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2019 Guide for
Buying a
Recruiting ToolPage |1
Table of Content
Buying a recruiting software
Types of recruiting software you can buy
What is Applicant Tracking System?
What is Recruitment Marketing Software?
Do I need an ATS, recruitment marketing software or both?
Recruiting and hiring challenges
Challenges in the candidate awareness stage
Challenges in the candidate consideration stage
Challenges in the candidate interest stage
Challenges in the candidate application stage
Challenges in the candidate selection stage
Challenges in the candidate hiring stage
Recruiting and hiring solutions
Solutions that Recruitment Marketing Software offers
Solutions to Find high-quality candidates
Solutions to Attract high-quality candidates
Solutions to Engage and Nurture high-quality candidates
Solutions to Convert high-quality applicants
Solutions that ATS offers
Recruiting Software Evaluation
Conclusion
2019 Guide for Buying a Recruiting SoftwarePage |2
When we ask recruiters, HR professionals and
small business owners about how they are
planning on improving their hiring process in
2019, majority of them say: “I am buying a
Recruiting Software!” The question that usually
follows is: “What type of a recruiting software are
you buying?” Most of them answer with another
question: “What do you mean by what type of a
recruiting software?
2019 Guide for Buying a Recruiting SoftwarePage |3
Buying a recruiting software
Majority of recruiters know that, in order to improve their hiring strategy, buying
a recruiting software is a must. What they don’t know, however, is that there are
different types of recruiting software.
“Companies with newly upgraded HR systems see cost savings
of 22% per employee.”
- Bersin by Deloitte
Since you are reading this guide, I will assume that you are a recruiter, HR
professional, or a business owner looking to improve your hiring efforts. If you
are planning on making an investment in a recruiting tool, this guide is for you.
The purpose of this guide is to help you make the most informed decision about
your new investment. To help you understand why buying a recruiting software
2019 Guide for Buying a Recruiting SoftwarePage |4
truly is an investment in your company’s future, here is a list of most beneficial
changes we have seen with our existing clients:
✓ More high-quality applicants
✓ Stronger Employer Brand
✓ Reduced time-to-hire
✓ Reduced cost-to-hire
✓ Improved candidate engagement
✓ Improved candidate experience
If any of these are your goals for the future, investing in a recruiting software
certainly is a solution.
Firstly, I will define different types of recruiting software, and then I will help you
make a decision about which one of those can best serve your needs, help you
achieve your recruiting and hiring goals and overcome your recruiting
challenges.
2019 Guide for Buying a Recruiting SoftwarePage |5
“Spending on cloud-based HR software is growing faster than
spending on installed or on-premises HR software, and cloud-
based HR software will be 50% or more of total HR
technology spending by 2017.”
- Gartner
More Applicants
Candidiate Employer
Experience Branding
Recruiting Software
Benefits
Candidate Shorter time-to-
Engagement hire
Lower cost-to-
hire
2019 Guide for Buying a Recruiting SoftwarePage |6
Types of recruiting software you can buy
As mentioned before, not every recruiting software is the same. Moreover, same
types of software differ in their features and capabilities. To make recruiting
software classification as simple as possible, I put them in 2 categories based on
primary solutions that they offer:
1. Applicant Tracking System (ATS) and
2. Recruitment Marketing Software
To help you understand the biggest difference between the two, think of them as
pre and post application tools. ATS is a solution to manage applicants, and
recruitment marketing software is a solution to manage leads. Leads are defined
as candidates who are or may be interested in your company, but are not ready to
apply just yet.
2019 Guide for Buying a Recruiting SoftwarePage |7
Recruitment Applicant Tracking
Marketing System
Job
Application
That being said, solutions offered by these two types of recruiting software are
very different. However, realizing that they complement each other well, and offer
the best recruiting experience together, some software providers now offer 2-in-1
solution. Meaning, there are software that offer both ATS and Recruitment
Marketing solutions that integrate together perfectly under one platform.
Benefits of using one software that offers both ATS and recruitment marketing
are significant. Trying to integrate two or more platforms can never work as well
as one platform that offers both solutions. Later in this guide, we will more closely
explain the benefits of the 2-in-1 solution.
2019 Guide for Buying a Recruiting SoftwarePage |8
What is Applicant Tracking System?
Applicant tracking system is a repository of all of your applicants for job openings
that manages and streamlines your hiring process from job applications to hires.
ATS usually serves as a database with all of your applicants’ profiles, it helps
interview scheduling, candidate screening and evaluation, enables easy team
collaboration and communication...all in one place.
This is all great, but...
Even though some applicant tracking systems have some simple capabilities for
communicating and engaging with candidates and applicants, this is not their
primary focus. Instead, their main goal is to make post-application phase of hiring
more simple, automated and faster.
In other words, ATS can help you in your hiring efforts only AFTER you already
have applicants for your job opening. If you are struggling with attracting and
getting more high-quality applicants, ATS is not a solution for that problem…
Recruitment marketing is!
2019 Guide for Buying a Recruiting SoftwarePage |9
What is Recruitment Marketing Software?
In a recent Aptitude research, Madeline Laurano, Co-Founder & Chief Research
Officer, defines a recruitment marketing platform as a platform that
“Manages outbound sourcing, inbound recruitment marketing,
and employer branding. A recruitment marketing platform
includes capabilities that maintain the employer brand, foster
candidate relationships, and enhance messaging and
communication efforts. The most critical capabilities in these
systems include: Career Site, SEO, Employee Referrals, and
Talent Communities/Networks.”
2019 Guide for Buying a Recruiting SoftwareP a g e | 10
Since the struggle for finding and hiring high quality candidates has been
increasing rapidly, recruitment marketing platforms have become the most
popular solutions for biggest recruiting challenges.
“40% of companies that plan to hire next year have had
unfilled vacancies for 6 months or longer because they cannot
find qualified applicants.”
- McKinsey & Company
57% OF COMPANIES SAY 65% EXPECT A SKILLED-
COMPETITON FOR TALENT IS THE CANDIDATE SHORTAGE TO PERSIST
BIGGEST CHALLENGE OVER THE NEXT 2 YEARS
2019 Guide for Buying a Recruiting SoftwareP a g e | 11
Unfortunately, this problem will keep happening as long as recruiters don’t
understand that recruiting process begins long before a candidate applies for a job.
Unlike ATS, recruitment marketing technologies offer solutions for challenges
that have become much more significant than managing existing applicants--
challenges to GET applicants.
“Globally, 57% of employers say that competition for talent is
their top challenge!”
- LinkedIn
Features of recruitment marketing software can be numerous, but they vary from
provider to provider. Some of the most important features of a recruitment
marketing software include:
✓ candidate relationship management (CRM)
✓ employer brand building
✓ candidate sourcing
2019 Guide for Buying a Recruiting SoftwareP a g e | 12
✓ referral programs
✓ social recruiting
✓ career site optimization
✓ hiring and recruiting analytics and metrics
✓ engaging email campaigns and workflows
✓ surveys on candidate experience
✓ team blogs and web pages
✓ career page visitors and conversion tracking
✓ talent networking- campus and even scheduling and recruiting
That’s a lot, isn’t it?
Yes, but these are all solutions that companies and recruiters have started looking
for in order to improve their hiring efforts. Therefore, when you start looking for
a recruitment marketing software, make sure that all these features are available.
Even though the main goal of every recruitment marketing solution is to find,
attract and engage both passive and active job seekers, some platforms are much
more robust than others. Thus, when choosing a software to invest in, you should,
2019 Guide for Buying a Recruiting SoftwareP a g e | 13
in addition to being within your budget, look for the one that offers solutions to
more of your challenges than the others.
Unlike recruitment marketing platforms, there are many companies that already
use ATS. However, it is becoming more and more obvious that ATS alone is not
considered a solution for more effective hiring and talent acquisition.
Many HR experts and influencers share the same opinion, including Matt
Charney, one of the biggest HR bloggers and analysts. This is his opinion about
ATS:
“If you think you can actually transform a system of record into
a system of engagement, you must be high on the hog.”
2019 Guide for Buying a Recruiting SoftwareP a g e | 14
Matt Charney is a key
influencer in recruiting and a
self-described “kick-butt
marketing and communications
professional.” He serves as
executive editor for Recruiting
Daily, whose flagship property,
RecruitingBlogs, is the world’s
largest social network and
content-sharing platform for
recruiting professionals.
In addition, many existing ATS solutions have a reputation of being complicated,
not user-friendly and lack some key features. For these reasons, a large portion of
companies that already use ATS are willing to, or considering to, switch to a
solution that has more recruitment marketing functionality.
2019 Guide for Buying a Recruiting SoftwareP a g e | 15
Do I need an ATS, recruitment marketing software or both?
So now that I have, hopefully, helped you better understand different types of
recruiting solutions, let’s move to deciding which solution can best help you
achieve your hiring goals, and overcome your challenges.
Even though there are many different things to consider when choosing a
recruiting software, there is a proven strategy that helps in making the best
decision.
The very first, and in my opinion crucial, step is to clearly define your own
recruiting goals and challenges. These can be things such as have more applicants,
hire better quality candidates, have better access to passive candidates, improve
hiring standardization, reduce time to hire or any other recruiting goal you may
have.
To make this task easier, I have identified some of most common recruiting
challenges, and 2 sets of solutions:
2019 Guide for Buying a Recruiting SoftwareP a g e | 16
1. Solutions that Recruitment Marketing Software offers
2. Solutions that ATS offers
Recruiting and hiring challenges
Based on different stages that candidates go though, companies may have
different recruiting and hiring challenges. I have identified the most common
challenges based on 6 different stages of a candidate journey:
1. Awareness
Recruitment
Marketing
6. Hiring 2. Consideration
Recruitment
ATS Makreting
5. Selection 3. Interest
Recruitment
ATS Marketing
4. Application
Recruitment
Makreitng
2019 Guide for Buying a Recruiting SoftwareP a g e | 17
Challenges in the candidate awareness stage
Candidate awareness is a stage that never stops. This stage doesn’t include only
communicating your job opening when you have one, but also making candidates
aware of your employer brand and employer value proposition at all times.
Common challenges in the awareness stage include:
✓ Spending too much time on new job ads creation
✓ Inability to post jobs on multiple job boards at once
✓ Not using current employees as a source of new candidates- no
structured employee referral programs
✓ Inability to search for passive candidates and their contact info
✓ Inability to search through existing candidate database to find high
quality applicants from previous openings
✓ Not using social media platforms to promote your job openings
Challenges in the candidate consideration stage
Consideration stage is the stage in which you are trying to convince candidates to
consider your company or organization as a new workplace. This is not an
2019 Guide for Buying a Recruiting SoftwareP a g e | 18
easy process, especially today when a lot of employers are putting much time and
effort in it. The key here is to engage both passive and active candidates that have
become aware of your company or an open position.
Having a good candidate engagement strategy has become extremely important
in the world of HR and recruiting, especially for some hard-to-fill roles. If you
don’t offer useful content, timely and engaging communication, you are likely to
lose them over your competitors.
Common challenges in the consideration stage include:
✓ Inefficient strategy for communicating your employer brand and
company culture
✓ No structured social media campaigns
✓ Lack of engaging and useful content for candidates
✓ No candidate engagement and communication strategy
✓ No structured candidate engagement email campaigns and workflows
✓ No recruitment and talent community events for candidates in your
talent pool
2019 Guide for Buying a Recruiting SoftwareP a g e | 19
Challenges in the candidate interest stage
Once you have made candidates aware of your company or a job opening, had
them to consider you as their next employer, you want them to express the interest
in your job opening and move to the next, application, stage.
Common challenges in the candidate interest stage include:
✓ Poorly designed career site
✓ Career site not optimized for search engines (SEO optimization)
✓ Career site lacks engaging and useful content such as team blogging
✓ Complicated and not user-friendly application forms
✓ Poor or slow candidate communication strategy
✓ Career site not mobile-optimized
Challenges in the candidate application stage
After you have moved a candidate through the previous 3 stages, the challenge
becomes to turn them into applicants. It is not uncommon that, after you manage
to attract candidates and convince them to consider you as a new employer, you
bring them to your career site, but they never apply.
2019 Guide for Buying a Recruiting SoftwareP a g e | 20
Common challenges in the candidate application stage include:
✓ Complicated and not user-friendly application forms
✓ Application form not mobile-optimized
✓ Inability to track new visitors on your career page
✓ Inability to track where the new visitors are coming from
✓ Inability to track application form abandon rate and get insights on
why candidates leave.
Challenges in the candidate selection stage
This stage starts at the point when you have job applicants, and ends with a new
hire. That being said, there is still much work to do. At this point, you should have
high-quality applicants, and you are moving to the hiring process. Unfortunately,
many companies’ struggles don’t end here. Moreover, for some of them struggles
start here.
Common challenges in the candidate selection stage include:
2019 Guide for Buying a Recruiting SoftwareP a g e | 21
✓ No centralized database of all the candidates and applicants
✓ No easy way to review and triage applicants
✓ Messy candidate database
✓ Hard to find candidates’ profiles
✓ No centralized database of rich applicant and candidate profiles
✓ No streamlined candidate workflow
✓ Applicants interview kits, assignments and scorecards
✓ Hard to efficiently share information with other recruiting and hiring
team members
✓ Communication and interview scheduling is a manual and time-
consuming process - no automation
✓ No structured applicant email campaigns
✓ Too much paperwork and spreadsheets
Challenges in the candidate hiring stage
Once you have selected a candidate, recruitment marketing and ATS usage stops.
However, for companies that use solutions such as HRIS, it is important to have
the ability to integrate.
2019 Guide for Buying a Recruiting SoftwareP a g e | 22
Common challenges in the candidate hiring stage include:
✓ Inability to integrate ATS with HRIS tools
✓ Inability to integrate with employee onboarding platforms
✓ Inability to integrate with employee management platforms.
Recruiting and hiring solutions
Now that we have identified challenges in different stages of recruiting, let’s move
to solutions that recruitment marketing software and ATS offer to overcome those
challenges.
Solutions that Recruitment Marketing Software offers
After identifying challenges that companies face when trying to move candidates
through different stages of their journey, let’s discuss solutions that can help you
overcome these recruitment challenges and achieve your recruiting and hiring
goals.
2019 Guide for Buying a Recruiting SoftwareP a g e | 23
To move candidates all the way from awareness to application stage, your
solution is a Recruitment Marketing Software that has all the features to lead
you through the 5 stages of recruitment marketing process: Find, Attract,
Engage, Nurture and Convert candidates.
Solutions to Find high-quality candidates
Solutions that a complete Recruitment Marketing software should offer to find
more high-quality candidates include:
ONE CLICK JOB DISTRIBUTION
With just one click, distribute your job opening to multiple free and premium job
boards. Posting on just one job board is not enough to get high-quality applicants.
On the other side, manually posting to multiple job boards is too time consuming.
SOCIAL MEDIA JOB PROMOTION
Integrate your social media accounts, such as Facebook, with you recruiting
software. When talking about passive candidates, your job ads are much more
likely to be seen on social media than job boards.
2019 Guide for Buying a Recruiting SoftwareP a g e | 24
WEB SOURCING
Do not get a recruitment marketing tool without this feature! Passive candidates
are everywhere, so you need to be able to find them. Web sourcing is a powerful
tool that searches for people with specific profiles on online platforms, internal
and external databases and imports them directly to your ATS.
REFERRALS
Sometimes, when it comes to a new candidate search, you need to look no further
than your own company. Referrals are known to be the best employees. Some
recruitment marketing software have structured referral programs and email
campaigns for referrals. Contact your employees and ask for referrals directly
from the software.
Solutions to Attract high-quality candidates
Attracting high-quality applicants should be a long-term goal for every recruiter.
This is not a onetime task, and it requires a lot of planning and strategy.
EMPLOYER BRANDING
Have a structured employer branding strategy and campaign. Communicate your
employer brand and employer value proposition to attract candidates who are the
2019 Guide for Buying a Recruiting SoftwareP a g e | 25
best fit for your company. Personalize your brand messages to target talent for
roles that are hard-to-fill.
JOB MARKETING
Personalize your job ads to attract best candidates. Make them clear and full of
relevant information important to potential candidates. With a recruitment
marketing software, this is an easy, yet powerful step in attracting candidates.
SOCIAL MEDIA RECRUITING
Since Millennials are spending every day on social media, recruiters have started
doing the same. In order to attract Millennials, you have to be where they are, and
deliver a message that is interesting, relevant and useful. Modern recruitment
marketing software integrate with your social media platforms, and make this step
easy and fun.
BRANDED CAREER SITE
When researching about companies, candidates often go to career sites. An
unattractive and boring career site can cost you high-quality applicants.
Recruitment marketing software offers a solution to create a beautiful career site
that reflects your company’s culture and brand.
2019 Guide for Buying a Recruiting SoftwareP a g e | 26
SEARCH ENGINE OPTIMIZATION (SEO)
Yes, marketing and recruiting must learn how to collaborate in order to improve
hiring and recruiting strategies. Both passive and active job seekers do their
research about companies and job openings on search engines. If you are not
properly using keywords to describe your awesome company’s culture, your job
openings, job descriptions, duties and responsibilities, Google may not rank you
as high as you would like to be. Understand what job seekers are looking for, and
customize your online content accordingly straight from your recruitment
marketing software.
Solutions to Engage and Nurture high-quality candidates
Once you have built your talent pool, it is important to have strategy for engaging
and nurturing them. Timely communication of highly relevant content and
information through your recruitment marketing platform is crucial for building
strong relationships with candidates until they are ready to make the move and
apply for you current or future job opening.
CANDIDATE RELATIONSHIP MANAGEMENT (CRM)
2019 Guide for Buying a Recruiting SoftwareP a g e | 27
Candidate relationship management tools are considered one of the most
important and most powerful solutions for converting passive and active job
seekers into applicants. As the name explains, CRMs are built to develop,
strengthen and maintain relationships with candidates from your talent pool.
EMAIL RECRUITING CAMPAIGNS AND WORKFLOW
As a recruiter, you probably already know which roles in your company are
hardest to fill. For those roles, create and send highly personal, automated email
campaigns directly from your recruitment marketing platform. Send relevant
information about industry trends, tips for finding and getting jobs, updates about
your company and new career opportunities.
TALENT NETWORKING
Some companies use talent networking as a way to educate and engage talent as
well as to communicate their employer brand. Schedule talent networking events
in your recruitment marketing platform, and invite candidates from your talent
pool.
2019 Guide for Buying a Recruiting SoftwareP a g e | 28
TEAM BLOGGING ON YOUR CAREER SITE
Having a career site that lists your job opening is not enough to engage high-
quality applicants. With a recruitment marketing platform, you can create team
blogs on your career page where you can write interesting and fun facts about
your company’s brand, culture and values, about company’s current projects,
industry trends or anything else candidates would see as valuable and interesting.
Ask them to engage, comment, give suggestions, share or like. This is one of the
most innovative and very powerful tools that gives you a competitive advantage
over competitors.
Solutions to Convert high-quality applicants
Now that you have finally managed to convince candidates to choose you as their
next employer, you have to make sure that their application process is as easy and
painless as possible. In addition, to be able to start converting more candidates
into applicants, it is important to identify areas that have room for improvement.
ONLINE APPLICATION FORM
Do you know how many candidates that start filling your application form,
actually hit “Submit”? According to Society of Human Resources Management
60% of job seekers abandon online application forms because of their length and
2019 Guide for Buying a Recruiting SoftwareP a g e | 29
complexity. Candidates for hard-to-fill roles have numerous options, and they are
aware of that. A little thing such too many fields to fill out may be the reason for
not converting a potentially good hire into applicant. Customize your online
application form through your recruitment marketing software and see how job
application conversion increases.
ANALYTICS
In order to convert more high-quality applicants, it is important for you to
understand what is working and what is not working in your recruiting strategy.
Knowing the importance of tracking every step of candidate journey and
recruitment marketing, some modern recruitment marketing platforms now have
the ability to do so.
REPORTING
2019 Guide for Buying a Recruiting SoftwareP a g e | 30
In addition to analytics, modern recruitment marketing tools have beautifully
designed reports and dashboards with important hiring and recruiting metrics.
Analyzing dashboards with simple recruiting metrics have become an everyday
activity for modern and productive recruiters. Analyze data about your efforts,
and plan your future hiring and recruiting strategies accordingly. Some of the
metrics that recruiters see as most useful include:
✓ Time-to-hire
✓ Applicants per job opening
✓ Applicants per job board
✓ Hire-to-applicant ratio
✓ Website visitors-to-applicant ratio
✓ Source of most applicants
✓ Source of most hires
✓ New hires per recruiter
✓ Cost per hire
All these metrics can give you great insights on where your best candidates and
hires are coming from, how to shorten your time-to-hire, how to reduce your cost-
2019 Guide for Buying a Recruiting SoftwareP a g e | 31
per-hire, who is your best recruiter, if and why are candidates abandoning your
application form and many more.
Solutions that ATS offers
As mentioned before, ATS or Applicant Tracking System offers solutions in the
application stage of candidate journey, and it ends with a new hire. Once you have
job applicants in your system, recruiting goals become to streamline and simplify
hiring process as much as possible. A modern and well-designed ATS can help
you achieve these goals by offering following solutions:
ONE CANDIDATE DATABASE
ATS enables you to have all of your passive and active candidates and applicants
in one single database. Sourced candidates, referrals, applicants from job boards,
social media platforms, career sites will all be in one place. Get rid of papers and
spreadsheets, and enjoy a more organized way to manage your candidate and
applicant pool.
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EASY APPLICANT AND CANDIDATE SEARCH
Often times, companies post new job openings before searching their existing
applicant database. In many cases you already have a high-quality applicant in
your talent pool, but finding them seems like a mission impossible. With ATS,
you can easily search for candidates that have previously applied for a job
opening.
EASY APPLICATION FORM SCREENING
If you are assessing most important skills and characteristics in your application
form, you can automatically disqualify candidates who don’t satisfy those
requirements. This way, you will be able to build a higher-quality candidate pools
that are easier to manage. Manual screening is considered one of the most time
consuming tasks in recruiting, especially when 75% to 88% of the resumes
received for a role are unqualified.
EASY RESUME PARSING
With a well-designed ATS you can extract applicants names and contact info from
their resumes within seconds.
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EASY RESUME SCREENING
According to research, it is estimated that resume screening and candidate
shortlisting can take 23 hours. Making this task easier, faster and more automated
is crucial for reducing time-to-hire and cost-per-hire.
INTERVIEW KITS AND SCORECARDS
Modern ATSs have customizable interview questions and scorecards within the
software. You can customize them based on most important characteristics you
are looking for in a candidate. This makes candidate evaluation is much easier,
organized and efficient.
AUTOMATED EMAIL RESPONSES
Save time by sending automated mass email responses such as “thank you” emails
“rejection” emails and “offer emails”. Some software even offer customizable
email templates for ATS users.
INTERVIEW SCHEDULING
Schedule interviews with the candidates directly from the software. Automatically
share the most important interview information such as structure and location.
2019 Guide for Buying a Recruiting SoftwareP a g e | 34
STREAMLINE HIRING WORKFLOW
Track and manage candidates’ progress to make your hiring more streamlined.
Use existing software’s hiring stages, or create your own to best match your hiring
process.
CANDIDATE COMMUNICATION EMAILS
Create email campaigns in your software to keep candidates engaged throughout
the hiring process. Timely and relevant communication is crucial for not losing
high-quality applicants.
TEAM COLLABORATION
Sharing important insights and information about candidates with other hiring
team members is extremely important to many ATS buyers. One of the most
important ATS solutions should be easy team collaboration and communication.
In addition, ATS should enable user admins to give different types of access and
authority to different team members.
API INTEGRATION
If you are using different online platforms such as Gmail, Slack, platforms for
candidate sourcing or candidate testing and assessment, HRIS or Google
2019 Guide for Buying a Recruiting SoftwareP a g e | 35
Analytics, look for an ATS that can easily integrate with them and work well
together.
Recruiting Software Evaluation
Many online software offer a free trial period during which you can evaluate their
performance. However, many recruiting software, especially the ones that “say”
that offer both ATS and Recruitment Marketing solutions, don’t include
recruitment marketing features in their free trials. When choosing a software to
try, make sure that you can test all the features promised.
As I mentioned before, benefits of buying a single software that offers multiple
solutions are significant. To keep adding and integrating tools from different
providers is possible. However, witnessing the difference in performance, we
strongly recommend choosing a single tool with all the solutions. To make it more
clear, check the matrix at the end of this paper. The matrix shows the difference
between software that offers only ATS or only Recruitment Marketing, versus a
2-in-1 software, such as TalentLyft.
2019 Guide for Buying a Recruiting SoftwareP a g e | 36
Conclusion
ATS is, as it has been around for a while, a familiar hiring solution to many
recruiters. This tool is still very important because, without it, there is a good
chance that your process of moving applicants through different hiring stages will
looks like a mess, or at least will have a lot of room for improvement and
optimization.
The problem is that, in the world of a war for talent, ATS is not a solution for
many challenges recruiters and business owners are facing. They now want a
platform that helps them market job openings, communicate and strengthen
employer brand, attract high-quality applicants, build talent pools for both current
and future open positions, and a platform that gives them metrics to evaluate their
efforts.
This is why many recruiters that use ATS feel like they are stuck with a solution
that doesn’t solve their biggest recruiting problems. Why do I say that?
2019 Guide for Buying a Recruiting SoftwareP a g e | 37
“Research has shown that, in many cases, recruitment
marketing solutions bring over 50% more job applicants than
ATS alone. “
For those that feel like they are stuck, this is what one of the biggest influencers
in the HR world, Matt Charney, says:
“The good news is, there is still hope -- and there’s no better
way to get a fresh start (and competitive advantage) from your
recruiting systems than to start from scratch and replace them
with more sophisticated, more user friendly and more effective
marketing solution.”
You CAN solve all of your challenges with a single recruiting tool. TalentLyft is
both ATS and Recruitment Marketing software that offers solutions to any
challenges you may have identified above.
2019 Guide for Buying a Recruiting SoftwareP a g e | 38 2019 Guide for Buying a Recruiting Software
P a g e | 39
About TalentLyft
TalentLyft users have improved various stages of their recruiting strategies from
finding to hiring high-quality applicants. Our four products offer solutions to the
biggest recruiting and hiring challenges:
• TalentLyft Source: Make finding high-quality candidates easier and more
affordable
• TalentLyft Engage: Communicate with candidates more effectively and
become a desirable employer to work for
• TalentLyft Convert: Turn your career site visitors into job applicants
• TalentLyft Track: Streamline your recruiting process, make it paperless,
and measure every step of your hiring strategy.
https://www.talentlyft.com
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