This article has been submitted by Kallidus

Traditionally, January often means a surge in job applicants for employers – an often welcome trend for hiring teams facing a talent shortage. This year, it isn’t helping to resolve that challenge. Nearly three quarters of organisations are now facing a lack of relevant candidates for their vacancies according to research from CV Library, which is affecting their recruitment priorities[1].

Here we look at four of those recruitment priorities and consider how an ATS enables your business to achieve them.

Building a talent pool

Building a talent pool is a priority for two thirds of businesses this year. Creating and nurturing a talent community ensures a source of pre-qualified candidates for future vacancies. The easiest way to begin to build that source is through your ATS. Those may include ‘close match’ applicants to your previous job posts or passing talent who complete a registration of interest form and have the potential skills to plug the gaps in your future requirements. With the introduction of the GDPR not far away, now is also the time to ensure you obtain the consent of all your candidates to retain their data on file. Applicant tracking software provides a centralised system for data management relating to all of your candidates.

SOURCE: advorto.com