“Finding perfect candidates is so easy!” said no recruiter, ever. We get it – it’s a hard space out there. Not only are talent acquisition teams competing with one another for top talent, they’re also juggling company initiatives and team personalities. As a result, time-to-fill has increased 18% in the past three years, costing companies thousands of extra dollars in the process.
Luckily, there’s a way to simplify and streamline your recruiting practices: storing all of your people data in one place. When you use a people analytics platform that integrates with your HR tech stack – including your applicant tracking system (ATS) – all of your people data is at your fingertips so you can make the best hiring decisions.
However, it’s one thing to read about a talent acquisition strategy that uses people data, but it’s another to see it in action. That’s why we sat down with ChartHop’s Ai-Mei Zhu Levine, Talent Acquisition Manager, and Melissa Adamo, Principal People Business Partner – who have over 30 combined years in the people space – to discuss best practices for talent acquisition teams and ATS tools.
Ai-Mei Zhu Levine: Four things come to mind. The first is finding the right talent for your people strategy. Since part of our talent acquisition strategy is hiring people that identify as underrepresented talent, our team needs more time to find qualified people that will shape our company for the better. The second challenge is winning over people who are happy in their current role. If their expertise fits perfectly into our long-term plan, we have to be aggressive to successfully recruit. The third is that the talent acquisition team also dons the role of advisor: we educate managers on the current market and advocate for why candidates are a good fit for their specific team. This can, of course, lead to some pushback. Lastly, data, data, data. Having accurate metrics, such as time-to-fill or pipeline passthrough rates, is incredibly important as we strive to improve our practices.
Melissa Adamo: It can be challenging to find and engage with top talent. Everyone is fishing in the same LinkedIn pond, so we have to be more creative when finding talent. And once you find them, you have to catch their attention, especially if they’re not looking for a new role. It used to be that you simply picked up the phone and spoke to your candidate. Now, you have to engage them, as many candidates receive emails from multiple companies. No one wants to talk to a recruiter. That’s why our talent acquisition strategy includes pipelining candidates, early sourcing, and networking to help us develop relationships.
Zhu Levine: A centralized location eliminates budgeting errors. Before, I’d communicate back and forth with hiring managers using different spreadsheets. More often than not, we’d work on different versions, which led to disjointed decisions. With ChartHop, you see everything in a shared environment, which ensures you’re working with the same people data as Finance, Operations, and managers. It’s also a huge time-saver. Since our people analytics platform and ATS are linked, we can see all the ATS data in ChartHop – from when a job was opened, how many applicants are in each step of the process, and the time-to-fill once the position is closed.
Adamo: Your data is so important. As a recruiter, when you know your data, you know your business – and when your business is people, you have to know your data backwards and forwards. You therefore need one spot that houses up-to-date information that helps foster collaboration and visibility across teams to move with speed and intention.
Zhu Levine: Having a very strong integration is key because it keeps recruiters organized. It’s really nice having a one-touch, one-click platform to lessen the back-and-forth communication and the number of computer tabs open. Ultimately, being an organized recruiter leads to a better hiring experience, which makes a positive first impression for the candidate. Since recruiters are the first point of contact for a candidate, that impression is critical.
Adamo: It’s a game-changer to use a system that automatically updates. It’s so important working from a single source of truth instead of navigating through different spreadsheets or clicking through different open tabs.
Zhu Levine: An ATS – like Greenhouse, Lever, and Jobvite – makes the talent acquisition process much more efficient. And when your ATS integrates with your people analytics platform, you can see how new hires may impact your organizational structure, hierarchy, and team makeup. One administrative time-saver I’d like to call out is that our ATS pulls previous job templates. This seems simple, but it’s incredibly helpful if we’re hiring three of the same role. No more creating the same job posting multiple times.
Adamo: To be a true strategic partner, talent acquisition teams should have views into future forecasts for budgets and headcount planning. And luckily, a proper people analytics platform allows you to create scenarios and have continuous conversations from afar. It also retains historical data, thereby allowing all stakeholders to analyze hiring trends and salaries. These capabilities, of course, drive insights about previous and future decisions. And the whole hiring process becomes streamlined when your platform connects to an ATS. It helps you improve recruiting practices, reduce time-to-hire, and hit headcount planning goals.
Scenario planning within ChartHop allows you to create, edit, and move jobs around to find the best fit for your people and teams.
When you use an ATS, your talent acquisition team can work collaboratively with candidates and managers to meet hiring goals. But to really boost and streamline your processes, consider investing in a people analytics platform with ATS integrations.
By doing so, you’ll equip your talent acquisition specialists with a one-stop-shop that houses your applicants, people data, and headcount plans. More importantly, you’ll see your talent acquisition team as stakeholders who have a seat at the table when it comes to strategic headcount decisions.
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