6 Best Practices for Effective Text Recruiting

Posted on April 14, 2022December 9, 2023 by Naresh Reddy

Text Recruiting: 6 Key Practices for Modern Recruiters

Messaging has become essential for creating a positive candidate experience, especially as it’s the most commonly used feature on smartphones in the USA. This widespread preference for messaging makes text recruiting an efficient and rapid method to connect with potential employees. However, its effectiveness depends on proper execution. Text recruiting integrates well with contemporary recruitment tactics, providing a direct and personalized approach to the hiring journey.

Advantages of Text Recruiting

Text recruiting offers a quick and effective way to connect with candidates. It’s a strategy that aligns with modern communication habits and can significantly improve recruitment. Here are some key advantages:

Speed and Efficiency: Text messages are quickly read, leading to faster communication and a more efficient recruitment process.
Higher Engagement Rates: Many candidates prefer texts over emails or calls, resulting in better engagement and quicker responses.
Convenience for Candidates: Texting allows candidates to respond at their convenience, making the process less intrusive.
Personalized Communication: Text messages can be tailored to individual candidates, improving their experience and connection with the employer.
Ease of Scheduling: Organizing interviews and meetings via text can be more straightforward, reducing the hassle of coordinating schedules.

Challenges of Text Recruiting

While text recruiting has its advantages, it also comes with certain challenges that need careful consideration:

Perceived Informality: Texts might be seen as too casual for professional interactions, potentially affecting the employer’s image.
Limited Message Length: The concise nature of texts can be restrictive when detailed information needs to be conveyed.
Risk of Miscommunication: The lack of vocal tone and facial expressions in texts can lead to misunderstandings.
Privacy Concerns: Not all candidates are comfortable with text messages for professional communication, raising privacy issues.
Dependency on Technology: Text recruiting’s reliance on technology can be a hindrance in areas with limited mobile service or for certain demographics.

6 Best Practices for Effective Text Recruiting

Having explored the challenges of text recruiting, it’s clear that careful and strategic implementation is key to avoiding potential pitfalls. Text recruiting, when done correctly, can be a powerful tool, but missteps can lead to embarrassing or even costly mistakes that may harm your company’s brand. To ensure you leverage text recruiting effectively and professionally, here are six best practices to follow:

1. Create a Policy for Text Recruiting Etiquette

To eliminate the risk of tarnishing your company’s reputation, developing a policy for text recruiting etiquette is important. This policy should include the following information.

What type of texts are appropriate
When it is appropriate to reach out to candidates via text
What types of communication are not allowed (i.e., spamming and harassment)?

When training your recruiters, ensure they are familiar with and understand how to follow the policy.

2. Respect Candidate Boundaries

It is not just employees who appreciate boundaries; potential candidates do, too. For example, sending an unwanted text to a jobseeker can appear invasive, especially if they are only a passive candidate. In addition, if a candidate is not expecting a text from you, they may be annoyed, offended, or put off because you decided to reach out to them that way.

You should always respect the privacy of potential employees by asking for their consent beforehand, so texting should never be the first method of communication used with a candidate.

3. Build a Database for Text Recruiting

Creating a database for text recruiting is one way to ensure your efforts are efficient. This process is made easy with an Applicant Tracking System (ATS). An ATS lets you store a candidate’s contact information in a database and document your conversations. You can then easily send text messages (or even automated text messages) to potential candidates without manually entering their information every time.

4. Only Use Texting for Short Messages

Text messages to candidates should be short and sweet. Email is a much better and more professional mode of communication for any message longer than a few lines. This means you should refrain from texting candidates anything requiring them to respond with a descriptive answer.

Texts should also never include attachments, personal information, or anything irrelevant to the job opening. Examples of appropriate things to text candidates include:

Inviting candidates to self-schedule a phone call or screening interview
Confirming an appointment and reminding them of the time, location, or address
Asking a candidate to email additional documents (e.g., resume, work permit)
Thanking a candidate after an interview
Letting candidates know that you have sent them a time-sensitive email
Making a past candidate aware of a new opportunity

5. Be Mindful of Time Zones

When recruiting via text, it is crucial to be mindful of time zones. For example, if you’re texting a candidate in a different time zone, they may receive your message at an inconvenient time or even when asleep. To avoid this, always ask the candidate when they would prefer to receive texts. If needed, you can even create a schedule that works with their time zone and send pre-scheduled text messages to them at those times.

If you are unsure, the rule of thumb is to aim for the mid-to-late morning or between 8 A.M. and 12 P.M. in their respective time zones. This is when candidates typically prefer to be texted.

6. Use Professional, Friendly Language

Texting a prospective employee is a great way to personalize your communication. However, using professional language and maintaining a certain formality when texting a candidate is still important. To achieve this, always make sure to introduce yourself, use the candidate’s name, and be clear about the purpose of your text in a friendly and concise way. Also, avoid using emojis, slang, or excessive abbreviations in your readers.

Text recruitment is a great way to engage candidates, but only when done professionally and respectfully. The above tips will help you ensure that your text recruiting efforts result in the best candidate experience.

Key Features to Look for in Text Recruiting Platforms

When exploring text recruiting platforms, it’s crucial to understand the features that can streamline your recruitment process. Here’s what to look for:

Automation: Look for platforms that offer automated responses and scheduling to save time.
Personalization: The ability to personalize messages is key to engaging candidates effectively.
Analytics: Robust analytics platforms help you measure your campaigns’ success.
Integration with Existing Systems: A platform that integrates well with your existing Applicant Tracking System (ATS), Customer Relationship Management (CRM) software, or other HR tools can significantly enhance workflow efficiency.
User-Friendly Interface: A platform with an intuitive and easy-to-use interface can significantly enhance the user experience for recruiters.

Top Text Recruiting Platforms: Enhancing Your Recruitment Strategy

Text recruiting platforms have become increasingly important in the current recruitment environment. These platforms are pivotal in creating a more streamlined and impactful hiring process. They come equipped with a variety of features that not only boost operational efficiency but also significantly enhance engagement with candidates.

Here are some notable examples:

BambooHR

Renowned for its user-friendly interface and comprehensive analytics, BambooHR allows recruiters to track the effectiveness of their text recruiting campaigns and make data-driven decisions.

Zoho Recruit

This platform is celebrated for its advanced automation capabilities. It enables recruiters to send personalized text messages simultaneously, ensuring timely and relevant communication with candidates.

Oorwin

Unique in its approach, Oorwin integrates WhatsApp for recruitment, part of its blend of ATS, CRM, and HRM capabilities. This feature allows for direct and personal communication with candidates, leveraging one of the world’s most popular messaging apps to enhance recruitment. This integration signifies Oorwin’s commitment to providing innovative and effective recruitment solutions.

Bullhorn

Bullhorn is distinguished by its seamless integration with other HR systems, facilitating a smooth recruitment workflow and enhancing overall efficiency.

Revolutionizing Recruitment with Text Messaging

To wrap up, embracing text recruiting is more than just a trend; it’s a strategic move towards

more dynamic and effective recruitment. This approach streamlines the hiring process and resonates well with the modern candidate’s communication preferences. By integrating best practices and utilizing the right platforms, recruiters can significantly enhance their engagement and response rates.

Looking to transform your recruitment strategy? Discover how Oorwin can help you leverage the power of text recruiting to connect with top talent more effectively. Explore Oorwin’s Solutions.

Talent Strategy Assessment: What is Your Recruiting Model?

Posted on March 28, 2022March 1, 2024 by Naresh Reddy

If any single industry requires a well-defined talent strategy, recruitment is undoubted. Talent sourcing, particularly in a highly competitive market, requires a developed approach to meet business objectives and deliver results. The only way to truly determine the best recruiting model is by assessing the unique talent needs of your organization.

What is Talent Strategy?

A recruiting strategy distinguishes organizations and defines a highly refined process. Your company’s talent strategy determines the type of candidates sourced and the channels used to attract those candidates.

In addition, a recruiting approach also explains how those candidates are screened and brought into the company.

Finally, it is essential to note that your business objectives should drive your talent strategy, determining where candidates come from and what they cost your company.

Many companies think that they source and select talent similarly, but this is not true. Instead, most organizations today utilize a variety of sourcing and recruiting models, depending on the available position requirements.

Here are a few sourcing and recruiting models that most organizations are using:

Employee Referrals
Job Boards
Employer Branding
Social Recruiting
Creating Candidate Pipeline

Top Recruiting Models

Employee Referrals

Employee referrals are a good source for entry-level employees. They save the company time and resources because they come from a pool of pre-selected candidates.

In addition, it promotes goodwill among employees. They get to choose people they have worked with in the past, have a good rapport with, and trust.

Employee referrals are acceptable for entry-level jobs, but they can be risky for high-level positions. Furthermore, employee referrals work best when recruiters have first-hand knowledge of the candidate’s capabilities. So it isn’t effective in professional or managerial roles requiring industry experience.

Good recruiters also know that candidates whose friends and family already work at the company make for poor referrals. Unfortunately, friends and family might not admit their prospective candidate has flaws. This bias is especially alarming in high-stakes employment decisions like hiring for managerial positions.

The next recruiting model that we will discuss is the job boards.

Job Boards

Job boards like CareerBuilder, Monster, and Indeed are good talent sources.

However, the best talent source is AI-powered software, which searches multiple job boards in one click. In addition, software often works with specialized job boards to find the best candidates for their clients.

Employers must maximize exposure by using job boards specific to their industry and traditional ones when posting jobs online. Doing so exposes their opportunities to the broadest pool of potential candidates.

Niche job boards are also a highly effective way to source top talent. Some candidates prefer to use them since they can be around other community members.

Employers also must certify that their job description is engaging and informative and use keywords to attract the right talent. It is not practical if a job description does not attract and retain a candidate’s attention.

Companies should use an internal career site for passive candidates. They should also use one or more job boards for maximum coverage.

It is also important to note that not all job boards are right for your business. These platforms vary widely in terms of quality and effectiveness.

Moving ahead in this article on talent strategy assessment, let us discuss the next recruiting model – Employer Branding.

Employer Branding

One of the most impactful ways to attract talent is by building an employer brand that reflects the culture you are trying to establish.

The idea behind this strategy is simple: When people think of your company, what do they say? Of course, the answer to this question is the reputation that exists in the minds of candidates and customers alike.

Employer branding isn’t just about marketing. It is also about developing job postings, advertising on social media platforms, networking, participating in local organizations, and adding to your company’s online presence.

With effective employer branding campaigns, you will be able to attract people who would not otherwise consider themselves interested in working for your company.

Employer branding is a great way to attract passive candidates. However, it works best when it is authentic and comes from employees representing its culture.

A carefully selected group of current employees can help develop employer branding messages that appeal to different aspects of what potential candidates are looking for in your company.

After employer branding, the next important recruiting model is the Social Recruiting model.

Social Recruiting

One recruitment trend that makes waves across all industries is the social recruiting strategy. First, businesses establish their recruiting brands on top social media platforms, including Facebook, LinkedIn, Twitter, and YouTube.

From there, they post open positions. Having a presence on these sites allows both active and passive candidates to find job postings through various social media feeds.

Social recruiting is effective because your hiring team can do it at a minimal cost and with the help of AI. Oorwin’s AI-driven applicant tracking system (ATS) aids the social recruitment model.

It stores candidate information, develops targeted messages, identifies new candidates, and unifies data and information collected from these platforms into a single view.

Social media recruiting is an excellent choice for organizations because it saves time and money to reach people who fit their criteria without actively sourcing them.

It also allows companies to build relationships with potential candidates before ever speaking with them, which helps streamline recruitment.

In other words, social recruiting strategies are best for reaching candidates who are not actively looking for a new job.

Creating a Candidate Pipeline

An impactful way to attract and retain top talent is to create a solid candidate pipeline. Your hiring team can do this by using our applicant tracking system.

It has recruiting software features that help you gather, maintain, and track your pool of applicants.

By establishing a pipeline, businesses can ensure they have many strong candidates should they need them for any job openings.

Managing a talent pipeline is especially beneficial for companies who reside in an industry with high turnover rates, such as the restaurant and hospitality industry. It provides them with a steady stream of new potential hires to continually cycle through their hiring process.

The best candidate pipelines have a specific strategy behind them that focuses on building relationships with candidates, collecting their information, and following up with them.

Pipelines are especially effective when organizations can efficiently match candidates’ skills to new jobs openings. Therefore, when using your ATS, make sure to include keywords that best represent the skills and qualifications required for a position.

Your ATS will match your pool of applicants to open positions with better precision by having these keywords. Adding additional keywords helps you build a strong candidate pipeline as well. Doing so ensures you have the right talent on hand whenever and wherever you need it.

Oorwin specializes in recruitment and applicant tracking software. We believe that your hiring team should design an effective talent strategy with your company’s specific needs in mind. Contact us today to learn how our AI-driven recruiting model will attract the best talent if you have further questions.

With this, we end this article on how to assess your talent strategy and recruitment model. So, if you are interested to know more about Oorwin’s products and implementation, take a product tour today or contact us at +91-8977801805 / USA: +1 877-766-7946 to talk to our product advisors.

Oorwin’s ATS integration with Naukri: Boost Your Recruitment Strategy

Posted on July 15, 2021August 11, 2022 by Naresh Reddy

With the increase in the number of active job seekers on a daily basis, the need for automated quick ways of hiring has increased profusely. Job boards are the go-to market strategy of every candidate and Naukri is one of the most popular job boards in today’s market. However, the recruiters often have to switch between their ATS and Naukri to fetch the candidate profiles. So, what if, your ATS integration with Naukri was successful and you didn’t have to switch between both of them?

To resolve this issue, Oorwin is proud to announce a partnership with Naukri—India’s largest job board with over 75K+ jobs listed.

In, this article on Oorwin’s ATS Integration with Naukri will talk about how you can combine the power of Naukri’s rich candidate database with Oorwin’s AI-powered candidate search algorithms to find the right talent for your organizations at ease. The following topics would be covered in this article:

Oorwin’s integration with Naukri gives you immediate access to 10,000+ jobs in 19+ countries and many active job seekers with whom you can engage, in an easy and quick manner. So, let us move forward with this article and understand how to set up Oorwin’s ATS with Naukri.

Setup Oorwin ATS with Naukri

To setup Naukri on Oorwin ATS, follow the below steps:

Click on the Marketplace icon on the left navigation bar -> Uncheck All -> Select Job Boards -> Click on the 3 dots near Naukri’s logo -> Click on Configure.

Click on the Accounts tab and then click on Add Account. Refer below:

Now, enter your Naukri account credentials and subscription details, click on Save, and you’re good to go!

Once you have added your Naukri account to Oorwin, you can then add the users that you want to be able to allot credits to recruiters for a job posting and replenish the credits daily, weekly, or monthly. Next, in this article on Oorwin ATS integration with Naukri, let us look into the features you will get with Naukri added to your Oorwin account.

Oorwin ATS integration with Naukri Features

The following are the features you will get access to, on integrating Oorwin ATS with Naukri.

Publishing Jobs

You will be able to publish the jobs in Naukri directly from Oorwin’s portal just like any other job portal integration in our system. You will also be able to see the details of the job posting from the jobs board’s dashboard.

Refreshing Jobs

You will be able to refresh the jobs in the Naukri portal to update the “Last Updated Date and time” with a single click of a button from the portal.

Deleting Jobs

You will be able to delete the published jobs with a single click of a button from the jobs page in Oorwin and from the published jobs dashboard to the Naukri portal.

Candidates Resume

You can automatically pull out the resumes of the candidates who applied in Naukri into Oorwin for the specific jobs that are published from Oorwin.

Publish jobs in Naukri

Publishing jobs on Naukri has never been easier. Oorwin lets you publish jobs directly on Naukri with just a single click. Let us see how you can achieve the same:

To publish a job you have to create a Job and then click on Publish in the jobs module. Once you click on Publish, you will see Naukri’s logo.
Click on the radio button of Naukri and click on Publish.

Note: To post jobs on Naukri, kindly mention the skills, location, work experience, UG course, and role details so as to successfully parse the job details.

Refresh and Delete jobs

To refresh a job you can click on the arrow mark on the right-hand side of Naukri’s logo. Similarly to delete a job, you can click on the Unpublish button as shown below.

With this, we come to an end to this article on Oorwin’s ATS integration with Naukri. So, if you are interested to know more about Oorwin’s ATS, take a product tour today or contact us on +91-8977801805 / USA: +1877-766-7946 to talk to our product advisors.

Understanding ATS: What is an ATS and How Does ATS Work

Posted on July 9, 2021January 19, 2024 by Naresh Reddy

A Comprehensive Overview of ATS: What is ATS and How Does an ATS Work

In today’s competitive job market, efficient and streamlined recruitment processes are crucial for businesses to find and hire the right talent. This is where an Applicant Tracking System (ATS) comes into play. Understanding what is ATS and how does ATS work is crucial for both employers and job seekers. In this article, we will delve into the world of ATS and explore its functionalities, benefits, and the importance of selecting the right system for your organization.

What is an Applicant Tracking System (ATS)?

An ATS, or Applicant Tracking System, is a software tool designed to automate and enhance recruitment. It is a central hub for managing job postings, storing applicant data, and streamlining the hiring process. Beyond these essential functions, an ATS can significantly improve the efficiency of recruitment teams by automating communication with candidates, scheduling interviews, and providing detailed analytics on the recruitment process.

Furthermore, an ATS plays a key role in helping recruiters sift through large volumes of applications. It uses advanced algorithms to scan resumes and applications for specific keywords and criteria, ensuring that only the most relevant candidates are shortlisted for further review. This not only saves time but also helps in maintaining a high standard of candidate selection.

How Does an ATS Work

ATS works by centralizing the recruitment process and automating various tasks. It receives resumes and job applications, stores applicant data, schedules interviews, and sends notifications to applicants. The primary goal of an ATS is to ensure that job openings are filled efficiently and that recruiters can easily manage and track applications. By filtering candidates based on criteria like skills and experience, it helps focus on the most qualified applicants. Additionally, features like keyword matching streamline the selection process, enhancing recruitment efficiency and fairness. Essentially, ATS simplifies recruitment tasks, enabling better focus on strategic hiring decisions.

Key Features of an ATS

Applicant Tracking Systems (ATS) have revolutionized the recruitment landscape, offering many features that streamline the hiring process. These systems simplify the task of managing applications and enhance the overall efficiency and effectiveness of recruitment strategies. Below are some key features that make ATS an indispensable tool for modern HR professionals.

Publishing a career page

On your firm website, you can post open opportunities on your career page. You may administer it straight from the platforms of many ATSs. The ATS makes the setup simple, with a spot to post pictures, logos, descriptions, social share buttons, and more to help market your opportunities.

Candidates frequently visit your jobs page after viewing one of your job postings elsewhere, so creating a page that matches your company’s values and lists the open opportunities is crucial.

Job distribution

Your chances of finding the ideal candidate can be maximized by posting your job opening on as many job sites as possible. Several major job boards, including Indeed, Monster, CareerBuilder, and ZipRecruiter, have alliances with applicant tracking systems. This implies that you can quickly post your job posting to all these websites after creating it with a few clicks.

You can distribute your job posting over several job boards using your applicant tracking system (ATS), and you can keep track of which panels are generating the most applications so that you can change your distribution tactics accordingly.

Sorting applications

Once your job posting has been written and sent across several job boards, it’s time to begin reviewing applications. You may rapidly examine and categorize your applications after collecting them into one database using an applicant tracking system (ATS).

Every applicant tracking system sorts and arranges applications differently, and some can automatically weed out candidates who don’t meet the requirements for the position. Nowadays, many ATSs include AI software that applies intelligent automation to screening and shortlisting resumes by matching candidates to the resumes of your current employees.

Resume Storage

A candidate’s resumé is kept in your applicant tracking system each time they apply for one of your job openings. Even after the position has been filled, the system controls all the applications it has received.

This is helpful if you need to hire more staff or believe the applicant would be a fantastic fit for another position. You will always keep track of an excellent candidate because the ATS will keep track of all candidates.

Onboarding tools

After you’ve chosen your newest hire, it’s time to start the onboarding procedure. The time it takes to hire and formally fill your available position can be sped up using an applicant tracking system for onboarding. Studies have found that, on average, it takes up to 32 days to fill a position, that too with an ATS. Without an ATS, the period can be much more extended.

Many systems begin with a warm welcome to the team, an introduction to the business, and an explanation of what to anticipate from new hires. You might include informational pages with breakdowns of employee benefits and other crucial details for the new hire to access. The new hire can then complete the necessary documentation to ensure they are prepared for their first day on the job.

Advanced Search and Filtering

ATS systems are equipped with powerful search and filtering capabilities. This feature allows recruiters to conduct detailed searches using various criteria such as keywords, job titles, skills, educational background, and previous work experience. The advanced search functionality is particularly useful in narrowing down the vast pool of candidates to those who best match the job’s specific requirements. This precise filtering saves time and ensures that the recruitment process is more targeted and effective.

Email Templates and Communication Tools

Most ATS platforms offer a range of customizable email templates and communication tools. These features enable recruiters to communicate consistently and professionally with candidates throughout the hiring process. Whether it’s sending out interview invitations, job offers, or rejection letters, these templates can be tailored to reflect the company’s brand and tone. Additionally, automated follow-up emails and reminders can be set up, ensuring that candidates are informed and engaged.

Real-Time Collaboration

An ATS facilitates real-time collaboration among various stakeholders involved in the hiring process. This includes HR professionals, hiring managers, and department heads. The system allows for shared access to candidate information, feedback, and evaluations, enabling a collaborative decision-making process. This feature is particularly beneficial in organizations where multiple departments or teams are involved in selecting a candidate, ensuring that all perspectives are considered, and the best hiring decisions are made.

Event-Triggered Automation

Event-triggered automation is a key feature of modern ATS systems. This functionality allows the system to perform certain actions automatically when specific conditions are met. For example, sending a welcome email when a candidate’s status changes to ‘hired’ or notifying the hiring manager when a new application is received. This automation significantly enhances the efficiency of the recruitment process, reducing manual work and ensuring timely actions.

Integration with Other Systems

Many ATS platforms offer integration capabilities with a variety of other software systems. This includes CRM (Customer Relationship Management) systems, email marketing tools, HR management software, Job portals and more. Such integrations enable a seamless workflow, allowing data flow between different systems effortlessly. This interconnectedness ensures that all aspects of the recruitment process, from candidate sourcing to onboarding, are streamlined and efficient, providing a comprehensive solution for HR management.

By incorporating these features, your ATS becomes a comprehensive tool for managing the entire recruitment process, from job posting to onboarding, ensuring a seamless experience for both recruiters and candidates.

The Top Benefits of an ATS

The most well-known benefit of an ATS is that it allows you to streamline and refine the entire recruitment process. In addition to this, the proper ATS will also provide the following benefits:

Reduced hiring time: An ATS streamlines the recruitment process, enabling faster candidate sourcing, screening, and selection. This leads to a more efficient hiring cycle.
Increased collaboration: ATS facilitates seamless communication and collaboration between recruiters and candidates, enhancing the overall hiring experience.
Actionable insights and reports: ATS provides valuable data and analytics, allowing recruiters to make informed decisions and optimize their recruitment strategies.
Improved quality of hire: By leveraging advanced candidate screening and matching capabilities, ATS helps identify the most suitable candidates for the job.
Integration with third-party apps: Many ATS platforms offer integrations with various tools and services, enhancing the overall functionality and efficiency of the recruitment process.
Enhanced employer branding: ATS enables organizations to create branded career pages and provide a positive candidate experience, thus strengthening their employer brand.

Assessing the Effectiveness of ATS Software

Applicant Tracking Systems (ATS) are designed to streamline the recruitment process, but their accuracy is debatable. While they offer time-saving benefits to recruiters, their effectiveness in identifying the best candidates is sometimes unreliable.

Research conducted by Harvard Business Review highlights a significant concern: about 88% of recruiters believe that ATS may inadvertently overlook qualified candidates. This issue arises because these systems heavily rely on matching resumes with the specific keywords outlined in job descriptions. Consequently, candidates who don’t use these exact keywords, despite having relevant skills and experience, might be excluded from consideration for the job analysis.

This reliance on keywords suggests a potential flaw in how ATS evaluates candidates, often neglecting the broader context of a candidate’s overall capabilities and professional background. As a result, many skilled and suitable applicants are bypassed, not due to a lack of qualifications but because their resumes lack certain keywords.

To navigate this system effectively, job seekers should tailor their resumes to each job application. This involves closely analyzing job descriptions and incorporating the keywords employers will likely use in their ATS. By doing so, candidates can enhance their chances of passing through the ATS filters and getting their resumes reviewed by human recruiters.

Signs Your Business Needs an ATS

You’re missing out if your business is still manually processing job applications. An ATS can reduce staffing costs by streamlining tasks like screening applicants and scheduling interviews. It also frees up more time for strategic tasks contributing to business growth.

Manual processing of job applications: If your organization is still manually managing job applications, it’s time to consider implementing an ATS to automate and streamline the process.
High staffing costs: An ATS can significantly reduce staffing costs by automating time-consuming tasks and freeing up recruiters’ time for strategic activities.
Need for improved efficiency and scalability: If your recruitment process is becoming overwhelming and you’re struggling to handle increasing volumes of applications, an ATS can help you manage and scale your hiring efforts effectively.

Choosing the Right Applicant Tracking System for Your Business

Choosing the right Applicant Tracking System is crucial. There are several factors to consider:

Understanding the Purpose of an ATS

If you’re unsure about what is ATS and how does ATS work, it’s essentially a software tool that helps streamline your recruitment process. It screens, tracks, and stores data about candidates and schedules interviews. When selecting an ATS, it’s critical to understand its purpose, as this will impact the time and money spent on the technology in the long run.

Here is a guide for choosing the correct Applicant Tracking System-

Focusing on Your Recruitment Needs

Understanding what is ATS is and its functionalities is important, but every company has a different hiring process, and it’s essential to know what yours entails. Scheduling trials with various ATSs can help you decide which is best for your needs and may even provide insight into each system’s features.

Evaluating the Software

Before finalizing an ATS, assessing multiple recruiting software solutions is important. If you’re unclear on what ATS is and its benefits, a trial or demo can help determine which program best suits your organization’s needs.

Opting for an ATS with Mobile Optimization

Another key question when considering what is ATS for your organization is to verify if it has a mobile version. A mobile-optimized ATS enables candidates to apply for jobs and contact recruiters anytime, anywhere.

Checking for Data Security

For anyone asking, “what is ATS?” it’s crucial to note that data security is a significant concern. An ATS stores sensitive information about candidates and company members, so it’s essential to ensure all data is treated in respect to privacy policies.

Here are the top 10 Applicant Tracking Systems that companies can choose from, listed based on their features and customer reviews.

Streamlining Recruitment with Oorwin ATS

As the job market continues to evolve, the importance of an efficient and effective ATS cannot be overstated. Oorwin’s ATS emerges as a key player in this domain, providing businesses with the tools they need to navigate the complexities of recruitment in today’s fast-paced world. By choosing Oorwin’s ATS, companies are not just adopting a software solution; they are embracing a strategic partner in their journey toward recruitment excellence and organizational success.

Frequently Asked Questions

What is ATS?

An applicant tracking system (ATS) is a software tool that automates and streamlines recruitment. It helps companies manage job applications, track candidates, schedule interviews, and hire the right talent efficiently.

What is an applicant tracking system example?

Popular examples of applicant tracking systems include Workday Recruiting, Oorwin, iCIMS, Bullhorn, Jobvite, and Lever. These platforms offer a range of features to simplify and optimize the recruitment process for organizations of all sizes.

What ATS is used by companies?

Companies use various applicant tracking systems based on their specific needs and preferences. Some commonly used ATS platforms include Workday Recruiting, Greenhouse, Oracle Taleo, SAP SuccessFactors, and BambooHR. The choice of ATS depends on factors such as company size, industry, and recruitment requirements.

ATS Integration with Dice: Boost Recruitment by Combining Dice’s rich data with Oorwin’s AI

Posted on March 18, 2021August 11, 2022 by Naresh Reddy

This article on ATS Integration with Dice will talk about how you can combine the power of Dice’s rich candidate data with Oorwin’s AI-powered candidate search algorithms to find the best professionals without switching applications.

Oorwin’s integration with Dice gives you immediate access to over 2 million technology professionals that you can engage with right from your Oorwin ATS. The integration lets you publish jobs on Dice, quickly find relevant candidates, submit matching profiles for jobs, and add applicants to Oorwin ATS with just a few clicks.

Oorwin’s Dice integration helps you find the most active candidates while streamlining your recruiting efforts by removing the need to switch applications or move data between Oorwin and Dice.

The integration has helped our customers harvest more than 1 million high-quality resumes from Dice without leaving Oorwin. Read on to know more.

Setting up Oorwin ATS integration with Dice

You can start using Dice on Oorwin within minutes by following these steps.

Click on the Marketplace icon on the left navigation bar. Once on the Marketplace page, select Job Boards, and then Dice. Click on the Accounts tab and then on Add Account. Just enter your Dice account credentials and subscription details, click on Save, and you’re good to go!

Once you have added your Dice account to Oorwin. You can then add the users that you want to be able to run resume searches and job postings using the Dice account. You can also allot credits to recruiters for a job posting and resume search, and you can replenish the credits daily, weekly, or monthly.

Searching Dice from Oorwin

You can search for candidates on Dice directly from the Advanced Search on Oorwin. The UI is similar to Dice to keep the experience seamless and to reduce the learning curve for users.

The integration allows you to use Oorwin’s Intelligent Candidate Search and Candidate Ranking to get the most of Dice’s rich candidate data.

You can also search for candidates from Dice using any number of keywords and then refine the search results using multiple filters.

Single-click job Publishing

Publishing jobs on Dice has never been easier. Oorwin lets you publish jobs directly on Dice with just one click.

That’s not all, Oorwin automatically updates and refreshes the posted jobs regularly to make sure your job stays relevant and always appears at the top of the results.

You no longer have to visit and log in to Dice to check if you’ve received any applications for the jobs you posted. Oorwin automatically sends out alerts to the respective recruiters when candidates submit applications for the job-creating a real-time workflow between Oorwin and Dice.

You can also initiate a conversation with these candidates and request documents using the Oorwin chatbot. This way, your recruiters will get resumes and start screening candidates even when they are away from their computers!

Candidate Resume Parsing

It has been a common practice for recruiters to download resumes and save them on their computers and then re-upload the resumes for different jobs.

Oorwin’s Dice integration allows you to create a candidate on the Oorwin ATS with just one click using the candidate profile and resume from Dice.

You can also parse multiple candidates’ resumes in a matter of seconds and without having to switch applications. You can store the candidate information in Oorwin for future use without having to download the resume from Dice again.

The Oorwin Advantage

Gone are the days of logging into multiple applications and moving data between them. Oorwin’s Dice integration lets you use Dice without having to log into your Dice account each time. Just enter your credentials once, and you’re good to go.

Along with a one-time sign-on from Oorwin, you can set up multiple users who can use the Dice account once configured to avoid procuring multiple licenses.

The integration boosts recruiter productivity by allowing one-click creation of candidate records from Dice and parsing of multiple candidate records in a matter of seconds. You can also add candidates to a Pipeline or submit a candidate for a job with just a few clicks.

Lastly, Oorwin helps you track the success of all your activity on Dice with reports and insights on jobs posted, candidates sourced, recruitment source success, recruiter and team-specific metrics, etc.

Want to give Oorwin a try? Click here to request an Oorwin product tour.

Automated Resume Harvesting & Candidate Sourcing from LinkedIn

Posted on January 4, 2021December 22, 2023 by Naresh Reddy

A Guide to Automate Resume Harvesting and Candidate Sourcing from LinkedIn

In recent years, LinkedIn has become the social media platform of choice among employees and employers alike. As more employees flock to the platform, LinkedIn is playing an increasingly important role in recruitment processes. While it is well known that recruiters spend the majority of their time sifting through candidate resumes on multiple job boards, more recruiters are now finding and hiring talent from LinkedIn. This has made automated resume harvesting from LinkedIn a must-have for any recruiter.

What is Resume Harvesting?

Recruiters extensively use resume harvesting to source the right talent for their organizations. It involves automated searching and downloading of applicant profiles into private, internal databases of recruitment agencies or HR departments, which traditionally was a manual and time-consuming process. By utilizing rule-based search techniques and software, recruiters can sift and search resumes on LinkedIn, efficiently narrowing down the results to the most fitting candidates.

The primary advantage of resume harvesting is saving time and effort. Modern systems use aspects of Artificial Intelligence to automatically search job boards based on recruitment criteria, allowing searches to occur during non-work hours. This leads to a more focused candidate search, as recruiters can spend more time evaluating the quality of the resumes harvested. Additionally, it aids in developing an in-house resume database, reducing dependency on external job boards. Another significant benefit is cost-effectiveness, enabling more efficient use of job board subscriptions and paid credits.

Understanding Candidate Sourcing

Candidate Sourcing is a recruitment and human resources process, referring to the methods used to identify, attract, and engage potential candidates for a job opening. It involves recognizing recruiters’ and HR professionals’ methods to identify and attract potential candidates for job vacancies. A recent study by LinkedIn has found that companies that use AI-driven candidate sourcing can increase their hiring rates by 30%. Traditionally, this process included networking, advertising, and database searches. However, with the advent of AI, the automation of candidate sourcing has revolutionized this field. AI-powered tools can help in candidate sourcing, which can now scan, interpret, and analyze large volumes of data from job boards, social media, and company databases to identify the most suitable candidates. This automation significantly enhances the efficiency and effectiveness of the sourcing process, enabling recruiters to focus more on engaging and assessing candidates rather than on the initial, time-consuming search. AI-driven sourcing is swiftly becoming an indispensable tool in modern recruitment strategies.

How to Automate Resume Harvesting and Candidate Sourcing from LinkedIn

As of 2024, LinkedIn is a premier online job board for talent acquisition, boasting a user base exceeding 800 million. This expansive platform is a hub for a diverse global workforce, catering to professionals focused on career growth and business networking.

LinkedIn’s design and features are particularly tailored for recruiting, offering a streamlined and effective environment for identifying and connecting with specialized professionals across various industries. This makes it a precious resource for recruiters and companies seeking top talent in their respective fields.

In line with our mission to help recruiters and staffing businesses boost productivity, Oorwin ATS now lets you automatically harvest resumes from LinkedIn. That’s not all. You can also use our first-of-its-kind contact details fetching feature to quickly find the email IDs and phone numbers of the candidates you are interested in. Let us move forward with this article on automated resume harvesting and contact fetching from LinkedIn.

LinkedIn Resume Harvesting

To harvest resumes from LinkedIn, simply head to the job page on Oorwin ATS and click on Resume Harvesting and then click on schedule. Alternatively, you can click on the Advanced Search button at the top of the Oorwin homepage and get to the resume harvester page from there. This opens up the resume harvester page in a new window or tab.

Once on the resume harvesting page, you can then select LinkedIn from the harvest source list, set the criteria for your candidate search, and then click on Find Candidates.

You can further refine your search criteria by clicking on ‘Advanced Search’ and adding details including keywords, skills, job title, location, employment type, work authorization, etc. to make sure you always find the best candidates.

The shortlisted candidates will be directly added to the job pipeline so your recruiters can quickly go through them and pick the candidates that most closely match the requirements. Here’s how it works.

This eliminates the need to have multiple tools for resume fetch, contact detail fetch, candidate-job matching, etc. All the information is automatically reconfigured based on fully customizable templates.

Source Candidate Details from LinkedIn

Oorwin ATS goes a step further when it comes to making the entire recruitment process as frictionless as possible.

Once the candidate has been added to a job pipeline, you can now get contact details for the candidate including email addresses and phone numbers from LinkedIn even if the candidate hasn’t made these details public.

All you need to do is go to the job pipeline page and click on LinkedIn Contact Details Fetch for the particular candidate in the actions column. To use this extremely useful feature, all you need to do is get a few credits and use them to fetch the contact details of any LinkedIn user.

Use Plugins for Instant Resume Harvesting

You can also quickly harvest resumes directly from LinkedIn using Oorwin’s plugin for Chrome browser. Once you’ve installed the Oorwin extension for Google Chrome, you will see the option to harvest or parse the candidate resume directly from their LinkedIn profile. Candidate resumes can also be harvested directly into Oorwin simply by clicking the Submit button on the Oorwin panel for the Chrome browser.

Boost recruiter productivity, increase candidate engagement and improve hire quality with Oorwin’s automated resume harvesting and candidate sourcing from LinkedIn. Want to give Oorwin ATS a try? – Oorwin product tour

Frequently Asked Questions

What is Resume Harvesting on LinkedIn, and How Does Oorwin ATS Facilitate It?

Resume harvesting on LinkedIn refers to automatically searching for and downloading candidate profiles to a private, internal database. Oorwin ATS facilitates this by allowing recruiters to set criteria and automate the search process on LinkedIn, streamlining the sourcing of relevant candidate profiles. This includes options like job title, skills, location, and employment type to ensure the most suitable candidates are identified.

How Does Oorwin ATS Enhance Candidate Sourcing Efficiency?

Oorwin ATS enhances candidate sourcing efficiency by automating the time-consuming tasks of resume fetching and contact detail retrieval. This system uses AI to scan, interpret, and analyze large volumes of data from LinkedIn, streamlining the recruitment process. It also includes features for instant resume harvesting and parsing directly from LinkedIn profiles using a Chrome browser plugin, significantly reducing the recruiter’s manual workload.

Can Oorwin ATS Retrieve Contact Details from LinkedIn Profiles?

Yes, Oorwin ATS has a feature that allows recruiters to fetch contact details like email addresses and phone numbers from LinkedIn profiles, even if these details are not publicly available. This is achieved through the LinkedIn Contact Details Fetch feature, where recruiters can obtain these details using credits within the system, further enhancing the recruitment process by facilitating direct communication with potential candidates.

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