From ensuring that recruiters give your hiring managers enough to create a healthy pipeline to figuring out if the interview panel is selected and ready for the upcoming interviews and then managing the candidate communication to reduce no-shows, a recruitment team and in turn, the recruitment head is always busy.

There is hardly ever enough time to pause and introspect and look beyond the sprint cycle of currently open positions.

But in the loop of rinse and repeat, are you becoming increasingly redundant?

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Take a look at any survey or report – hiring top, quality candidates and retaining talent are some of the key priorities for business leaders across the globe.

While LinkedIn and online job portals have been quite an alternative to paper resumes, organizations are looking for more effective ways to automate the transactional.

Recruitment teams want to focus more on communicating with their candidates.

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How are you evaluating the features that an applicant tracking software must have? How do you know which of the features are essential while considering which applicant tracking software to opt for?

One of the key aspects to consider are the roles who would extensively use the applicant tracking software.

And in most organizations, it is the recruiter!

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You may have found the perfect recruitment software for your business. It is feature-rich to eliminate every hiring hurdle and is undoubtedly a bang for your buck! But the bells and whistles can turn out to be a major hindrance to the adoption and implementation?

Whether you gain complete ROI from the software or the process turns to a major debacle, is completely dependent on how the software is implemented!

Now you’d wonder that if the software has been carefully scrutinized and evaluated, these “surprises” will not really occur.

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Finding the right candidate could feel like finding a needle in a haystack. Having a rich talent database will render futile if it does not get you quality candidates in lesser time.

Root Cause: Your quality talent are safely stored away in files, folders, excel sheets, and online drives. But you don’t have a powerful search mechanism. So how would you maintain such a database that fetches quality applicants in seconds?

 Not sure how to start? Here are the top 3 ways that you can and must try:
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Adopting a recruitment technology was considered as an “add-on” in the past decade. Organizations have escaped the need for change. But now, an online recruiting software is a “must-have” in every HR department across organizations! A company willing to adopt a new recruitment software must face the truth that,

 a major part of the ROI is driven by how promptly their employees will adopt and embrace it.
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