How to Find Steady Candidates with ATS Recruitment Software

The voluntary quit rate in the U.S has increased this year, the highest it's been since 2001.

Numerous reports have shown that people are voluntarily quitting their jobs more than ever in the U.S. According to the U.S Bureau of Labor Statistics, 2.4% of employed American workers had voluntarily quit their jobs by the end of July 2018—this is the highest the voluntary quit rate has been since April 2001.

So, Why is This Happening?

The top factor for people quitting their jobs was compensation. According to this Forbes article, 19% of a survey’s participants cited this as the reason for leaving their job in the last year. Meanwhile, 13% of younger workers said that a lack of growth opportunities was enough reason for them to quit their jobs.

The survey’s results also revealed other interesting findings, such as the motivations for men and women leaving their jobs. Female job seekers were more likely to quit to seek better work-life balance, while male job seekers quit for better compensation.

Use Your ATS Recruitment Software to Find Solid Candidates

While this data may be a little unsettling for recruiters, there are ways to find candidates who may be more likely to stay long-term at a job. If these recent reports show that compensation is the top reason for employees to quit, then recruiters can use that information to their advantage while sourcing candidates. Since your ATS recruitment software is a goldmine of big data, we’ll explore how you can use it to its fullest potential to find and attract candidates who are likely to stay for the long haul.

With your ATS software, find the average salary of a job position to offer a competitive salary to candidates.

Determine the Average Salary of the Job Position

As we now know, many people switch jobs in hopes of securing better compensation. According to the Federal Reserve Bank of Atlanta, about 30% of the people who switched jobs this past May received more money. Instead of having employees seek other opportunities for higher pay, recruiters can cite this data and recommend that their clients offer a competitive salary right from the start.

To get detailed information that’s relevant to the particular client’s needs, recruiters can run a report in their ATS recruitment software to determine the average salary of a particular position. They can narrow down their search parameters to the location and seniority level of the position to get an even more accurate figure. This way, recruiters will know whether they’re advertising a job that pays market rate or higher.

Find Candidates Who Live Nearby the Workplace Location

Commute times to and from work matter to employees. Longer commute times have been proven to cause higher stress levels and lower job satisfaction. Researchers found that every additional minute of commuting time reduces job and leisure time satisfaction. Right now, the average round-trip commute time in the U.S. is about 50 minutes. In Canada, the average round-trip commute time is about 52 minutes.

With the right recruitment software, recruiters can search for candidates who live within a given proximity to the workplace, simply by entering the maximum distance a candidate should live from the workplace as part of their search criteria. By factoring in a preferred location and the required skills in the search, recruiters should be able to find qualified candidates with short commute times, who will have better retention results.

Exercise Your People Skills

While your ATS recruitment software can provide a wealth of insight, there are certain things it can’t give you specific information on, such as company culture. This is where recruiters need to tap into their people skills to gain an understanding of the company and its story. Recruiters should ask their client to talk about what the team and work environment is like. Better yet, they can visit the workplace themselves to feel out the environment.

Employees take company culture and environment seriously. As a recruiter, visit the office in person to get a real feel of how the company environment is like.

Getting an accurate picture of a company culture matters since it’s another top reason why employees choose to quit their jobs. Linkedin’s survey revealed that out of 10,000 participants, 36% of them said they switched jobs because they were unsatisfied with their work environment and culture.

It really pays off to keep employees happy at work. A study showed that when employees feel happy, they’re 12% more productive overall. Meanwhile, unhappy employees proved to be 10% less productive. Hiring candidates who relate to the company values will help them thrive and will drive retention. Determine a candidate’s company culture fit during your pre-screening phone calls and interviews.

Write Accurate Job Descriptions

Did you know that 30% of job seekers have quit a job within the first three months after starting? According to this article, the number one reason was because they felt their day-to-day role wasn’t what they expected. This surprising statistic has costly implications, as going through the recruiting, hiring and training process takes time and costs money.

Writing clear and accurate job descriptions will help prevent this from happening. By doing this, recruiters can weed out the candidates who aren’t interested or qualified for the role’s day-to-day duties, and attract the ones who want to learn more about the role. We’ve detailed how to write an effective job post in the past, and provided data-driven insight into what it takes to structure a winning job post.

Knowledge is Power

The rate of employees quitting their jobs is concerning, but their reasons for leaving are worth evaluating. Using an ATS recruitment software can help mitigate the risks of candidates quitting.

Since we know compensation and work-life balance are major concerns, recruiters should use their massive wealth of ATS recruiting software data to pinpoint a competitive salary that will make candidates happy. They can also use the technology to help them reach out to candidates who live nearby the workplace to further boost retention.

Beyond this, it’s important to learn as much as possible about a company and its culture, including the environment, values, perks and benefits. Finding qualified candidates who are more likely to stay at a workplace requires harnessing data and information—and ATS recruitment software can help do this.

Do you want to learn more about how a recruitment software can help you find qualified candidates? Get in touch with us today.


This Little Known Secret Draws More Applicants to Your Job Posting

If you haven't considered video as one of your recruitment strategies, you may be missing out on top talent!

With plenty of options to choose from, candidates hold a great amount of power these days. Since they have so many opportunities, your job postings need to stand out and be incredibly persuasive. There is one stand-out ingredient in job postings that really compel people to apply—surprisingly, it’s video! If recruitment videos weren’t on your radar as part of your recruiting strategy yet, they will be now.

Numbers don’t lie. CareerBuilder’s internal data revealed that job postings with video icons are viewed 12% more than ones without them. The data also showed that companies receive a 34% greater application rate when they add at least one video to their job postings.

Here’s Why Video Must be One of Your Recruiting Strategies

Videos are highly effective at showing a company’s personality and capturing emotion. They’re the perfect medium for storytelling, and can make your job posting shine. This is especially true considering that candidates are used to seeing plain text in job ads.

In fact, visitors are less likely to read a webpage with large chunks of text—on average, a user only reads 20% of content on a page. That’s why online marketing experts often recommend breaking up a webpage with images and videos. This makes sense because when the human brain processes information, 90% of it is visual.  Knowing this, why not consider incorporating video into your job postings?  Rather than relying on just words to describe your company and its culture, use video to show it.

Before You Get Started

Before you start making phone calls to get your video produced, ask yourself these questions:

  • What is the company mission and values?
  • Why do employees love working there?
  • What type of work benefits and perks do employees enjoy?

When you have the answers to these questions, you’ll be able to produce a clear video that answers questions job applicants want to know. Always focus on the “why.” By including this information in your video, you should attract qualified candidates who like what your company stands for and offers to its employees.

How to Make Engaging Recruitment Videos

Well-known companies like Google and Starbucks have strong recruitment videos. Not only are they great at showing the company’s story, these videos touch on all of the points applicants are curious about: company culture, work environment, benefits and what a typical day looks like. You certainly don’t have to be a household name to make an amazing video. All you need is a plan and an understanding of the best practices for recruitment videos. Here are a few of them:

  • Include employees of various roles and levelsProvide a well-rounded picture of the company and its people by including employees of various roles and seniority levels. You may want the leadership team or CEO to talk about the company’s values, and the employees to talk about the types of projects they work on and what a typical day looks like for them.
  • Keep it under 5 minutes longTo capture viewer’s attention, ensure that your video is less than five minutes long. While it’s probably not hard for you to talk about why your company is so great at length, viewers may not have the time or attention span to watch the video in full. Many of the best recruitment videos out there are about two minutes long.

When creating a video to be part of your recruitment strategies, ensure that it's on brand and authentic.

  • Be authenticThose involved in the video should know the message they’re intended to convey, but they shouldn’t sound scripted. Following a script will come off as stiff and disingenuous. Instead, embrace the company’s and employees’ personalities. If your company is casual and laidback, don’t be afraid to show it in your video.
  • Add a call to actionYou’ve spent time crafting a great video, so don’t forget to include a call to action at the end of your video. Since the main objective is to encourage people to apply to your job postings, include the link to direct candidates to where they should apply for jobs.

Are You Ready to Start Creating Videos?

Your recruitment video can be anything you want it to be! It can be funny, serious, insightful and everything in between. Including video to encourage candidates to apply is one of today’s most effective recruiting strategies. As long as you show why it’s so great to work at your company, you’ll be on your way to drawing more applicants into your job postings by standing out from the crowd!

As you create a whole archive of videos, use your ATS system to store and organize them in the appropriate job order records. This will also empower you to run reports for data driven insights on which videos were most successful. Make sure you select a staffing and recruiting software that supports multiple file formats with robust reporting functionality, so that you can keep up with these exciting market developments.

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5 ATS Metrics You Need To Get Recruiting Results


Today’s job market seems to be getting tighter every day – especially in competitive fields like technology, engineering and finance. According to the Department of Labor, unemployment rates are at a historic low ranging as low as 3.9 percent. Stats also show that American workers are switching jobs at some of the highest rates in 17 years.

While recruiting top talent becomes a key objective to your business success, you need to take every step possible to ensure your recruiting initiatives produce results that help you reach your goals. If you already use an applicant tracking system, you are one step ahead of those who aren’t! Applicant tracking systems (also referred to as an ATS) offer a variety of benefits to organizations that are serious about stepping up their recruiting machines, such as:


  • Streamlining and automating the recruiting process
  • Creating a database of job candidates
  • Reducing time to hire
  • Increasing quality of new hires


As you master the art of using an ATS to improve your recruiting efforts, it’s important to ensure that you are using your tool to its full potential. There are many metrics that you can glean from your data that take recruiting to a level of precision that can change your success rate dramatically.

If you are not paying attention to these 5 metrics from your ATS, you should be:


1. Applicant Source Data – Understanding what sources are providing you with the highest number and best quality candidates is extremely beneficial to your recruiting efforts. By tapping into these easy-to-capture data points, you’ll gain insight into where to invest your budget dollars and where to expend resources.


2. Time-to-fill KPI – Even the best hiring process may break at some point. This break in the process can result in a lack of productivity, damage to the morale of your current employees as well as creating a negative impact on customer service efforts or your brand’s reputation. Your ATS tool can help you pinpoint when your process doesn’t work as intended, and will help you understand where the system is impeded. Ultimately, this metric will help you tighten things up to accomplish your goals faster and better.


3. First-year Quality – Recruiting doesn’t end the day onboarding begins. In fact, you should be looking at the success rate of your recruits as a key metric for how well your efforts are working. Your applicant tracking system will help you measure what’s known as your “first-year quality.” While it might seem self-explanatory, first-year quality–also referred to as quality of hire–has a unique formula. By taking the percentage of candidates submitted by recruiters who are accepted for employment plus the percentage of candidates that do not leave, divided by two, you can drill down on a metric that will give insight into the effectiveness of the recruiting team in identifying quality, loyal talent. This KPI illustrates how well you are bringing in quality versus quantity.


4. Offer Acceptance Rate – Your applicant tracking system can also help you understand your submittal to business acceptance percentage (SBA) metric. SBA is defined as the percentage of candidates submitted by your company’s recruiting team that result in a hiring activity. This KPI is a measure of how well your recruiting efforts are working. Sourcing and screening candidates drain a huge portion of your resources and budgets. A low SBA is an indicator that your recruiting efforts are not working well.


5. Candidate Satisfaction Levels – Reputation matters in the arena of recruiting more than ever. In today’s competitive job markets, candidates are searching for companies with stellar reputations that reflect a positive working environment. Your ATS can help you perform quick surveys with candidates (both those that received offers and those who did not) to gain key insights into their experience dealing with your recruiting team, similar to a customer-facing net promoter score. In a powerful example of why this matters, Virgin Media in 2014 realized that 18 percent of its rejected applicants were customers. An unprofessional process caused approximately six percent of them to switch to a competitor. Check your applicant pool in your ATS against your customer pool in your CRM, overlapping entries may mean you’re doing something right with candidates, and you may want to survey these candidates to find out what attracted them so you can enhance and repeat.  


Implementing an applicant tracking system to help you win at the recruiting game is the first step to taking things to the next level. The next, and even more important step, is to define how to use your data to measure, pivot and, ultimately, improve the ROI of your recruiting machine.



Jennifer Seitz, MBA is a writer for She is a marketing & content strategist with over 10 years of helping businesses develop their voice, brand and improve their marketing strategy. She specializes in content development to achieve SEO KPIs, improve the user experience as well as reinforce the overall brand. Jen has a background in large corporations and scrappy startups and currently hangs her hat at the agency she founded, the Content Workshop.