicated or opaque, candidates are less likely to apply for future positions and will share their negative experience with their social circles. This may, in turn, negatively affect the company’s brand image, as well as their image as an employer.

According to a study sponsored by ZenDesk, there’s a 95% chance that customers will share a negative experience with their social circle.

Candidate Experience. Chatting.

Many of these candidates could go on to become customers, or may already be customers. A negative experience could put them off your company or product.

In 2014, 18% of Virgin Media job applicants subscribed to their services. However, after experiencing a poor hiring process, 7,500 of those applicants cancelled their subscriptions and went to a competitor. The company lost out on £4.4m in revenue.

A complicated application process, not responding to unsuccessful candidates, and a long-winded hiring process are just some of the things that can lead to a negative candidate experience.

While it’s important to find the right candidate for a job, it’s also worth remembering that candidates are interviewing the company as much as the company is interviewing them.

Candidates want a simple, informed experience because that kind of transparency reflects the company’s culture and the kind of place they could be working in.

If the process is opaque, overcomplicated, or makes them unhappy, they may not accept a job offer even if you think they’re a great fit for the role.

When a company invests in a positive candidate experience, they can
improve the quality of their hires by as much as 70%. When we know how much growth is linked to talent acquisition that’s reason enough to invest in building a strong and engaging employer brand.

However, it can be difficult for busy hiring managers to find time to reply to everyone. When there’s already the responsibility of selecting CVs and organising interviews, it leaves little time to connect with every candidate.

The rise of HR tech

Hiring managers in large companies spend an average of 26 days trying to find each new hire, which means they need to spend their time wisely. The more time they spend trying to find the right person for the job, the more challenges this creates for the team around them—they not only have to fill in for the empty role, but also for the hiring manager. This creates greater pressure on employees and increases their stress levels, which can lead to long-term sick leave or a higher staff turnover.

The progresses in HR tech have already allowed hiring managers to shorten the hiring process: chatbots can be set up to answer candidate queries; AIs can scan CVs and help shortlist candidates, and Applicant Tracking Systems (ATS) can help to manage large volumes of applications and candidates.

Candidate Experience

Creating a positive candidate experience

Maintaining a connection with candidates right from the start creates a relationship that can be cultivated even if the candidate is unsuccessful. Those that aren’t a good fit right now might be in a couple of years, or they may be perfect for another department. Should they feel negatively about the application process, they’re less likely to re-apply for the same role or consider a different department.

A negative candidate experience means that companies lose out on talent and may end up helping their competition.

Talent acquisition is often the difference between a growing business and a stalling one.

It’s not just about responding to queries and ensuring that your ATS is mobile-friendly, though.

One of the most time-consuming processes of hiring is finding a time when a candidate and interview panel are free. The more candidates and interviewers there are, the longer this process takes. However, this process can be automated, saving the hiring manager a great deal of time.

Candidate Engagement Time

Save time with automated real-time interview scheduling

In order to streamline the interview scheduling process, ATS providers can add calendar sync to their products in order to build smart scheduling feature that allow users to access the real-time availability of people both inside and outside the organisation.

When an ATS is integrated with a company’s calendar domain, hiring managers don’t need to chase an interview panel to find when they’re available. The hiring manage can email candidates with the real-time availability of the interviewers to find a time that works for everyone. This not only reduces double-bookings but can also help to minimise the number of latecomers or no-shows.

If anyone becomes unavailable, the ATS can be notified and an email can be sent to organise a new time for everyone to meet—there’s no need to rely on long email conversations or more phone calls.

The better the experience a candidate goes through when applying for a job, the more likely they are to speak positively of the company, even if they don’t get the role. This improves the company’s image and helps attract more top talent, and in doing so, allows the company to grow faster.

About the Author:

Kristina Proffitt

Kristina Proffitt is a content marketer at Cronofy, the unified Calendar API. Cronofy helps companies to connect their software to users’ calendars whatever calendar service they use. When she’s not writing about APIs or HR tech, she shares her latest discoveries and the occasional GIF on Twitter.

Website | Twitter | Facebook | LinkedIn


Source: How to improve the candidate experience | Cronofy Blog

About Cronofy

Cronofy connects HR software to users’ calendars via a unified calendar API.

To discover how calendar sync can save you and your users time and money, and help to hire the best candidates, watch our Real-Time Scheduling video.

The Recruiters Guide to ATS Data Migrations | The HR Tech Weekly®

The Recruiters Guide to ATS Data Migrations

Data Migrations Don’t have to be Painful


Data Migrations Don’t Have to Cause Disruption

Data migrations are often viewed by business professionals as a major obstacle that is simply too difficult and too costly to take on. One of the most common reasons people give for not wanting to move Applicant Tracking Solution (ATS) providers is the fear of a difficult data migration. It’s unfortunate, but recruiters are often willing to suffer and pay for antiquated products that they know aren’t helping them do their job and be successful. Instead, the inferior solutions are viewed as “good enough for now”’ given the perceived risk of a move.

Vendors should strive to take the fear and risk out of a data migration, so busy recruiter teams are free to evaluate the merits of a system move on benefits and not just risk.

The decision to upgrade your ATS should be based on the functionality, productivity gains, and the long-term value they will provide. This guide will provide you all the information needed to successfully assess and predict how a data migration is likely to go once an ATS solution is chosen.

Migrations Done Better

To be frank, the actual migration of data isn’t really that hard. Yet it’s incredibly common to hear time and time again, “So and so completely screwed up my last migration” or “A friend of mine did a migration and it was a total mess.” Why is this? In our experience, it is rarely a pure technical problem, but instead comes down to the parties involved. Data migrations are simply more successful when both the customer and the vendor are flexible, reasonable and strive for a shared goal.

For the vendor, having the technical chops is a must, but they need to pair that with a flexible and consultative approach to the migration. They must be reasonable, transparent and mentoring in their approach. The best vendors will have a genuine invested interest in the shared goal of a successful migration, with an eye on the long term customer relationship.

Extract, Transform and Load (ETL)

For the customer, there is a need to be flexible as well. Every system is different and allowing your data and processes to transform and adapt is crucial. They must respectfully understand that migrations are not free, they take time to do right and there are real costs associated with that time. When it comes to migrating systems, almost anything is possible, but the costs can quickly rise and the additional benefits can fall just as quickly.

Extract, Transform, and Load (ETL)

The process of moving data from one system to another is as old as computers themselves. There is a well-established pattern for doing so, known as ETL. Extract (getting the data out of your old system), transform (converting / mapping it to the new system) and load (getting it into the new system). While the process may seem like a challenge, experienced IT consultants do successful migrations every day. Once the migration is complete recruiting professionals can get back to the business of aligning the right talent, with the right opportunity, at the right time.

This is just a snippet of Crelate’s eBook Guide for dealing with Data Migrations. To download the full Guide click Here.


Source: The Recruiters Guide to ATS Data Migrations – Crelate

Solving the Job Application Black Hole with Chatbots

Written by Bailey Newlan, Content & Growth Marketer at Wade & Wendy.

ATS Black Hole

Applicant Tracking Systems (ATS) are not inherently bad — for the hiring manager. They are critical to managing massive amounts of resumes and establishing an efficient workflow. However, the candidate experience suffers. A survey conducted by CareerBuilder found that 52% of employers responded to less than 50% of candidate applications. With such little communication, candidates are left frustrated and unsure of where they stand. This is referred to as the “ATS Black Hole.”

By incorporating Conversational Intelligence into the existing process, better engagement, better communication and transparency can be realized.

Conversation with Wendy in Facebook Messenger screenshot
This is how a conversation with Wendy, our conversationally intelligent chatbot, begins in Facebook Messenger.

Here’s How the ATS Fails Candidates

When an individual applies for a job, his or her resume is sent into a company’s ATS. Through matching algorithms and keyword extraction, a shortlist of candidates is generated for the hiring manager to review. These algorithms fail to take into account spelling errors and deviances in word choice (explained in more depth here). Because matches are generated exclusively through one-dimensional data, hiring managers’ understanding of candidates is distorted.

The result: Very few qualified candidates make it past the ATS and to the interview stage.

This problem is further compounded by the ease of the application process. In response to mounting candidate frustrations with lengthy applications, many employers now offer “Quick Apply” or “1-Click Apply” options. While this significantly lowers friction for applicants on the front-end, they are actually worse off in the long run. Employers are receiving more and more resumes, but, due to the simplicity of new application processes, they now have less data from which to draw conclusions.

In a world where candidates expect engagement and transparency, they are getting less and less.

On average, a single corporate job opening receives 250 applications. With an influx of resumes to review and no uptick in resources with which to process them, hiring managers cannot possibly respond to each individual applicant. In fact, of those 250 applications, only four to six will be called in to interview. As a result, most candidates receive zero communication, experiencing what has ubiquitously been labeled the “ATS Black Hole.”

Here’s Where Conversational Intelligence Comes In

Conversational Intelligence transforms the application process from something static to dynamic. At Wade & Wendy, we believe artificial intelligence is at its best when used conversationally. Our two chatbot personalities are built with this in mind. By creating a space in which conversations can occur, chatbots have the power to drastically improve the application experience.

Chatbots can engage every single applicant at any point in time.

Immediately following submission of their resume, candidates are directed to have a conversation with a chatbot through either text or Facebook Messenger. This introduction allows for a much friendlier first point of contact. Rather than receiving a “Thank You for Your Application” message from a “do not reply” email address, you meet Wendy. Here, candidates can inquire further about the company and the job itself.

At Wade & Wendy, we have designed each of our chatbot personalities to be conversational and inviting. Conversational Intelligence has the power to make a notoriously stressful and automated process fun and distinctly personable, especially when emojis are involved 🙌.

Chatbots give every candidate an equal chance at landing an interview.

Chatbots provide context and depth around the static data gleaned from the ATS. Because every candidate can be engaged via chatbot, algorithm mismatches, various misspellings and differences in keywords no longer hinder a strong candidate from getting in front of the hiring manager. Chatbots, like Wendy, allow candidates to provide context to their resume; they have an opportunity to explain properly a successful project that would otherwise be summed up in a mere bullet point.

Candidate Chats with Wendy
Here, the candidate is able to give Wendy more details about her experience with open source projects.

A candidate’s experiences and skills cannot always be properly communicated in a resume. On top of that, the ATS responsible for gauging a candidate’s ability to do a job utilizes flawed algorithms and thus provides flawed recommendations. Conversational Intelligence allows candidates to best communicate who they are and what they can do, while also overcoming algorithm flaws within the ATS.

About the Author:

Bailey Newlan, Content & Growth Marketer at Wade & Wendy

Bailey Newlan is the Content & Growth Marketer at Wade & Wendy, a New York City-based startup on a mission to make hiring more human. Wade & Wendy’s artificially intelligent chatbot personalities bring clarity and simplicity to the hiring process. Wade is an always-on career guide for job seekers, while Wendy assists hiring managers throughout the recruitment process. To connect, reach out to Bailey via LinkedIn, Twitter or Medium and don’t forget to join the beta list.✌️


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