So you have invested thousands, tens of thousands, or hundreds of thousands of dollars in your brand spanking new Applicant Tracking System (wikipedia) or replaced your old system with the latest and greatest. You have all of the advanced features you could ever imagine, allowing to you manage the applicant process/work flow and to totally automate your recruiting processes. Good work!
You are not done yet....
You still have the age old challenge of getting as many candidates into the pipeline as possible for the least amount of time and money. Here are some tools and ideas that will help:
Your ATS provider can introduce you to their Job Distribution Partners or you can select one on your own - eQuest , Arbita, FirstAdvantage, Job Viper, DataFrenzy, Hodes Smart Post - there are few others and of course my company, JobTarget, recently launched OneClick(TM) . ...These have varying degrees of features and costs - so you have to pick the one best fits your needs. OneClick, for example, allows you to distribute to your contract job boards (see below) - and allows you to make single job purchases to virtually any job board on the internet at no extra cost - so you can find those niche, regional and diversity sites and try them out.
Once you have your your Job Distributor selected you'll need to begin or continue to negotiate your contracts with the Major Job boards (Monster, Careerbuilder, HotJobs) and any niche, regional or diversity sites you'll be using consistently. Working closely with your Job Distributor or ATS provider can help - but sometimes the best deals happen when you go direct. Remember to think about annual spending as opposed to what you need today.
Next you'll need a resume aggregator - a tool that will bring your entire resume sourcing efforts together in one place. I understand DataFrenzy offers a solution, AIRs has built a solution (but I am not sure if they can get Monster resumes yet), ZillionResumes, and others.
DON'T Forget - Recruitment Advertising is like any other advertising - here things you'll need to remember:
- Build your Employment Brand - use videos, describe your culture, be an employer of choice, describe your benefits, use employee testimonials. Sell the company. Sell the job.
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Use Multiple Media - don't limit your self to electronic media - I realize we are on Electronic Recruiting Exchange - but you still need to review your print, outdoor, radio and even television opportunities.
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One of my favorite ideas are Movie Theater advertising - captive audience, multi-media, etc.
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I realize that this is basic information for many of you - but all to often my clients explain that selecting their ATS is their plan for solving all of their challenges. While it is a critical component it does not necessarily overcome the entire recruitment process lifecycle.
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