Sourcing Pipelines: How do you keep track of your sourced candidates?

Most, if not all, of us in HR and TA use an Applicant Tracking System (ATS) – and it does just that – tracks applicants.

When you’re an applicant that applies to a job board posting or through a company’s website, most of the time you are re-directed to a link to apply for the position; and this is wonderful! It’s great that applicants have more control and feel confident when applying for new positions. It’s also great for the recruiter – you have incoming applicants and see commonalities between those interested in the posted positions!

But what do we do when the incoming applicants aren’t enough to fill your openings?? [fusion_builder_container hundred_percent=”yes” overflow=”visible”][fusion_builder_row][fusion_builder_column type=”1_1″ background_position=”left top” background_color=”” border_size=”” border_color=”” border_style=”solid” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”no” center_content=”no” min_height=”none”][optinlocker] The answer is simple – you source! You hit the job boards, network in groups, and use LinkedIn and other social media platforms.

All of that is wonderful if it really helps to open your pool of talent, but how do you track your outbound efforts? If your ATS is for applicants and the people you are reaching out to are candidates that have not been converted to applicants – what do you do with them? You shouldn’t create profiles for them in your ATS because of compliance, so where do they go? How do you produce metrics on them and track how many people have responded to you?

I know many of you are going to tell me that you use spreadsheets or a Candidate Relationship Management tool, however is that really the best use of your time or the best way to track your candidates? How do you even show your production to your boss and justify the challenges you are facing in filling certain positions?

If you like your ATS but feel like there are things missing from it, then maybe it’s time to start looking at new products that will help fill in the holes your currently have.

I use HireGate. It’s an amazing tool that allows me to see all of my work on the applicant and candidate side. It allows you to stick to your goals and be transparent, while also giving you power to self-manage your work and production on the recruiter end.

As a manager, I can manage my recruiters and can see their daily production in real time. I also have the ability to report on everything my teams are doing so my managers no longer have to wait for reports. If you like your ATS but need something to help beef it up a little then it may be time to take a look at HireGate.

By Lindsey Roundtree | People Science Client Service Manager



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