Did you know that 95% of job seekers who click on a job ad will never finish filling out an application? Since the cost per click increased 54% in 2021 and 43% the year before, according to Appcast, the cost of losing the attention of candidates has skyrocketed. In order to cut through the noise, a positive candidate experience is becoming increasingly critical to drawing and retaining top talent.
The Pillars of a Positive Candidate Experience
A successful candidate experience is built on several key elements. Together, these factors help create an environment where each job seeker feels valued, respected and motivated to pursue opportunities with your organization. More recently, these three pillars have become a focal point for many employers:
Candidate-focused job application: Write clear, concise and engaging job descriptions that accurately reflect the role’s responsibilities, requirements and career potential. Be sure to highlight your organization’s unique selling points and employee benefits. A well-written description not only attracts the right job candidate but also helps them understand how they can contribute to your organization’s success.
Inclusive hiring practices: Develop and implement inclusive hiring practices that promote diversity and eliminate potential biases, including using a dedicated talent board and diverse platforms to advertise a job opening. These standardize interview questions and train your hiring team in diversity principles. You can foster an inclusive environment that appeals to a wide range of applicants.
Post-interview follow-up and closure: Provide timely follow-up and closure to each potential candidate after an interview, regardless of whether you make an offer. Informing candidates of their status promptly shows respect for their time and effort, leaving them with a positive impression of your organization. Give constructive feedback if you can; they’ll appreciate the candor and it helps maintain an open line of communication for future opportunities.
Empowering Your Employer Brand Through a Positive Candidate Experience
Understanding the connection between a better candidate experience and employer brand is essential for success. A strong brand communicates your company’s values, culture and commitment to employee growth and satisfaction. Showcase these qualities and create a desirable image for potential team members.
To make the most of candidate engagement, incorporate it into your marketing. Encourage prospects to share their positive experiences with your company, both online and offline. Use testimonials, success stories and social media to showcase your commitment to giving candidates a great experience. This not only reinforces your brand reputation but also helps spread the word that your organization is an excellent place to work.
Measuring candidate experience is another part of continuous improvement. One way to gauge success is using candidate experience surveys. They provide valuable feedback on your hiring process and help identify stages of the recruitment process to enhance.
How to Implement a Candidate-Centric Hiring Process
Many traditional hiring methods are failing to deliver the desired results. According to Linkedin, 73% of hiring managers find it challenging to discover the right talent for their company. Many recruitment issues can be resolved by reworking strategies around candidates, rather than expecting candidates to adapt to outdated processes.
Here are some of the ways to achieve this goal:
Simplify your application process: Keep your application form short and user friendly, asking only the most relevant questions to avoid overwhelming job seekers. Appcast reports that in 2021, nearly 70% of job applications were submitted via mobile devices. Make sure your listings are mobile-friendly to make it easier for applicants.
Prioritize communication: Keep each applicant informed throughout the recruiting process, sending timely updates on their application status and providing clear next steps. You can reach candidates where they are, on their devices, by staying in contact via text.
Utilize technology: Use an effective applicant-tracking system to improve the candidate experience by automating tasks, optimizing the hiring process and ensuring a seamless application venture.
Personalize the experience: Tailor your candidate communication to reflect the applicant’s specific skills, background and interests. Show that you have taken the time to review their application and understand their unique qualifications.
Demonstrate your company culture: Share information about your company’s culture, values and commitment to employee growth and satisfaction in the job description. Candidates should envision themselves as part of your organization and have a strong incentive to join.
ApplicantStack plays a pivotal role in shaping a positive candidate experience, setting your organization apart from competitors. Quicker feedback, a personalized candidate journey and inclusive recruitment practices allow you to attract and retain top talent with ease. Harness the power of ApplicantStack to elevate your hiring and onboarding process and strengthen your employer branding, ultimately securing a diverse and highly skilled workforce that will propel your business forward.
Nearly 80% of U.S. employees worry that they’ll lose their job during a recession, according to Insight Global. Yet, 57% of the workforce reports still looking for better pay and benefits – something fewer employers offer during financial uncertainty. In times of economic turbulence, unemployment becomes a widespread concern among job seekers, affecting their decision-making processes and performance during job searches. This anxiety can arise from several factors such as economic instability, high interest rates, inflation and rising living costs, all of which influence job security perceptions.
A tight labor market further exacerbates this fear for potential employees, while employers may struggle to secure top talent amid increased competition and a rapidly changing work landscape. As the number of remote and flexible job opportunities continues to grow, job seekers may find it more challenging to secure stable, long-term employment. Understanding the causes and consequences of unemployment anxiety is crucial for both job seekers and recruiters to navigate these challenging times successfully and for the latter to create tailored recruitment strategies that address job seekers’ concerns.
Job Insecurity: Causes and Effects
Fear of unemployment is a multifaceted issue that stems from various sources. Some of the most common factors contributing to this anxiety include:
Job insecurity: The volatile nature of specific industries and the ever-changing job market landscape can make employees feel uncertain about their long-term prospects in their current positions.
Economic instability: Fluctuations in the economy, coupled with recessions or downturns, can lead to increased concerns about job security, as companies may downsize or implement hiring freezes.
Lack of job opportunities: In competitive job markets, job seekers may feel overwhelmed by the scarcity of available positions that match their skills and experience, further fueling their fears of unemployment.
Personal experiences: Individuals who have faced job loss (or know someone who has) can become more apprehensive about their job security and the future of demand for their job.
Media influence: News reports and social media discussions highlighting high unemployment rates, layoffs and struggling industries can heighten job seekers’ concerns about their own job security.
These worries can take a toll on job searchers’ mental well-being, leading to a range of adverse consequences such as:
Anxiety and stress: The uncertainty surrounding job protection can cause job seekers to experience heightened anxiety and stress, which can negatively impact their employment search efforts and overall quality of life. According to the American Institute of Stress, job insecurity is one of the top reasons people experience workplace anxiety.
Loss of confidence: Prolonged periods of job-seeking or experiencing multiple rejections can diminish self-esteem, causing previously hopeful individuals to doubt the worth of their abilities and qualifications.
Depression: The emotional strain of unemployment anxiety can sometimes lead to depression, further hindering job seekers’ motivation and ability to engage in productive job searches.
Performance issues during recruitment: The fear of unemployment can cause employment candidates to underperform during interviews or assessments due to nervousness or a decline in confidence in their capabilities.
By acknowledging and managing the fear of unemployment, job seekers and recruiters can work together to create a more positive and successful recruitment experience that benefits all parties involved.
The Employer’s Role in Addressing the Fear of Unemployment
To effectively address the fear of unemployment, employers should adopt a more empathetic and compassionate approach in their hiring processes. These efforts can include offering support and resources to job candidates and implementing initiatives to create a more secure and comfortable environment during recruitment.
Here are some measures hiring managers can take to ease any fears among job candidates and make the hiring process less anxiety-inducing:
Communication and support: Regularly communicating with candidates throughout the hiring journey can help alleviate their fears and provide reassurance. Offer resources such as resume critiques and interview coaching to demonstrate commitment to a candidate’s success. It’s also useful to stay in contact with applicants rather than leaving them wondering if (or when) they’ll hear from you.
Job stability: Highlighting the company’s resilience and long-term growth plans can give candidates confidence in the potential employee’s job security. Sharing success stories and the company’s employee retention statistics can also be reassuring.
Holistic recruitment strategies: Leveraging social media platforms for advertising and recruiting efforts can help companies connect with a wider pool of prospects. By showcasing the company culture and values on platforms like LinkedIn, Facebook and Twitter, managers can create a sense of transparency and trust.
Skills development and career growth: Promoting potential opportunities for professional development, training and career growth can help candidates to feel more secure about their long-term prospects with the company. Outlining clear career paths and advancement opportunities can help show applicants that there’s a future for them within the organization.
Inclusive benefits and perks: Companies should consider offering a comprehensive benefits package that appeals to a diverse range of candidates. Such a package may include child care support, mental health resources and wellness programs, in addition to more traditional benefits like health insurance and retirement plans.
By implementing these measures, employers can create an environment in which job candidates feel more secure and less anxious during the recruiting process. Focusing on transparency, communication and holistic recruitment strategies allows recruitment managers to effectively address the fear of unemployment and create a more positive experience for job candidates navigating the job market.
Enhancing Your Recruitment Strategy With Software and Technology
A well-planned recruitment method is essential for finding, attracting and retaining top talent. With rapid advancements in technology, hiring managers have the opportunity to improve their recruiting efforts by utilizing software and tools designed to optimize various aspects of talent acquisition. Here’s a deeper look into how technology can improve strategic recruitment:
Automation and efficiency
Technology can help automate repetitive tasks such as screening resumes, scheduling interviews and sending follow-up emails. By automating these functions, recruiters can save time and focus on more strategic aspects of evaluating whether a candidate is a good fit with the company’s culture and their potential for growth within the organization.
Enhanced candidate experience
A smooth and user-friendly application method can significantly improve a candidate’s experience and perception of the company. By using technology to make it easier for a job seeker to apply, you reduce the likelihood of losing top talent due to cumbersome application procedures. Make sure to assess whether applicants can use their mobile devices, as mobile applications have skyrocketed in the recent past.
Data-driven decision making
Advanced software and tools can provide valuable insights and data analytics that help companies make more informed decisions throughout the recruiting process. By analyzing key metrics such as time to fill, cost per hire and candidate source effectiveness, you can refine strategies and focus on the most successful channels for sourcing top talent.
Social media and online presence
Given the growing importance of social media and online platforms in recruitment, companies need technology that can help them effectively manage their online presence and engage with the passive candidate. Tools like LinkedIn Recruiter and Facebook Jobs enable a proactive hiring manager to target and connect with a potential employee who may not be actively seeking new opportunities.
Improved collaboration and communication
Recruitment software often includes features that facilitate better communication and collaboration among team members involved in the hiring process. With the ability to share notes, track progress and centralize candidate information, hiring teams can work more cohesively and make better informed decisions.
Diversity and inclusion
Technology can play a significant role in promoting diversity and inclusion in the recruitment process. Advanced algorithms and AI-powered tools can help identify and eliminate potential biases in job descriptions, resume screenings and interview assessments. By promoting a more equitable recruitment strategy, companies can attract a diverse range of candidates and foster a more inclusive workplace culture.
Remote and global recruitment
The rise of remote work has created new opportunities for companies to dip into the global talent pool and access skilled professionals located around the world. Recruiters can connect with candidates across geographical boundaries using video conferencing tools and virtual hiring events to conduct interviews and assessments, allowing them to tap into a broader range of skills.
ApplicantStack: A Powerful Tool for Your Recruitment Strategy
ApplicantStack is a comprehensive recruitment solution designed to streamline the hiring process and improve the efficiency of recruiting efforts. Through its wide range of features and integrations, ApplicantStack can help you optimize your recruitment strategy in several ways:
Customizable job application forms and questionnaires ensure that you collect necessary candidate information.
Integration with popular job boards and social media platforms broaden your reach and attract more applicants.
Advanced search and filtering capabilities help you quickly identify the most qualified candidates.
Mobile-friendly applications allow potential hires to submit their information from their devices.
Automated workflows streamline communication and following up with candidates, keeping them engaged throughout the process.
Analytics and reporting tools help you track key performance metrics and optimize your recruitment strategy based on data-driven insights.
ApplicantStack offers powerful and comprehensive tools for optimizing your recruitment efforts, allowing you to attract and retain top talent in a competitive job market. By embracing these technological advancements, companies can stay ahead of the curve and maintain a strong employee brand, ultimately leading to long-term success and growth. Additionally, providing support to potential new hires throughout the process can ease fears and keep everyone feeling positive about the future.
In this six-part series, we explore some of the talent acquisition trends to expect in 2023. As you explore these trends, consider how you can adjust your company’s recruiting and hiring practices to adapt.
The job market has shifted, resulting in a trend known as “boomerang employees.” This term refers to employees who changed jobs or even retired early, only to realize the grass may not be greener on the other side. A changing economy has caused retirement accounts to shrink for many, along with feelings of uncertainty about the future.
Boomerang employees are part of a rapidly growing trend in the workforce as hiring managers are faced with the decision of whether to rehire team members who left. But assuming the employee left on good terms, why not bring them back onboard?
The Benefits of Returning Employees
Losing a good team member is often frustrating for managers and recruiters. You lose the skillset and knowledge of a strong employee, which can leave the department scrambling to fill their shoes. But if that individual wants to come back, and there’s an open position that aligns with their expertise, it makes sense to welcome them with open arms.
Returning employees come with an understanding of the organization, including the expectations and culture. Even if they’re moving into a different role from the one they left, the learning curve isn’t generally as steep as it would be with a brand-new hire. Most rehired employees can transition between roles easily, thanks to their foundational understanding of the company as a whole.
How to Support Employees who Want to Return
A strong offboarding process goes hand-in-hand with the trend of boomerang employees. It’s a trend that no organization can afford to ignore. If your company has little to no offboarding processes in place, now is the time to invest in developing relationships with those who choose to leave.
When employees resign to pursue other opportunities, they typically have reasons for leaving the organization. Tapping into those former team members as resources can help your business improve its culture and give employees what they want. A positive exit interview process can uncover insights into the strengths and weaknesses of your organization. You can find out why people are leaving, and what might encourage them to come back.
Additionally, it’s worth considering technology that can track former workers and figure out who might have the experience and skills needed when a role opens up. With the right software, your business can manage data on applicants and hired employees. If a position becomes available that aligns with their skills, their information is readily available, which may simplify the process of filling that particular role.
Don’t miss out on a potentially stellar hire simply because they already worked for the company in the past. As more people boomerang back to companies where they felt comfortable, it’s worth considering how your organization could encourage former employees to return.
Check out the other posts in our 2023 Talent Acquisition Trends series:
When a business needs to hire, it’s important to have the right tools at its disposal. An applicant tracking system is a must, regardless of company size. Explore this type of system and how it can benefit your organization’s recruitment efforts.
What Does an Applicant Tracking System (ATS) Do?
An applicant tracking system (ATS) is a type of software designed to manage an organization’s recruiting and hiring efforts. As the name suggests, its process involves tracking candidates who may be good fits for open positions. Additionally, an ATS houses data and often includes automated workflows to simplify tasks like:
Notifying candidates of status updates
Sending messages to applicants and those involved in the hiring process
Benefits of an Applicant Tracking System
Many benefits come with using an applicant tracking system to find and bring on top talent. Review a few of these advantages and how they can benefit a small-to-midsized business.
Searches for keywords
While the description of an ATS may make such a system sound like a data organization tool, it can do much more. When seeking top candidates, recruiters, hiring managers, and others involved in the hiring process may struggle to locate talent. Sifting through countless resumés and applications takes a lot of time, and some may not be relevant to the open position.
An ATS can sift through data and make recommendations based on keyword searches, algorithms, and other tools that analyze applications and resumés. With an ATS in place, it becomes easier to review applicant data and select the right candidates to interview.
Posts jobs more efficiently
Another advantage of an ATS is integration with external job boards, which tend to be the most common tools for job seekers. Posting an open position individually on multiple boards can take a lot of time. Some organizations stick to just a few boards, which limits visibility. The ideal hire for a role may not even see a job ad if it’s not posted on the board they use regularly.
Using an ATS makes it easier to push a listing to many boards with a single click. By getting a job in front of additional people, a company will likely receive more applications. Hiring managers can choose from a wider selection of candidates to get the right fit, rather than choosing from a handful of semi-qualified individuals.
Hiring managers and recruiters can easily spend hours looking for candidates manually. But this isn’t a good use of their time. Those involved in hiring can spend less time on these tasks without sacrificing candidate quality. Open roles get in front of the right people, but the automation side of the software saves time and effort.
Boosts company morale
A positive hiring and onboarding experience can make a big difference in the eyes of a candidate considering a new role. And when a business can get good people hired faster, there’s less of a burden on the existing employees to take on additional work. The result is improved company morale all the way around.
How Does an Applicant Tracking System Work?
With various systems available to organizations, it’s important to note that each will have its own list of features and functionality. However, programs within this category tend to share a few key steps to ensure a consistent and straightforward process.
Creating a job requisition
In most recruiting systems, the process begins with the creation of a job requisition. When a company needs to hire, the person responsible for recruiting requests approval for the creation of a new position or the filling of a vacated position. Upon approval, the requestor can create a job listing.
Creating a job listing
The next step is creating a job listing, or the description of the open position. A listing should include several key components:
Salary range (if applicable)
Candidate requirements or qualifications
Description of work environment
Of course, a job description should be more than just a bulleted list of details about a role. In fact, it’s more important than ever to appeal to potential applicants and draw them in, encouraging them to apply.
The writing style for job descriptions differs from other business writing styles. Using engaging language can help a posting stand out in a sea of similar content.
It’s also important to consider the legal requirements of a job listing. Make sure to avoid language that could indicate discrimination or hiring preferences. Examples include gendered language (“The individual in this role will use his strength to lift heavy packages, 50+ pounds”) or phrases that may rule out members of a protected class.
Posting the job description
After creating an engaging description, the next step in the process of hiring with an ATS is posting it to various boards. There are hundreds of online job boards, each with its own niche and target audience. It’s helpful to consider which boards might yield the best results. For example, an entry-level tech job might get more responses if posted on a board that caters to recent graduates in the technology sector.
Explore different options, including industry-specific boards and those designed for members of a particular demographic. By posting a listing in the right places, an organization can improve its chances of attracting qualified applicants.
The next phase in the applicant-tracking system is receiving applications from those with an interest in the role. Some systems can issue rankings to applicants based on specific data, including keywords on the resumés and in the answers to questions on the application.
You may be able to set up an automatic rejection process based on answers. For example, if knowledge of a specific coding language is a requirement for a developer role, any candidate who indicates that they don’t know that particular language would be automatically rejected.
The application phase can remain open for as long as needed. The length of that period often depends on factors like the quantity of applications received and the need to fill the role within a specific timeframe.
Undergoing the review process
Anyone granted access can view applicant data and determine whether to move each candidate forward in the process. Moving someone to the next phase should be simple. A recruiter or hiring manager can select which candidates to interview and which to reject.
Upon interviewing each candidate, those involved in the process can take notes to reference when reviewing all candidates. Keeping those notes within the system makes it easier to recall what was discussed during the interview and whether to move forward.
Sending notifications and follow-up
It’s important to keep candidates in the loop throughout the process. But sending emails to everyone who applied isn’t a good use of your time. With an applicant tracking system, the hiring manager and recruiter don’t have to worry about notifications or follow-up messages. Automatic notifications keep candidates informed of their progress and whether they’re moving forward to the next phase.
For example, if you select a candidate to interview, the system can automatically send a notification requesting to schedule. If you decide not to move forward with a specific applicant, they can receive an email or even a text message informing them of the decision. Each company can establish the messaging for these notifications to adhere to its brand and voice.
Extending an offer
Upon selecting the best candidate, the final step in the recruiting process is extending an offer. Using an applicant tracking system even makes this step easier. You can tap into pre-built templates to ensure that offer letters are thorough and informative.
When your selected candidate accepts the job, their information remains in the system. You can flow it into your company’s HR system to minimize errors from manual data entry. Additionally, you can use this information to stay in contact with the applicant until their first day of work.
Managing candidate data
Of course, every individual who applies for a job with your company won’t get hired immediately. But if an applicant has skills or experience that make them a good fit for another role in the future, their data remains within the system. You can reach out if a job opens up that aligns with their skillset, rather than starting the entire process over again.
Creating an account/onboarding
Bringing a new hire on board is a key step in the hiring process. Doing so successfully could determine how the employee feels about their role and the organization overall.
According to a recent Gallup survey, approximately 12 percent of employees think their company did a good job onboarding them. With so much room for improvement, it makes sense for companies to invest in onboarding efforts. After all, a poor onboarding experience can be the difference between an engaged employee and one who bails out for another role.
Employee turnover can cost a company up to nine months of an employee’s salary to find and bring on a replacement. This is an expensive undertaking for any business. But for small companies, the cost could wreak serious havoc on the budget. Onboarding is something that no business can afford to ignore.
With an applicant tracking system, onboarding becomes more seamless and consistent. ApplicantStack Onboard makes it easy to:
Import hires from ApplicantStack Recruit
Upload new hire forms (W-4, I-9, etc.)
Create and assign tasks to track progress
Invite new hires to view documents, input their information, and complete paperwork
View and download reports to measure onboarding success
Not all applicant tracking systems include onboarding functionality. But given the importance of this process in employee retention and engagement, it’s essential to choose one that does.
FAQ about Applicant Tracking Software
Still have questions about applicant tracking? We answer a few of the frequently asked questions around these systems below.
What should you look for in an applicant tracking system?
Every business might have its own unique hiring and recruiting needs, but some of the best features to look for in an ATS include:
Integration with other systems (HR, payroll, benefits, etc.)
When should a business use an applicant tracking system?
An ATS can benefit any business that plans to hire. This software is designed to organize candidates to simplify the process of hiring. It can also filter out applicants who don’t meet the qualifications for a role or highlight those who might be a better fit based on skills and experience. If your company has employees (or will hire employees in the future), an ATS is beneficial.
ApplicantStack is the applicant tracking system that’s built for small business needs. It doesn’t skimp on features or functionality, but it’s priced to fit into the budget of just about any company. Still on the fence? Try it free today and find your next hire faster and more efficiently.
COVID I-9 Compliance Flexibility Extended to July 31, 2023
The Department of Homeland Security (DHS) and U.S. Immigration and Customs Enforcement (ICE) extended the verification flexibility related to Form I-9, Employment Eligibility Verification, due to continued precautions related to COVID-19. This temporary rule was set to expire October 31, 2022.
The temporary rule was first announced in March 2020 and has been extended several times since then as the pandemic has continued to impact workplaces. The temporary rule affects employees hired on or after April 1, 2021 who work exclusively in a remote setting due to COVID-19 related precautions. In such cases, the employer is temporarily exempt from I-9 physical inspection rules until the employee undertakes non-remote employment on a regular, consistent, or predictable basis, or the extension of the flexibilities related to such requirements is terminated, whichever is earlier. (ICE)
Which I-9 form should I use right now?
Until further notice, employers should keep using the Form I-9, Employment Eligibility Verification, though it was originally due to expire October 31, 2022. DHS will publish a Federal Register notice when the new version of the Form I-9 becomes available.
How can I verify employment eligibility remotely?
Remote verification options include: video link (Zoom, Teams), FaceTime, fax or email.
Since the beginning of the COVID-19 pandemic, USCIS has allowed employers to remotely review — by Zoom, video chat, FaceTime, fax, or other electronic means — the identity and work-authorization documents that are necessary for workers’ Forms I-9, during the hiring and re-verification process. Fisher Phillips
Can I do I-9 verification through ApplicantStack?
Yes! ApplicantStack integrates with Verified First, a full-service background check provider. Verified First provides all background check services including I-9 verification through Tracker-I-9.
Every U.S. employer must properly complete a Form I-9 for each new hire working in the United States prior to finalizing the onboarding process. This form is an important part of adding a new employee to your team, and it isn’t always straightforward. Simple inconsistencies or even neglecting to enter “N/A” where required can have big consequences. Paperwork or technical violations can potentially cost your business anywhere between $234 to $2,332 per employee. Verified First
Employers Must Document Their Onboarding Process
Employers who take advantage of the remote verification rule must provide documentation of their onboarding process and remote work policy. If you haven’t created a formal onboarding process, learn how here: The Onboarding Process – Steps and Checklist. The onboarding process should also be included in the employee handbook. For a complete guide to creating and updating your employee handbook (including a template with a sample remote work policy) see How to Write and Update Your Employee Handbook + Template.
We are excited to announce that Premium Texting is available in ApplicantStack Recruit & Onboard as well as WorkforceHub Plus.
What is Premium Texting?
Premium Texting includes everything in Basic Unlimited Texting (discussed ahead) plus Text-to-Apply and Workflow Embed.
With text-to-apply, candidates can apply with their mobile device at the point of initial engagement. When the candidate clicks APPLY in the job posting, the system will text the candidate a link to a mobile friendly application.
Why is Text-to-Apply a Game Changer?
More and more people find a phone more convenient for online access than a laptop or desktop. In fact, most of us have our phone within arm’s reach day and night. Today’s job seeker uses their mobile device to search job boards, research companies, communicate with recruiters, and submit applications. Because of this, text-to-apply is critical for employers trying to attract more applicants or speed up their hiring process. Furthermore, companies competing in the same labor pool as their local Walmart or Amazon warehouse will have an uphill battle without providing text-to-apply.
Candidates can apply immediately when they see your job posting on their mobile device
Applicants experience a modern, convenient candidate journey that reflects well on your company
You will have fewer abandoned applications because candidates can apply without delay
Add Automated Texting to Workflows
Automated texting makes it easy to engage with candidates as they move through the hiring process. With Premium Texting, you can embed SMS in workflows and trigger texts with hiring stage changes.
Advance applicants and inform them of next steps with automated personalized text messages
Speed up the hiring process and avoid slowdowns due to poor communication
Never accidentally ghost another candidate
Premium Texting is sold at the account level, which means that if you have both ApplicantStack Recruit and Onboard, you can use Premium Texting in both modules under the monthly price.
Basic Unlimited Texting
Basic Unlimited Texting has been available since 2019 and our users love it. It makes hiring faster, easier and more engaging for candidates. Just as important, it improves efficiency for hiring teams. With texting, our customers extract even more value from our hiring platform. ApplicantStack Basic Unlimited Texting, not surprisingly, lets you send as many texts as you want for one monthly fee. The software saves the conversations and several members of the hiring team can text as if from one person.
Send a text instead of an email any time you need to communicate with an applicant:
Confirm an interview appointment
Send a link to a screening questionnaire
Send a quick text as a follow-up to a call, email or interview
Send interview instructions – parking, building access, etc.
Answer candidates’ questions
Send a bulk text to a group of candidates
Improve the candidate journey with quick communication that keeps them engaged – applicants can respond immediately or at their convenience. Many top candidates are currently employed but looking for a better opportunity. With many job positions, the employee can communicate with text in situations where they couldn’t necessarily take a voice call. With texting, you can engage a larger hiring pool. This makes it quicker and easier to find the perfect hire for the job.
As with Premium Texting, if you have both ApplicantStack Recruit and Onboard, you can use Basic Unlimited texting in both platforms.
What is WorkforceHub Plus?
WorkforceHub Plus is the small business time and labor solution from Swipeclock. (ApplicantStack Recruit and Onboard are also part of the Swipeclock product suite.) WorkforceHub Plus includes Timekeeping, Scheduling, Hiring, PTO Management and Human Resources. The Applicant Tracking module in WorkforceHub Plus has similar functionality as standalone ApplicantStack Recruit. However, it syncs with additional functions in WorkforceHub Plus.
Over one million people use Swipeclock workforce management solutions every day. To schedule a demo, visit WorkforceHub Plus demo.