How can you use ATS professional networks and resources to find passive candidates?

An Applicant Tracking System (ATS) plays a pivotal role in enhancing the candidate experience by keeping individuals well-informed about their hiring status, a factor acknowledged by 81% of candidates as highly impactful. Beyond just updating candidates, an ATS also empowers recruiters to establish prompt communication, fostering ongoing engagement and expediting the overall hiring journey. The system's efficiency in managing these crucial aspects contributes to a smoother and more transparent recruitment process, benefiting both candidates and recruiters

An ATS keeps candidates up-to-date on their hiring status (81% of candidates said this significantly impacts their experience). An applicant tracking system helps recruiters get in touch with candidates quicker to maintain engagement and pace the hiring process

Maximize passive candidate sourcing using ATS and professional networks. Optimize ATS search features, integrate with LinkedIn, and apply Boolean search techniques. Utilize social listening, CRM tools, and data analytics for strategic sourcing. Encourage employee referrals, participate in industry groups, and promote a compelling employer brand. This comprehensive approach blends technology and proactive engagement to effectively identify and attract high-quality passive candidates aligned with organizational needs.

Recruiters, hiring managers, and recruiting teams use applicant tracking systems to manage and expedite the entire employment process. Consider it a digital gatekeeper that assists you in sourcing, attracting, evaluating, and hiring the most qualified people for job openings. Some use of ATS Filters Resume. Ranks candidates. Tracks applications. Improves collaboration. Ensures compliance.

ATS systems not only streamline the recruitment process but also serve as powerful tools for tapping into passive talent pools. By leveraging data analytics and AI, ATS can help identify patterns and characteristics of top performers within an organization, enabling recruiters to target similar profiles in passive candidate pools. Furthermore, ATS integration with professional networks like LinkedIn allows for a more proactive approach to sourcing, where recruiters can engage with potential candidates based on their online activities and endorsements, even before they express explicit interest in new opportunities.

Browse professional networking websites. Take to social media. Through connections and employee referral initiatives Check out the portfolio and job sample websites. Attend seminars and industry gatherings. Hackathons, Career Fairs, and Campus Events Through previous hiring processes

Les sites d'offres d'emploi sont une mine d'or pour trouver des candidats passifs et se constituer un vivier. Il en existe des gratuits comme l'Apec, pôle emploi; et des payants (indeed hellowork...). Comment procéder ? Simple vous faites une recherche avancées avec les opérateurs booléens mais vous recherchez plus largement les CV disponibles. Vous ne vous arrêtez pas aux cv récent de moins de trois mois. Une fois que vous obtenez des CV sur les postes concernés, il vous suffit de prendre contact avec les candidats afin de mettre à jour leurs informations et leur proposer le poste ciblé. Enjoy !

Job boards are the platforms where not only the candidates can find their desired job but also a recruiter can find a passive candidate. As in a job board website or app both recruiter and candidate can participate, so if someone needs a candidate for a specific role then they can find many candidates profile and the best profile that matches their requirements they can hire them. They can message them or call or email on their given contact info and can invite them to know more about their organization and role.

Leverage advanced search features on platforms such as LinkedIn to identify potential candidates based on specific criteria. Use direct messaging to start conversations and cultivate relationships with passive talent. Engage in targeted networking by joining relevant groups and forums. Share compelling content showcasing your company culture and values to attract passive candidates.

To utilize ATS networks and professional resources for finding passive candidates, you can leverage advanced search features, talent databases, and filtering tools to identify profiles that match your requirements. Regarding the use of social media, you can optimize your professional profiles, share engaging content, and interact with professionals in your field to attract the attention of passive candidates.

In my experience with LinkedIn Recruiter, social media has a proven ROI of finding qualified applicants in the prospective field. Due to the advancement in technology, social platforms have taken precedence over traditional recruitment for passive candidate sourcing. It’s also posed methodology that is less anxiety inducing throughout the interview process due to the ease of applications.

To find out passive candidate on social media you need to define Your Target Audience then Join Relevant Groups and Communities and connect with them

Referrals stand out as a top source of candidates due to their pre-existing familiarity with the company and the role, often showcasing initial interest. This familiarity streamlines HR's engagement process with the candidate. Additionally, when a current employee refers someone they've worked with, it signifies reliability and compatibility, enhancing the referral's value. An effective referral program can be established by leveraging an ATS to generate personalized links and track referred candidates. Email automation and templates further streamline candidate outreach and logistics scheduling, optimizing the process.

To build relationships with passive candidates, employ personalised and human outreach, crafting messages tailored to their skills and achievements. Share relevant industry content, attend networking events, and offer professional development opportunities. Maintain soft touch points through occasional, non-intrusive follow-ups, highlighting your positive company culture. Encourage referrals from mutual connections, be responsive to inquiries, and position yourself as a valuable resource by providing insights into market trends. Take a long-term approach, recognizing that cultivating relationships with passive candidates requires patience and a commitment to understanding their timeline for potential career moves.

Pienso que una buena estrategia para aumentar la base de candidatos pasivos en el ATS es crear posiciones genéricas que rotan normalmente más alto que las otras posiciones para captar este tipo de candidatos. Una vez has ampliado tu base de datos propia sobre candidatos, vas a poder conocerlos e incluirlos en los diferentes procesos.

When building relationships with passive candidates, you will need to reach out in more focus to them and their skill set rather than reaching out about the position they may have applied for. When reaching out is very important to state the reason as well as make sure they are still interested in hearing new opportunities, once you are able to get the ice breakers out of the way continue to connect and ensure that you are tailoring the conversation to the individual and around the standpoint of making sure they are a quality fit.