How do you leverage ATS data to identify and attract top talent?

Focus on time per stage to decrease time to hire. Where are candidates getting stuck? Data from Josh Bersin shows the avg. time to hire is around 44 days. Evaluate each stage of your hiring process and shave off days with better processes and technology. If your time to hire is currently "average" across a 6-7 step process (resume review --> offer), the impact of shaving 1-3 days off per stage is significant. You tell me who has the competitive advantage: the employer with a 44 day hiring process or the one who goes from application to offer in 30 days?

Understand how many candidates are applying for each position. This helps assess the effectiveness of your job postings.Identify where your best candidates are coming from—job boards, social media, referrals, etc. This can guide your future recruiting efforts. A low screening rate may indicate that your job descriptions are unclear or that your criteria are too strict. Revise these elements to attract more suitable candidates. A long time to hire can indicate bottlenecks in the process. Analyze each stage (application, screening, interviews) to identify delays and streamline workflows. A high offer rejection rate may point to issues with your employer brand, company culture, or compensation packages.

To leverage an Applicant Tracking System (ATS) to identify and attract top talent, start by analyzing the data it collects from applications and resumes. This data can help you identify patterns, such as which skills, experiences, or backgrounds are common among successful candidates. You can also use it to see which job postings attract the most qualified applicants and which ones need improvement.

Data is GOLD in the hiring game. But not everyone knows how to refine their data to optimize their hiring funnel. The key to success lies in REVERSAL THINKING. Instead of starting at the beginning of the funnel and working your way down, start at the last step and work your way back to the initial one. This shift in perspective allows you to understand the real funnel, not the theoretical one. Why is this important? Because in most cases, the funnel you designed is not the one actually happening. By understanding the true flow of candidates, you can identify bottlenecks and make targeted improvements.

At HeyHire, we've harnessed the power of ATS data to revolutionize our hiring process. One key strategy is tracking the journey of our most successful hires. For instance, we noticed a trend where candidates with diverse, cross-functional backgrounds often excelled in our dynamic environment. This insight led us to adjust our ATS algorithms to flag such diverse experiences, significantly enhancing the quality of our candidate pool.

Segmentation is UNUSEFUL unless based on two criteria: -Seniority: Analyst level, mid management, top management. -Department: Sales, Logistics, Finance, etc. Any other segmentation will only make you loose time and focus.

Segment your talent pool using ATS data. Categorize candidates by skills, experience, and location to tailor your communication and outreach effectively.

Segmenting your talent pool in the ATS allows you to categorize candidates based on various criteria such as skills, experience, or performance. Identify top talent segments by analyzing past hires or successful candidates. Tailor targeted communication and engagement strategies for each segment, ensuring personalized outreach that resonates with their specific preferences and needs. This approach helps you effectively attract and nurture relationships with top talent within your database.

Group candidates based on their relevant skills, years of experience, and industry background. This allows for targeted outreach when specific roles become available. Track how candidates interact with your communications (e.g., open rates for emails, participation in events) to gauge their interest and engagement. Segmenting your talent pool is a powerful strategy to enhance your recruitment efforts. By understanding the diverse backgrounds and interests of your candidates, you can create more effective communication strategies that resonate with them, ultimately leading to better hiring outcomes and a stronger talent pipeline.Targeted outreach saves time and resources, allowing you to focus on the most promising candidates.

Treat each candidate as an individual, not just another name in the database. Personalise your communication with them by using their name, asking thoughtful questions, and sharing insights about the role and company culture tailored to their background and interests. Studies by LinkedIn show that personalised outreach can increase response rates by up to 50%.

To track it, LESS is MORE. An infinite list of feedback questions wont be useful. 90% of problems can be detected in three buckets: 1-Time from application to offer: Ask the candidate for feedback on the total time, and if the feedback is not positive, ask for detail about what part of the funnel took more time. 2- Number of steps: Ask directly "Do you find an unnecessary step?" And you will get a ton of improvement opportunities. 3- Communication: If the person felt well treated or not.

Use ATS data to track the candidate experience by monitoring key metrics like time-to-hire, application completion rates, and candidate feedback. Identify pain points in the application process and address them to enhance overall candidate satisfaction. Analyzing the candidate journey helps you create a positive experience, which, in turn, attracts top talent. Solicit feedback from candidates and use the insights gained to refine your recruitment processes and ensure a seamless and appealing experience for prospective hires.

Track candidate experience by using ATS to collect feedback at each hiring stage. Use this input to improve communication and streamline your hiring process based on candidate satisfaction.

Effectively leveraging ATS involves meticulously tracking candidate experience. By gathering feedback post-application, interview, and offer stages, we gain valuable insights into their perceptions. For example, consistent comments about delayed communication can prompt us to streamline updates, enhancing overall candidate satisfaction and refining our recruitment approach to be more responsive and candidate-centric.

Send a short survey to candidates immediately after they submit their applications. Ask about the application process and any challenges they faced. Request feedback regarding the interview experience, such as the professionalism of the interviewers and the relevance of questions. Limit surveys to a few key questions to encourage completion. Use a mix of quantitative (ratings) and qualitative (open-ended) questions. Look for patterns in the feedback that indicate common pain points or areas of satisfaction. Let candidates know you value their feedback by informing them of changes made based on their input. This can enhance their perception of your company, even if they don’t get hired.

Connect your ATS with performance management tools to track key metrics for new hires, such as productivity, quality of work, retention rates, and employee satisfaction. Identify soft skills and behavioral attributes that contribute to success, such as teamwork, communication, and adaptability. Determine which sourcing channels yield the highest number of top performers. For example, if referrals from current employees consistently result in high performers, consider increasing your focus on referral programs. Use insights from top performers to refine your hiring criteria and job descriptions, ensuring they attract candidates with similar qualities.

This is NOT enough. You also need to track the lowest performers, and compare the same metrics in both groups.. this will help you get to the conclusions almost automatically. Otherwise, you won't understand what part of the process really made this process perform better. P.S: Most of the time the key is on subtle details.

Maximizing ATS utility includes pinpointing top performers. Integrating it with performance management systems allows tracking of key metrics like productivity and retention. Analyzing this data uncovers traits of successful hires and effective recruitment channels. For instance, noticing a trend in skills or certifications among top performers, or finding many were employee referrals, can significantly refine future hiring criteria and sourcing strategies.

Leverage ATS data to identify top performers by analyzing their application journey, performance metrics, and on-the-job success. Look for commonalities such as skills, experiences, or traits shared by these high achievers. Utilize this information to refine job descriptions, target similar candidates, and highlight appealing aspects of your company culture in recruitment efforts. By understanding the characteristics of your top performers, you can tailor your messaging to attract talent that aligns with your organization's success factors.

Your ATS can help you identify patterns among your top-performing employees. 1. What backgrounds do they share? 2. What experiences or skills set them apart? Use this data to inform future hiring decisions. #Pro Tip: -> Analyze the profiles of your top performers in your ATS. -> Look for commonalities in their experience, education, or skill sets. -> Use these insights to refine your job descriptions and interview questions to attract similar candidates.

By leveraging ATS data effectively, we can build a robust talent pipeline that anticipates future hiring needs, engages passive candidates, and nurtures relationships with potential hires over time. Use ATS data to identify passive candidates who may be a good fit for future roles within the organization. Reach out to these candidates through personalized communication channels such as email, social media, or professional networking platforms. Develop relationships with candidates in your talent pipeline by providing them with relevant and valuable content, such as industry insights, success stories, or updates about your organization. Track candidate interactions and engagement metrics, such as email opens, clicks, and responses.

Utilize ATS data to build a robust talent pipeline by identifying promising candidates who may not have been immediately hired. Regularly review and engage with this pool, keeping them informed about your company culture and upcoming opportunities. Leverage data insights to understand the preferences and career trajectories of potential candidates. This proactive approach ensures a continuous connection with top talent, making it easier to attract and hire qualified individuals when suitable positions become available.

Think ahead. Don’t just focus on immediate hiring needs. Your ATS data can help you build a pipeline of talent for future roles. Track candidates who may not be a fit now but could be in the future. Regularly tag promising candidates who didn’t make the cut for a current role but showed potential for future opportunities. When a new position opens, you will already have a warm pool of candidates, reducing your time-to-hire. Use your ATS to tag candidates for future roles. Set reminders to check in with these candidates periodically. This way, you keep them engaged and interested, making your hiring process faster and more efficient when a suitable role opens up.

Here you need to STEAL an idea from sales: Things work well when you have an great pipeline. This imply combining two characteristics: AGRESIVE: It has to make you achieve more than the status quo. REALISTIC: It has to contemplate the variables influencing the results. Usually, you should have a positive, neutral and a negative scenario.

Building a robust talent pipeline is crucial in today's dynamic hiring landscape. With ATS, we can maintain a vibrant network of potential candidates, keeping them engaged with regular updates and valuable content. This proactive approach not only keeps our brand top-of-mind but also ensures a ready pool of qualified candidates for future roles. For instance, sharing employee success stories and industry insights helps foster a connection, making them more likely to consider opportunities when they arise.

Here is some data that can be helpful to track :) Broader Hiring Metrics: Time to fill % of roles filled externally vs internally Offer-to-accept ratio Diversity metric Cost per hire Quality of hire Recruiting Metrics: # InMails/wk # Phone Screens/wk # Submittals/wk

It’s key to mix real-time industry data with the specific insights you’ve gathered on your company’s unique challenges. The match isn’t always perfect, but blending these perspectives can really power up your data-driven decisions. You want also want to look at general seasonal hiring trends. Some examples are: - General tech hiring trends vs your companies specific domain (e.g. ads, AI, blockchain, etc) - Hiring in Q2 vs Q4, year over year, etc

Monitoring hiring trends is a vital practice for any organisation aiming to refine its recruitment strategy. By leveraging ATS data, we can track patterns and changes in our hiring process over time, allowing us to evaluate performance and identify improvement opportunities. As Jane Doe, an HR Analytics Expert, puts it, "Tracking hiring trends is like taking the pulse of your recruitment strategy; it provides critical insights needed for making informed decisions." In fact, LinkedIn's Global Talent Trends report indicates that 75% of hiring managers and recruiters use data to make more informed hiring decisions. If we ignore these trends, we could easily miss opportunities and have a less effective hiring process.

ATS data can help you spot hiring trends that could inform your strategy. For example, you can track the sources that bring in the best candidates, the time-to-fill for different roles, or even seasonal trends in hiring. Create regular reports that summarize these trends. For example, if LinkedIn consistently brings in top-tier talent, it might make sense to allocate more resources there compared to other job boards. Track niche trends, such as the time of year when certain industries are more active. This can help you plan your outreach and hiring campaigns for maximum impact.

Unlocking top talent hinges on adeptly leveraging Applicant Tracking System (ATS) data. Start by analyzing your hiring funnel, pinpointing bottlenecks and optimizing processes. Segment your talent pool based on skills and engagement to tailor outreach effectively. Tracking candidate experience ensures a seamless journey, bolstering your employer brand. Identify top performers from ATS insights to replicate success. Proactively build a talent pipeline and monitor hiring trends for agility. Harnessing ATS data empowers you to attract and retain top talent, driving organizational excellence.

I have found using reports from your ATS, exported to Excel, can be analyzed for insights. A few examples include: A report of hires which includes the candidate’s most recent employer can be analyzed to find top employers you have hired from and could be considered as targets for more candidates. The same can be done with school data for university hiring. A report of past declined offers could be a list of warm leads.

Beyond the usual uses, there are additional ways to make your ATS data work even harder for you: Spot Diversity Gaps: Use ATS data to identify areas where your candidate pool lacks diversity. Then adjust your sourcing strategies to fill those gaps, ensuring a more inclusive hiring process. Predict Employee Longevity: ATS data can reveal patterns in candidate turnover rates. If candidates with certain job histories tend to stay longer, focus your search on similar profiles. Optimize Job Descriptions: Run A/B tests on your job descriptions to see which versions attract more qualified candidates. You can track the success of these variations through your ATS.

Dive into your ATS data to see where your top candidates are coming from—think job boards, social media, or referrals—and double down on those spots. Also, check out how your recruitment ads are doing. See which messages click with the best talent and tweak your employer branding to match what really gets them excited about joining your team. For job posting on LinkedIn you can see which job titles would likely have the most hits.