Difficulty Finding Applicants

I know that the labor market has been very challenging?  However, I'm currently at a standstill in getting candidates to even apply.  I have recently implemented a new ATS (Paycor Recruiting) and the limited number of applicants is mind boggling.  Just wondering if anyone else is experiencing this?

Thanks - Yolanda

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  • Yolanda,
    If you'd be open to it, I'd be happy to take a look at the job postings and see if I can make some recommendations for you.

    My business, A People Partner, helps HR departments with their project-based work. Reviewing job postings and helping to improve applicant attraction is something we can support. I'm willing to have a conversation about this with you first.

    I have found that posting open positions isn't enough to attract talent. It's about getting the employee population and leaders involved and sharing on social media and sourcing some of the candidates directly. My company can also help to source and find talent.

    Are you also posting on LinkedIn and other platforms directly versus just allowing things to scrape? How about posting with the unemployment offices and driving the applicant traffic to your website?

    Thank you,

    Alysa Southall

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  • When you are using a payroll company's ATS, you are not automatically getting any type of preferred listing on job boards.  You are getting the free postings only, but the benefit is you can free postings on like dozens of job boards.  Free postings may not show up until page 10 or later on the most used job boards like Indeed or LinkedIn.   I sell ATS through UKG Ready at Payroll Partners here in Cincinnati, but I am finding that recruiters are more and more living on the job boards directly doing the budgeted paid job listings.  Some ATS's can integrate with premium listings that are always listed at the top, but those are getting too costly so the budgeted listings are becoming more popular.  Are you paying any money to Indeed or LinkedIn on top of using the Paycor's ATS?

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  • Our clients are having success looking outside traditional sourcing practices - think broadly. There are a number of "second chance" organizations that help former incarcerated folks find meaningful work (talk about gratitude and loyalty) - we always recommend vetting folks and doing assessments (HR Profile!) so you are strengthening the successful outcomes. There are a number of organizations that work to place/train disabled individuals. Other sources we are finding luck with are AARP (check with multiple counties), posting at churches, schools, etc. If you want more info or just to talk, let me know. Darlene Mack, HR Partners darlene@HRPIInc.com

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  • We use Paycor Recruiting but usually add Indeed sponsorship to boost applicants.  Without it, postings don't get much attention.

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