Nearly all companies rely on some kind of applicant tracking system to aid their process of recruiting new talent. Applicant tracking systems (ATS) scan and sort through an indefinite number of resumes to create a list of qualified applicants. A human typically does not have to review an application until after an initial scan of applications, requiring extra care to ensure candidates can pass the software’s initial scan. The perfect ATS optimized resume will be as clear as possible, easy to read, and include important keywords to rank a resume among the highest of the group. Review our steps to see how one would create an ATS optimized resume to avoid making mistakes that will toss the resume aside.

In a world of increasing competition and choices, employers look for tools to reinforce smart hiring decisions. In 2021, “92% of companies” used social media to assess potential talent (a rapid increase from 2018 where companies used it only 70% of the time). This process of screening a job candidate’s social media platforms is sometimes called cybervetting. It’s a tricky business –often with high risk. But it is becoming a popular and accepted practice. Companies review social media accounts to mitigate the risk of hiring the wrong person for a role and to get a sense of an applicant’s behaviors and values. Think of it as a corporate vibe check on an employee.

It's a candidate's market right now which means that employees have an abundance of opportunities to choose from and can leverage the best one. It’s a power shift from the traditional hiring model where candidates – not hiring managers – have the upper hand. This puts pressure on companies to present the best offer to candidates. If candidates feel indecisive, they can also move between jobs quickly causing sudden labor shortages. As a result, recruiters must get creative to sell a job because workers can be selective right now.

With an increasing shortage of talent, recruiters are facing new classes of challenges. Clients want candidates with perfect skill sets to onboard as fast as possible, and candidates looking for assignments often have their pick of roles from several competing agencies. 

AI-driven solutions have become the go-to option for solving those problems. Automated processes and chatbots have become mainstream and have expedited the time and energy it takes to find the right fit, engage with candidates, and measure performance. 

But one challenge remains that not every AI platform can solve: giving candidates and clients the personal touch that can set one recruiter apart from the others. 

As any staffing veteran will tell you, making a human connection is critical when it comes to getting candidates to sign on, and getting clients to feel comfortable bringing workers onto their team. It also builds trust that accrues over time and builds into repeat assignments for workers and clients alike. 

But in a remote recruiting world – making that human connection isn’t always easy. Here are four ways that staffing can get personal and make a difference for your team.