“Be the Grease” – Spend Time Recruiting Not Entering Data

Be the Grease

‘Greasing’ the Way for Recruiters

Jason S. Capps, PhD, Content Marketer at Crelate, Inc.

One day I was working in the Crelate Inc. West Coast office and Co-Founder, Aaron Elder came into my office and proclaimed, “We want to help recruiters ‘Be the Grease’”! I was immediately intrigued by the metaphor and asked for a little more clarification. Aaron indicated he had been thinking about the relationship between recruiters and their two constituents: customers and candidates. My interest was piqued so I said, “Tell me more!”

Aaron then said that an effective Applicant Tracking System (ATS) and Talent Relationship Management System (TRMS) should do everything possible to ensure that recruiters and talent relationship managers have as much time as possible to be a conduit (aka “grease”) between their customers (employers) and clients (candidates) – with the ultimate goal being connecting the right people with the right opportunities in the most efficient way possible. Technology should edify the process and not ‘get in the way’ of recruiting professionals. I thought this was a great way to think about recruiting and I immediately thought of the gears (i.e., wheel bearings) and wheel axle on a bicycle and the role that grease plays to help keep the bike running in tip top condition.

The grease reduces friction between all the key components and allows the system to function. Some experts indicate that the axle bearings need to be cleaned and repacked with grease every 500 miles. Perhaps like bicycles, that need a tune up ever so often, professional recruiters also need a technological ‘tune up’ in order to further their placement/business goals.

Wouldn’t it be nice to have an ATS that fosters ‘greasing’ the way for recruiters to make connections between those that have open jobs and those that are looking to make moves to new opportunities? What are a few specific ways that a solution can help recruiting professionals ‘be the grease’?

There are several ways we think the right technology can help recruiters, here are just a two small examples of how Crelate strives to help reduce friction and save you time as we humbly strive to help you “be the grease”!

Paste Parser

When creating a new contact, simply paste an address, signature block or bit of contact information into the “Paste Parser” and we will fill out several fields for you! Then hit “OK” and you will be taken to the contact record where other key items can be added to the record.





Chrome Parser Tool

While browsing the web, or viewing a candidates profile on your favorite sites or their profile pages, the Crelate’s Chrome Extension makes it easy to grab key candidate/contact information.  Simply click the Crelate button in your browser and watch as Crelate automatically parses the candidates information, including profile pictures. Then it’s simple for you to edit and import all of the demographic info into Crelate. Similar to the paste parser the Chrome Extension will create a new candidate and populate the information from the candidate record from the profile page.






These are just a couple of the ways that an ATS/TRMS should ‘be the grease’ between customers and candidates and, therefore, allow recruiting professionals to have all the time they need to build relationships in their communities. The key take-away is your ATS/TRMS should be useful for quickly importing candidates from a contact record. This will, no doubt, aid in fostering long-term relationships with customers and candidates and help make both customers and candidates successful.

Source: “Be the Grease” – Spend Time Recruiting Not Entering Data – Crelate

A Must for Recruiters: Paying Attention to Your Job Candidate Experience


Candidate Experience is Primary

Small InstagramCapps
Jason S. Capps, PhD, Content Marketer at Crelate, Inc.

Interested in attracting top talent to your recruiting firm? If so, it’s crucial that you put the “Candidate Experience” toward the top of your to-do-lists. Providing meaningful candidate engagement and outstanding candidate experiences will go a long way toward growing your pipeline and ensuring sustained success.

One challenge modern recruiters, hiring managers, and talent relationship managers have is crafting and managing the “Candidate Experience” and ensuring that Talent enjoys an interactive, engaging and personable process when going through the necessary hiring stages.

One entity that has been providing incredibly insightful feedback directly from the candidates, on their experiences, is Talent Board. Talent Board, in their own words, provides “companies access to aggregated candidate experience data-sets and support(s) the Talent Acquisition discipline with benchmarks and best practices that support continuous recruiting innovation.”  Recently, Talent Board conducted an extensive survey regarding how companies were doing in addressing the candidate experience and several interesting patterns emerged.

Talent Board 2015 – Candidate Experience Report

The 2015 Talent Board North American Candidate Experience Research Report was written by Madeline Laurano (Co-founder of Aptitude Research Partners) and Kevin W. Grossman (VP of NAM Program at Talent Board). The researchers collected feedback from 130,000 candidates who applied to over 200 companies. Clearly there was plenty of data to sift through and read the tea leaves on.

In lieu of holding my cards close to the vest, I’ll cut to the chase and proclaim: the #1 takeaway from the report was consistent communication is a key aspect for engaging talent. It was noted that only 40% of recruiters are required to respond to candidates at all, which is not an effective tactic. What are recruiters that are ‘doing it correctly’ doing?

  • Listening more
  • Setting better expectations about the recruiting process
  • Holding themselves accountable for the candidate experience talent acquisition performance AND measuring it regularly and consistently
  • Are perceived by candidates as having a ‘fair’ process – candidates feel like they are being given ample opportunities to share why their knowledge, skills, and experiences make them a good fit for jobs they have applied for

5 Key Takeaways for Recruiters

This report is quite extensive, a few nuggets that we think recruiters should pay attention to include:

  • Candidates are becoming more sophisticated – 76% of candidates conduct their own job search research across multiple channels prior to applying
  • Job boards are not dead – Even though candidates are relying less on job boards, organizations have increased their investment in this sourcing tool from 37% in 2014 to 45% in 2015
  • Communication with Candidates is very weak – Nearly half of candidates never received an indication of the status of their application
  • Employers are letting more candidates through the funnel – over 80% of candidates answer general screening questions during the application process, only 50% are asked for job specific skills and less than 1/3 are asked to take assessments
  • On-boarding is still a missed opportunity for the candidate experience – Once a candidate is on-board, organizations have an opportunity to find out what went right and what went wrong – yet only 16% of recruiters/employers ask for feedback during the on-boarding phase

Talent Attraction and Sourcing

Source: “2015 Talent Board North American Candidate Experience Research Report”

Recruiters are keenly aware that in order to build an effective pipelines of talent it’s critical to leverage both active and passive candidates. In order to attract talent, according to Talent Board’s study, it’s important to do the following: Understand the influence of effective content marketing, Understand the sophistication of today’s candidates, and Align your brand with the employer brand.

Just like modern marketers focus on prospects (leads) and customers – so should recruiters approach candidates with the same mind-set. As the chart shows candidates surveyed indicated several types of marketing content valuable for accessing potential ‘fit’ before applying. The top 3 were: Organization Values, Product/Services, and Employee Testimonials. As a recruiting agency what types of content marketing are you providing for candidates?

Also, candidates today are doing their homework on potential employers/recruiting firms. Multiple channels are being used to gather information so candidates can take more ownership of the journey. Channels such as the Company career site, Job notifications or agents, LinkedIn career pages, and Online groups provide candidates with access to information. Are your channels up-to-date and providing the best information for candidates coming to your company sites? 

And, finally, employer branding, online content, and SEO are increasingly more important as recruiters are in the business of showcasing their brand–and ensuring that it aligns with the employer brand. Are you actively discussing your ‘brand’ and learning about the ‘brands’ of your customers?




As recruiters and talent relationship management professionals planning and managing the “Candidate Experience” can be daunting and difficult. However, as this report points out the most important item to put at the center of your efforts is: communicating better with potential candidates. Luckily, there are several creative and interesting ways you can choose to communicate more effectively and grow your business.

Laurano and Grossman summarize by asserting, “As organizations mature in talent acquisition strategies, they must provide more opportunities to communicate with candidates and offer transparency through every stage of the candidate journey.”

For access to the full report and to learn more, click here.

Source: A Must for Recruiters: Paying Attention to Your Job Candidate Experience – Crelate