There has never been a better time for businesses of all sizes to get strategic with their hiring. The tools needed to attract the right candidates and get from application to hire are both more affordable and more effective than ever before. What the best of them deliver is a hiring process that works.

The right recruitment process is streamlined enough not to waste your time, but inclusive enough to enable you to hire ambitiously. Process is not a word to light fires in the imagination but there’s nothing duller than trying to work without one. Having a series of standardized steps in the hiring process that have been chosen because they maximize the likelihood of a good outcome makes sense.

Advances in hiring software have revolutionized recruiting workflow management. We have discussed the importance of automation in Recruiting With An Applicant Tracking System and the efficiency it offers goes from job ad to job offer in the hiring process.

The most effective way to think of the steps of the recruiting process borrows from sales orthodoxy, with a hiring pipeline. Try this simple exercise. Jot down the current basic steps of your recruiting process. It may vary a bit but it probably looks something like this:

  • Applied
  • Promising
  • Phone screen
  • On-site interview
  • Executive interview
  • Offer

The hiring process is a funnel — you get a lot of applicants, you speak with some of them, you meet a few of them, you hire the one you like best. An efficient filtering process will save you and your candidates time.

Rather than floundering with an inbox full of resumes and a thicket of spreadsheets tracking candidates’ progress, the recruiting pipeline tracks and manages multiple candidates offering simple workflow management.

The recruiting pipeline enables hiring teams to work together collecting all comments, feedback, notes, social media profiles or assignment results on the same page. It removes the need for endless email threads and avoids the possibility of misplacing vital feedback or conversations with candidates.

The efficientencies offered by an applicant tracking system take on added importance when hiring at scale or across multiple locations, as is the case for multinationals or the increasing number of SMBs working across borders.

When your business is spread across regions and/or divisions some form of territory management is typically called for. Territory management can apply to any system which groups candidates according to predefined sets of criteria. It enables hiring teams to co-operate on the basis of location, division or function.

This can become even more important when it comes to assessing and improving your recruitment efforts. It can deliver clearer insight into the recruitment results in each territory, as well as generate reports based on locations and divisions to measure relative progress on hiring.

Ben Bailey, Head of Community at MyBuilder.com. ATS Software user.
Ben Bailey
Head of Community
MyBuilder.com

Choosing an ATS system is tough, there are many options out there and many shapes and sizes at varying costs. After trialling a lot of different systems, Workable came out on top by a good distance for our SME. We currently have 35 employees and I can see workable helping us well into the 100s of employees as we grow.There are some great features, the UI is very intuitive and it was very easy for me and the team to learn. Most importantly, it isn't overloaded with too many features when all I need is a good understanding of my pipeline. There are some some feature updates I'm hoping for but the team seem very receptive to improving the product, something the dinosaur ATS systems don't seem as enthusiastic about. All in all, I'm very pleased and hope that we continue to have the same success with Workable.

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