ATS Blog

Many organizations are still bogged down by a hiring process that is...well, it’s just too hard! Candidates shouldn’t have to jump through hoops or lose months of their lives in order to land a job. Not only does it turn off top talent (and competition for truly exceptional talent will always be fierce, regardless of the overall job market), it means there is more time between when you need talent and when you land talent.

The need for soft skills is extremely apparent in a nearly 100% remote world. That percentage of remote workers is already starting to change as some cities and towns start to transition toward a “new normal,” but you can expect remote work to stick around for the foreseeable future (heck, it was already increasingly common before the pandemic hit).

To begin, in order to achieve great results, such as attract and retain top talent, you must first have a solid strategy and execution plan in place. Marketing executives are great at strategizing and creating execution plans. Marketers also know how to organize information into different campaigns to share consistent messages that align with the overall strategy.

Leadership doesn’t require a title. That sounds pretty “warm & fuzzy,” but it really is true. Businesses around the world are seeing leaders emerge in every role to help their coworkers and customers during a trying time. There’s an opportunity for each of us to make a positive impact.

You want your talent to know that you’re still here. But when people are scared, nervous or stressed, sending out too many messages may be just as damaging as not sending enough of them! It’s really an art and a science  - there is no concrete formula to help you determine how often to communicate with talent.

Technology has changed the way we work and how we will work moving forward, people once again are critical to how we steer opportunities that arise from embracing it. When we focus on the positive, we can take what we’ve learned and increase our skillsets enhancing our marketability, employability, and value to future workforces.

We are all feeling stressed right now. It’s a difficult time for everyone, wherever you’re located. And yet, while we take precautions and do our best to stay safe while helping our neighbors, friends and loved ones, we also have to continue moving forward with work. When faced with such a serious, stressful situation, it’s completely understandable that employee morale would take a hit.

Your organization likely has the technology and processes in place to adequately source candidates online. But then what? Successful interviewing of remote candidates by remote recruiters isn’t as simple as talking more over the phone or using Zoom. Here are some keys to successful remote interviewing

DON’T STOP LOOKING! Jobs are being posted and there could be something out there for you. Also, take a moment to reflect and set goals. It may sound trite, but the slow-down in our daily schedules gives us pause to re-evaluate our career paths and identify new avenues we may want to explore but have put off doing so before.

As a recruiter, keeping in touch with current clients and planning for future business is imperative. Recruiters, you are in a role to give hope but also to lend your expertise to your clients on both sides of the transaction on what their best next steps may be.