An Essential Guide: High Volume Hiring for Your Organization

What Is High-volume Hiring

High-volume hiring refers to the process of bulk hiring in a set time period. Typically, employers conduct high-volume recruitment to support quick business growth or staff a new department. Besides, seasonal drives or graduate recruitment may also call for high-volume hiring. 

As per research, 73% of giant organizations choose this form of hiring, and often high-volume hiring calls for a different hiring strategy and approach than conventional small-scale recruitment. 

High-volume Hiring Challenges

High-volume hiring can be challenging because of the number of roles hiring managers need to fill. Some common challenges that most organizations encounter when conducting volume hiring include the following:


Usually, HR managers need help reaching out to qualified candidates searching for suitable job roles. For instance, when they declare a job opening on their official website, they need to retrieve the data of the candidates that use other channels for searching for jobs. 

To overcome this challenge, hiring managers must develop a multi-channel recruitment strategy. It will help them to connect with job seekers across platforms. The hiring managers can use sourcing channels like job boards, social media, referrals, job marketplaces, classified ads, etc. 

Time and Scheduling

When carrying out high-volume recruiting, HR managers may need help managing time and schedule efficiently. While the front-level HR team completes the screening process and interviews, operation managers typically interview the candidates and make the final selection. 

Scheduling time in a manner that fits well for the hiring members and candidates may take time to complete numerous interviews in a stipulated timeline. Hiring managers can combat this challenge by automating the entire scheduling, leveraging an integrated scheduling tool. 

A comprehensive automation system may help recruiters wrap up things quicker. Besides reducing the span to hire candidates, incorporating advanced technology into the hiring strategy may help reduce marketing expenses, achieve a better quality of candidates, and improve candidate communication.  


A result-driven hiring strategy should always focus on diversity. The diversity horizon should be widespread – everything must be sorted from the hiring team and candidate pool to the sourcing channel. However, most employers need help achieving diversity within a stipulated timeline. To overcome this challenge, recruiters turn to different hiring platforms as they allow access to different demographics. 


Organizing is crucial when employers screen numerous candidates. However, in most cases, recruitment officials collect applications via email and store them in the drive. It may lead to a solid mess. Instead, employers should centralize applications and communication to keep things organized. Companies may also consider an applicant tracking system to keep hiring data streamlined and accessible. 

5 High Volume Hiring Strategies You Can Use in 2023

For effective bulk hiring, organizations can follow high-volume recruiting best practices. They may include the following. 

Automate Manual Processes and Tasks

Bulk hiring can be a tedious process where technology can act as a boon to ease it. Recent data claims that approximately 55% of HR professionals have turned to technology in 2022, and 49% believe that automation may help reduce biases. Automation allows recruiters to wrap up the job quickly and efficiently. Leveraging automation, employers can streamline different recruiting jobs, and besides high-volume recruitment, organizations can use it for regular hiring. 

Leverage Data and Analytics 

Employers can leverage hiring data and recruiting matrix when conducting high-volume hiring. Besides helping organizations optimize the hiring process, analytics and data allow them to figure out areas of improvement. When checking out recruiting analytics, recruiters should consider data points, including candidate diversity, sourcing effectiveness, conversion rate, etc. 

Talent Rediscovery and Returnship

Organizations can check out their old database and find candidates who have appeared for the interview before but couldn’t crack the job. This process is called talent rediscovery. Besides, recruiters can leverage returnship by reaching out to employees not associated with the organization anymore but are open to returning. 

Develop a Candidate-First Application Process

Often, candidates will avoid a job application form that takes way longer to complete. Developing a well-managed and candidate-centric application process guarantees a fine-tuned interview experience. Moreover, it allows organizations to seamlessly hire at a large scale without overlooking the interest of suitable applicants. 

Take Advantage of Networks

Organizations can use their networks to retain the right candidates. For example, organizations can request their Twitter or LinkedIn connections to share their job posting on their networks. Slack channels or other online communities can also be used but organizations have to keep in mind the branding aspect. 

How Can Automation Help With High-Volume Hiring

When organizations leverage automation for setting up high-volume recruitment strategies, they can efficiently reduce the hiring time. Besides, recruiters can wrap up the entire process with added efficiency and enhanced flexibility. Leveraging automation, recruiters can manage email communications, schedule interviews, evaluate scorecards, and collaborate reports seamlessly. 

With Oorwin’s efficient AI-enabled talent acquisition platform, organizations can source and hire talent smartly and rapidly. 

Frequently Asked Questions

What Do You Mean by Volume Hiring?

Volume hiring refers to hiring numerous candidates in a short span. Usually, companies conduct volume hiring to facilitate business growth, fulfill seasonal drives, graduate recruitments, etc. 

What Is Considered High Volume in Recruiting?

When an organization hires thousands of candidates quickly, it is considered high-volume in recruiting.

Video Screening Interviews- Everything HR Needs to Know

What is Video Screening Interview 

A video interview or a video screening interview is an interview arrangement conducted remotely using technology to communicate between the two parties. They are cost-effective both for the candidate and the company.

The interviews are designed to video screen candidates, which is far superior to simply looking at a CV since it lets the candidates’ personalities and communication skills shine. These are especially effective in assessing individuals for occupations in which excellent communication skills or the capacity to create rapport are essential.

How to Use Video Screening Interview for Hiring

Video screening interview can bridge geographic constraints, reduce costs, and fasten the interview process. Though video interviews are convenient, certain things must be kept in mind to make the process smooth. Let’s discuss some of them:

Plan the Process

It is crucial to plan the video interview to avoid any glitches on the execution day. Every virtual task is subject to uncertainties, but it could be reduced to an acceptable level when carried out with proper planning and strategy.

Specific profiles require you to submit additional work samples or complete an assignment. Often, several steps have to be completed before successfully conducting a video screening interview. All the details must be communicated to the candidates on time to show the interview process properly.

Testing Interviewing Equipment

A video interview relies on various factors like internet connection, software, and audio. Things can go wrong and derail the interview if any of the elements work differently than they are intended to. It is essential to check the speaker, webcam, and internet connection before the interview to ensure a smooth interview process.

The company must provide all the information before video screening the candidates before the interview to test out the software themselves. One can go the extra mile and conduct a few mock sessions with team members to ensure everyone knows how to set up a meeting, mute themselves and share the screen during an interview.

Craft Relevant Questions

Conducting a video interview also includes preparing relevant questions and a proper setup. These questions need to be designed to test if the candidate is fit for the applied designation, their character, and whether they can fulfill the company’s expectations. They should be linked with the candidate’s resume, asking about their experiences and expectations.

Notify Candidates as Early as Possible

A candidate is already nervous while appearing for a video screening interview. Nobody likes last-minute confusion about rules and regulations to be followed for an interview. It is vital to keep the candidates well updated in advance so they can get enough time to prepare for the video job interview. The candidate should be informed about all the essential rules and regulations to be followed on the video interview much before the interview to make them adequately prepared. It is advised to update the candidates at least three days before their scheduled date to make sure everything is clear.

Choose a Decent, Well-lit interviewing space.

The conversation is best executed when there is eye contact between the two parties. It helps engage more and gives an in-person feeling to a video interview. Interviewing in a room with proper lighting and no disturbance makes a huge difference. It not only leaves a professional impression but also ensures a better conversation.

Use Pre-recorded Video Interview

Pre-recorded interviews are typically used to rapidly and effectively screen a large number of job applications and serve as a pre-screening step before inviting prospects to an in-person interview. Candidates that accept an invitation to participate in a pre-recorded interview might expect the hiring manager to see their video immediately. Pre-recorded interviews have a number of advantages. Pre-recorded interviews are unplanned and can be conducted whenever it is most convenient for the candidate, in contrast to in-person or video job interviews.

As with all interview styles, individuals that take the time to conduct their research will ultimately benefit. The pre-recorded interview questions should be answered the same way as any other interview question. In addition to demonstrating their familiarity with the business and sector, they should tie their talents to the ideal job description. Candidates should plan ahead and take advantage of the chance to highlight their background, interests, and personality.

Set up the Feedback Process

When the entire process of the video job interview is executed correctly, the next step will be to provide feedback to the candidates. Giving feedback is as important as the interview itself.

Providing feedback conveys to the candidate that the company is concerned about them and values them. It increases their association with the organization they are about to join. Similarly, one should also provide input on how to work on their shortcomings and perform better in the future.

Conduct Video Interviews with Oorwin

As an organization, managing volume hiring and recruitment can be a tedious task. That is where Oorwin, an AI-enabled platform with 100+ integrations, comes into the picture. Oorwin has in-built video interview screening applications such as Jobma, Zoom, Otomeyt and others which ensures a smooth and efficient candidate screening journey.

Evaluate for yourself with our free demo, you can book here.

Frequently Asked Questions

What does video screening mean?

A video screening interview helps candidates to demonstrate their qualifications in a virtual setting, which allows interviewers to assess them. It is just a tiny portion of the overall pre-employment screening procedure.

What are the two types of virtual interviews?

The two types of virtual interviews are: live and pre-recorded. The live ones are the most preferred as they are the best alternative to the in-person interviews.

How can video interviews improve hiring?

The in-person interviews get hectic and unorganized sometimes due to the number of applicants. Video interviews eliminate this confusion as each shortlisted candidate is given a pre-decided time slot. It leads to better execution.

AI-Powered Hiring: Taking Recruiting to the Next Level

What Is AI Powered Recruitment

Artificial intelligence has penetrated almost every industry, and its involvement in different aspects of a business will only increase in the future. One such area is in the recruiting process for companies. As the name suggests, AI for recruiting uses artificial intelligence to automate repetitive and time-consuming activities while providing talent acquisition teams with data-driven insights during the hiring cycle. Such insights can help recruiters make better decisions while hiring, which leads to improvement in the quality of hire. AI recruitment tools can help to align the right talent to the right job roles building great teams for a company.

Benefits of Using AI Powered Recruitment

Using AI powered recruitment comes with a plethora of benefits -from screening good candidates to saving time and providing an improved candidate experience.

Faster Initial Selection Process

No company wants to lose the best talent out there to competitors. In the fast-paced world that we live in, if the recruiting process is not fast and efficient, a company risks the prospect of losing top talent to others. If the hiring process is quick, chances are high that the job applicants will have lesser offers in hand to choose from, which ultimately helps to tap the best talent for the company. Using AI for recruiting can help recruiters to identify the suitable candidates quicker, completing the hiring process much faster.

Ease of Screening Candidates

A vital part of the hiring journey is sourcing the right kind of candidates. Often, recruiters spend a considerable chunk of their time doing just that. Unfortunately, that should not be the case.

The power of AI for recruiting can help to automate the process of manual sourcing and selecting suitable candidates. Deploying methods like keyword-based searches can fasten up the search process by narrowing down the most qualified candidates from a large pool of applicants.

Reduce bias

All humans come with some sort of bias, even though we may not be aware of having them. If unconscious bias makes its way into the recruitment process, potential employers can miss out on the best candidate for the position. Training to eliminate bias in recruiting is a way to counter this but not sufficient. Standardising interviews with AI-based recruitment solutions can help to reduce bias in the recruitment process to make the whole process transparent and fair.

Improve Engagement

Often we hear stories about the lack of proper communication between a job applicant and a recruiter leading to an unpleasant experience. Building recruitment processes that are scalable and efficient can help to form better relationships with candidates providing them with an enhanced application experience. 

Leveraging AI in recruitment for this is beneficial. Having the ability to interpret interview conversations can help hiring teams understand each candidate better. 

Find top talent

One wrong hire can cost your company a lot of money. Just not financially, it can create a setback on morale as well as productivity among team members. But this phenomenon of wrong hires is a common situation that every company faces.

Using AI for recruiting can come to the rescue. With the help of technology, recruiters can now find and hire the most suitable candidates from a large pool of applicants. Time-consuming activities like screening resumes to filter out the best candidates can be done quickly by AI-powered recruitment platforms aligning the right company to the proper role.

How is AI and Automation Changing Recruiting Process

AI powered recruitment is having a major impact on the recruiting industry. By automating many of the manual and repetitive tasks associated with recruiting, such as resume screening, interview scheduling, and candidate matching, AI is freeing up recruiters’ time and allowing them to focus on more strategic and impactful tasks. This shift is helping recruiters to build stronger relationships with candidates and provide a more personalized and engaging candidate experience.

With AI, recruiters no longer have to spend countless hours sifting through resumes or manually scheduling interviews. Additionally, AI can provide recruiters with valuable data insights, helping them to optimize their recruitment strategies and make more informed decisions.

How AI is Transforming the Role of Recruiters 

AI is changing the game for recruiters by taking over some of their tedious, time-consuming tasks. This means recruiters can focus more on the human side of things, like building relationships with candidates and making final hiring decisions. But, it’s important to remember that AI can’t replace the personal touch and instincts that a human recruiter brings to the table. AI is just making their jobs easier and more efficient.

Why should Organisations use an AI Recruitment Platform?

AI powered recruitment platforms can help reduce bias in the recruitment process by using data and metrics to evaluate candidates objectively. Furthermore, AI can personalize the candidate journey, providing instant feedback, improving communication and creating a more positive candidate experience. With AI recruitment platforms, organizations can collect data on the recruitment process, which can later provide valuable insights into the hiring process, and enable organizations to make data-driven decisions. Lastly, AI recruitment can save money by reducing the time and resources required to fill open positions.

Frequently Asked Questions

How Is AI Used in Recruitment?

The usage of AI in recruitment is helpful in so many ways. It can screen out suitable candidates, make the hiring process faster and more efficient, and remove bias that may creep in while hiring.

How can AI improve recruitment?

AI not only helps in bulk resume screening but also increases the quality of hire by stadardized job matching. The more data is fed into AI-enabled ATS, the better the results are.

Best Strategies to Attract Top Talent for Your Company in 2023

The essentials on How to Attract Top Talent

The right talent is one of the most significant assets for any business, as they enable growth and new opportunities. To survive the competitive spectrum, companies must hire top talent. Only when a company has the resources it needs can it deliver quality and stay in the game. Companies with strained skills who fail to attract top talent eventually need to catch up in business. With the right strategies and preparation, companies can stay ahead of the competition and attract top talent in the coming years. Here are seven strategies companies can use to stand out and know the essentials in hiring the best talent in 2023.

7 Proven Methods to Attract Top Talent

With ever-changing factors influencing how top talents perceive companies, here is our take on how to attract top talent for businesses.

Provide Flexible Work Options

To attract top talent, it is essential to know what the candidates prefer while they look for a job. Flexibility is one such factor that influences top talents to a great extent. As the pandemic made work from home the “new” normal, companies had to ensure businesses ran smoothly while employees stayed safe at home. 

A recent study from Gallup gave a clear idea of why employers struggle to get the workforce back in the office. The data suggests that 9 out of 10 employees prefer working from home. So the option of working from home extensively impacts attracting top talent for a business. 

Not only the employees, work from home and flexibility benefit the recruiters and businesses. For instance-

  1. The remote working option brings down geographical boundaries and offers a large pool of top talents with a higher chance of fitting the requirement.
  2. With a flexible working option, companies can bring down costs for each employee, starting from electricity and other amenities that an employee consumes while they work from an office.

Utilise Social Media

Social media these days is not just limited to recreation or leisure; it has become an integral part of the networking strategy. Candidates spend time on multiple platforms these days. Hence, companies must leverage platforms like Linkedin, Facebook, Instagram, and Twitter.

Building an excellent social media presence attracts top candidates who eagerly apply and look forward to working with your company. Staying active on multiple channels also enlarges the talent pool for your next hire. Hiring candidates from social media platforms is known as Social Recruiting.

Professional Development Opportunities

Giving employees opportunities for growth and development is another essential strategy for attracting and retaining top talent in 2023. Companies should invest in training and development programs that help employees develop their skills and advance their careers. Professional growth opportunities, such as mentorship programs, professional development courses, and job shadowing experiences, can also be helpful in attracting and retaining top talent.

Get the Best Out of Technology

Recruiting managers collectively agree that hiring talents comes with many risks; sometimes, it works out, and sometimes it does not. Often due to a lack of time and resources, companies hire the wrong candidate, which comes with additional expenses. Technology is changing the way companies work, and it is essential for businesses to stay ahead of the curve when it comes to technological advancements. Companies should invest in the latest technology to ensure that they are able to recruit, hire, and retain top talent effectively.

With the progress of Artificial Intelligence, companies can leverage technology for such instances to improve the selection process of top candidates with an ai-enabled ATS.

Applicant Tracking Systems (ATS)

An Applicant Tracking System (ATS) helps streamline and automate the recruitment process by centralizing all possible candidates and filtering the application based on keywords and phrases. When an employer has clearly outlined the job description, the hiring process is much more effortless.

Recruiting Agencies

Recruiting agencies have an extensive database of job seekers, and employers need to provide these agencies with the requirements of their candidates. Employers can build a talent acquisition strategy by working with these recruiters to source, attract, and recruit quality candidates.

Build an Employer Brand

An employer brand should portray what the company does and what vision it upholds to achieve. The best place to share these so that it is visible to potential candidates is social media platforms such as Linkedin, Facebook, and Instagram. When a company creates a brand, a top talent who resonates with similar values and vision is bound to feel enthusiastic about working with the company.

Read more about Employer Branding here : Importance of Employer Branding 

Network in Specific Events

Networking is the art of connecting with the right people. It is not only beneficial for company growth in terms of clients and revenue, but it also helps in attracting top talent. Tapping into communities through events and meetups aids in top talent recruitment. Developing a talent pipeline for future growth is also an essential strategy for attracting top talent in 2023. Companies should take the time to research the job market and build a strategy for scouting and interviewing top talent. Companies should also develop relationships with universities and other talent sources to stay ahead of the talent trends and identify the best job candidates.

Implement Referral Programmes

One of the most underrated strategies, referral programs can help in hiring top talent. When you offer beneficial programs to your existing employees, they will go the extra mile to refer candidates with higher chances of fitting in the role. Word-of-mouth branding is an age-old method but does work in favor.

Referral programs provide access to high-quality candidates who fit well with the company culture and are usually cost-effective compared to traditional recruiting methods. It can also speed up the hiring process and require less training since referrals are already familiar with the company and the role. Referral hires tend to have higher retention rates, stay longer with the company and are more invested in the company’s success. Additionally, referral programs can boost employee engagement and contribute to a positive company culture.

Start Hiring Top Talent Today

Apart from these, companies must understand that talent acquisition should align with their goals and values. Many companies miss out on top talents as they need to incorporate diversity, equity, and inclusion in their strategy. Creating anti-discrimination laws and reducing wage gaps through fair pay are some other measures that can aid in attracting and retaining top talent. Hiring top talent is an essential part of ensuring the success of any business. To stay ahead of the competition, companies should focus on using the strategies outlined above to create an environment where employees can thrive and grow. By investing in the latest technologies, developing talent pipelines, and investing in professional development opportunities, companies can stay ahead of the competition in the job market and attract top talent in 2023.

At Oorwin, we enable companies with our AI-enabled recruitment software to ensure that they only attract top talent who match the job requirement. You can learn more about it by talking to us.

Frequently Asked Questions

What types of strategies can I use to attract top talent in 2023?

Creating a competitive job market, developing reward and incentive plans, scouting top talent, and providing career development opportunities are all viable strategies to use when looking to attract top talent.

What are some tips to improve employee retention?

Improving company culture, providing competitive pay and benefits, offering meaningful and challenging work, valuing feedback and ideas, and giving employees opportunities to learn and grow are all effective ways to retain top talent.

How can I create a successful talent recruitment plan?

A successful recruitment plan involves understanding the needs of the job and the skills that are required to fill it, creating an attractive job listing, using practical recruitment tools and techniques, scouting talent, and developing relationships with successful candidates.

A Guide to Building a Talent Engagement Strategy in 2023

What is Talent Engagement 

Effective talent engagement is essential for any company as it plays a significant role in the success or failure of the organization. It is crucial to attract the right talent and ensure that they remain engaged and committed to the company’s goals and objectives.

Talent engagement involves developing strategies that allow companies to establish and maintain meaningful relationships with their employees. By interacting with them on a personal level, companies can create an environment that fosters a sense of loyalty, motivation, and enthusiasm among their employees.

A well-designed talent engagement strategy helps candidates to learn more about the company through its employees. This, in turn, helps to establish a positive employer brand that attracts top talent and earns goodwill in the industry. 

By leveraging the power of talent engagement, companies can create a work culture that fosters innovation, creativity, and collaboration, leading to increased productivity and profitability.

Why is Talent Engagement Important?

Implementing effective talent engagement strategies is essential for organizations to attract and retain top talent. By engaging with potential candidates who are already familiar with the company’s mission and values, recruitment efforts can be streamlined, resulting in reduced hiring time and costs. 

Given the current competitive job market, employee turnover rates are high, making it critical for companies to prioritize talent engagement initiatives to retain valuable employees in the long run.

Talent Engagement Strategies to Follow

A talent engagement strategy aims to build relationships with candidates by interacting with them meaningfully and personally. Various methods can be deployed to make the correct strategy, such as engagement audit, innovating and leveraging the right tech stack, and building engagement personas, among others.

Set Up An Engagement Audit

Setting up an engagement audit can help build a good talent engagement strategy. Keeping up with metrics such as open rates and click-through rates on your emails to talent can give valuable insights. 

Other areas that can be looked at include the pace at which the talent acquisition team responds to candidates, how quickly the follow-up information is provided after application, and feedback given to candidates post interview among others. Audits can be performed on how easy it is to access and apply for open positions in the company via the careers page.

Define Your Personas

For a company, it is important to understand the kinds of personas for its job profiles. These personas are not just simple demographic information but in-depth stories the company can tell about the people who work at their organisation.

Understanding the education levels and background of the audience, their preferences can help in showing what to highlight in your job postings and, along with which channels to use to reach out to the audience

Leverage Technology

Having the correct tech stack and leveraging it properly is crucial to build the right talent engagement strategy. Innovating the tech stack continually and not being stagnant is key to setting up an effective talent management strategy. 

Having an ATS and CRM tool is just not enough these days. The right talent engagement strategy will deploy the ATS tool to enable engagement programs and strategies. The CRM tool, on the other hand, will act as the source for interactions between applicants and recruiters.

Talent Engagement with Oorwin

Oorwin’s AI enabled Talent Recruitment platform has all the features required for keeping a candidate engaged. The AI-enabled platform allows recruiters to draw candidates from a list of profiles, communicate with them with multiple channels such as text, emails and meetings. 

Furthermore, automation ensures all of this is done in less time, hassle-free so the recruiter can utilise their time on other important tasks. Know more about Oorwin’s AI-enabled platform and how it can aid in your company’s talent engagement strategy here.

Frequently Asked Questions

What is a talent engagement strategy?

A talent engagement strategy is a mechanism that a company builds to form a meaningful relationship with candidates. There can be various methods for  a talent engagement strategy such as using the right technology, engagement audits among others.

How do you achieve talent engagement?

Talent engagement can be achieved by focusing on building deep and meaningful relationships with candidates. This can be made possible by personalised interactions and is crucial to retain the best talent in a firm. Talent engagement strategies are important to strengthen the employees life cycle in a firm.

What are the key components of talent management?

The key components of talent management include workforce planning, recruitment and selection, onboarding, training and development, performance management, career planning, and succession planning.

How does talent management benefit employees?

Talent management benefits employees by providing opportunities for personal and professional growth, recognition and rewards for outstanding performance, and a clear career path within the organization.

7 Simple Ways to Improve Candidate Engagement

What Is Candidate Engagement

The term “candidate engagement” refers to the process followed by a hiring manager to stay in constant communication with the candidates while recruiting for an open position. This communication is usually maintained at multiple touchpoints via text, email, and face-to-face communication.

Candidate engagement not only conveys the employer value proposition (EVP), but it also constitutes a large part of the candidate experience and builds an image of the company. Candidate engagement also ensures that good candidates do not leave the process in between and move along with other offers due to a lack of proper communication. It is crucial for recruiters to design a candidate engagement strategy that keeps the company ahead of the competition.

Candidate engagement has three functional areas-

  1. The Employer 
  2. The Candidate
  3. Technology

How to Start Improving Candidate Engagement

To start improving your candidate engagement strategies, it is crucial that you take a look at the existing process and ask a few questions. This step will provide a clear image of the process followed by the organization and locate spaces for improvement. The questions can be as the following-

  1. Is there any technical glitch in the application process? If yes, is that causing dropouts?
  2. How long is the candidate application journey? Is there scope for cutting steps in between that can decrease the length?
  3. Is the existing process swift and provides feedback on time?

Why Is Candidate Engagement Important

Technically speaking, there is more than one reason to focus on improving the Candidate Engagement process. 

Increased Candidate Interest

Improvement in the candidate engagement process has a direct impact on the candidate’s interest in your company. The easier the process is, the more interested a candidate will be to stick to the process till the end. It will also ensure your organization stands out in multiple job offers.

Increased Job Ad Reach

While job ads play a huge role in getting the perfect candidate’s attention, word of mouth further increases the reach. If a candidate is happy with the engagement process, there is a high chance they will share it with more people, indirectly expanding your job ad’s reach. 

Reduced Candidate Dropout

A swift candidate engagement experience will ensure there is less number of dropouts. Clear communication from the organization keeps candidates engaged, interested and motivated. The process also ensures the organization does not waste time contacting people who have already left the process.

New-hire Happiness

A good candidate engagement process results in enthusiastic candidates who are motivated throughout the onboarding process. It also ensures happy hires who are excited to start their new position as they feel confident and important being a part of the company.

7 Simple Ways to Improve Candidate Engagement

Let us dive deeper into the action items on what can be done to improve an existing candidate engagement process. That being said, these pointers can also be used to create a process from scratch.

Engaging and Interactive Pre-selection Process

This step is beneficial if a company is bulk hiring for multiple positions and the time frame is considerably small.

When companies cannot accommodate manual screening of each and every candidate, online assessments can be helpful too- considering it is added in the hiring process early. Assessments not only give candidates a headstart but also give your organization important data about them.

A few examples of such assessments are-

  1. Cognitive Tests- This checks general aptitude.
  2. Personality Tests- As the name suggests, it gives an idea about the candidate’s personality.
  3. Situational Tests- Such tests present a common work problem that might defer from one job position to another. This type of test provides an idea about the problem-solving capability of a candidate.

Create an Exciting Brand Picture

Believe it or not, candidates do consider company outlooks while considering a job opportunity. That’s why a company needs to stay on top of its image. There are a few things that an organization can follow, for example-

  1. Staying active on multiple social media channels- Instagram, Facebook, and Linkedin- creates an image of a dynamic organization. Apart from improving candidate engagement, it also aids in Social Recruiting.
  2. A strong content game plays a huge part when recruiting. Posting images and regular updates provides candidates with an internal scenario of the company. It can be leveled up by posting different content, i.e., videos once in a while.

Communicate with the Candidate

Some scope of improvements can be understood clearly by imagining yourself in a candidate’s shoes. More than fear of rejection, many candidates dread the conscious anxiety of applying for a job, as many companies do not even respond after receiving an application, let alone inform after rejecting a candidate.

Dropping an email after receiving a resume creates a positive company image. A few other pieces of information can be included in the email, such as the position’s closing date or when the person can hear back from them.

Abide by a Hiring Timeline

Time is a valuable resource for everyone, as we all have limited possession of it. While delays can be an unavoidable part of the hiring process, especially in bulk hiring, try and stick to the mentioned timelines.

Providing a clear guideline of the overall process, such as how many days an interview can be scheduled, how many rounds can be expected, and whether it will be a group interview or one-on-one. Furthermore, in cases of delay, it is best to inform candidates about it instead of keeping them hanging.

Start Using a Chatbot

Leveraging the blessings of automation can further improve your company’s candidate engagement process. When a candidate is interested in joining a company, the person is supposed to have many questions. As an organization, it is possible to answer some of them manually, but what about the rest?

Chatbots are very common these days. A good chatbot can help you care for such things without worrying much. Chatbots can save time and ensure candidates have the answers they need.

Automate the Scheduling Process

As a recruiter, you must know the to and fros that come with the interview scheduling process. In cases of bulk hiring, we can only imagine the horrors. In the same way, chatbots can take care of candidate queries; an automated scheduling process can reduce the hassle of manually scheduling interviews. 

Automated scheduling also allows candidates to choose a convenient time option that works for both. It also ensures the recruiter is focused on more important matters which might require immediate and uninterrupted attention.

Provide Feedback

Candidates need to understand where they could have done better if not selected. It provides great insight that the candidate can use in the following application in your company or elsewhere. 

Also, you can get great insight about your organization by sending out questionnaires like “how did we do?”. Data collected from those submissions can also help in improving your candidate engagement process in the future.

Oorwin, the AI-enabled ATS also acts as a candidate engagement platform where recruiters can keep their candidate engaged and automate tasks to focus on more important things.

Frequently Asked Questions

How do you keep candidates engaged?

Candidate engagement starts from keeping a candidate informed about the process and answering their queries. Continuous and clear communication with the candidate from the start to the end of the process is what keeps a candidate engaged.

What is one unique way a recruiter can increase candidate engagement?

A strong social media presence where companies share content about their employees’ journey in the company, and their insights on what makes the company an ideal place for working nurtures and attracts candidates in a positive manner.

Discover the Power of Talent Assessment Tools in Your Recruiting Model

Talent assessment is a critical aspect of talent management and a key factor in determining the success of your organization. To make informed hiring decisions, it’s important to have a robust talent assessment strategy in place. That’s where talent assessment tools come in. 

Maximize Your Talent Assessment Strategy with the Right Talent Assessment Tools

People are the biggest asset of any company. Attracting and retaining the right talent is crucial for the growth of any business. A talent assessment strategy refers to an organization implementing its processes for identifying, selecting, and hiring employees. 

An effective talent assessment strategy is crucial to attracting, retaining, and developing top talent in your organization. You can make informed hiring decisions that drive business success by objectively evaluating candidates based on job requirements and competencies.

To enhance the impact of your talent assessment strategy, consider incorporating talent assessment tools. These tools provide valuable insights into an individual’s strengths, weaknesses, and potential for growth, allowing you to understand their suitability for the role comprehensively.

What Should you Consider while Assessing Talents

If we are not genuinely passionate about something, it becomes hard to excel in it. When assessing talent, it becomes important to gauge when the prospects have the passion for the industry to plan to work in. To hire and retain someone in a firm who will prove to be an asset, one has to engage with a prospect with genuine interest.

8 Effective Methods of Talent Assessment

The right talent assessment strategy can help to accurately understand the candidates’ preparedness for a specific position by assessing their skills, potential, and knowledge. There are various ways to build the right talent assessment strategy.

Work Samples

It is a sample piece of work the candidate will complete. It is closely aligned to the job the candidate has applied for to understand their capabilities. The potential employer can even compensate the applicant for the time given to complete the work sample. It is important to communicate to the applicant the need for the work sample and how it will be used in the  business.

Cognitive Ability Testing

Cognitive ability tests are essentially aptitude tests. They consist of mechanisms to check numerical abilities, verbal and logical reasoning, and problem-solving capabilities, among others. These talent assessment tests can help evaluate applicants’ general intelligence and ability to comprehend different concepts and solve problems.

Structured interviews

In a structured interview, employers ask each candidate the same questions and can receive subjective replies. This helps to get an idea of the applicant’s skills, experience, and communication abilities. 

Work Trials

During a work trial, candidates usually work for a few days at a rate that  is agreed upon by the candidate and employers. This can help to assess if both of them can work in sync with each other. As this process involves work hours from both the recruiters and the candidates, job trials should be implemented only for the finalists in a recruitment process.

Games and Activities

Exercises and games are a part of group interviews where recruiters can ask applicants to solve a problem together.  This can show each applicant’s abilities to work together and derive conclusions based about their aptitude and attitude.

Problem Solving Assessments

Testing a potential candidate’s cognitive abilities and reasoning skills is a great way to understand if they can meet particular job expectations. Problem-solving skills can help understand a person’s leadership capabilities, intellect, and ability to handle critical situations.

Personality Assessments

Understanding an applicant’s personality and behavioural patterns can benefit many job roles. Traits like leadership capabilities, and attendance, can be some attributes that can be analysed while hiring. But personality tests should not be taken as the only method to understand someone’s capabilities. They should always act as a supplement.

Using Talent Management Assessment Tools

Another effective talent assessment method is using talent management assessment tools. These tools are designed to evaluate candidates objectively based on specific job requirements and competencies. They provide valuable insights into an individual’s strengths, weaknesses, and potential for growth, allowing you to build a comprehensive picture of their suitability for the role.

There are a variety of talent management assessment tools available, including aptitude tests, personality assessments, and skill assessments. These tools can offer numerous benefits to your organization. It can help to streamline the recruitment process, reduce hiring time and costs, and improve the overall quality of your talent pool. Additionally, by providing objective data on candidates, it can help to reduce bias and ensure a fair and equitable hiring process.

The Importance of Talent Assessment Strategy

In today’s competitive job market, finding the most effective way to evaluate the skills of potential candidates is essential for every industry. Implementing a comprehensive talent assessment strategy can greatly benefit your organization by streamlining the hiring process and ensuring that only the most interested and suitable candidates apply for positions.

Through the use of talent assessment tools, such as aptitude tests, personality assessments, and skill assessments, you can gain a deeper understanding of a candidate’s strengths, weaknesses, and potential for growth. This information, combined with other evaluation methods such as structured interviews and reference checks, can provide a well-rounded perspective on a candidate’s suitability for the role.

Investing in talent management assessment tools can help you make informed hiring decisions, reducing time and costs and improving your talent pool’s overall quality. Don’t miss out on the opportunity to maximize your organization’s potential – consider incorporating a comprehensive talent assessment strategy today.

 Frequently Asked Question

What is the purpose of a talent strategy?

The right talent assessment strategy is a process to understand any candidate’s aptitude, passion, and capability for a particular job role. There are various ways to build the right talent assessment strategy. 

What is a talent assessment tool?

Talent assessment tools help the hiring teams to conduct talent assessments virtually or offline to understand if a prospect is suitable for a particular job role he has applied for.

Leverage Automated Resume Harvesting To Build A Robust Talent Pipeline

Resume harvesting is a double-edged sword. It is one of the most time-consuming parts of a recruiter’s job, but also one of the most necessary to build a strong talent pipeline and reach the right candidates. 

Recruiters spend most of their time searching job boards hunting for top talent. It’s not enough to rely only on passive recruitment, hoping that the perfect candidate will see your job posting and apply. 

Recruiters need to automate as many tasks as possible to help them keep up with the market. AI in recruiting helps save time by using recruitment automation to take over this otherwise labor-intensive task, to optimize and streamline the resume harvesting process.

What Is Resume Harvesting?

Resume harvesting is part of the active recruitment process. Recruiters search through candidate profiles, on job boards or within their network, to find potential fits for open roles. This has historically been a manual process. 

Recruiters can use keywords to help narrow their search and drill down based on desired skills or experiences, but this still leaves them with many resumes to review for candidates who still may not be a good fit. 

AI works to make resume harvesting a much quicker and more thorough process, guided by large sets of data insights. 

5 Benefits Of Automated Resume Harvesting

Automated resume harvesting is the process of leveraging AI to search for qualified applicants (based on preset criteria) and downloading their profiles into your recruitment database, in order and ready for candidate screening.  Here are 5 benefits of implementing this process.

1. Save Time and Resources 

AI-powered resume harvesting solutions easily scan candidates from various job sites in one click, based on your criteria for an open role. 

By eliminating the tedious and time-consuming aspects of manual resume harvesting, recruiters can focus their time and energy on their most important responsibility, building relationships and engaging with qualified candidates. 

2. Build an Intelligent Resume Database

AI in recruiting helps reduce your long-term dependency on job boards to source talent for open roles. AI-powered solutions harvest resumes for you and can sort them based on the criteria you choose. 

Resume harvesting automates building a comprehensive intelligent pipeline of qualified, categorized candidates. You can rate profiles and store them in the system for future use as more roles open up. This ensures your pipeline is robust, relevant and readily available

3. Reduce Costs 

AI-powered resume harvesting  ensures you’re using your daily credits for job boards most effectively instead of wasting them on unqualified candidates.

This automated process also provides comprehensive reporting, giving you access to data   that shows which job boards are producing the best results. This information enables you to make data-driven decisions about  which boards are most worth investing in. 

4. Make Targeted Sourcing More Efficient

AI acts as your personal sourcing assistant. You tell it what to look for and it finds a list of qualified candidates based on your job criteria. 

Automated resume harvesting will source candidates without being influenced by human bias, with a strict focus on the requirements for the role in question. This provides more accurate, quick, and efficient targeting to search multiple sources quickly and find the best candidates. 

5. Improve the Quality of Candidate Sourcing

With the ability to quickly search specific candidates on a very large scale, AI-powered resume harvesting opens up your qualified talent pool on a level manual recruitment never could. 

When combined with AI-enabled candidate sourcing, this process ensures you’re finding the most qualified candidates. This is done without wasting time on manual triage for sourcing and harvesting. 

Utilize Technology for Resume Harvesting

Leaning on AI-enabled recruitment to automate your resume harvesting process plays a major part in fostering successful recruitment and hiring.

AI makes resume harvesting quick and easy, and ensures you keep your recruitment metrics strong by reducing time to hire, cost to hire, and more. 

AI solutions will do the extra work to: 

  • Locate candidates through AI-powered resume harvesting from popular job boards 
  • Quickly find internal candidates using AI-powered matching
  • Uncover similar candidates using AI-based matching
  • Intelligently rank candidates based on skills, experience, location, etc.
  • Assess candidates utilizing AI-enabled pre-screening chatbots 

Reap The Benefits of Recruiting Automation

Timing is critical to stay ahead of the competition and make sure you’re tapping into the best candidate pools. Leverage recruitment automation features like resume harvesting to make sure you find the right people at the right time. 

To learn more about using an AI-powered talent intelligence platform and make sure you don’t miss out on hiring top candidates, request a demo with Oorwin today.

How to Reduce Time To Hire With AI-Enabled Recruitment

How To Reduce Time To Hire in Effective Steps

In today’s candidate-driven market, where job seekers have the upper hand and retention rates are lower than ever, reducing your time to hire without sacrificing the quality of hire is one of the biggest challenges facing recruiters.

Manual processes like screening and sourcing are the leading cause of lengthy recruitment processes and make it difficult to reduce the time to hire. A lengthy hiring process is enough to convince candidates to look for other opportunities. AI-enabled recruitment solutions automate repetitive tasks to speed up the sourcing and screening of qualified candidates. These solutions can even improve the resulting candidate pool and allow you to reduce time to hire without compromising quality of hire or risking the loss of top talent.

However you measure it, focusing on reducing your time to hire is critical to ensure you don’t lose desirable candidates because of unnecessary delays in your recruitment process. In this article we will cover the benefits of reducing time to hire along with the process.

How reducing time to hire can impact your business

1. Saves Money and Resources 

By hiring faster, you reduce the amount of time your hiring managers spend recruiting and the costs resulting from a vacant role. This includes factors like paying remaining employees overtime, hiring freelancers to fill a gap, or pushing back goals that impact business results and revenue. By reducing the time taken to hire new employees, a significant portion of these expenses can be avoided or reduced. This can be achieved by expediting the hiring process, resulting in lower costs per hire.

2. Avoids Fatigue and Burnout 

If your current employees are required to fill a workforce gap for too long due to a lengthy time to hire, you risk those employees experiencing burnout. This impacts the quality of their work and their levels of engagement, and could negatively impact retention. 

3. Raises Your Acceptance Rate

A faster, more efficient recruitment process means you’ll have fewer offers to compete with to land a star candidate. Candidates will have less time to explore elsewhere, giving you more negotiating power. 

A faster time to hire will also keep you from losing candidates through loss of interest or a competing offer. 

4. Accesses Higher-Quality Candidates 

High-quality candidates don’t stay available for long, especially in today’s hyper-competitive market. Potential employers race to secure top talent for themselves; ensuring your own recruitment process isn’t a delaying factor is critical. By reducing time to hire, you can screen better candidates.

5. Improves Recruiter Productivity 

With manual tasks eliminated, your recruiters have more time to focus on valuable tasks like engaging candidates, passive recruitment, and optimizing your recruitment strategy. 

6. Elevates Candidate Experience 

When your hiring process is efficient and your recruiters’ productivity is improved, they have more time to engage candidates and support a better overall candidate experience. 

How To Reduce Time To Hire With AI-Enabled Recruitment 

  • Analyzing and Implementing Strategies using Data:

Employing data-driven recruitment strategies can significantly enhance the hiring process. By gathering and analyzing data, companies can evaluate and improve their recruitment funnel, identify bottlenecks, and optimize the recruitment process. Data can help identify the most successful sourcing channels, assess the effectiveness of job advertisements, and improve candidate experience.

  • Assessing the Recruitment Funnel:

Evaluating the recruitment funnel can identify areas for improvement, such as reducing the time-to-hire, improving candidate engagement, or optimizing recruitment costs. By assessing the funnel, recruiters can identify which stages of the recruitment process require the most attention and can take steps to improve them.

  • Creating Realistic Job Descriptions:

Creating clear, concise, and realistic job descriptions can attract the suitable candidates and ensure they understand the requirements of the role. Job descriptions that are too vague or misleading can lead to high turnover rates and dissatisfaction among new hires. Accurately describing job responsibilities, expectations, and requirements can improve candidate experience, reduce the number of unqualified candidates, and enhance the recruitment process.

  • Enhancing the Careers Page:

A company’s careers page is the primary source of information for potential candidates. It should provide a comprehensive overview of the company, its values, culture, and benefits. An engaging and informative careers page can attract the right talent, improve candidate experience, and increase the number of qualified applications.

  • Streamlining the Application Process:

The application process should be straightforward and efficient to ensure candidates complete it. Long and complex application forms can lead to candidate drop-off, reducing the number of qualified applications. By streamlining the application process, recruiters can improve candidate experience, reduce time-to-hire, and increase the number of qualified candidates.

  • Efficient Interviewing Process with AI:

Using AI-powered virtual interviewing tools can improve the recruitment process’s efficiency and accuracy. AI-based tools can analyze candidate responses, facial expressions, and body language to provide insights into candidate suitability, enabling recruiters to make informed decisions. Additionally, AI tools can reduce recruitment bias, ensure consistency, and improve the candidate experience.

  • Leveraging Skills Assessments:

Skills assessments can help evaluate a candidate’s aptitude and suitability for the role. Assessments can include technical tests, behavioral assessments, or cognitive tests, among others. Using skills assessments can reduce recruitment bias, improve the quality of hires, and enhance candidate experience.

  • Utilizing Applicant Tracking Software (ATS):

ATS tools can help recruiters manage the recruitment process, from job posting to candidate onboarding. ATS can automate many administrative tasks, reducing manual efforts, and providing insights into the recruitment process. Additionally, ATS tools can improve candidate experience, reduce time-to-hire, and increase the number of qualified candidates.

  • Implementing an Employee Referral Program:

Employee referrals can be a valuable source of high-quality candidates. By implementing an employee referral program, recruiters can leverage their existing workforce’s networks and incentivize referrals. Referral programs can increase the number of qualified candidates, improve time-to-hire, and reduce recruitment costs.


Improve Time to Hire With AI 

AI-enabled recruitment helps you not only hire faster but also hire smarter to help your business get better overall results by securing top talent. 

Learn more about how AI in recruitment can take your hiring efforts to the next level by requesting a demo with Oorwin today.

Improve Your Recruiting Process with AI-Enabled Candidate Sourcing

The goal for recruiters is to fill open roles with the most qualified talent. However, this involves many time-consuming tasks, with candidate sourcing at the top. AI-enabled candidate sourcing is designed to take those tasks off their hands and elevate them. 

Manual candidate sourcing makes it impossible to check every potential source for top talent. This creates an unfortunate possibility that recruiters will miss out on high-quality candidates. Ultimately, this can impact the quality of hire. 

How AI-Enabled Candidate Sourcing Benefits Your Recruitment Process 

AI aids in creating a more efficient and insightful sourcing process, ensuring the most qualified candidate is found for each role. It also frees up recruiters to use their time strategically and effectively. 

What Is AI-enabled Candidate Sourcing? 

AI-enabled sourcing is a technology that streamlines and automates the candidate sourcing process. This technology expands sourcing in ways that a single recruiter cannot. This is one of the key benefits of AI in recruitment.

AI technology quickly scans hundreds of databases and profiles to find the best candidate matches for your open roles. It gathers large sets of valuable data insights, becoming increasingly intelligent and customized with each search. 

Why is AI Candidate Sourcing Getting More Important?

AI sourcing is becoming more significant for recruiters for a few reasons.

First, it’s getting harder to find qualified candidates. Recruiters must develop better and more effective methods of sourcing applicants because there is a greater demand for quality talent. Recruitment strategies that once worked are ineffective today. Candidates react to outreach in different ways. There are increased expectations for candidate experience, quickness, and job offers.

Second, the popularity of social media has made it simpler for job seekers to find open positions and submit applications. As a result, more unqualified applicants are applying for positions, which affects job boards.

Recruiters must be able to actively source applicants from many sources to discover the best ones. AI-powered sourcing can assist by collecting information about possible candidates online and sending it directly to recruiters. 

Lastly, thanks to the distant tendency, the talent market has expanded to include the entire world as a talent pool. Data is becoming even more crucial to shortlist prospects. Using AI, pre-screening may be completed more quickly, leaving the recruiter with a smaller, more precise pool of candidates to consider.

5 Benefits of Leveraging AI Candidate Sourcing  

1. Expand Your Internal and External Talent Pool

AI-enabled sourcing contextually evaluates your candidate pool more holistically by looking at factors like previous experiences and skills. These factors are directly and indirectly related to the role. 

The technology will automatically pull candidates from famous job boards and relevant niche websites you may not have even been aware of. The technology will quickly scan the open web to draw many appropriate candidates for each role.  

In addition to external sourcing, AI allows you to gain insights about your internal talent pool by quickly reviewing your existing employees using AI-powered matching to:

  • Determine if a current employee would be a good fit for an open role 
  • Uncover candidates already available in your internal database
  • Uncover candidates with similar skills/experience within your workforce

2. Enable Better Hiring Decisions

Using timely analytics and data-driven insights, your recruiters will make more informed and strategic decisions about sourcing and hiring for specific roles. 

They can derive meaning from unstructured data to help guide them. When you couple candidate sourcing and talent analytics, recruiters can quickly look at massive sets of data to provide contextual insights on things like:

  • Quality of hire 
  • Likelihood of a candidate accepting an offer
  • Related job titles and skills (similar roles may have different labels or use additional terms to convey experiences)  
  • Where are you sourcing your best candidates from

3. Reduce Human Bias

Leveraging AI to find and vet candidates will reduce human bias, as it is programmed to ignore things like age, gender, and race. Its sole purpose is to match the best candidate to the role based on the skills and experience required. 

4. Create a More Efficient Recruitment Workflow  

Implementing AI-enabled sourcing helps to create a more efficient workflow across the entire recruitment process. This is the start of automating and streamlining time-consuming tasks from the day of requisition until the date of hire. 

A more efficient workflow creates a smoother, faster, and more effective candidate sourcing process, allowing recruiters to focus on more strategic tasks like engaging and onboarding top talent

As a result, recruiter productivity and effectiveness will improve. This enabled you to fill roles faster with high-quality candidates that will be easier to retain.  

5. Reduces Costs 

AI-enabled candidate sourcing alone can significantly reduce your cost-to-hire by enabling recruiters to use their time and resources best. 

A shorter time-to-fill, time-to-hire, and requiring less staff to complete manual tasks will reduce hiring costs and improve employee retention. 

How to Leverage AI-Enabled Candidate Sourcing

  1. Develop a strategy: Businesses must create a clear strategy for their AI-enabled candidate sourcing efforts. They should define their recruitment objectives and set clear metrics for success.
  2. Use AI-enabled candidate sourcing solutions: Businesses should invest in AI-enabled candidate sourcing solutions tailored to their needs. These solutions should be able to collect, process, and analyze data from multiple sources, including resumes, job postings, and social media profiles.
  3. Track performance: Businesses should track the performance of their AI-enabled candidate sourcing efforts to ensure they are achieving their recruitment objectives. This can be done by paying attention to metrics such as time to hire and cost per hire.

How to Assess AI Sourcing Tools for your Hiring Process

Before integrating an AI tool or recruitment software into their existing stack, recruiters should look at a few essential metrics.

  1. An AI sourcing solution that primarily boosts the amount of top-of-the-funnel applicants may not be worth investing in, for instance, if candidate quality is your primary concern.
  2. To help choose an affordable solution, consulting the management of all pertinent departments about your budget, vendor pricing possibilities, and critical features is crucial.
  3. Understanding and implementing a new AI sourcing tool will take time. If your team is overworked and can implement it into their routine completely, it could produce favorable outcomes. 
  4. The time between buying and using a new tool might be challenging. It is not wise to buy if you have to train a team of people while they are juggling other objectives, introduce new processes, transfer data between systems, and instruct them.

AI-enabled candidate sourcing is just ONE of AI’s many powerful underutilized features in recruitment. Although artificial intelligence is currently a trending topic, there is still some uncertainty due to a need for more knowledge about how it works.

Learn more about how easy and beneficial it is to incorporate AI into your recruitment process to ensure you take advantage of hiring top talent for your company by requesting a demo from Oorwin today.  

Frequently Asked Questions

What is AI Candidate Sourcing?

AI Candidate Sourcing uses artificial intelligence, automation, and data science solutions to help employers make better recruiting decisions. It can help employers identify, source, and engage with the best talent more quickly and efficiently.

How do Applicant Tracking Systems help recruiters?

Applicant Tracking Systems are cloud-based software that helps recruiters manage and store job applications. It makes it easier for recruiters to find the best candidates by using algorithms to analyze resumes and job applications.

Why is candidate sourcing important?

As a result of corporations delaying hiring the first candidate who meets the requirements for a position, talent sourcing helps organizations build a more diversified pool of candidates. Instead, they already have a collection of skilled candidates, which gives them more time and alternatives to fill positions with talent from more diverse backgrounds.