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      The Rise of Passive Candidate Recruitment

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      The global talent shortage is a major challenge for businesses of all sizes. In the United States alone, there are currently 11 million open jobs. This means that there are more job openings than people are looking for work.
      One way that businesses are addressing this challenge is by targeting passive candidates. Passive candidates are people who are not actively looking for a new job, but who might be open to a new opportunity if the right one comes along.
      There are several reasons why businesses are targeting passive candidates. First, the pool of passive candidates is much larger than the pool of active candidates. This means that businesses have a better chance of finding the right talent by targeting passive candidates.
      Second, passive candidates are often more experienced and qualified than active candidates. This is because passive candidates are typically already employed and have been successful in their current roles.
      Third, passive candidates are more likely to be a good fit for the company culture. This is because passive candidates are not actively looking for a new job, so they are more likely to be happy with their current situation.
      Atlas World Group’s Approach to Passive Candidate Recruitment
      Atlas World Group is a global logistics company that has been struggling to fill key positions in IT and technology. In order to address this challenge, they have shifted their focus to primarily targeting passive candidates.
      Atlas’s approach to passive candidate recruitment is two-fold. First, they use LinkedIn Recruiter to target passive candidates who have the skills and experience they are looking for. Second, they leverage the social media of their current team members to share job openings with their networks.
      The Benefits of Targeting Passive Candidates
      There are several benefits to targeting passive candidates. First, it allows businesses to reach a wider pool of potential talent. Second, it gives businesses the opportunity to build relationships with passive candidates before they are actively looking for a new job. Third, it allows businesses to target passive candidates who are a good fit for their company culture.

      Start by building a strong employer brand. Passive candidates are more likely to be interested in your company if they have a positive impression of your brand.
      Make it easy for passive candidates to learn about your open positions. Your job postings should be clear and concise, and you should make it easy for candidates to apply online.
      Personalize your outreach. When you reach out to passive candidates, take the time to personalize your message. This will show that you are genuinely interested in their skills and experience.
      Highlight your company culture. Passive candidates are more likely to be interested in a company that has a strong culture. Be sure to highlight your company culture in your outreach materials.
      Offer opportunities for growth. Passive candidates are often looking for opportunities to grow their careers. Be sure to highlight the opportunities for growth that your company offers.

      Conclusion
      The global talent shortage is a major challenge for businesses of all sizes. However, by targeting passive candidates, businesses can increase their chances of finding the right talent. Atlas World Group is a great example of a company that has successfully implemented a passive candidate recruitment strategy. By following Atlas’s example, businesses can overcome the challenges of the global talent shortage and find the right talent to help them achieve their goals.

      To follow Kelly Cruse’s work in employer brand, connect with her on LinkedIn. For help identifying the values and culture you want to create in your company, get in touch.
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      Getting Ahead in the War for Talent

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      Navigating a world in the throes of rapid change as we are in today is a challenging feat. The war in Ukraine, energy price spikes, higher borrowing rates, and chronic inflation affect consumer and business confidence domestically and internationally. The impact on organisations – employers and employees alike – is enormous, and we must adapt to survive.
      Recruiters have long grappled with the ever-shifting tides of uncertainty as the employment sector often resembles a wild rollercoaster ride. From the disruptive onslaught of the COVID-19 pandemic to the subsequent post-pandemic boom, the rise of the ‘Great Resignation,’ and the rapid advancement of artificial intelligence, recruiters have weathered these storms with varying degrees of confidence.
      The UK recruitment sector is optimistic
      Against this backdrop, including concerns about a possible recession, a recent survey of 2,500 industry professionals by independent research firm Dynata on behalf of recruitment firm Monster shows that UK recruiters are optimistic about the future, with 87% looking to hire in 2023.
      Also, on the positive side, 92% of recruiters are confident (45%) or very confident (47%) of finding the right candidate. This sounds high, but UK recruiters are less confident than their compatriots across Europe or the USA. Why is this? It’s because The UK is facing a unique set of circumstances, including Brexit, that have created significant economic uncertainty.
      Nevertheless, recruiters across all sectors still believe that they can scope out the terrain of roles, define them with precision and assess candidates through the interview process, according to our survey. However, addressing the talent shortage is still the number one task facing industry professionals across the UK, Europe and the USA, and a constant challenge persists: the need to identify, interview and secure candidates faster than the competition.
      UK recruiters struggle to access talent as the skills gap widens
      The same survey highlights how amidst this battle for talent, 51% of UK recruiters claim that finding candidates with the necessary skills is the most significant challenge they will face in the next three years. The report reveals that finding candidates with the right skills is the biggest obstacle to recruiting in 2023, with 29% of recruiters indicating that the skills gap has widened compared to a year ago. 86% of recruiters “sometimes” or “very often” struggle to fill vacancies due to this. Of the 87% of recruiters looking to fill vacancies, 44% are replacing or backfilling roles, while 43% are hiring for net new job requirements. Only 13% of recruiters anticipate hiring freezes.
      The UK’s battle for talent is intensifying
      Across all sectors, accessing quality candidates is getting harder and is especially difficult in automotive (57%), leisure & hospitality (46%), education (45%), and insurance (45%) sectors. The survey also found that recruiters are searching for radically different soft skills from candidates from different generations. For instance, 13% of Gen Z recruiters are searching for dependability, compared to 57% of Boomers. In contrast, 40% of Gen Z recruiters seek managerial skills, compared to 17% of Boomers.
      To survive in 2023, recruiters must develop new strategies for success
      To thrive in this challenging environment, recruiters must forge new strategies for success. The reliance on traditional approaches is no longer sufficient; embracing innovative technologies and solutions becomes imperative to match talent with opportunities effectively. Casting a wider (digital) net offers recruiters many opportunities to engage with potential applicants.
      The battle for benefits
      To help them secure top talent, recruiters may need to engage in a “battle for benefits” to attract the top talent.
      The demand for flexibility takes centre stage in 2023, with 53% of candidates expecting more flexibility in where they work and 39% expecting more flexibility when they work. However, the survey reveals a disheartening reality: only 25% of businesses offer genuine flexibility to new hires.
      To succeed, recruiters must balance the demands of employees and employers and address candidates’ extended benefits wish list. As flexible options, including increasingly a four-day week, become standard in many industries; salary is no longer the primary determining factor.
      The top five benefits employees are seeking in 2023 are remote flexibility (50%); flexible work schedules (49%); skills training/learning and development (45%); salary protection/fair compensation (44%); and healthcare benefits (41%) according to the survey.
      Improving search techniques
      In addition to honing the quality and range of benefits they offer, firms need to improve their candidate search techniques. Our survey found that only 24% of UK recruiters leverage online recruitment sites, tools, and new technologies to engage talent – far lower than recruiters in the USA and Europe – and are less confident of finding suitable candidates. This means that 76% of recruiters should improve their search methods or face being left behind in the battle for top talent.
      Matching your benefits offerings to your candidate’s requirements and improving search techniques will go a long way to helping businesses find and recruit the individuals that will ensure the business survives and prospers in a challenging economic environment.
      By Rod McMillan, Marketing Manager, Monster UK.
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      4 Ways to Use Today’s Global Mobility Trends to Recruit Top Talent 

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      Are you searching far and wide for new talent? Is that search feeling farther and farther afield? There is roughly a one in four chance (27%) that your company is struggling to find qualified employees locally or feels that the Great Resignation significantly impacted relocations in 2022. This comes despite relocation volumes and budgets increasing by 7% from 2021 to 2022 and is expected to increase in 2023 for 58% of companies of various sizes across industries.
      As pressures from the pandemic continue to ease, employees considering relocations also have evolving needs. Below are a few ways organizations can keep up with them:
      Continuously review benefits.
      When was the last time your organization conducted an in-depth review of its benefits? If it was a year ago or more, it is time to review them again. Simply put, organizations must continuously review their job offerings and relocation benefits to ensure they remain competitive and attractive in a dramatically changing environment.
      According to Gartner, just 32% of workers feel that they are being paid fairly due to inflation and recession concerns. Further, Jobvite shares that 52% of American workers across industries believe they could simply make more money by switching jobs. If the grass looks greener everywhere an employee looks, your organization must be equally appealing. Important questions to ask during your benefits review include:

      Does your organization’s compensation meet cost-of-living demands where you are located?
      How do relocation benefits impact general workplace benefits?
      What are our competitors in the region touting?
      Do you have a trusted House-hold Goods Moving provider that can support you and your potential new hire with the relocation process itself?

      Prioritize balance.
      There is far more an employee must consider today when weighing a relocation opportunity than in the past. Develop workplace management policies that take remote work, work/life balance, voluntary relocation, and flexibility into consideration. While many employers want to see their employees back in the office, in January 2023, almost 30% of all work happened at home. This is six times greater than the remote work rate in 2019. How and where we work has changed.
      How does your organization accommodate working from home, and what does that mean for relocating talent? You must have an answer to this question because even if an employee is willing to relocate, it does not necessarily mean they only want to work in the office. What flexibility options are you offering to entice in-office work with the desire to relocate your employee to your headquarters’ hometown?
      Consider family.
      For many families in the U.S., remaining close to home is both practical and personal. Data from the Pew Research Center shows that about three in 10 U.S. citizens live within an hour’s drive of some or all extended family. More adults today are also living in multigenerational households than ever before. One in five adults now lives with parents or grandparents – a rate that has quadrupled since 1971.
      This closeness to family is a preference and value for social and economic benefits, as family members are often available to help working parents, especially in sharing home labor such as childcare. Ensuring your organization’s relocation policies include resources to support the relocation of spouses, children, and residences is vital for prospective employees considering moving away from extended family.
      Offer guidance.
      Moving to a new city or state can be intimidating. New residents want to know where the best schools are located, where the best restaurants are, and what the best commute to take is. These are just a few of the barriers holding back prospective residents without someone on the ground to guide them.
      Workplaces that offer robust resources or partners to help guide employees through the relocation process can help. This can be a go-to individual who can share insider information on the most popular suburbs and best nightlife – complete with parking tips – or it can be through lump sums or flexible policies that allow employees to spend time seeking these answers on their own. Allowing time to tour houses while also paying for temporary housing can make a difference in an employee’s willingness to relocate and their happiness once they do.
      The war for talent is in full swing. When many companies are touting remote-first work policies, enticing new employees to physically relocate to a new city, state, or country can be difficult. Of all the stressors related to starting a new job or relocating to a new area, moving there should be the easiest part.
      Mary Beth Johnson is Vice President of Business Development for Atlas Van Lines. 
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      How to Manage Inbound Applications & Rethink Talent Sourcing Analytics: Tips for Recruiters

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      Experiencing an overwhelming volume of inbound applications? In a new episode of Talk Talent to Me, LTK’s Global Head of Talent and People Analytics Shally Steckerl shares the importance of balancing application friction and how to optimize the applications coming in (especially when it’s become so easy to apply). 

      With Shally’s insights, let’s explore how to think about talent sourcing analytics in a new way and manage a flood of applications. 

      Handling too many inbound applications

      Shally has noticed a recent increase in candidate volume on LinkedIn. Reflecting on this, he says:

      “It’s more people clicking on jobs. But compared to the per capita click per job per person, it’s gone down. It used to be that a hundred people would be looking for jobs and fifty of them would be clicking on jobs a day. Now, it’s ten thousand people looking for jobs, [and] more like a thousand people clicking them. 

      There’s more indiscriminate clicking. We get the same person applying for dozens of jobs and [LinkedIn’s] Easy Apply doesn’t seem to really be a good idea anymore because we have too many applicants too quickly.” 

      Tools like this enable low-intent candidates and result in a “fire hose of candidates,” which usually means fewer fits for a role but more work for the recruiter. Seeing how much time and money this wastes, Shally encourages talent professionals to shift to a big-picture view. 

      Related: Connect with a curated pool of highly qualified tech candidates on Hired.

      Evaluate your hiring tools

      Shally points out teams may be spending a lot of money on a tool “where only a quarter of one percent of the people is getting hired.” Can you relate?

      Related: How to Secure Approval for New Tech Tools (Free Template)

      “There are other tools where I’m spending less and getting more hires per capita. I need to think about that and try to improve the conversion of quality from LinkedIn by essentially decreasing the volume.

      All the different aspects of recruiting start to come under the microscope and into question. Are they a good return on investment? As a recruiter, you want all the money to spend on all the tools because you don’t know what’s going to work. But when it’s your budget, you really start to look at what you’re spending your money on in a different way.”

      Related: Get Internal Approval for Recruiting Tools: A Step-by-Step Playbook

      4 Ways to better balance the hiring process

      Over the last few years, there’s been a lot of talk about how important it is to reduce friction in the application process. That might include:

      Removing the cover letter 

      Not asking applicants for information already on their resume

      Making the job application process mobile-friendly

      But then the floodgates open.

      Shally believes there needs to be a balance when it comes to reducing friction. “You want to reduce friction so you’re not making it inordinately awkward and difficult to apply. [At the same time,] you don’t want to reduce friction to the point where people can indiscriminately apply.”

      So what can you do to achieve a balance? He suggests the following strategies.

      1. Advertise jobs more selectively

      “You could use, for example, programmatic advertising. This would spend your advertising dollars on destinations producing the outcome you want. Rather than looking for the outcome to be an indiscriminate number of applications, now we need to measure the source based on the percentage of interviews it generates.

      Let’s say Source A has a hundred applicants but produced five interviews. Source B has ten applicants but also produced five interviews. Source B is producing higher quality per capita so I need to look at that.”

      2. Prioritize outcomes over activity

      “Activity refers to clicks and applies, which are really not relevant anymore. The outcome would be an interview or other results downstream. At the very least, you should be looking at which ones are making it to the interview because that’s a good indicator.” 

      More on this later… 

      3. Improve job description readability

      A few tips to keep in mind:

      Make job descriptions more gender-neutral. 

      Make job descriptions interesting and appealing. 

      Structure the order of information and how much information is present. 

      Make job descriptions shorter (without removing the interesting parts).

      Keep your company brand, mission, and vision apparent without excess text and long lists of bullet points.

      Shally says you might say, “‘If you’re interested in this kind of job, you landed in the right place.’ or ‘This is the kind of job for people like this. If this is you or you are someone who does this, then this is the job.’ 

      Then you have a little bit about what’s exciting about a job, the requirements to qualify the candidates, and the nice parts. Somebody will read that and know they’re in the right place and check those boxes. All the details need to be succinctly visible on the page.” 

      You’ll also have people looking at the job and realizing it’s not a fit for them. They might actually opt out after looking at the minimum qualifications or because they don’t align with the mission. This provides an effective filter to reach the right people. 

      4. Enhance employer brand

      It’s also possible you have a high volume of applicants because people are just looking at the job and have no idea what your company does. Address this by creating an employer branding campaign to make more people aware of what your company does. 

      “That way, they don’t have to determine that from the job posting itself. Candidates instead focus on reading the job requirements to see if they’re a fit.”

      Related: 8 Ways to Hire Faster & Build a Better Employer Brand

      Rethink your hiring metrics

      In this episode, Shally emphasizes a focus on the quality of a hire over the activity numbers game. When evaluating the best sources, he likes to compare which source led to the most amount of interviews. 

      So, why the interview? Why not go further back or ahead? 

      Once you get a candidate and a hiring manager to agree to meet with each other (whether they actually do or not), consider it a win. This is still a positive indicator of quality according to Shally. Where things tend to no longer depend on a recruiter’s ability to attract people is beyond the interview. 

      “Before the interview, we can’t measure quality because all we know is they applied – unless you want to look at every resume.

      Anything beyond the interview is out of the control of the recruiter because the hiring manager is the one conducting the interviews to determine the actual hiring of a candidate.” 

      Let’s consider the end of the funnel – the number of job offers. Here, you’re “looking at the quality of the entire process. That’s not just the source of the applicants. It’s the source of the interview experience, compensation, employment brand, hiring manager competencies as an interviewer, background check, and market conditions. These things don’t need to be tied to that source.

      You would be crediting a source for an offer when, in reality, there’s more to the offer than the source. However, there’s not much more to the interview than the source.” 

      Level up your talent sourcing  

      Want more insight into reaching high-quality candidates in a flood of applicants? Download this eBook to uncover 8 ways to prevent and/or handle an overwhelming amount of inbound applications.

      If your team needs some temporary or long-term help sourcing candidates for tech or sales roles, Hired can help! As an extension of your team, Hired Sourcers shortlist, screen, and manage communications to keep the process moving. Learn more about Hired Technical Sourcing services.

      Want more insights just for recruiters?

      Tune into Hired’s podcast, Talk Talent to Me, to learn about the strategies, techniques, and trends shaping recruitment and talent acquisition—straight from top experts themselves. More

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      AI in Talent Acquisition, Talent Sourcing Analytics, & More: Talk Talent to Me May ’23 Recap

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      Catch up on the May 2023 episodes of Hired’s Talk Talent to Me podcast featuring recruiting and talent acquisition leadership who share strategies, techniques, and trends shaping the recruitment industry. 

      AI in talent acquisition with Justin Ghio, Director of Talent Sourcing at Activision Blizzard

      Talent sourcing and people analytics with Shally Steckerl, Global Head of Talent Sourcing and People Analytics at LTK 

      Hiring and building a successful team with Erica Maureen Carder, Head of Talent Lifecycle at Wellthy

      1. Justin Ghio, Director of Talent Sourcing at Activision Blizzard

      AI is taking every industry by storm and tech recruiting is no exception. Justin encourages talent professionals to view AI in recruitment as a tool to enhance productivity and hiring processes. He explains everything he knows about AI in the talent sphere, why it is misunderstood, and how to make it work for you. Read this blog to dive deeper into the episode.

      “AI can’t do everything from start to finish for me. What it can do is give me 10 options to look at faster than I can think through one option.”

      Listen to the full episode.

      2. Shally Steckerl, Global Head of Talent Sourcing and People Analytics at LTK 

      Shally shares why we need to find talent-sourcing tools other than LinkedIn, the importance of balancing application friction, and how to optimize the applications coming in (especially when it’s free to apply). He tells us why he considers the interview set-up to be the first marker of recruitment success – and why recruitment success should not only be based on the number of hires.

      “You want to reduce friction so that you’re not making it inordinately awkward and difficult to apply but you also don’t want to reduce friction to a point where people can indiscriminately apply. There’s that fine balance.”

      Listen to the full episode.

      3. Erica Maureen Carder, Head of Talent Lifecycle at Wellthy

      For Erica, finding the right kind of employees – ones prone to growth and seeking out challenges – is fundamental to success. She talks about why this individual attitude is the number one thing she looks for in prospective hires. She also shares what makes for capable employees and why there are no perfect candidates out there.

      “If you have employees that are stagnant, guess what? They are not going to be engaged.”

      Listen to the full episode.

      Want more insights into recruiting tips and trends?

      Tune into Hired’s podcast, Talk Talent to Me, to learn about the strategies, techniques, and trends shaping the recruitment industry—straight from top experts themselves. More

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      How to Use AI in Recruitment: Insights from Activision Blizzard’s Talent Sourcing Director

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      Artificial Intelligence, or AI, is taking every industry by storm and tech recruiting is no exception. In a new episode of Hired’s Talk Talent to Me podcast, Activision Blizzard Director of Talent Sourcing Justin Ghio encourages talent professionals to view AI as a tool to enhance productivity and hiring processes. 

      Any recruiter or TA professional knows how precious time is… and how time-consuming the talent search can be. AI helps free up recruiters and TA teams to focus on what they do best: relationship-building and delivering exceptional candidate experiences.

      With Justin’s insights, let’s explore how AI empowers recruiters and TA professionals.

      AI meets Talent Acquisition & Human Resources

      While AI can feel overwhelming and even a bit scary in such people-centered roles, Justin assures talent professionals it’s not something to fear. 

      He says, “I feel the perception is ‘It’s going to take my job. It’s going to replace everything I’m doing.’ But currently, it’s more about how you can make it work for yourself and understanding its limitation. I think that’s something we’ve realized: it can’t do everything from start to finish for me.”

      Justin encourages TA professionals to focus on “how to use it to speed up processes and ideation without replacing what we do best.”

      Reflecting on AI in HR tech, Justin explains it’s being “sold as something so much broader and bigger in our industry versus the incremental steps. AI is never going to close a candidate… or talk to an international candidate about types of credit cards to open while they’re abroad to build credit in the US. Those are human conversations. Those are things we still have to broker. We use the technology to get us to those conversations, but not impede them.”

      So, how exactly can AI help you? 

      Justin shares a few ways AI supports talent activities: 

      Enhance candidate sourcing

      Uplevel candidate communications

      Let’s review some examples of how talent professionals and AI might join forces. 

      1. Enhance candidate sourcing with AI

      Justin finds the underlying AI’s natural language processing technology to be quite useful. Gone are the days of having to write developer and programmer and engineer. AI knows those are the same. 

      Simply write “software developer” and anyone with the title “programmer” or “engineer” will surface too. “You’re saving time that scales out infinitely across your user base and second to second for recruiters.” 

      Related: Hired Releases 2023 State of Software Engineers Report

      The same goes for sending a message, then clicking “Contact Attempt One.” You probably don’t need to do both of those actions so rely on a machine that knows If the user sends an email, it moves the candidate to “Contact Attempt One” If they reply, it moves it to “Bonded.” Ditch the notepad and tally list on your desk. Justin encourages you to “lean on the AI to manage a lot of that minutia.”

      Activision leans largely on AI for skill adjacency to target mid and entry-level candidates. “We’re able to see a match score based on someone’s skill rating. AI is looking at peers of individuals at organizations and based on skills they have, helps me understand the questions I need to ask. 

      AI will verify the individual has a particular skill or that we need to confirm it because someone who worked there has this skill, but they don’t have it on their resume. The days of someone forgetting something on their resume will hopefully be forgotten as we move and the technology matures.”

      While Justin believes Boolean search will still be a differentiating skill set, he does think: 

      “Those who don’t use AI technology to speed up the iteration process will be left behind. I think the people who will continue to be the best Boolean searchers are the ones who can use AI to get 60-80% of the way there. 

      Add the special sauce

      Then, they put their special sauce on top and allow it to become uniquely their version of that boolean. This will continue to allow people to be great at those sub-skills in the world of sourcing.”

      And by “special sauce,” Justin is referring to the human touch. 

      After all, he says “Nobody’s excited about being the best phone screen scheduler. People are excited about being really memorable on the phone. They’re excited about being really punctual with getting things on the books with candidates and having meaningful conversations where candidates feel like they’re being respected, heard, and being given opportunities in the organization.”

      2. Uplevel candidate communications 

      Those human moments are what make working in recruiting or talent acquisition special.  “At Activision, we look at how to leverage technology to help us do more of what we’re best at…You’re better at a lot more dynamic parts. You work with candidates very well.” 

      Related: Find your next opportunity in TA with Hired’s Tech Recruitment Collective

      When it comes to making the case for this technology internally, Justin says the key is “understanding where that point of finality is – where that stopping point of what the technology is or isn’t.”

      You want to capture how to leverage it to a certain point. “Our philosophy isn’t to use it to send all emails. It’s used to write ten rough copies. Then, take two or three of them and customize them.” Use AI to deliver something in five minutes which typically takes an hour.

      When evaluating AI tools, how can talent professionals ensure they are being fair and equitable to candidates?

      Justin advises you to consider these three questions: 

      How does this work? 

      Why does it work this way? 

      What happens if I want to change it?

      It’s essential to grasp the underpinnings and leverage them in a use case applicable to your environment. “There should be an underlying human element. Being able to author rules over top of the machine is really what I would have people ask vendors about,” Justin says.

      Embrace collaborative intelligence

      Justin views AI as “an invaluable tool to help us accelerate the ideation already happening in TA.” Recognize that AI is not a replacement for human expertise but a powerful tool to augment and accelerate recruitment processes. Think of AI as your strategic ally. It works best in collaboration with human expertise. 

      Unlock its potential to drive efficiency, increase productivity, and attract top talent quickly. With the right approach, it can revolutionize recruitment while preserving the invaluable human touch that defines successful hiring. 

      Start plugging in those prompts and questions keeping in mind you now “have a jumping-off point. It’s really for that starting block, not the ending.” 

      Interested in unlocking the power of AI in recruitment?

      Learn to use game-changing sourcing and recruiting practices with AI. Join the Talk Talent to Me workshop on Wednesday, May 24 at 6 pm PT at the Minna Gallery in SoMa. Top talent leaders in San Francisco will explore what AI means for the talent world and how you can use it to create powerful candidate experiences. More

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      The 6 Best ATS’s for Recruiting Firms in 2023

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      In today’s competitive job market, it’s crucial for recruiting and staffing agencies to have the best tools and resources available to stay ahead of the game. That’s where the Best ATS platforms for Recruiting and Staffing come in. 
      Some standout solutions in this category include Bullhorn and Manatal. From candidate sourcing and tracking to collaboration and reporting, these platforms have everything agencies need to succeed. 
      But with so many options on the market, it’s essential to consider factors such as pricing, ease of use, and customer support before making a decision. Let’s explore the top six ATS (Applicant tracking software) platforms for recruiting agencies and staffing firms and see what sets them apart.
      The Best ATS for Recruiting Agencies
      1. Bullhorn
      With over 10,000 customers worldwide, Bullhorn is an acclaimed ATS in the staffing industry. The cloud-based platform offers both ATS and CRM (Customer Relationship Management) features to help recruiters manage their end-to-end staffing process.
      If you’re a recruiting agency that needs a scalable solution to manage its staffing needs, Bullhorn is your friend. The ATS can handle high-volume recruiting, complex workflows, multiple locations, and diverse client requirements. 
      Bullhorn dashboard
      It also comes equipped with AI-powered resume parsing and job matching to save time and improve candidate sourcing and screening processes.
      One of the unique differentiators of Bullhorn is its relationship intelligence features like pulse and radar that help recruiters monitor interactions with candidates and clients to identify engagement opportunities.
      Additionally, Bullhorn provides advanced reporting and analytics to dig deeper into recruitment metrics, identify trends and optimize recruitment strategies.
      Some of the key workflows of Bullhorn include:

      Candidate submission: Recruiters can submit candidates to jobs internally or externally, review their resumes, track their status, and communicate with them via email or text.
      Interview: Bullhorn lets you schedule interviews with candidates and clients, sync them with your calendars, send reminders and feedback requests, and update your status.
      Placement: It allows you to create placements for candidates who accept job offers, associate them with relevant information (including job details, pay rates, and start dates), and generate contracts and invoices

      Pros: 

      Bullhorn integrates with various third-party tools, including major vendor management systems, social media platforms, and email providers, to provide a seamless workflow and data synchronization. Some prominent names include Gmail, Outlook, LinkedIn, Herefish, TextUs, and more. 
      Bullhorn has more features than other ATS software, including job order management, candidate search, activity tracking, reporting, lead tracking, pipeline management, and relationship intelligence.
      Bullhorn’s bulk email-sending function allows you to communicate with multiple candidates or clients simultaneously.

      Cons: 

      Bullhorn does not have a free version or transparent pricing. Plus, the basic plan doesn’t include LinkedIn integration or unlimited data storage.
      Some users report that Bullhorn’s interface is not very intuitive or user-friendly.

      2. Manatal
      Manatal is a cloud-based ATS that helps HR teams and recruiting firms manage their entire recruitment process – from sourcing and candidate management to placement and onboarding.
      Manatal also stands out from other ATS solutions in a few key ways. 
      For starters, it offers candidate enrichment that lets you build detailed candidate profiles using data from LinkedIn and 20+ social platforms. This feature gives a holistic view of a candidate’s background and experience, allowing you to find a suitable match for a job opening.
      Candidate Enrichment
      Another unique feature is AI recommendations. You can reach top talent in your database with search tools, filters, and candidate scoring. 
      Recruitment CRM is another standout feature. This lets you keep track of commercial activity, clients, placements, and revenue all in one place. This is particularly useful for staffing and recruiting firms that need to manage a high volume of client relationships and placements.
      Recruitment CRM: Track pipeline in one place
      Manatal also offers a branded career page that helps you create a customizable career page or integrate an existing one. This can be a great way to showcase your brand and attract top talent to your organization.
      Some of its key workflows include: 

      Candidate sourcing: Manatal helps you source candidates from multiple channels, including job boards, career pages, LinkedIn, referral programs, and even manually. You can also enrich candidate profiles with social media data and AI insights. 
      Applicant tracking: It lets you track job applicants through different stages of the recruitment process using pipelines and activities. You can also collaborate with hiring managers and invite them to review candidates and provide feedback.
      Candidate matching: Mantal’s AI engine finds suitable candidates for your vacancies based on their skills, experience, and education, among other criteria. You can also use search tools and filters to narrow your candidate pool.

      Overall, Mantal is for HR teams, recruitment agencies, and headhunters looking to source and manage candidates quickly. It’s especially suitable for those who want to leverage AI and social media data to find the best fit for their vacancies. 
      That said, Mantal may not work for those who prefer a more traditional or manual approach to recruitment or need more customization or integration options.
      Pros: 

      Manatal has lower prices than many other ATS tools. You also get a 15-day free trial to try the features beforehand. 
      Manatal is easy to use and has Kanban-style, drag-and-drop pipelines for candidate management. 
      It also saves time and improves hiring quality with its AI-based suggestions tool. 

      Cons: 

      Manatal doesn’t let you add multiple locations for a single job position on the career page.
      They need to offer more customization options for the career page and email templates. 
      Lack of integrations with some popular tools like Zoom and Slack.

      Pricing: 
      Manatal offers three pricing plans: Professional, Enterprise, and Custom:

      The Professional plan costs $15 per user per month, allowing up to 15 jobs per account and up to 10,000 candidates. It also includes unlimited hiring managers.
      The Enterprise plan costs $35 per user per month and allows unlimited jobs, candidates, and hiring managers. It also includes custom features and integrations upon request.
      The Custom plan is on demand and requires contacting the sales team for a quote. It includes everything in the Enterprise plan plus custom features and integrations tailored to your needs.

      3. Recruit CRM
      Recruit CRM is a cloud-based recruitment software that combines ATS functions with a customer relationship management (CRM) system. It works as an all-in-one solution for managing and automating the recruiting process. 
      One of its most notable features is its simple and easy-to-use interface, making navigating and setting up a breeze. This can be a massive plus for recruiters with limited technical expertise.

      Recruit CRM interface
      Recruit CRM also has a visual pipeline that shows the status of each candidate, making it easy to track their progress through the recruitment process. Additionally, the platform offers a self-service portal that lets candidates update their profiles, reducing administrative work for recruiters.
      Another unique feature is its sourcing tool, which allows you to source candidates directly from LinkedIn. This can save recruiters time and effort when trying to find the perfect candidates for a job opening.
      Some of its primary workflows include: 

      Candidate interaction: It helps you communicate with candidates using email templates, bulk emails, email tracking, SMS integration, and a candidate portal.

      Managing clients: The CRM feature allows you to create and track opportunities, submit candidates, get feedback, and generate invoices.

      Posting jobs to multiple job boards: It has a single interface that lets you buy and post ads to premium job boards or automatically post jobs for free.

      Pros: 

      Recruit CRM’s modern and easy-to-use interface requires minimal training and setup.
      The visual pipeline gives a quick overview of candidates’ status, such as applied, assigned, shortlisted, or offered.
      It provides native integration with Zapier that helps connect with 5000+ business apps.

      Cons: 

      The lack of a calendar view for scheduling interviews or tasks. 
      The limited character limit for notes on candidate records may not be sufficient for recruiters. 
      Users have reported difficulties in training and solidifying processes with RecruitCRM due to constant updates and changes since it’s still in an early stage of development.

      Pricing: 
      Recruit CRM has three pricing plans: Pro, Business, and Enterprise.

      Pro plan ($85 per user per month): It allows unlimited jobs per account and up to 10,000 candidates, contacts, and companies. 

      The Business plan ($125 per user per month): It allows up to 20,000 candidates, contacts, and companies. It also includes everything in the Pro plan + resume/CV formatting, 100 custom fields, and API access.

      The Enterprise plan ($165 per user per month): It allows unlimited candidates, contacts, and companies. It also includes everything in the Business plan + a custom SLA, custom branding, dedicated servers, and a dedicated account manager.

      You can also start a free trial of Recruit CRM with no credit card required. The free trial provides access to all features with 50 candidates, 50 contacts and companies, and four open jobs.
      4. Loxo
      Loxo is an all-in-one talent intelligence platform that combines ATS, CRM, outbound recruitment, data, and sourcing tools. Consolidating these functions into a single platform helps simplify workflows, reduce costs, and improve performance.
      Loxo’s sourcing tool is worth noting. It provides access to a 1.2 billion professional and social profiles database from multiple data sources, including public profiles and the open web. And if you’re worried about the accuracy of contact information, Loxo’s got you covered with verified email, phone, and social profiles for over 800 million contacts.
      Candidate sourcing
      Loxo also offers an outbound recruiting tool that lets you create and automate multichannel sequences to engage candidates via email, SMS, and phone calls. This can be a great way to build a strong talent pipeline and reduce your reliance on job boards and other passive recruitment methods.
      That’s not all – Loxo also leverages artificial intelligence and machine learning to learn hiring preferences, suggest potential candidates, and automate tasks. This can help you save time and focus on the most important parts of your job.
       Here’s a quick overview of Loxo’s key workflows:

      Sourcing candidates from 1.2 billion profiles using a sourcing tool that automatically adds them to the database and enriches their profiles with social media data.
      Managing candidates using an ATS that shows the status of each candidate using a visual pipeline.
      Managing clients using a CRM that allows you to create and track opportunities, submit candidates, get feedback, and generate revenue.

      Pros: 

      Loxo combines ATS, CRM, outbound recruitment, data, and sourcing tools into one AI-powered talent intelligence platform.
      It offers access to a large database of professional and social profiles, verified contact information, and AI-recommended candidates.
      It allows you to automate outbound recruiting with multichannel sequences and built-in email, SMS, and calling features.

      Cons: 

      Some users mentioned difficulty in importing data from other sources or exporting data to other formats. 
      There’s a need for more training and documentation on how to use the software effectively.
      It’s priced higher than many other ATS platforms on the market. 

      Pricing: 
      Loxo offers three plans; their pricing will depend on your plan and add-ons. 
      The free plan offers the basic ATS and CRM features for free forever but includes no add-ons. The add-ons are optional features that can be purchased per seat, per month, such as Loxo Connect, Loxo Source, Loxo AI, Loxo Outreach, Talent Insights, SMS & Calling.
      The professional plan costs $299 per seat per month and includes all the add-ons as well as customized workflows, a dedicated onboarding specialist, and priority customer support. 
      The enterprise plan has custom pricing and includes all the features of the professional plan as well as AI internal mobility sourcing, e-signature integration, SSO, SOC 2 Type II reporting, audit logs, and deployment options.
      5. ZohoRecruit
      ZohoRecruit is another talent acquisition software that offers an ATS and a CRM in a single recruitment platform. It helps staffing agencies and internal HR teams source, attract, engage, and hire quality candidates for any role.
      To source candidates, you’ll get access to a database of professional and social profiles, along with verified contact information and AI-recommended candidates. 
      ZohoRecruit also offers a visual interface to help you track and manage the entire recruitment process – from sourcing to hiring. It consists of different stages, such as Screening, Assessment, Interview, Offer, and Hired, and each stage has appropriate candidate status.
      Hiring pipeline 
      You can also customize your hiring pipeline by adding or removing stages, color-coding them, and mapping candidate statuses to them. 
      Here’s an overview of the key features of ZohoRecruit: 

      Source & Attract: It allows you to post jobs on 75+ job boards with a single click and share those listings on social media platforms. You can also access an extensive database of professional and social profiles, verified contact information, and AI-recommended candidates.
      Track & Engage: Recruiters can track where their candidates are at every hiring stage and optimize their recruitment process with advanced analytics. They can also communicate with candidates via email, SMS, and phone.
      Automate & Hire: You can use custom automation tools to push candidates through every stage in the hiring process. You can also create a customized career site to attract more applicants. 

      It also lets you customize your career sites with SEO-friendly keywords, subdomain mapping, localization, and mobile optimization. And finally, it integrates with over 50 other tools, including Zoho CRM, Slack, Zoho Sign, Zoho Analytics, Outlook, and LinkedIn.
      Pros: 

      Affordable pricing plans, making it accessible for small and medium-sized businesses.
      Integration with other Zoho products, such as CRM and HR management, for a seamless hiring and onboarding experience. 
      Easy-to-use interface and intuitive navigation, reducing the learning curve for new users. 
      Good customer support, with helpful documentation and responsive customer service agents. 

      Cons: 

      Some users have reported occasional glitches and slow performance, particularly when working with large amounts of data.
      Some users have reported difficulty integrating third-party tools and plugins, which can reduce the platform’s flexibility.
      Reporting and analytics features are less advanced than other ATS platforms, making tracking and analyzing recruitment metrics harder.

      Pricing: 
      Like Loxo, ZohoRecruit’s pricing also depends on the plan and different add-ons. 
      The free plan offers the basic ATS and CRM features for free forever but includes no add-ons. 
      The add-ons are optional and can be purchased per seat, per month, including Zoho Workerly, Zia Voice, Candidate Anonymization, Assessment Module, SMS & Calling.
      The Standard plan costs $25 per seat per month and includes all the free features + resume parsing, email templates, interview scheduling, and reports. 
      The Professional plan costs $50 per seat per month and includes all the standard features + career site management, social media integration, and advanced analytics. 
      The Enterprise plan costs $75 per seat per month and includes all the professional features + modules, custom functions, and webhooks. 
      The Ultimate plan has custom pricing and includes all the enterprise features + a dedicated database cluster and premium support.
      6. Gem
      Gem is a talent engagement platform that leverages data and automation to help you engage talent more deeply, build diverse, high-quality pipelines, and hire predictably at any scale. 
      Gem integrates with various applicant tracking systems (ATS) to streamline the recruiting process and provide a single source for all talent relationships.
      For starters, it offers full-funnel insights into the recruitment process. This means recruiters can see the entire process, from sourcing to hiring, and use this information to optimize their outreach strategies and measure performance.

      Pipeline analysis 
      Another feature worth noting is its ability to automate personalized email campaigns and follow-ups. This will help you save time while ensuring you stay in touch with candidates. Additionally, the platform syncs all email activity with the ATS and LinkedIn, making it easier to track communications.
      Some of its key workflows include: 

      Sourcing candidates from LinkedIn or other sources and uploading them to Gem and the ATS through a single click. 
      Creating email sequences and templates and sending personalized outreach campaigns to candidates. 
      Tracking email opens, clicks, replies, bounces, unsubscribes, etc., and syncing them with the ATS and LinkedIn.
      Scheduling interviews with candidates and sending calendar invites and reminders.
      Moving candidates through stages in the ATS based on their responses or actions

      Gem is particularly beneficial for teams looking to build diverse pipelines and make predictable hires at scale. However, it may not be suitable for recruiting teams without access to an ATS or those who do not have a clear hiring strategy or goals.
      Pros: 

      The platform supports diversity and inclusion initiatives by helping recruiters source underrepresented talent, track diversity metrics, and mitigate bias.
      It facilitates collaboration between hiring managers and other stakeholders on candidate profiles, feedback, notes, ratings, etc.
      Offers a modern and user-friendly interface, making it easy for recruiters to navigate and use the platform.

      Cons: 

      Gem doesn’t disclose its pricing on its website but offers a free demo and a free trial for interested customers. 
      It’s not an ATS itself – you’ll need to integrate it with your pre-existing ATS to sync data and context.

      Benefits of Using ATS for Recruiting Agencies  
      Here are some of the benefits that an ATS can offer:
      Faster Hiring Process
      It’s a given that automated systems help reduce the time recruiters take to make hiring decisions. They allow candidates to apply via their website or mobile applications while they are away from their desks. 
      The application process is quick and simple, eliminating human errors during data entry or selection. This also helps recruiters save time and quickly get the right person on board.
      Streamlined Recruitment Process
      ATS automates many manual tasks, including posting job ads, screening resumes, scheduling interviews, and sending follow-up emails. 
      This frees up time for recruiters to focus on more human-centric tasks like candidate engagement, employer branding, and stakeholder collaboration.
      Data-driven decision making
      ATS platforms provide recruiters with valuable insights into their recruitment metrics like time-to-fill, source of hire, and cost-per-hire. This helps them optimize recruitment strategies, measure performance, and make data-driven decisions.
      Easier Management 
      An automated system allows you to track your candidate’s progress at all times, making it easier to manage them throughout the recruitment cycle. From assessment through onboarding and beyond into career development programs or even promotion opportunities when available within your organization’s structure, ATS platforms help you keep track of everything. 
      Manage Large Volumes of Applicants
      One of the best things about an ATS is its ability to handle large volumes of applications and resumes. 
      If you receive hundreds of applications per week, it would be impossible for your team members to go through each manually, especially when they have other responsibilities on their plates. Using an ATS allows you to keep track of all those applications so that you can identify candidates who meet your criteria and contact them if they are chosen for a position. 
      Key Features That Your ATS Platform Should Have 
      Here are some key features you should look for in an ATS platform:

      Ease-of-use: The platform should be easy to use and navigate through. You don’t want to waste time trying to find something that is not there. Your ATS should also be user-friendly, meaning it must come with a great user experience (UX).

      Integration options: Integration is key when choosing an ATS platform because they allow you to connect with other systems you already use — including HR software solutions, CRM, and applicant tracking solutions. It also helps you keep all the data related to hiring candidates in one place.

      Job posting: Job posting is one of the most common activities in recruitment. Naturally, your ATS should allow you to post jobs on job boards, social media, and other platforms like LinkedIn. Many ATS platforms even help you post multiple jobs simultaneously and also allow you to create automatic notifications when someone applies for a particular job. This saves you time as you don’t have to manually review each application received or respond to each candidate individually.

      Application tracking: You’ll need a system that can keep track of each applicant’s information throughout the entire process – from initial application through follow-up emails after interviews or preliminary job offers. That way, if someone doesn’t get hired but is a good fit for another position in the future, you can easily add them back into the database.

      Interview organization: Your ATS should assist you in scheduling and interviewing candidates. You should be able to send calendar invites and reminders and create interview kits that include candidate resumes, questions, feedback forms, etc. 

      Collaboration: The ATS you pick should let you collaborate and keep everyone in the loop on hiring decisions. It should also help you share candidate profiles, notes, ratings, feedback, etc. 

      Questions to Ask Vendors on Demos 
      When evaluating an ATS platform for your recruiting agency, it’s important to ask vendors the right questions to get a suitable fit for your organization. Here are some questions to consider:

      Ask the vendor about the candidate pipeline process. This question will give you an understanding of how the system handles each stage of the hiring process and if it aligns with your agency’s workflow.

      How does your ATS integrate with other recruiting tools and services? Make sure your new ATS will integrate seamlessly with whatever systems you already have in place, like payroll or HRIS systems.

      What type of tasks does it automate? Automation can help you save time by automating tasks such as candidate follow-ups, interview scheduling, and resume screening. Ask vendors about the extent of their automation capabilities.

      What’s the difference between our current applicant tracking system and yours? This will help you understand what exactly you’re getting when you pay for this new software and why it’s worth upgrading. 

      How does the ATS handle diversity and inclusion? Many companies are prioritizing diversity and inclusion in their hiring processes, so don’t forget to ask vendors how their system can support your agency’s efforts in this area.

      Can you customize the ATS to fit our agency’s specific needs? Every recruiting agency has different workflows and processes, so check whether you can customize the ATS to meet your agency’s needs.

      What kind of reporting and analytics does the ATS provide? Reporting and analytics can help you track the performance of your recruiting efforts and make data-driven decisions. Ask vendors about the types of reports and analytics their system provides.

      What kind of support and training do you offer? Knowing what kind of support and training vendors offer is important. Ask whether they provide support for onboarding, training videos, and ongoing support. This can significantly affect how quickly your agency can get up and running on the new system.

      How much data can it hold? This will greatly impact how many applicants you can track and manage through the system. If you need to store resumes, cover letters, interview notes, and other data, ensure your vendor has enough storage space.

      Common FAQs
      What is an ATS?
      An ATS platform is a software application that helps recruiting agencies manage their entire recruitment process, from sourcing to hiring. It automates and streamlines tasks like job posting, resume screening, candidate communication, interview scheduling, and reporting.
      Why do I need an ATS platform?
      You need an ATS platform because it will save you time and money in the long run. You’ll have a more efficient way of finding the right candidate for your job openings so that you can reduce the amount of time spent on recruiting efforts. This means more time for other important things like training new hires or managing existing employees.
      What are the key features I should look for in an ATS platform?
      The key features to look for in an ATS platform for recruiting agencies include job posting and distribution, candidate database management, interview scheduling, and collaboration. Some additional features include reporting & analytics and integrations with other recruiting and HR tools.
      How much does an ATS platform cost?
      The cost of an ATS platform varies depending on the size of your recruiting agency, the number of recruiters using the platform, and the features and functionality you require. Some platforms charge per user or job posting, while others offer monthly or annual subscription fees.
      How secure is my data on the ATS platform?
      Most ATS platforms offer data encryption, regular backups, and access controls to ensure the security of your data. It is important to ask vendors about their security measures and certifications to protect your data.
      Pitfalls to Avoid When Buying an ATS for Your Recruiting Agency 
      If you’re looking to buy an ATS for your recruiting agency, there are a few pitfalls you should avoid.

      Focusing too much on features and not enough on usability: While an ATS with robust features can be enticing, if it’s not user-friendly and intuitive, it can be challenging for recruiters to adopt and fully utilize the tool.

      Overlooking integration capabilities: A good ATS should integrate with other key tools in your tech stack, including job boards, HRIS, or CRM. Overlooking this can lead to manual data entry and siloed information.

      Neglecting security features: This includes password protection, encryption, and user access controls. Your ATS should also have a backup system if something goes wrong with the primary server or database.

      Ignoring customer support and training: Without proper training and support, you might end up struggling to use the platform and encounter issues that hinder your productivity.

      Failing to consider scalability: As your recruiting agency grows, your ATS needs to scale with you. Investing in a platform that cannot meet your hiring demands can result in downtime, lost candidates, and missed opportunities.

      Wrapping it Up!
      An ATS platform can significantly streamline and optimize the recruitment process for recruiting agencies. An ATS can also help recruiters source, engage, and hire top talent by automating workflows, enabling better collaboration, and providing data insights.
      Overall, each ATS platform discussed in this conversation has standout features that may make it the best choice for certain recruiting agencies. 
      Zoho Recruit’s hiring pipeline and candidate management system may appeal to agencies seeking a customizable and visual approach. Gem’s automation and collaboration tools may be ideal for agencies seeking to streamline their communication and hiring decisions. Or, Loxo’s comprehensive suite of features may appeal to larger agencies with more complex needs.

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      Investing in Early Talent, Relearning, & More: Talk Talent to Me April ’23 Recap

      by

      Catch up on the April 2023 episodes of Hired’s Talk Talent to Me podcast featuring recruiting and talent acquisition leadership who share strategies, techniques, and trends shaping the recruitment industry. 

      Putting people first with Kelly Minella, Head of Recruiting at Calendly

      Investing in early talent with Krishna Kumar, Co-Founder and Managing Director of Quintrix 

      Relearning and eliminating biases with Jenny Cotie Kangas, Director of Employer Branding and Awareness at PandoLogic

      Creating a thriving company culture with Maryjo Charbonnier, CHRO at Kyndryl 

      1. Kelly Minella, Head of Recruiting at Calendly

      Put people first. You’ll be more likely to make quality hires and maintain a cohesive work environment, according to Kelly. In this episode, she shares how she knew her CEO cared about prioritizing people and the importance of a talent team having a shared understanding. Plus, Kelly tells how the introduction of interview training has made Calendly better and why you should always be asking for and reviewing candidate feedback.

      “I applied [to Calendly], and my first conversation was with our CEO, Tope Awotona, and it was fabulous. I remember calling my mom afterward and being like, ‘Mom, that was special’. And the reason why, and why it has remained special, is how much priority he puts on people.”

      Listen to the full episode.

      2. Krishna Kumar, Co-Founder and Managing Director of Quintrix 

      Investing in early talent is becoming more popular. Krishna discusses why businesses need to think more about this talent in the long term and how companies can better support their new recruits. He also dives into his game-changing post-deployment framework and why many candidates are falling short of the mark. 

      “Career development, or lack thereof, is the number one reason for people to leave their jobs and explore other opportunities. So, you want to make sure that the candidates are constantly receiving the support, feedback, and career development to be successful.” 

      Listen to the full episode.

      3. Jenny Cotie Kangas, Director of Employer Branding and Awareness at PandoLogic

      Sometimes the best approach to a challenge is to start from scratch. When Jenny lost most of her memories as a result of a head injury, she underwent a process of extreme relearning. Though the experience came with hardships and frustrations, it was hugely beneficial to her professional life. In this inspiring episode, Jenny shares how learning to explain things in their simplest form, eliminating biases and blindspots, and employing reverse engineering strategies leads to true organizational change.

      “When you storytell something in a way that makes sense to a 10-year-old – all of a sudden everybody can understand it. Not just the top 10% or the most experienced in your organization, but everybody can. And when you’re trying to actually make change happen, your goal is to hit everybody, not just the top 10%.”

      Listen to the full episode.

      4. Maryjo Charbonnier, CHRO at Kyndryl 

      Maryjo isn’t afraid of a challenge. In fact, she has sought out difficult problems to be part of a solution. Her passion for change-making led her to be Chief HR Officer at the world’s largest startup with over 90,000 employees and $19 billion in revenue. As an expert on cultural processes, Maryjo explains what it takes to cultivate and maintain a thriving company culture. 

      “One of the most important things HR people do is listen to what isn’t said.” 

      Listen to the full episode. 

      Want more insights into recruiting tips and trends?

      Tune into Hired’s podcast, Talk Talent to Me, to learn about the strategies, techniques, and trends shaping the recruitment industry—straight from top experts themselves. More