Overcoming the Digital Recruitment Challenges: What You Need to Know About Applicant Tracking Software

While there is no need to onboard a less-than-ideal candidate to fill open job roles, waiting too long might lower the quality of your recruits. Good candidates relocate quickly in a highly competitive employment market. Slow recruiting has monetary effects as well, such as increasing recruitment costs and the costs of understaffed teams, like productivity slumps and employee fatigue. On the other hand, going through a pile of applications manually is no easy task. This is where applicant tracking software come into the picture.

This is why, it is critical to examine how you can improve the hiring process by examining what works effectively, what causes delays, what can be automated, and how many resources are involved. Streamlining your hiring process, experimenting with alternative sourcing techniques, boosting employer branding, and upgrading your talent selection procedures can help you cut down on time to fill.

To begin with, we will discuss some common hiring mistakes that can charge your organization big time!

  • Poor Hiring Structure

Poor planning and communication and the misuse of recruiting technologies are two of the most common causes of hiring delays. So, it can be quite beneficial to plan out your recruiting strategy within an expected time frame to reprioritize resources and reduce effort; eliminate process inefficiencies; rearrange any information provided by stakeholders to assist you in making faster decisions.

  • No Talent Pipeline

Consider creating a talent pipeline by sourcing from data sources that can give high-quality prospects and implementing an employee recommendation program to ensure a steady stream of qualified people. High achievers should be nurtured through individualized value-based material, and the company’s beliefs, culture, and milestones should be shared with them. Then, when a suitable job position becomes available, you’ll have a decent list of prospects to contact.

  • Complicated Application Process

While it may be tempting to learn everything about individuals who apply for your positions, a lengthy application procedure can discourage them. People in today’s fast-paced world want to apply for jobs with the tap of a finger, and tools like LinkedIn’s Easy Apply can help them do so. To make this process even more effective, maintain a colorful careers website and eliminate delays due to bad communication.

  • No Pre-screening and Assessment

Shortlisting applicants is crucial before moving on to the interview stage. This can be made easier by using resume filters and evaluation software. Assessments can provide an objective perspective of a candidate’s attitude, conduct, and talents, and applicant tracking software can gather and organize candidate information. All candidates should be a great match for the position after being shortlisted.

  • Manual Steps to Recruitment

Your recruitment staff can save a lot of time by automating administrative processes. For example, screen resumes, organize applicant data, send emails, and arrange interviews with the appropriate recruiting software. For example, Zoho Recruit includes AI chatbots that can swiftly respond to candidate inquiries while your staff cannot chat.

How Social Media Can Attract High-quality Applicants

Your job listings must be easily accessible to job searchers in a candidate-driven market. As a result, these platforms are some of the finest venues to create your employer brand and post your job opportunities, with most users spending an average of two hours and 22 minutes every day on social media.

Here, read the top method that can help you land the perfect applicants on social media.

  • Create the Perfect Candidate Persona

Identifying your target demographic is the first stage in any marketing campaign. It’s critical to outline your ideal talent pool’s needs, including applicant qualifications, job experience, and objectives. This will enable you to develop material that appeals to a certain audience.

  • Establish a Stunning Employer Brand

Candidates explore their possible workplaces in the same way that buyers examine companies before making a purchase. According to Corporate Responsibility Magazine, 92% of employees would consider leaving their current position to work for a firm with a good reputation.

As a result, it’s critical to take advantage of your platform to highlight your company’s beliefs, mission, and accomplishments. For instance, you can talk about recent CSR actions, new corporate achievements, and employee benefits and recognition. In addition, maintaining transparency and demonstrating what it’s like to work at your company will help you attract more qualified candidates.

  • Convert Your Employees into Ambassadors

Your workers are the finest representation of a candidate’s prospects if your organization employs them. To guarantee that your company maintains a positive online reputation, you can adopt a social media policy and encourage workers to share their work experiences on their professional social media profiles.

It’s also a good idea to share motivational tales about your best performers and provide avenues for potential applicants to communicate with your team.

  • Increase Conversions

We now have the ability to communicate with individuals all around the world, thanks to social media. This means you’ll be able to send targeted messages to prospects and even communicate with industry experts. In addition, participating in proper conversations and groups can introduce you to many like-minded individuals, allowing you to network with top talent and demonstrate your knowledge.

  • Don’t Be Restricted to the Resume Only

Beyond the résumé, social recruitment can provide a fresh view of a candidate’s qualifications. Using professional social media profiles, you can research prospect interests, establish shared connections, and assess cultural fit. However, always use the utmost caution and prevent any unconscious or explicit prejudices.

Choose Your Medium


  • Facebook


With over 2.9 billion monthly users, Facebook is the most popular social networking site. While LinkedIn is a well-known recruiting site, Facebook is on the rise, and the sooner you get on board, the less competition you’ll have.

84% of job searchers, according to Time, have a Facebook page. In addition, you can post job opportunities and build targeted job advertising on Facebook employment boards. Facebook groups can also be a useful tool for networking with other professionals and sharing job openings. Above all, Facebook includes sophisticated search filters and advanced search capabilities that can help you find the right applicant.


  • LinkedIn

Since its primary objective is to develop a professional network, it’s reasonable to conclude that LinkedIn is the go-to tool for recruiters. You can use LinkedIn to:

  1. Advertise job openings
  2. Streamline the application process with the Easy Apply function
  3. Basic Boolean search to help you find candidates
  4. Check the candidate’s background and references
  5. Use InMail to communicate with applicants
  6. Analyze your competitors
  7. Join the appropriate groups
  8. Create a strong employer brand


  • Twitter

In only 140 characters, Twitter can help you create a memorable impression. You can engage with your target audience and highlight your brand by utilizing the proper hashtags, following the right trends, and participating in relevant discussions. Retweets, mentions, and hashtags on Twitter are simple and efficient methods for networking with current and future workers.

Is Social Media Really Worth It?

You can use social media to improve your employer’s brand and build a broad and high-quality talent pool. While it’s a novel recruiting method with a steep learning curve, it has the potential to significantly enhance application quality and make your recruitment process more productive in the long run. So don’t be afraid to get creative and highlight the people-oriented aspects of your brand as you experiment with social media for your business.

So, the bottom line is, that your employee management software should compulsorily include applicant tracking without fail

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