After 19 years of recruiting experience, Chris Shaw, Director of Talent at Meteor, has made candidate sourcing the foundation of his recruiting strategy. When he appeared on Matt Alder’s Recruiting Future Podcast on how to source the very best talent, Chris put one of our most fundamental beliefs into words. “Sourcing, or turning passive candidates into active ones, is the best way to hire the best candidates,” he said. We couldn’t have said it better ourselves.
Still, sourcing candidates is only one of several skills you need in your recruiting artillery.
With that in mind, what is Chris’s one recommendation to recruiters who are doing everything from sourcing, to managing candidates, to training interviewers?
Have the best tools.
And if Chris was only allowed to buy one recruiting tool for his team, what would it be?
A great applicant tracking system.
Below, we’ve listed the 4 compelling reasons Chris thinks you should invest in the right applicant tracking system today.
Your entire company will reap the benefits.
Your recruiting team will spend the majority of their time in your applicant tracking system, no doubt about that. They’ll be thrilled when they can scroll through resumes, schedule interviews, and send emails in one place. But don’t forget about the rest of your team, because the applicant tracking system will improve their day-to-day as well. Your co-workers will be overjoyed when they can submit their interview evaluation form and scroll through candidate profiles in one place. As they do, they’ll view your recruiting team through the lens of your tool, so it’s important to think deeply about which one you choose.
It’s sure to create increased alignment on your team.
Your hiring managers, interviewers, and even company executives will look for reports, data, and recruiting insights in your ATS. But if they don’t enjoy using it, they will do everything to get around doing so, which will make your job harder. Give them an ATS that’s efficient and easy to use, and you’ll be able to gather their feedback more quickly and ultimately move candidates through your pipeline more quickly as well.
It’s the one tool that will save your company the most time.
Here’s how Chris looks at it: “For every hour that one of your software engineers is interviewing, submitting feedback, or trying to put an employee referral into the system – every hour that they’re doing that rather than coding, you’re not building your product.” The recruiting team can save the rest of the company time, and that ability starts with the applicant tracking system you choose. “The ATS that I use is Lever,” says Chris. “Over the last 19 years, I have worked in a lot of different systems. Everything with Lever is faster—from sourcing, to scheduling, to feedback.”
It’ll have game-changing features and integrations.
Chris’s candidate sourcing strategy entails reaching out to candidates two or three times before he snoozes them and re-engages further down the road. In the past, those second and third follow up emails have doubled his response rate with any batch of candidates.
According to Chris, Lever Nurture, which will make those follow-ups effortless, is the product we’ve all been waiting for. “If you don’t feel like exporting all your emails to another app, sending them from there, then exporting it all back into your tracking system, this feature has that all built-in,” says Chris.
In fact, if he had to choose one feature that will be most crucial for sourcing, he’d pick Lever Nurture. “I think it’ll be a game-changer. I mean, all sourcing best practices are built into this feature.”
It’s no secret that we believe applicant tracking systems greatly empower recruiting teams. We know that the right tool can improve both every employee’s recruiting experience and every candidate’s interview experience with your company. But when a recruiting leader like Chris communicates that same message, it’s even more impactful.
This post is just a snapshot of the advice he gave in the podcast, but fear not, you can listen to all 28 minutes here!