This site uses cookies to improve your experience. To help us insure we adhere to various privacy regulations, please select your country/region of residence. If you do not select a country, we will assume you are from the United States. Select your Cookie Settings or view our Privacy Policy and Terms of Use.
Cookie Settings
Cookies and similar technologies are used on this website for proper function of the website, for tracking performance analytics and for marketing purposes. We and some of our third-party providers may use cookie data for various purposes. Please review the cookie settings below and choose your preference.
Used for the proper function of the website
Used for monitoring website traffic and interactions
Cookie Settings
Cookies and similar technologies are used on this website for proper function of the website, for tracking performance analytics and for marketing purposes. We and some of our third-party providers may use cookie data for various purposes. Please review the cookie settings below and choose your preference.
Strictly Necessary: Used for the proper function of the website
Performance/Analytics: Used for monitoring website traffic and interactions
The problem is most companies are using a jobdescription instead of a job ad. Your jobdescription was NEVER meant to be your job ad! What's the difference between a job ad and a jobdescription? So why use a job ad over a jobdescription? READ MORE
Did you know most job boards won't even show your ad if you do this? Keep the salary and location for the jobdescription section. Keep Titles Simple Your job title should attract candidates, not confuse them. Don't use the jobdescription as the title.
Write clear, realistic jobdescriptions Your jobdescription is often the first point of contact between you and job seekers. So, how can you ensure that candidates leave the hiring process feeling great about your company? Here are some helpful tips to help you nail the candidate experience.
If you’re able to remedy these two problems and rewrite a more engaging job ad, you could be seeing a 200-300% increase in applicant flow. I’ve created six simple steps to a more engaging job ad that will help you drop the boring jobdescription and write an add that attracts qualified applicants.
Resume Screening: AI automatically sifts through resumes and applications, pinpointing qualifications and skill sets that align with your specific jobdescriptions. Elevating Candidate Engagement and Experience. READ MORE
Even if you have a jobdescription written to take advantage of every search engine algorithm, you won’t find the perfect candidate if you don’t post to job boards and locations these applicants are searching on. See more on the best way to assess your applicants by viewing ApplicantPro’s Assessment Options.
By making minor adjustments to your job openings, you will be noticed by aggregators, and even more importantly, top talent. How to Optimize Your Job for a Job Aggregator. Make Your Job Ad Keyword Sensitive. Make sure the keyword is included in the job title, and throughout the jobdescription.
Look out for an upcoming article in our Recruiting Basics series for all you need to know about job aggregators. For more information about keywords and how to build your jobdescription and job ad to attract more applicants, click here. Location Based Job Boards. The post What is a Job Board?
With it you can build and optimize your jobdescriptions with high keyword density so applicants you want can find your jobs first. Additionally, all of your jobs can be automatically pushed out to as many online job boards as you need, like Career Builder, Indeed, and Monster. appeared first on ApplicantPro.
We take a very simple approach: we review the top employers we’re already talking to (Ongig provides jobdescription software solutions to these same types of companies) and record which ATS they are using. 33 ApplicantPro 0.19%. Rank Applicant Tracking System Market Share (%). 1 Workday 21.92%. 4 iCIMS 8.94%.
ApplicantProApplicantPro empowers over 9000 companies, like Welch’s and Costa Vida, with intuitive user features. The free ATS’s typically start charging you once you reach a threshold of jobdescriptions or # of users. The platform was named Indeed Platform Partner for 2024.
Instead, we focus on the employers doing the most hiring as measured by number of open jobdescriptions. ApplicantPro (JobMatch). Ongig solutions include Branded Candidate Experience, Text Analyzer (including diversity), JobDescription Rewriting and Custom Videos. First, a bit on the criteria. Hirebridge.
ApplicantPRO. The three ATSs that meet these qualifications are: ApplicantPro. ApplicantPRO. stars, it’s pretty clear that ApplicantPro’s 83 reviewers have had a largely positive experience with this Utah-based applicant tracking system. Why do you need an ATS that will help you hire Generation Z right now?
Jobdescriptions are filled with a never-ending list of demands and very specific qualifications, but have you ever stopped to ask yourself why you prefer a Masters degree? The post 3 Key Principles to Make HR Keyword Masters appeared first on ApplicantPro. To learn more about keywords, click here.
Here are some great tips from Steve Smith , author of The Hiring Tree: Laws of Applicant Attraction and co-founder of ApplicantPro. Steve says that job boards are search engines, which means good SEO practices must be followed to ensure your job ad (not the jobdescription) reaches the right candidates.
We organize all of the trending information in your field so you don't have to. Join 123,000+ users and stay up to date on the latest articles your peers are reading.
You know about us, now we want to get to know you!
Let's personalize your content
Let's get even more personalized
We recognize your account from another site in our network, please click 'Send Email' below to continue with verifying your account and setting a password.
Let's personalize your content