Recruiting Software

Typically, our clients will start to receive "warm" or interested candidates within a week of launch. Candidate communications tend to receive the highest response after multiple touchpoints, so candidate flow becomes steady after a couple of weeks. 

Week 1: Client intake for requirements analysis, messaging crafted, an addressable market identified, and test email sequence sent.

Week 2: Calibration of the recruitment campaign and widespread candidate outreach.

Ongoing: Continued improvements and recalibrations. Client receives metrics weekly.

During a demo, we would be glad to show you a few samples of best practices and examples in candidate outreach.

Generally speaking, we recommend engaging candidates with a 3-5 email sequence. The subject headers and calls to action can be A/B tested to optimize results.

We partner with your marketing team, recruitment marketing agency, or internal talent acquisition team on content, upon your direction.

Response rate varies greatly based on the opportunity and the mandates around the job opportunity. For example, skill requirements, location, and salary bands are all relevant variables. Generally, we see open rates of approximately 40% for engaged and high-skill positions, but results vary.

Our talent subscriptions are designed to flex with your hiring needs, without long-term commitments. You may require a 2-3 month subscription to fill multiple niche positions or use us on an ongoing basis for your repeat roles. Start, stop, or pause your subscription OnDemand, according to your unique needs.

Recruiting automation technology automates the manual, repetitive tasks that are part of the recruiting process. Recruiter.com's technology focuses on candidate sourcing. Our technology adds automation and intelligence, significantly improving the speed and success of recruiters and hiring managers in identifying, evaluating, and engaging candidates.

Just like Netflix movie recommendations or a Spotify Discover Weekly playlist, Recruiter.com's AI uses sophisticated data models to do the heavy lifting, when identifying the best passive and active candidates for a search, and pairs it with powerful engagement tools to convert the candidates into active candidates. It leads to a more successful recruiting process, increases in productivity, and a framework to improve recruiting performance over time.

Our data comes from dozens of sources across the open web, aggregated through proprietary technology. The database includes candidate work history, skills, contact info, social links, and hundreds of other data points. A separate company database allows us to aggregate relevant company information that feeds our models when determining candidate relevance scores. The data is validated and kept up-to-date through monthly updates, as well as when candidates appear in real-time results.

Yes, the Recruiter.com platform has integrations in place with many ATS platforms. Data flows bi-directionally, which means that we’ll import your ATS data into Recruiter.com (only using it in your account), clean the data (around 75% of ATS data is out of date), and run it through our models so that searching your existing candidates actually becomes easy and useful. We’ll also push any data generated in Recruiter.com (emailed candidates, positive replies, etc) back into your ATS for scheduling and interview management. Recruiter.com can also support custom integration if required by the client.

How to Select the Best Recruiting System for Your Company

How would you like to be able to hire the best candidates for your company?

Finding the perfect sourcing and candidate relationship management practice can seem difficult at first, but with the right recruiting software, it becomes easy. By using a comprehensive recruitment system, recruiters can eliminate duplicate data entry and siloed information trapped in email threads. It also allows them to streamline the entire process into one easy-to-use candidate management system. Hiring managers will have access to valuable insights that help them make better decisions about whom they should hire next!

The right recruiting software can help recruiters streamline the entire recruitment process into one easy-to-use system. By using a comprehensive recruitment system, recruiters can eliminate duplicate data entry, multiple-file management platforms, and siloed information trapped in email threads. 

Tips to Help Diversity Recruiting

Diversity has become an urgent topic of discussion over the last few years, thanks to social movements like #MeToo and Black Lives Matter. Naturally, this is an issue that extends to the workplace. We spend so much of our lives at work — and our ability to live comfortably is tied directly to the paychecks we receive from our employers. There’s an obvious need to ensure that everyone is getting the same opportunities, regardless of background...

Six Questions to Ask Recruiting Technology Vendors

Selecting the best recruiting software for your company seems complex and is something that doesn’t happen very often. Additionally, recruiting software can be expensive, difficult to implement, and (most egregiously) force a high learning curve on already time-strapped recruiters. When you do have the chance to change up your technology, it’s important to do it right.

It is easy to have your selection process mired in detail and minor features. To explore recruiting software selection a little deeper, here are six questions to ask recruiting software vendors.

The Business Case for Recruiting Technology

Recruitment and talent management technology is a huge growth industry and with good reason. The average cost of recruiting a new employee is $4,000-$6,000 per hire. This number can jump up to as high as $10,000 per hire in some cases. With such staggering numbers like this it’s no wonder that the market for hiring has evolved so quickly over the past decade or more; from traditional methods like newspaper ads to now include social media sites like LinkedIn and Facebook where people go looking for jobs themselves. We will explore how these new advances have changed the way we recruit employees by examining three different case studies on what works best - human sourcing, automated sourcing (bots), and the best of both worlds.

Questions You Should Ask When Selecting Recruiting Technology for Your Staffing Firm

The recruiting industry has been changing a lot in the last few years. As staffing firms have become more competitive, technologies like social media and data analytics have taken on ever-growing importance. The right technology can help you find top talent faster and more efficiently than your competition, but it's not an easy decision to make. Recruiter asked five experts for their thoughts on what questions you should ask when selecting recruiting technology for your company.

What are some of the most important considerations? What do they look at first? How do they know if a new tool is going to fit with their business model or if it will be too expensive?

Your Top 7 Questions About Applicant Tracking Systems, Answered

Applicant tracking systems govern the application process for most of major employers in the US. Understand the importance of ATS systems through the lens of a job seeker with this article on how candidates view ATS and how to "get around" them.

How to Scare Off Candidates With Recruiting Technology

Recruiters are getting mixed messages from job seekers. A 2016 Jobvite survey found that 74 percent of employees are open to new jobs. However, the 2016 Global Recruiting Trends report from LinkedIn found that 46 percent of recruiters are having trouble finding candidates.

If so many people are willing to think about new employment opportunities, why can’t recruiters seem to reach them?

10 Great Performance Management Software

If you are looking for talent management and performance management software to complement your human resources management system (versus talent acquisition software), here is a good place to start. Workforce management software helps you gather feedback, set goals, and manage performance, and most recruiting software can share data with such systems via the HRIS. Ideally, one of the HR tasks is to identify performance management issues, pinpoint the skills gaps and subsequently create new job openings as part of an overall talent development plan.

5 Reasons You Need Talent Acquisition Software

These days you need software for everything. From accounting to document sharing, there is a solution for every small gap in your business operations. But, you may be wondering whether you actually need to invest in recruiting and hiring software or not. So, if you can’t seem to decide, get five reasons to say yes.

The Beginner's Guide to Recruitment Marketing

Recruitment used to be a fairly transactional process. A recruiter would receive an open job from a manager, find a candidate who met the requirements and submit the candidate back. The end.

These days, that transactional approach is a surefire way to repel top talent. Instead, many recruiters are adopting a new set of strategies and practices collectively referred to as “recruitment marketing.” 

Why Candidate Experience is Critical to the Success of your Hiring Process

Throughout the interview and hire process, job applicants have choices - new job offers come up as well. Providing a good hiring experience is critical to maintaining candidate engagement throughout the process, especially with high-demand talent. TA teams should identify candidate experience issues, and build in workflows into their software and process that ensure positive experiences. 

Insights on Employee Referrals

Employee referral development is a great way to develop high-quality candidate flow from your current employees. Learn about employee referrals with insights from an employee referral program benchmark report.