ats

As a recruiter, there are certain tools that are a must to use. These may not be tools that are used daily but are tools that I believe should be or must be incorporated into a strong search methodology.

Here are my top 10 tools that a recruiter must use as a part of their strategy (these are not listed in any particular order):

1. Applicant Tracking System – Everything in recruiting revolves around the ATS. At one time or another, data must be input, updated and kept on every candidate. Plus, it is one of the most under utilized tools yet one of the most valuable tools that recruiters have at their disposal.
2. LinkedIn – A LinkedIn profile is almost completely necessary to have, even greater than a business card. LinkedIn lets you stay in touch with anyone throughout their career. I’m not saying anything you don’t already know (or should know) but I continue to be amazed at how underutilized it is at times.
3. Facebook – A place you must have a presence! With over 700 million profiles, it is where people go and spend time. Make yourself found! Plus, it is another good way to contact people that you want to get in touch. At minimum, you must have a company page to be found… it’s sort of the new company web site.
4. Twitter – It’s not about food (well, not for all of us) but it is about connecting and staying in touch and sharing. Sharing also includes recruiting or job searches. CNN runs a lunch special about using social media in your job search and Twitter is almost always discussed. Candidates go here, and it is really liked by search engine results.
5. YouTube – Peel back the curtain and help your recruiting activity with employment branding strategies. Sure, you may search for candidates with video resumes but you should be showing insight to your company and why it is a great place to work!
6. Tungle – A great tool for candidates to connect with you based upon your schedule. It is easy to manage the schedule and easy for the candidate to propose and accept times and it is integrated with Outlook. An easy way to manage your day to day list and have it update in real-time.
7. Smartphone – I love apps! But the Smartphone isn’t just about apps; it’s about having everything you need on the go and in your pocket. I can text message candidates, search for candidates on the go, do research… almost everything I do in the office but on a much smaller device (I love my iPhone).
8. Tablet – I love my iPad and use it on the go. I can access my ATS, social networks, search engines… it is everything at my fingertips on the go. Plus, it is easier to read than my iPhone.
9. Search – Google, Bing and Yahoo! are all still musts in search. Becoming comfortable with Boolean operators and playing with search strings is always an important part of a recruiter’s job. Plus as search changes, so will the results that are pulled back. Being comfortable in all search engines is still a must so don’t forget to stay diverse!
10. Location-Based Service – A recruiter must be comfortable connecting where a candidate spends time and LBS lets recruiters connect with potential candidates even when they are not present. LBS are typically mobile games where users may “check in” to a location and share with others where they are and what they are doing. As a recruiter, this is an awesome opportunity to leave a “tip” or message to those who come after me about my careers site or job opportunities. This is guerrilla recruiting at the next level… get candidates where they are and even at a competitor’s location.

BONUS #11…

• Blog – Much like YouTube and employment branding, a blog will let potential employees learn more about the company and particular positions. This is a job description on steroids. A blog post about a job, what you are looking for and about the culture is a great attraction method. Again, another way to educate anyone interested in your company.

So, I didn’t mention job boards. It is not that I do not believe in job boards as they still have an important place in today’s search but many job boards help drive candidates into a companies ATS. As recruiters tools evolve, the ATS remains the central hub of all candidate tracking and activity. Job boards should still be used but even they are evolving to meet the demands on companies and candidates.

All of these tools allow recruiters to expand into both the “active” and “passive” candidate pools. As with any tool, they are only as good as the person who uses it. If any of these are new to you, maybe it is worth a try!

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Tagged as: ats, boolean, Facebook, LinkedIn, location based services, methodology, recruiter, search, smartphone, tablets, tools, tungle, twitter, youtube

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