Crelate All-in-one Recruiting CRM and Applicant Tracking System Wed, 01 Jul 2020 17:59:47 +0000 en-US hourly 1 Crelate 32 32 Staffing Tools to Help Firms Optimize Current Business Operations and Maximize Profit Tue, 30 Jun 2020 19:50:00 +0000 Modern staffing tools and software can make you more efficient and more profitable — earning more money from existing clients by streamlining operations. Learn how.

The post Staffing Tools to Help Firms Optimize Current Business Operations and Maximize Profit appeared first on Crelate.


The modern staffing firm is a software-powered enterprise – savvy clients require fast and headache-free placements, and better software tools to scale up effective processes are one of the main ways that firms can deliver that experience.

Here are 11 types of tools that smart staffing firms are using to optimize their business operations and eliminate inefficiencies such as:

  • Excessive time spent looking for candidates — or worse, searches that miss the mark. A candidate you can’t find within your database is a huge waste.
  • Supplying candidates who lack key skills or otherwise aren’t suited for the role.
  • Disjointed candidate experiences requiring too much back and forth, or data transfers across multiple platforms.

Sourcing Tools

Sourcing is the lifeblood of a successful staffing company, whether you’re searching your ATS for a connection to rekindle or out hunting for new talent. Remember, it’s not always about looking to scout new candidates. In fact that can be incredibly labor and cost-intensive compared to effectively searching your existing talent pool if your ATS & CRM is appropriately organized and nurtured.

The bottom line: the more qualified candidates you know about, the faster you can fill positions (and the less you have to worry about those candidates doing a good job). Sourcing tools help you find and nurture the people who’ll make your agency look good, and do it faster than the competition.

Here are some sourcing tools that we’ve tested and trust:

  • Resume-Library maintains hundreds of job boards where potential candidates can post resumes. Recruiters can find people based on location or industry/job type.
  • Hiretual uses the power of artificial intelligence to identify and nurture talent. Their software parses candidate information from more than 40 platforms.
  • Interseller is a recruitment-focused email solution that allows you to quickly add both new or existing candidates to automated nurture flows. Build and keep that talent pool primed.
  • CareerBuilder’s Talent Discovery Platform gives recruiters AI-based tools and unique access to the job board’s hundreds of thousands of job-seeking members.
  • Dice is a job board focused on the tech industry. Their advanced sourcing tools use AI to predict which candidates are looking for new opportunities.  

If this is an area you know requires improvement at your agency, here’s a little more inspiration on high level recruiting and sourcing strategies. And because sourcing or recruiting via social media is a massive topic, we’ve explored that separately and in-depth.

Contract and Document Management Tools

Contracts and compliance are some of the most time-consuming — and anxiety-inducing — tasks on a staffing agency’s plate. Documents with sensitive information like SSNs and bank account numbers must be kept safe. But the steps taken to ensure document security often makes it extremely time-consuming to find the right information at the right time. How many clicks from an employee’s record does it take you to find their W-4, or their licensing credentials? Are they even in the same system?

Modern talent management software eliminates document siloes and pairs strong security with improved efficiency. 

In Crelate’s ATS, for example, you can see every document associated with a person in one place. You can also set reminders for certificates or licenses that expire. Regardless of the system you use, staffing agencies need a tool that keeps your placements compliant, and minimizes the inefficiency of system-switching to achieve a single task that you’ll perform all the time.

Whether you’re in the middle of an audit or just need to confirm assignment eligibility, the documents you need should be at your fingertips. It’s a huge time-saver to know contracts, invoices, and other legal documents are there when you need them.

Video Interviewing Tools

The rise of remote work — combined with the Covid-19 crisis — have made video interviews critical and sometimes the only option for connecting with candidates. 

Besides the obvious factors like cutting down on travel and allowing for complete social distancing, video interviewing has other benefits. For instance, interviews can be standardized and recorded, so that all stakeholders can view the same interaction. And assessment can be based on a highly visual and replayable record, not just written notes and recollections.

  • HireVue combines video interviewing tools with unique assessment solutions like games and coding tests.
  • VidCruiter offers real-time and candidate-only videos — all with a structured methodology that streamlines the hiring process and helps recruiters make better decisions.
  • SparkHire makes video interviewing easy with fast setup and cost-effective pricing. They are one of the most popular platforms, with more than 4,000 customers, and a good place to start for agencies new to video interviewing. Crelate’s integration with SparkHire allows recruiters to launch SparkHire interviews without leaving the Crelate platform.

Testing & Assessment Tools

Testing and assessment tools are (arguably) the best way to predict how a candidate is going to behave on the job. It has the potential to create a better balance between assessing candidates based on actual technical skills and how they show up on paper. As such these tools are immensely valuable in shifting the sole burden of evaluating fit and qualification from an individual, human recruiter with finite bandwidth and experience, to a scalable process and set of tools that you’ll refine and improve over time.

Pro-tip:  Pay attention to how long it takes candidates to complete the assessments, the accuracy of their results, and their communication throughout the process. 

  • Criteria Pre-Employment Testing offers tests for more than 1,100 different job positions, or you can create and deliver your own tests. Testing can be conducted online or on-site.
  • HackerRank has assessed more than 11 million developers, and can tell you how candidates stack up against each other and the tech industry as a whole. The company also facilitates real-time coding challenges, and remote projects.
  • Kenexa by IBM uses the predictive power of Watson to assess prospective employees’ chances of success, based on existing skills and behavioral analysis. 
  • Plum uses artificial intelligence, data science, and insights from psychology to assess the “soft skills” that can make the difference between a successful hire that enhances company culture and a disastrous one that tears organizations apart. 
  • WonScore, an assessment tool based on the Wonderlic test, measures cognitive ability, motivation, and personality. The results are combined into a single score tailored to the needs of the job and company culture.

Background Check Tools

To state the obvious for anyone who’s spent time in the field, background checks can take up an incredible amount of time in the hiring process. While incredibly necessary in a lot of cases, they have the potential to delay your placement in a serious way if the process is messy, disjointed, or otherwise inefficient. 

Modern candidate relationship systems allow agency fulfillment teams to conduct fast, compliant background checks right in their workflow, without extra paperwork or a separate phone call. Many of these work through API connections with background check services. 

Beyond more direct integration with core tools like an ATS & CRM, the services themselves are getting better and more advanced, using predictive data as a complement to traditional methods for faster and more comprehensive background checks. 

  • Emerge gives customers access to criminal records and other public information. The main selling points are the speed and volume available with their service.
  • GoodHire touts their outstanding user experience, which includes automation of common workflows, a shareable dashboard, and mobile-friendly design.
  • Sterling provides global background check coverage, with teams that focus on the needs of specific industries.
  • Veritable Screening offers screening from the executive/partner level down to volunteers. They tout their customer service, with dedicated specialists for every account.
  • Victig Screening Solutions provides screening for employers and for property managers. They customize screening solutions for clients, and claim to be faster and less expensive than the competition.

Staffing Automation Tools

Automation is one of the biggest profit maximizing areas where any staffing agency can invest. Simply put, it means that your team can be working on the things that make you more money. 

Not every facet of automation is right for every firm. But these are some of the biggest automation wins we’ve seen among Crelate’s agency customers:

  • Scheduling and coordinating interviews between candidates and internal or external hiring authorities. Eliminating the massive time-suck of juggling multiple calendars and ensuring resumes or other documents are in the interviewers’ hands at the right moment.
  • Posting new job listings to multiple premium job sites at once — with integrations fully supported by job site partners
  • Automatically moving applicants to different stages of your recruiting workflow when certain conditions are met 
  • Nurturing candidate relationships at scale and on a pre-set schedule, even when you’re not actively placing them. Sending personalized and targeted bulk emails, creating templates that can be refined over time, and automating your follow-up messages

In some cases, core ATS or HCM platforms will try to build in all of this functionality to create lock-in, while others strategically rely on integrations with best-of-breed point solutions. 

And because this field is evolving at breakneck speed, as a precursor to native integration, some ATS & CRM platforms will support an even wider array of integrations with point-solutions using platforms like Zapier. Beyond integrating with point-solutions, using Zapier to connect your ATS with leading software services like Slack, LinkedIn, Google Drive and more allow you to create unique automations that are optimized for your company’s workflow. 

Here are some great recruiting automation tools to consider. Think of these as a jumping-off point, since the list of potential automation tools across the TA and HCM process is enormous and growing daily. 

  • Ideal uses AI to screen and shortlist candidates by analyzing rich candidate information such as resumes, assessments, conversations and performance data. A bonus benefit is that it works within your existing ATS eliminating the need to learn a whole new software.
  • Textio tackles a problem that virtually everyone in recruiting agrees is a problem: badly written job postings. A main feature it promotes is the ability to identify biased language and then suggesting alternatives to use instead.
  • wants to “improve and simplify the employee experience” through its automated assistant software. Its features include scheduling meetings, transcribing calls, and creating departmental knowledge bases.
  • Outplay – Automate your new candidate outreach and follow-up to source at scale.  And yep, you guessed it: you can leverage these tools to reach out and nurture new business opportunities as well. Perfect for the small agency or full-desk recruiter. (Exciting update: Outplay now integrates directly with Crelate.)

Your Core Staffing CRM & ATS Platform

Coming full-circle, one of the most important and often overlooked options for sourcing is your ATS. It can be a massive competitive advantage if you’re able to quickly and flexibly search this system for the gold-mine of talent it is. Beyond keeping it organized and searchable, it’s also critical that you keep this resource healthy. Which means actually staying in touch with your talent pool over time in an authentic, personal way.

Let’s talk quickly about what this core platform is, what it isn’t, and what it could be.

To state the obvious: an ATS or Applicant Tracking System is any process for keeping track of job applicants. CRM or Candidate Relationship Management by contrast usually refers to a broader process that includes sourcing and ongoing talent relationship management communication. Still, the terms are sometimes used interchangeably.

The term Applicant Tracking System is still useful, but it reflects an older way of recruiting. People would apply, you’d track them through the process. Rinse, and repeat. End of it. Today’s successful recruiters do far more — focusing on applicant experience and long-term talent engagement. They know that today’s runner up candidate is tomorrow’s purple squirrel. And that a delighted job-seeker can turn into a referral gold-mine or hiring manager themselves. 

Creating a single source of truth for your candidate or talent relationships is where the CRM or candidate relationship management tool comes in. You need a single, threaded view of that relationship and communication history. This lets you: 

  • Pick up right where you left off if it’s been a while
  • Keep key personal tidbits on file without flooding your brain (what was that kiddo’s name again?)
  • Plan in advance to follow-up at the right cadence
  • Even automate some of that relationship-building communication over time.

Importantly, for agencies, CRM can also refer to Customer Relationship Management. At Crelate, we believe the best approach is to have one system that tracks applicants while also managing relationships with customers and candidates. Remember, today’s successful placement can quickly become tomorrow’s hiring authority.

Customer Relationship Management for Staffing Firms

Most staffing firms have one tool for tracking business development opportunities, and a completely different one for tracking job opportunities. 

But these two areas of your business often must work in tandem. Your sales folks can’t promise to place 50 new software developers by the end of the quarter if your recruiters aren’t already starting to pull names and gauge candidate fit or interest. Recruiting often has to start just-as or even before the sales process is completely closed in some cases. Which makes giving your fulfillment team line of site into your high-probability placements an opportunity to get a major edge over the competition.

We strongly encourage staffing agencies to integrate their sales process with their candidate outreach. We believe this is the future of staffing, and that companies who maintain a waterfall process of “book the opportunity, then start finding the people” will fall behind.

Agency Pro-Tip:  Staffing (and recruiting) is a person-to-person business. Your client contacts and your potential hires don’t need to live in separate systems. You can track every key relationship that your business has within one single platform. For recruiters, this gives you the ability to easily shift your conversation with a hiring authority from their need for staff, to finding the next step in their own career, and back again. All with a single, threaded view of the relationship.

Thinking about the bottom line for staffing agencies, this single-solution approach can save you money, because you only need to pay one software services company to manage both your talent and your new business pipeline. Leveraged correctly, this should add to your top line as well, as you win more business with a faster and more cohesive process from won project to fulfillment.

Other Features You Should Expect From Your Staffing Tools

Applicant tracking systems were among the first software solutions for the staffing industry. In many cases, they were designed for security and compliance — not for the fast-paced world of placement firms. 

Modern staffing tools give you all the security protocols of these older systems, but with the advantages of a user experience and workflow that reflects what busy recruiters need.

Effective Search Capabilities

Again, one of the best ways to get more efficient is to focus on the candidates that you have today, rather than investing time looking for new candidates. Candidate acquisition is expensive. You have to find that candidate, screen them, interview them, set them up in the system. That’s time you don’t need to spend on your existing candidates — if you can find them, that is. Modern staffing systems also increasingly use predictive tools to make sure you maximize the relationships you’ve worked so hard to develop. 

Mobile-friendly Features

You should be able to check applicant status and information wherever you are, and complete the same tasks that you would on desktop. Whether you’re traveling between meetings or just keeping the ball rolling from the beach, the office needs to be portable.

Web-Based Interface

Updates happen in the cloud in real-time, not in a central server that requires on-site updates. You don’t need or want to be waiting for an HRIS worker to get around to a physical visit, especially if your ATS & CRM are constantly investing in optimizing or adding new features.

Visual Interaction

Visualize workflows, and move candidates from stage to stage with drag-and-drop functionality. 

Ever tried to roll out new technology to a recruiting or staffing team that was less intuitive than what they used before? How’d that go?

All the fancy integrations or functionality in the world can’t save a tool that your team won’t use because they think it slows them down. Your ATS needs to be as intuitive as it is flexible to make this level of change successful.

Real-Time Reporting

In many systems, creating a report is like publishing a book. You set everything up, then export the data to create the report. If you make a mistake, you have to go back in and update the report to export it again in hopes you’ve fixed the problem. Frankly, we think that’s a little crazy-making.

More advanced systems — like Crelate Talent — let you see report outputs in real time as you’re building them. See and shape data in real time, rather than trying to write massive, complex reports through trial and error. 

Custom Reporting and Analytics

Purpose-built platforms come with built-in reports tailored to the staffing industry’s needs. Instead of trying to coax a larger system to do what you wanted all along, staffing-focused systems have out-of-the-box capabilities such as:

  • A quick talent pipeline overview
  • Measuring activity over time by an individual, team, client, project, or opportunity
  • Generating EEOC reports with the click of a button

Should You Go With Multiple Providers Or A Single Platform?

Most of the technology tools listed above can be purchased in a number of ways: a la carte from different providers, in bundles from the HCM software giants, or you could pay a developer to build them for you. 

It used to be that choosing a roster of standalone tools meant copy/pasting data between them or employing a full HRIS team. On the other hand, choosing a single all-encompassing platform left many frustrated at the lack of flexibility, integration with best-in-class point solutions, and inability to customize without a dev team and a year of work.

But – with a modern, web-based toolset and integrations, you get the best of both worlds – the features your team expects from each tool, the ability to build a tech stack that works with your team’s process, without the headaches of building and maintaining your own custom integrations between platforms and tools. Instead of managing custom dev teams, you’re talking with a single customer success specialist to configure your tech stack and customized workflows.

There are hundreds and hundreds of companies that want to sell you something to make your life easier. And the truth is, most of them are right to some degree, if your system does not currently have X, Y, or Z, functionality built in. 

But, it can get totally overwhelming to manage users, logins, payments, and setups for all of these systems. So even though it sounds like it will make your life 10000x easier to add another point-solution, think about the repercussions before you jump into relationships with these companies — look to your ATS/CRM to provide you with some of these benefits built in.

A problem with a lot of systems is they don’t have built in tools to help you manage your business outside of basic ATS functionality. They also charge exorbitant fees to integrate with these outside systems — if you’re trying to stick to any kind of a budget, you end up working outside the system to take advantage of the time-saving tools. Your goal should be to do as much work inside your system as possible to minimize the back and forth, data transfer, and disjointing your candidate experience.  

With Crelate, you’ll get a core platform built specifically for the recruiting and staffing industry, plus integrations with dozens more, along with best-in-class customer service to make everything work the way you need it to. 

Let us show you how other staffing firms are boosting productivity and profits with Crelate, and how we’re constantly innovating to keep pace with industry trends

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Crelate June 2020 Product Updates – Improving efficiency, stability, and performance Mon, 08 Jun 2020 20:45:00 +0000 Crelate's June 2020 update is here, and it's all about making the recruiting process more efficient, stable, and intuitive. Read on for the details.

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Making Crelate More Efficient for the Recruiting Process

Bulk Activity Creation

This is currently already available on the jobs dashboard but we have also added it to the Contacts and Search Results grids! Let’s say you’ve just sent a LinkedIn InMail to a batch of contacts and you want to quickly update all of the contacts in Crelate. Now you can select multiple contacts and create the same activity for all of them — which will appear in their activity stream — indicating that you sent an InMail to each person.

Screenshot of creating bulk activities

Follow Up Activities

Here’s another feature that we’ve expanded based on your feedback. You can currently create a follow up activity from the Contact’s detail page, but NOW you can create that follow up from within another activity. How awesome is that?! Fewer clicks to get it done. Let’s say you’ve left a voicemail with someone and you want to add a follow up task or phone call – now you can leave a note that you left a voicemail and when to follow up in the same form. 

Screenshot of creating bulk follow up activities

Adapting to What’s Happening with COVID-19 and Remote Work

We’ve created the ability to tag jobs in Crelate by whether they’re completely remote, Pandemic remote, or in-office. Your job’s remote type can be immediately published to Indeed, allowing your candidates to find your remote opportunities more easily.

Screenshot of publishing type of remote job

Improving Integration with Indeed

We are strengthening our integration with Indeed by providing more robust data to help your job postings on Indeed.

Screenshot of Indeed integration options

Making Crelate Faster and More Stable

We’re continuing to invest in system performance. We have been working on a variety of platform updates to make your experience faster and more reliable. We’re told that Crelate is one of the fastest systems around and we’re proud of that and want do even more!

Upcoming Releases – What’s Coming Next for Crelate Users

Advanced Document Management

  • Manage credentials and employee documents seamlessly
  • Utilize eSignature and checklists to simplify and streamline your onboarding process

Interview Management

  • Set up interview loops, create interview scorecards and collect feedback on candidates all from within Crelate to help you speed up your interview process and hiring decisions

Check out the whole Crelate Roadmap here

Crelate Talent is sophisticated recruiting software to find and hire better candidates.

See it in action with a free two-week trial.

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How Recruiting Agencies Can Navigate the “New Normal” Thu, 07 May 2020 15:02:00 +0000 The post How Recruiting Agencies Can Navigate the “New Normal” appeared first on Crelate.


While experts and politicians debate when and how the economy should re-open, our customers are forced to deal with very real business questions today.

I write this post as an optimist; I believe in the resilience of humanity and our collective ability to innovate and adapt. Together, as a society we will get through this, and we need to consider what possible futures might look like.

As the country prepares to re-open the economy, we are faced with the inevitable unknown of the “New Normal”. We face this not only as individuals, but also has business owners.

For recruiters, the people-business will certainly experience changes. New regulatory requirements? Probably. Social-distanced interviews? Sure. Sharp changes in demand for talent. Absolutely.

The question is, what are you doing to prepare your recruiting, staffing or consulting business to provide the talent needs of the New Normal?

But what will the new normal be for our industry? Nobody knows for certain of course. With so many macro shifts, and a lack of precedent, it is hard to predict. Here are a few trends that may affect our industry that have caught my eye:

And a few more that might affect hiring in the future:

  • Government spending is up, up, up! Construction and public works projects might see a massive demand for talent in the future.
  • Redundancies and supply chains will be re-evaluated as recent events show the fragility of just-in-time supply chains. Pre-Coronavirus, the name of the game was maximum efficiency. Going forward we might see more redundancies, disaster recovery, continue operations built into businesses.
  • Customer and business behaviors will change, some change may be for good. Read US Consumer Survey Details Impact on Coronavirus on Consumers and Millennials.
  • Manufacturing may shift on or nearer to shore. Groups are already calling for tax packages to accelerate this trend. Will there be a surge in manufacturing jobs in our future? If so, many predict automation will play a key part.

One thing we know for certain is that at some point 26 million Americans (and millions more internationally) will go back to work.

We also know that historically, the Staffing and Recruiting industries offer a higher frequency reflection of underlying economic conditions. During past recessions, temporary employment rolled before headline employment, but it also bottomed sooner and recovered faster.

American Staffing Industry - Shape of Past Economic Downturn and Recovery

If we presume that staffing and recruiting agencies will not only exist on the other side of this, but thrive, what might owners and leaders of these business do today to prepare?

I’ve spoken with many of our seasoned customers over the past two months. Customers that have been through a few downturns. Beyond checking in to understand how we could help recruiters survive and thrive through this, we asked them what they were doing during the COVID pandemic and extraordinary moment for our economy. The answers varied across industries and by the size and structure of the firms. But a few themes did emerge.

Recruiting & Staffing Agency Biz Dev During COVID

Simply, business development needs to change. Agencies need to not only be smart, but also empathetic. Frontline workers are busy saving lives, and the hospitality, travel, airline, cruise and oil industries are experiencing drastic drops in demand.

“You need to sharpen the saw first” Said Bill Corbett of Corbett Search “Nobody wants to hear from opportunists trying to capitalize on a calamity.” Instead, it might be a “good time to reconnect with past wins. Spend a little more time on the research side, identifying companies who are still hot in this downturn, and specific types of roles that are in high demand during this chaos” he continued.

Universally, the feedback was that business development needs to continue. It’s part of returning to normal.

“Listen more” said Kraig Ward of Bearhug Recruiting. “Research more and learn the latest stats about your industry’s growth/decline along with the latest jobs data so you can add value to the conversation.” He also stressed the need to “shift the tone from trying to land/win a search, and instead prepare ahead of making calls by putting together a suite of both free, low cost and/or discounted offers that can be CAREFULLY matched to the hiring manager’s needs after listening deeply for their true needs. Be prepared that in some cases, the conversation could shift from your primary contact either recently being laid off and/or them sharing that they fear for their own job stability. Be prepared to offer help in unexpected ways.”

Recruiters Need to Reflect and Pivot During COVID

Almost no one is expecting a fast “V-shaped” recovery, so take time and reflect. What skills will be in demand on the other side? What industries will prosper in the new normal and what role will you play in helping find talent to fill their needs?

If you haven’t realized already, the market has moved. You must move with it. If your business is solely focused on a hard-hit industry, your timeline for this move is probably now. “Travel, Leisure, Hospitality, Airlines, Events, Services, and Employment sectors are getting hit so hard, shifting niches to sectors such as Accounting/Finance, Healthcare, Property Management, “sin” Businesses, Pharma, Regulatory/Compliance, Waste Management, Web-Based Services, Utilities, Computer Systems Design, Automation Design, Higher Ed, Physical Security, Transportation, Logistics and Supply Chain, Warehousing might be a smart path forward.” Said Kraig Ward.

Others are looking not only at industry shifts, but model shifts.  Outplacement Services, a service where agencies agree to help laid off workers find work, were mentioned by several firms.

Further, you can check out job boards and sites like these to get an idea of who’s still hiring.

Get Organized

Overwhelmingly our most successful customers were preparing and getting organized to ensure they come out on the other side of this downturn like a rocket.

“Now is the time to build rapport with Sr. Level candidates. Those will be your future placements” said Rich Rosen of Cornerstone Search.

Now is the time to build your pipeline of A Players. Reach out to past people who have been good to your business and check in, see how you can help. - Rich Rosen
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Others are taking this time to organize their Candidate database, update contact information and check-in with past placements.

“Spend time expanding and organizing your candidate network, bolster your ATS (and if you don’t have one, get one), and be ready to attack as soon as this downturn ends, and companies are hiring again like crazy” added William Corrbett.

Where will potential A-players come from? Consider the following sites that track layoffs from top companies. But tread lightly and with a kind heart. The current crisis is hitting everyone in different ways.

Get lean(er) and smart(er)

This theme was consistent, but the exact approach varied the most from business to business. Having navigated my own small businesses through two reaccessions, I know every owner is looking hard at their options. Many companies are doing a complete review of their P&L, updating their models and making changes for the short, and long haul.

Here are some of the specific actions we’ve heard recruiters and agencies take, plus a few that we’ve done ourselves.

Short Term – Cash is king

  • PPP Loan – If your firm is under 500 employees and is independently owned, you might be eligible for a forgivable Payroll Protection Program Loan might be a lifeline.
  • Lease Concessions – It doesn’t hurt to ask. I’ve heard from many companies that they have been able to negotiate small concessions on their leases. Every bit helps.
  • Grants – Check with your local Chamber of Commerce, as well as City and State grant programs. There are a range of small grants from a few hundred to as much as $10k being handed out to help qualified small businesses.
  • Team Changes – This one is always tough, but unfortunately is something every business must consider. If you do need to make changes, be kind and quick. Make the reduction large enough that you won’t have to do it again and make it soon enough that you can maximize the severance you can offer.


Longer Term – Maximize your options

Evaluate your systems

What services are you paying for every month? Which are not achieve the return on investment you were expecting? Which do you now have time to make better use of?

Evaluate your approach

Consider your core values and identity what makes you unique and successful. Now look at your entire business. Categorize every aspect, process, system and procedure into two groups: helping and hurting. Deal with each accordingly.


Yes. This might feel counter-intuitive, but that is precisely why it’s a good idea. Take advantage of any down time and invest for what’s next.

Are you still stuck on that old ATS (you know, the one that got sold to a new owner years ago and hasn’t been updated since)? Maybe now is a good time to make the move to a more modern platform. (If you’re looking for help, this ebook on ATS data migration provides a great jumping off point.)

I’m not just talking recruiting software either. Many agency owners I spoke with are investing in service offerings, procedures, computers, phone systems, sales tools and more.

Bottom line, the “smart money” is looking past the current crisis and getting ready for the other side.

As always, stay safe and take care.

If you have other advice you’d like to share, I’d love to hear it you can email me at:

CEO Desk

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How to Get Relocation Assistance for Your Candidates Thu, 30 Apr 2020 20:00:00 +0000 The post How to Get Relocation Assistance for Your Candidates appeared first on Crelate.

Successful hiring is all about aligning a company’s needs with the needs of a candidate. Relocation assistance is sometimes the final nudge that creates perfect alignment and another great placement. Smart recruiters keep relocation in mind throughout the process — from before a job is posted all the way to when the perfect candidate signs on the dotted line.

Why Advocate For Relocation Assistance? Because You May Not Be Able To Fill A Position Without It

A good recruiter’s experience will tell them when to recommend a relocation assistance component to their client as part of an overall offer. Clients who aren’t willing to offer relocation assistance may need education on their industry and the local talent pool on the recruiters’ part. Your hiring authority may need to hear this loud and clear: They aren’t going to get the person they need or want if they aren’t willing to widen a search geographically and to offer relocation to make that work for the right candidate.

For example, let’s say a client in Seattle wants to hire a software engineer who has five years of experience on the Kubernetes platform. The client wants someone who lives nearby, won’t require a parking spot, and isn’t going to cost more than $50,000 per year.

A smart recruiter will realize this candidate probably doesn’t exist. 

“That’s likely not feasible,” you’ll tell your client. “Kubernetes developers are in high demand in Seattle. Amazon and Microsoft are fighting over them tooth and nail.”

If the hiring authority is willing to provide relocation assistance, the recruiter can broaden their search. What’s more, the cost may not be all that high, especially relative to leaving critical roles unfilled. Some people may be looking to move to Seattle anyway (perhaps their spouse got a job there). And by offering relocation assistance, you demonstrate to out-of-town candidates that you are serious about hiring them.

The earlier you bring up a wider geographic area and relocation assistance as part of a search, the more likely you are to get your client on board, and the better your chance of a successful placement.

Infographic of relocation assistance trends and how to get relocation assistance for your candidates

Negotiating Relocation Assistance As The Final Piece of the Hiring Process

As a candidate moves into the offer stage, the practical necessities surrounding relocation start to come front-and-center. 

You should already have a sense of what’s important to the candidate, and what the hiring authority will expect. 

Is this an operational role that requires the candidate’s full attention from day one? Remind your client that the candidate’s attention will surely be divided — and their productivity lower — if they are in the middle of buying a house, or finding a new high school for their daughter.

Does the candidate have children? Elderly parents? A spouse in a niche industry? All of these factors may or may not come up during initial screening — but they are critical to know at this stage. You can understand which details of the relocation package to emphasize, or even which ones you think the employer needs to beef up for a particular offer.

How To Pull Different Levers When Relocation Becomes A Sticking Point

As a recruiter, you may not have the authority to redesign a company’s relocation package, but you can get creative to make the hire happen.

When you’re doing salary negotiations for someone who’s already in high demand, you have a lot of leverage. First and foremost is money. This could come in the form of salary, of course, but signing bonuses and stock options can also be negotiated to help offset the costs of relocation. 

If your client doesn’t have a big relocation budget, you may be able to find a candidate who doesn’t need one. LinkedIn and other social networking sites are excellent tools for creative sourcing (e.g., finding an out-of-town candidate who has the skill set you need with a lot of connections in the relocation city. Maybe they used to live there, or went to college nearby.)

The conversation might open: “I’ve got the perfect candidate for you in Kansas City. I know you can’t pay for relocation from there, but it turns out they’re looking to come to Seattle anyway because they have family here. Here’s what they need. They need an advance to help with moving costs, and they’re really excited to get a little extra stock to make up for it.” 

If additional money or stock isn’t possible, a good recruiter will find a way to highlight the other benefits of the opportunity.

  • How does the new company’s work/life balance compare with the candidate’s current role?
  • What new health or financial benefits will the candidate now have access to?
  • What does the upward mobility of this opportunity mean for the candidate in 5 or 10 years?
  • What educational opportunities might be good for the employee’s family? Is there a unique private high school that would appeal to their child?
  • Are there recreational opportunities like golf clubs or outdoor activities the candidate will enjoy in the new city?
  • What are the tax advantages the new hire can expect by moving (like claiming a relocation allowance on their taxes)?

A smart recruiter takes a holistic approach to negotiations on behalf of both the hiring company and the candidate. All of these topics and more are on the table for discussion. At this stage, the candidate and the recruiter have a common interest. The recruiter’s role is to try to identify the details that will get the job done.

How Do Relocation Packages Work?

Most relocation packages work one of two ways. Either the hiring company directly reimburses the new employee for agreed upon costs related to the relocation, or the new employee receives a lump sum they can use to cover relocation expenses as they see fit.

How Much Is the Average Relocation Package?

Most lump sum relocation packages are $10,000 or more according to the Atlas 2019 Corporate Relocation Survey

In the Atlas survey, 47% of respondents said their lump sum relocation package was at least $10,000. A smaller group, 38% of respondents, said they were offered less than $10,000. The remaining respondents either didn’t offer such a package or didn’t know the amount.

But you shouldn’t worry about the average. Relocation assistance packages vary wildly depending on the company and the level of the job. Relocation packages topping $100,000 are not unheard of for C-Level hires.

What’s Included in a Relocation Package?

The three most common components of a relocation package are travel expenses, temporary housing, and shipping of household goods. 

The Atlas survey asked companies to name the main components of their relocation assistance program. 

  • Travel Expenses (final move): 54%
  • Temporary Housing: 53%
  • Household Goods Shipping: 50%
  • Travel Expenses (home-finding trip): 43%
  • Real Estate Assistance/Transaction Costs (origin/selling): 40%
  • Miscellaneous Expense Allowance: 38%
  • Storage: 38%
  • Real Estate Assistance/Transaction Costs (destination/purchasing): 32%
  • Rental Assistance/Transaction Costs: 29%

Big companies will usually have a standard relocation package as well as an infrastructure built around it. A company that’s frequently relocating people will often own apartments or houses used as temporary accommodation. But smaller companies can’t typically afford that.

Other Components of Relocation Packages

As you can see from the survey results above, the basics of a relocation package involve moving the person’s stuff, the person themselves, and finding them a new place to live

But many, many other offerings and services can be part of a relocation package. Here are some of the perks a candidate might need to convince them to take a role in a new city.

Spouse/Partner Employment Assistance

With 2-income families becoming more and more prevalent, it’s no surprise that candidates are reluctant to take a job in a new city if their spouse can’t find one too. According to Atlas, more than half of candidates who decline relocation do so because of concerns about their spouse’s employment prospects.

According to the Atlas survey, 61% of firms have offered employment assistance for a candidate’s spouse/partner. 

Their survey found that, among small and midsize companies, networking assistance is the most popular form of spouse/partner employment assistance. Simply introducing a candidate’s partner to business associates in their field comes at almost no cost to a company — but if that contact turns into an opportunity, it could make all the difference in a candidate’s relocation decision. 

Among large firms, paying for outplacement or career firms is the most common benefit. More than half of the large firms surveyed said they paid for such assistance. 

Cost of Living Adjustments at New Location

The real estate dollar goes a lot farther in some cities than others. The $30,000 dollar raise a candidate may get to leave their job in Kansas City for a new one in San Francisco won’t be quite as impressive when she starts looking for homes to buy. 

A Cost of Living Adjustment (COLA) is a key part of the relocation package especially for companies located in supercharged housing markets like San Francisco, Seattle, and New York City. According to Atlas, 49% of companies have offered COLAs to candidates. Large and midsize firms are more likely to do this. 

Alternative Assignments

The most common reason candidates turn down relocation packages? “Family issues/ties” are a factor in 58% of refusals according to the Atlas survey.

Whether it be a daughter’s chance at starting for her high school basketball team, or an elderly parent’s need for frequent care, some people simply can’t uproot their lives. 

But what if they didn’t have too — at least, not completely? 

Alternative work arrangements can address objections. Some examples might include:

  • Extended business travel
  • Cross-border commuting
  • Rotational work

Use of these arrangements has risen dramatically the last decade according to the Atlas survey. Fewer than half of firms offered such arrangements in 2012. Now 64% of companies do. 

An alternative arrangement could mean that an executive transferred from NYC to a job in Eastern Europe has assistance provided so his family can live in Amsterdam. 

It might mean a key member of the marketing team working from home in Seattle most weeks — but traveling to company offices in San Francisco for the first week of every month.

Expanded Moving Coverage and Moving Specialty Items

Paying to move a candidate, their family, and basic household goods, can cover many situations. But companies also pay to move specialty items especially for candidates at the executive level. Some common elements of moving coverage include:

  • Packing all items
  • Providing a containerized shipment service
  • Moving one or more cars
  • Moving exercise equipment
  • Moving pets
  • Moving recreation and/or lawn equipment

Renting or Home Buying Assistance

A company’s core relocation package usually includes reimbursement for the costs associated with buying and selling a home. What about the effort of getting a home ready for market and sale while also looking for a home in a new city?

This process can be incredibly time consuming and stressful. Companies may find it worthwhile to help new employees get settled, and move their focus to their new employment role faster.

Renter or home buyer assistance can include offering home buying tips, paying early lease cancellation fees for renters, and providing home marketing assistance.

Caregiving Assistance

One of the fastest-rising areas of relocation assistance is caregiving assistance. The 2019 Atlas Corporate Relocation Survey found that 69% of companies offered child care assistance for relocation employees. That result is the highest mark they’ve measured in the 52-year history of the survey. 

The Atlas survey found that 60% of companies offer disability-caregiving assistance, and 59% offer eldercare assistance. 

The Right Relocation Package Is Part Of The Overall Fit

The relocation options considered above have become popular because they help candidates settle into their new job faster, and lower the financial and emotional stress that relocation is bound to cause. Recruiters and candidates should consider which will apply, and figure out how to make them happen with the hiring authority — whether through aid, reimbursement, or a straightforward cash payout.

Ultimately, a good recruiter isn’t trying to sell anybody anything. 

On the client side, they’re trying to get the best candidate, at the best overall value, in the shortest amount of time, which means taking a knowledgeable but wide view of where to find and land the perfect hire. On the candidate side they’re trying to lay out a great employment opportunity they believe in. By understanding the specific needs of a candidate as it relates to relocation, they can make sure they play matchmaker to create a great opportunity for both sides.

The post How to Get Relocation Assistance for Your Candidates appeared first on Crelate.

Why Crelate is “Folding @ Home” To Fight COVID-19 Wed, 22 Apr 2020 15:00:00 +0000 The post Why Crelate is “Folding @ Home” To Fight COVID-19 appeared first on Crelate.


As the national conversation cautiously begins to shift from short-term survival to things like the potential shape of a long-term recovery, we wanted to revisit what it looks like to proactively contribute as members of the economy as well as of the community.

In my letter to customers and employees, I shared that the Crelate team was donating CPU power to a project called Folding@Home, to help members of the scientific community accelerate the search for a cure to COVID-19. We’ve had many people ask what this is all about, what it does, how it works, and how it might help.

I’ve always been a futurist. I believe in the good of humanity and I’ve always seen science at the forefront of positive change in the world. By its nature, science continuously improves, and this improvement is shared. The cycle never ends, and we are all better off for it. I’ve been contributing to Folding@Home on and off for almost 15 years now for that reason. It’s a great program and it’s a cool way that I can help advance humanity forward, even if only nip.

Because of all the positive questions that I’ve gotten from our team and customers, I thought I’d take a moment share more about the project.

What is Folding @ Home?

Folding@Home, or FAH is a globally distributed computing platform started by Pande Laboratory at Stanford University in October of 2000. The project provides a mechanism for an unlimited number of computers to work together to solve complex computational problems.

The project is focused on molecular dynamic simulations. Proteins are a type of molecular machine that are the workhorses of many aspects of life. These proteins are very complex and understanding how they behave (or misbehave) can help researchers find therapies for a wide range of diseases including cancer, Huntington’s, and Alzheimer’s.

Importantly, viruses have proteins too, which is why this project is able to help find new therapies for viruses like Ebola and COVID-19. Wikipedia has an excellent article on the project, if you’d like to learn more.

Folding @ Home Protein Structure Simulation

How does my computer help?

When you sign up for Folding@Home, your computer joins the ranks of hundreds of thousands of other computers. Together, this “grid” of computers stands by for small units of work to be sent to them for processing. Because it’s not possible for two computers to work on the exact same thing at the same time, the Folding@Home system breaks large problems into smaller problems that can be discretely handled by individual machines. When your machine downloads the Work Unit it gets to work.

By default, Folding@Home waits until you are not using your computer to do its work. This otherwise “idle” time is used to crunch the numbers. You configure this to give more or less of your machine’s power to the project. The faster your computer, and the higher priority you make Folding@Home, the faster the work gets done and returned to the Folding@Home servers.

The process is somewhat similar to mining Bitcoin, the but the benefits to society are potential cures and medicines for a wide range of diseases including COVID-19.

Does it really work?

The short answer is yes. The project has many of their results published here. While, the project doesn’t usually create “eurekas”, it continuously provides researchers with new levels of understanding and potential therapies to test against target molecules. To date, the project has been used in over 200 peer reviewed research papers.

How is this helping fight COVID?

In February, the Folding@Home team partnered with TODO to develop a project to understand the protein “spikes” of the Coronavirus. You can read about the project and progress at the following links:

How can you or your business help?

To date, the Crelate team has donated over 2,100 work units. This makes our Team #4193 out of 248,041 total teams. These numbers change daily. If you would like to join us, simply download the Folding@Home client here and join Team #234725.

In the meantime: wishing the absolute best to you, your colleagues, your family and friends in these strange times.

Here’s to recovery in all its forms.

The post Why Crelate is “Folding @ Home” To Fight COVID-19 appeared first on Crelate.

7 Recruiting Strategies to Consider Thu, 16 Apr 2020 15:00:33 +0000 The Recruiting Process Creative recruitment strategies set successful recruiters apart. Whether you’re building a recruiting strategic plan, or simply looking for something new you can use today, these modern recruiting strategies can take your performance to the next level. When professionals talk about recruiting strategies, they often mean sourcing — proactively identifying and attracting candidates […]

The post 7 Recruiting Strategies to Consider appeared first on Crelate.

The Recruiting Process

Creative recruitment strategies set successful recruiters apart. Whether you’re building a recruiting strategic plan, or simply looking for something new you can use today, these modern recruiting strategies can take your performance to the next level.

When professionals talk about recruiting strategies, they often mean sourcing — proactively identifying and attracting candidates for a particular job opportunity. Sourcing can be the responsibility of a single recruiter or separate sourcing team. Regardless of how the work between candidate sourcing, screening, and interviewing breaks down in your talent acquisition practice, the 7 sourcing and recruiting strategies in this article will give you a leg up on the competition.

Passive Recruiting

When San Francisco-based recruiters Hager Executive Search named their top 5 recruiting blunders, they had a clear #1 mistake to avoid: Relying on inbound talent to fill your crucial positions. In other words, ignoring passive recruiting.

The Crelate Client Portal is designed to save you hours each week because you’re able to deliver candidate information to clients with a click of a button, instead of compiling spreadsheets and emailing them for each job requisition. All client feedback is stored in Crelate Talent, which means recruiters don’t have to dig through email to find it.

“Even with the huge demand for talent, it is surprising how many companies are not augmenting their talent pools with passive talent … If your organization is relying only on inbound talent, you are only getting the talent that are applying, not the best talent available.”

The “passive” in passive recruiting does not refer to you as the recruiter. Passive refers to the fact that the candidate is not actively looking for a job. For recruiters, there’s nothing passive about it.

Particularly in a tight labor market, it’s common to hear recruiters and talent acquisition leaders talk about the best candidates coming in the form of passive talent. It’s a good indication that the potential candidate is strong enough in their ability and execution that they’re being compensated well and simply don’t need or want to move. While there are arguments to the contrary, and current employment is not a guarantee of ability or future performance, attracting passive candidates is a huge component of successful recruiting.

Importantly, there should be an element of passive recruiting in most if not all of your recruiting or sourcing strategies.

Passive recruiting means attending industry conferences, responding to social media posts, writing emails, and yes, cold calling. The great ones probably have days when they do all four — all in hopes of adding another future A-player candidate to their talent pool or a particular role.

Great sourcing and recruiting is a lifelong process of making real connections with the top talent in business, tech, or the field that you serve. Anyone who is ready to commit to recruiting as a career will need to start building their passive recruiting skills, along with other sourcing strategies in recruitment, if they ever want to reach the top of the field.

Importantly, good technology combined with a consistent process will help you maintain the relationships you develop through passive recruiting especially as your network grows. For example, Crelate Talent makes it simple to track all your interactions with contacts, whether that be pure networking, placing them in a role, or supporting the same person in building their own team. With only a few clicks, you can see the entire history of your interaction with any contact, whether they’re a job seeker, a hiring manager, or a connector, so you know exactly what to say next.

Contact Listing

Modern Applicant Tracking System

If time is money, then a modern applicant tracking system is an ATM.

Punch in the right combination of keys, and you can save yourself days and even weeks of sourcing. Not to mention the value of ensuring that you never pay for the contact information of a great candidate twice, especially if you’re using a more expensive sourcing platform like LinkedIn or Indeed.

A modern applicant tracking system captures the details of every candidate your firm has ever contacted — from the passive job-seeker your most junior recruiter met at a networking event three nights ago, to the executive who interviewed for a job three years ago.

With modern searching techniques, reporting capabilities, and secure record storage of these new recruiter-friendly platforms, you can find qualified candidates in seconds.

The days you save by proactively contacting qualified candidates (rather than waiting for résumés to pile up) will get your clients the talent they need, and you onto your next placement or req. If you shave one day off the recruiting process for your next 10 placements, your ATS has handed you two weeks. We’d like to see an ATM do that!

Candidate Interaction History

Social Media Recruiting

“As a staffing firm, we use all kinds of sophisticated technology to build talent pools and source candidates for our clients,” says Jon Hill, CEO and Chairman of The Energists, a staffing and management consulting firm that caters to the needs of the energy sector. “But we recently hired a man who found out about us on Facebook.”

According to Hill, the candidate, and now new-hire, recently came back from serving in the Marines where he stumbled across a Facebook post from a former high school classmate — and current employee with The Energists.

She’d simply posted “My department is looking for a new sysadmin if anyone is looking for a job.” He applied for it and ended up landing the job.

Says Hill:

“The point is that you should never discount the value of social media for sourcing candidates. And you don’t have to stick to LinkedIn, either. Facebook, Instagram, and all the other platforms out there can be useful for finding strong and reliable candidates.”

Social media can be a part of every phase of a recruiting process and organization — from connecting with passive candidates, to finding client companies who need help with a specific role.

You can directly advertise job listings to potential candidates, or amplify content about your company to attract the interest of passive job seekers.

And of course, there are always the more organic scenarios like the one that happened for The Energists.

Establish a presence on the key platforms. Follow the leaders in your target industry, and reach out to rising stars. It’s in everyone’s interest to share engaging info and get visibility. See yourself as a facilitator of connections and information sharing.

One major side benefit: By doing this, you’ll get a lot more knowledgeable about your key industries. Meanwhile, as an individual TA professional that’s practicing social recruiting you’re building a highly-visible, personal brand for yourself that will be valuable to current and future employers.

Pro-Tip: A modern candidate relationship management (CRM) system can help you make and extend social media connections. Using Zapier integrations, in many cases you can tightly align and track your interactions and contacts on social media within your ATS and CRM.

Programmatic Recruitment Advertising

Programmatic recruitment advertising is like having a recruiting assistant working for you 24 hours a day. For in-house recruiters, it’s also a potentially huge tool for distributing and building your employer brand message.

The term “programmatic advertising” refers to the type of ad you’ll see when you search “things to do in Los Angeles” one morning, and see an ad for Universal Studios pop up on your favorite website that afternoon.

Likewise, if someone searches “tech jobs in Seattle” during their job hunt, a good programmatic advertising campaign will show them your new listing for a programmer at Amazon. Or perhaps a banner ad that links to a video of what it’s actually like to work at Amazon in general.

Programmatic advertising learns and adjusts, too. If ads on a certain website aren’t converting applicants, a good platform that’s configured correctly may yank the ads entirely, or try different wording. You can create all these settings ahead of time, then let your assistant work away in the background. Or if you prefer, track the results hour by hour and make adjustments in real time.

Configured correctly, you don’t have to fear runaway costs, either. Programmatic ad campaigns can and should be built with maximum spends per day, per week, per role, or some combination of both time and overall performance.

As a recruitment strategy, the low-touch allure of programmatic advertising is no replacement for the high-touch work of building relationships with top talent. Still, it’s an extremely powerful outreach tool that may one day find you an ideal candidate.

Niche Job Boards

Sometimes, employers are looking for candidates with a specific skill set: a particular certification, deep knowledge of a technology platform, or proven connections within an industry.

In other cases, employers are primarily concerned with soft skills like leadership, change management, or work ethic.

These are two completely divergent goals and a niche job board can help you in both situations. 

When an employer needs practical experience in a specific industry, a niche industry job board can be just the ticket:

  • Archinect offers industry news, training, awards, and job listings for architects.
  • HotellerieJobs is a jobs database for the hospitality industry, with categories like food service, spa & wellness, and others.
  • Crunchboard job listings board is associated with the leading tech news site TechCrunch.

There’s a job board for just about everything you can imagine. Here’s a link to a very active one for jobs in the produce industry.

This may not be obvious, but a niche job board can also be a place to find nontraditional candidates with the soft skills that may be applicable to a specific position. Expert recruiters who really listen to their clients know when a non-traditional candidate might be an unexpectedly perfect match. 

Let’s say that your client has a talented team, a solid market position, and a clear roadmap to success. They may not need a visionary industry expert. They just need someone solid, and with great leadership experience to keep the train on the tracks and the team focused on their mission.

Job boards like that of the Military Officers Association of America could be a place to recruit a 

person with decades of leadership experience. 

And don’t define a job board too narrowly. Anywhere people with specific skills or interests gather is a potential place to find candidates that set you apart from other recruiters.

On the popular Programmer Humor subreddit for example, talent firms such as TripleByte advertise seeking qualified candidates.

If you focus on a specific industry, these sites can be a source of knowledge and talent.

Modern Recruiting Analytics

Lightning-round recruiting questions: Where are you most likely to find the winning candidate for CMO at a mid-size manufacturing company?

Based on previous results, how should you divide your outreach efforts between online listings, social media promotion, and programmatic advertising?

Do transplants tend to succeed at this company, or do in-area candidates stay in their jobs longer?

Even if you’re the most experienced recruiter at your firm, you won’t know the answers to these questions off the top of your head. And even if you have a gut response, it’s one you should be able to validate with data.

When you track data with a combined applicant tracking system and CRM, you can pull up years of job reqs, candidates by source, interview notes, etc., and generate all types of analytics to guide and optimize your recruitment process.

Usually, this information will help you make better placements, faster. And even if the search doesn’t go as quickly as you hoped, using data bolsters your case in those difficult conversations with demanding clients.

Things will go a lot better when you can say “10 years of data suggested this approach, but now we know we need to course correct.”

Instead of “Well, we thought this would work but it didn’t.” 

Data shouldn’t replace your experience. But it should allow you to validate your assumptions, and suggest the tactics and criteria most likely to help you source, evaluate, and place that purple squirrel (perfect candidate). 

Start asking for this data. If your employer doesn’t have it, make it your mission to propose a new addition to your company’s tech stack that addresses this blind spot.

You’re falling behind in your career if you aren’t working with the latest recruiting analytics.

Reports and Analytics

Automated Job Posting

Robertson Associates, one of the world’s first executive recruitment firms, puts it plainly in the title of a post from the front lines of modern recruiting: Why Recruiters Who Focus On Adding Value Succeed In The Digital Age (And Why Recruiters Who Don’t Will Go Out Of Business).

In the post, they make an obvious but important statement: “The digital tools that have disrupted executive searches have made the easy parts of recruiting even easier.”

There’s nothing inherently difficult about posting a job description to an online job board, scheduling an interview, or forwarding a résumé to a client. The world’s most talented recruiter can’t do these things that much better than an entry-level recruiter the first day on the job.

The hard parts of recruiting — the skills you have to develop to become the world’s most talented recruiter — haven’t really changed. You still need to forge relationships with talent, understand the needs of clients, quickly assess the skills, interests, and capabilities of a candidate in a relatively short time. 

What technology can do is handle the easy stuff so you have more time to do the hard stuff. As we like to say at Crelate: “Recruiters are busy building relationships with people, not tracking applicants.”

Automated Job Posting

A Good ATS & CRM Can Help Make These Strategies A Success

Good candidate relationship management software can automate more than job posting. It can automate basic communication, scheduling, screening, and all of the easy tasks that take time away from developing and deploying your skills as a recruiter or HR professional.

As Robertson Associates points out, these skills will be the difference between success and failure.
Crelate Talent gives you the tools to maximize each of these key strategies — to “make the easy parts easy” as Robertson Associates puts it. Schedule a demo today to see how our tools are helping recruiters take the next step in their careers. 

The post 7 Recruiting Strategies to Consider appeared first on Crelate.

What’s New in Crelate? March 2020 Product Updates Mon, 23 Mar 2020 22:32:51 +0000 The March 2020 Crelate release includes the launch of improved client engagement capabilities with enhanced submittals and our new Client Portal! These improvements make it easier to securely share candidate information with your clients, gather client feedback and keep those clients engaged throughout the recruitment process. We are also making updates to Text Messaging by […]

The post What’s New in Crelate? March 2020 Product Updates appeared first on Crelate.

The March 2020 Crelate release includes the launch of improved client engagement capabilities with enhanced submittals and our new Client Portal! These improvements make it easier to securely share candidate information with your clients, gather client feedback and keep those clients engaged throughout the recruitment process.

We are also making updates to Text Messaging by Crelate with enhanced reliability, UX improvements, a new Text Messaging plan and bulk sending capabilities.

Additionally, this release adds the ability to post jobs to Facebook Jobs, adds new External Resume Search providers (Dice and CareerBuilder) and improvements to our Resume-Library integration.

Finally, we’ve improved our placement export feature to make it easier to get raw placement data out of the system. Full details of the latest release can be found below. To see what we’re working on next, check out our roadmap page.

NEW – Client Portal

We are very excited to announce the release of the Crelate Client Portal feature. Client Portals make it easier to collaborate with clients, share candidates and gather feedback in a secure, configurable and trackable manner. Customize your Client Portal to match your brand and recruitment process. You are in control of what gets shared, with whom and when.

The new Client Portal is available to all Business level and higher customers at no additional cost. Customers may also upgrade to a higher-level Client Portal License to unlock additional limits and functionality.

We’re helping recruiters create relationships! With Client Portals, recruiters can:

  • NEW – Present Candidates – Create executive briefs per candidate, share candidates, resumes and then gather feedback from clients via a fully customizable client portal.
  • NEW – Weekly Reports – Save time building weekly reports. Use the Client Portal to create custom, branded reports for your clients automatically.
  • NEW – You’re in control – Take control of who can see what, when and how by customizing your client portal and controlling what data is presented and what clients have access.
  • NEW – Keep Clients Engaged – Know when your clients are engaged with alerts of new candidate feedback, and the ability to see which clients are logging into the portal and clicking on links that you share.

NEW – Enhanced Submittals

Our latest release features a new way to submit candidates to your clients. In addition to submitting via Client Portal, recruiters may now “submit via link”. This new capability gives you much more control over who has access to your submissions and even allows you to see who views your submissions. This can help you reduce backdoor hires.

Submit by link is available now to all Business level and higher customers.

  • NEW – Submit via link – When using a submittal template, users can now select to send via link instead of via attachments. You can even configure what Candidate fields to display when the link is clicked.
  • NEW – Submittal Link Tracking – When using the new Submit via link feature, you can now see when and how many times a link has been used.
  • NEW – Link Controls – Control how many times a Submittal Link can be used and how long it is valid for. This can help you keep better control of your data and submissions.

IMPROVED  Text Messaging Enhancements

Texting is more important than ever. Especially for recruiting communication. With improved response rates, lower response times, if you are not engaging with your candidates and clients via text; there’s a chance you’re missing out. Crelate’s Text Messaging capabilities are getting a number of reliability improvements, a new high limit plan, UX enhancements and a new Bulk Texting capability.

  • NEW – Bulk Texting saves you time when you need to communicate with multiple candidates at the same time. This feature is not intended for spamming and may only be used to communicate with candidates you have permission to text. This feature is available to all Text Messaging L2 and L3 users as well as RingCentral Connector users.
  • IMPROVED – When searching for contacts from the Text Messaging area, we now show additional contact information so you can differentiate between contacts with the same names.
  • NEW – L3 Text Messaging Plan is now available and includes increased texting limits at a even greater value.
  • CHANGED – We are renaming Text Messaging Standard to L1 and Text Messaging Professional to L2. This aligns Text Messaging naming with our standard add-on naming convention.

NEW – External Resume Search

Save time by searching for candidates across three of the largest resume databases in the world. In addition to our existing Resume-Library integration (available to all customers), we’ve added Dice and CareerBuilder resume search for our Business level customers and higher. Dice and CareerBuilder search allows you to connect to your existing Dice and CareerBuilder subscriptions, search resumes from within Crelate and seamlessly import the candidates that you want to unlock all with just a few clicks.

  • NEW – Dice – Connect your Dice subscription to Crelate and search, unlock and import resumes with just a few clicks.
  • NEW – CareerBuilder – Connect your CareerBuilder subscription with Crelate and search, unlock, and import resumes with just a few clicks.
  • IMPROVED – Resume-Library search is improved with additional filter options (job type, education level, work experience, driver’s license, and search mode)
  • IMPROVED – Resume-Library search results now show additional data, which makes it faster to find the right candidate.

NEW – Facebook Jobs

Helping you get your jobs in front of even more potential candidates, our Facebook Jobs integration was soft launched in December, but is now ready for prime time. This feature allows you to automatically share your published jobs with Facebook Jobs. Different than posting jobs to your timeline, Facebook Jobs is Facebook’s own job board where anyone can search for jobs within Facebook. Candidates can apply to your jobs directly from Facebook. You’ll see those applications in Crelate, and they’ll be marked as having come from Facebook.

NEW – Placement Full Data Export

Many customers often use Placement data to calculate commissions, send candidates to their back office systems or enable other processes. Because of this, we are making it even easier to get Placement data out of Crelate Talent. Business level and higher customers may download a comprehensive export (500+ fields!) of their organization’s placement data to a CSV file. From here users can use Excel to enable a variety of business scenarios.

Note: Only Administrators may request Placement Exports. Export requests are audited.

Upgrade Impact Guide

As we continuously advance the Crelate Talent platform, we sometimes need to change behavior. Our goal is to minimize any impact to users. Administrators should review the Crelate Upgrade Impact Guide.

A Note About Release Schedules

We also want to share changes we are making to our release schedule. It has been six months since we did a major release. This doesn’t tell the full story. Since our September 2019 release, we’eve completed over 20 releases. These have all been smaller and unadvertised. This work included a number of engineering improvements, tweaks to existing features and a beta of our Client Portal.

At Crelate we’ve spent thousands of hours building a Recruiting CRM and ATS that our customers love using. Learn more about our features or schedule a live demo.

The post What’s New in Crelate? March 2020 Product Updates appeared first on Crelate.

COVID-19 | A Message from Crelate CEO Aaron Elder Sat, 21 Mar 2020 00:48:50 +0000 The post COVID-19 | A Message from Crelate CEO Aaron Elder appeared first on Crelate.


On behalf of everyone at Crelate, we hope you and your families safe and well. Our sympathies go out to everyone that is impacted by COVID-19.

I want to update our customers on how the Crelate team is responding to the COVID-19 pandemic. We are also sharing three ways that you can join us in helping fight this global pandemic through either your time, your money or your computing power. 

For those who are not aware, Crelate’s hometown is Kirkland, WA, and I live less than two miles from the Life Care epicenter that I’m sure you have read about in the news. Our team has been diligently working to stay ahead of the curve to keep our employees safe.

I know that the coming months and quarters will be particularly challenging for our customers. I also know that our customers are some of the most entrepreneurial and tenacious people on the planet. It takes tremendous courage to start an agency; building it and keep it going, however, is a different game entirely. Even in good times, it takes grit, and our customers have that in spades. That grit will pay off as we get through this challenging time together. If you can find a purple squirrel, you will find a way through this.

I believe that on the other side of this crisis, America and the rest of the world will get back to work. The world will need the services of the staffing, recruiting, and talent industries like never before.

People first.

Crelate has always been about people and the relationships they forge. Our empathetic meritocracy prioritizes the health, safety, and prosperity of our employees. Doing our part to #StopTheSpread and #FlattenTheCurve, our team moved to a fully remote work model several weeks ago. Here are the steps we’ve taken:

  • Inform – On February 24th, we started preparing our staff for the possibility of a significant outbreak. Since February, we have been preparing our systems for remote work, asking employees to be vigilant, and implementing restrictions on employees traveling to CDC restricted areas to avoid unnecessary risk.
  • Remote Work – On March 1st, we enabled optional Remote Work for all employees, and on March 4th, we requested all employees work exclusively from home. We also canceled all business travel. We’ve made investments to ensure that we can sustain remote work for as long as needed; providing our team with the tools and information they need to be engaged and stay productive. Because we’ve had remote employees since our founding, this was something we were able to do with no disruption to our customers.
  • Preparation Holiday – On March 13th, we held a morning Company All Hands meeting, providing the latest information on the outbreak and gave all employees the remainder of the day off, so that they could prepare their families for school closures and additional COVID-19 related measures

Our systems and our business.

I want to assure each of our customers that you can rely on Crelate during these troubling times. As a small business owner, the future is never certain. My past businesses survived a “.COM bust”, as well as the “Financial Crisis,” and I fully intend for Crelate to survive this crisis as well. Our team lives by our Leadership Principles, one of which is Resourcefulness and Frugality. We know how to pull together during tough times by running smart and lean. Additionally, with our capital raise in 2019, Crelate is well-positioned and backed by solid institutional investors.

Regarding our systems. Over the last few weeks, we’ve been working hard to further prepare our company and team members to face the challenge of COVID-19. We need a great team to run our company. To protect our people, we’ve implemented the changes noted above. To protect our systems, we have double-checked our existing disaster policies and system redundancies to ensure that every aspect of our business runs at least “two layers deep,” including technology, geography, and people. We’ve expanded this to ensure that key personnel are physically separated and that essential access controls are in place to prevent any single point of failure.

Rest assured that your data and your recruiting technology is safe and available.

What we’re doing, and how you can help.

Every little bit helps. Here are three small asks:

1. #FlattenTheCurve – If you are not already, please take the COVID-19 pandemic seriously and take care of yourself. We’re past containment. Our last, best line of defense is to follow CDC recommendations, practice social distancing, wash hands, and do our part to stop the spread of this deadly virus.

2. Give if you can – We’ve set up a donation campaign for our customers and the recruiting community at large to pull together and help the American Red Cross help others. Through this donation link, we will match up to $4,000 in customer donations to the American Red Cross

Please feel free to share this link with other recruiters to maximize our match.

The American Red Cross is facing a severe shortage of blood. If you are not able to give monetarily, please consider instead giving blood. With people being asked to shelter in place, blood banks the country over are running severely low. You can find a local donation center here:

3. Help Find a Cure – The Crelate team has started donating spare CPU power to the Folding @ Home Computing Grid. If you are not familiar, this massive shared computing platform allows researchers to “fold proteins” and find therapeutic antibody targets that can bind with viruses like coronavirus. On February 27th, the project announced that it was working to crack the code on how the COVID-19 spike protein binds to the ACE2 receptors in the human body. With this information, researchers can better understand how the virus works and hopefully find compounds to combat it. 

If you want to help:

a. Download the Folding@Home app here:

b. Install the app

c. Select “Any Disease”

d. Join the Crelate team. Our team is #234725

The entire Crelate Team and I sincerely wish you and yours the best of health during these trying times. We believe in the strength and goodness in humanity, and together we will find a way forward.

Aaron Elder
CEO, Crelate, Inc.

The post COVID-19 | A Message from Crelate CEO Aaron Elder appeared first on Crelate.

12 Reasons You Need a Modern Applicant Tracking System Thu, 19 Mar 2020 13:30:00 +0000 The post 12 Reasons You Need a Modern Applicant Tracking System appeared first on Crelate.


12 Reasons You Need a Modern Applicant Tracking System

This is a new era for talent management tech. In the old world of applicant tracking systems (ATS), recruiters faced a lack of innovation, products getting bought and sunsetted, and products tied to their payroll or back office providers. 

Modern ATS products are made by companies that are constantly innovating and reinvesting, listening to customers, and their products are flexible by default. Let’s see how.

What Is an Applicant Tracking System?

An ATS provides visibility into the hiring process from initial contact, to intake of a candidate, to the acceptance of a job offer. But newer ATS solutions do more than simply show the status of an applicant. As recruiting becomes more dynamic and faster-paced the need for speed is greater.

In the agency world, you have many recruiters working on many jobs across many candidates all at once, and there are lots of moving parts. A modern ATS automates administrative recruiting tasks, tracks engagement and correspondence, and much more.

Automation of Repetitive Processes 

A basic applicant tracking system can take a single listing and post it to multiple job boards. A modern applicant tracking system can automate tasks throughout the candidate lifecycle, such as sending bulk emails, allowing candidates to secure interview times without picking up a phone call, and routing required follow ups.

A leading edge ATS will free your recruiters to recruit — liberating them from the hassle and stress of manually progressing candidates through the hiring pipeline.

Actionable Analytics

Next-generation applicant tracking systems come with built-in reports that help you maximize team efficiency, anticipate organizational or client needs, and justify the performance of your department. 

With custom reporting, you can go deeper, and tie recruiting metrics to the key performance indicators of your entire business. 

Analytics help a talent acquisition organization assess its performance as well as its value as a business unit. If you’re able to improve your days to hire from 60 to 45, that’s 15 more days that the new employee is able to make sales, build products, make decisions, etc. A holistic metric like “value per hire per day” can demonstrate to leadership and clients the value of your team — and provide justification for growing your tech stack.

Built to Facilitate Collaboration

A basic ATS should allow multiple people in the organization to see the status of jobs and candidates, and make supervision easier. An advanced ATS goes further and promotes collaboration.

Advanced features like talent pools give recruiters the ability to work together to build lists of candidates. With notes, phone calls, emails, texts and other communications all in one place, anyone can get up to speed quickly on a job listing or candidate. You can also quickly see the “date of last engagement” — when the candidate last engaged with your team — and “date of last outreach” — when your team reached out but didn’t hear back.

Say one of your tech recruiters knows you’re seeking a marketing executive, and meets the perfect person at a dinner party. If you use a legacy ATS, your recruiter may have only basic information about the job — when they could have full access to everything via a mobile app. They’ll have to wait to get back to the office the next day, and probably connect with the original recruiter, before starting to woo the prospect. 

With a modern ATS, a recruiter has everything they need on their smartphone.They can be pitching the prospective hire between dinner and dessert. By the end of the night, the prospect is a candidate, and the recruiter has notes to follow up on the next morning.

Enjoyable and Intuitive 

Legacy ATSs can be burdened by the history of their design. Some were engineered for an earlier era (when computers lacked today’s processing power) making customization and interactivity impossible.

A modern ATS will have modern functionality like drag-and-drop (with fingers or mousepads), and custom colors/gradients. You can visually assess and alter your pipeline in seconds, not study it like a textbook for hours. 

Your ATS can do some of your thinking for you. For example, you can customize the system to automatically move an applicant from “maybe” to “shortlist” once an interview is scheduled with them. It’s a pleasure to use software that pulls its own weight.

Advanced Search Capabilities

Some legacy ATSs don’t assume that when you search resumes for the term “marketer” you also want to see resumes that contain “marketing” as well. 

That’s the difference between lexical search, which simply looks for letters in a defined order, and semantic search, which is an attempt to return results based on a searcher’s intent. 

A legacy ATS may miss candidates who use plurals, UK spellings, or other variants. A modern ATS offers suggestions when you search and Boolean (AND, OR, NOT) searching. Language processing on the backend of the application makes sure you see word variations with your search. You’ll find what you want, and not miss what you need. You can’t place candidates if your system can’t help you find them.

Focused on Recruiters, Not Everything HR

Many legacy ATSs are part of a human resources suite. These HR software suites were created with a vast array of services in mind. The software giants wanted the big revenues that come with owning the entire HR flow of a massive corporation.

Applicant tracking was just one small part of this system. Innovative new features were rare because the ATS had to “play nice” with the rest of the system.

For example, one leading HR software company offers an ATS as part of a system that also tracks workforce health and safety incidents, manages payroll, and tracks travel expenses among dozens of other functions.

Recruiters are a tiny piece of their customer base. For a modern ATS, talent management is the business. That means you’ll get support from people who understand what you do. You can expect more from your software, and request new features.

Better Candidate Experiences

From the first casual outreach to the presentation of a job offer, candidates are sizing up a prospective employer. What does your hiring process say about your organization, or your client? 

Candidates won’t be pleased if they have to play phone tag, don’t get all the information they need in one place, or wait for days on end for follow up. A substandard experience in the hiring process is a warning sign for high-quality candidates. 

Consider that most challenging of hires, the software developer or IT leader. While the competition is trying to reach them via phone call (which they dislike), a recruiter using a modern ATS can text them within the system, sharing a link to a calendar where they can schedule a meeting at their convenience. Capitalizing on modern technology isn’t just efficient, it’s a branding advantage.

Custom Feedback, Notifications, and Tasks

Red flags and roadblocks slow everyone down e.g., a hiring manager who hasn’t opened an email with a list of new eligible applicants, or a candidate who hasn’t responded to your request for a job interview. 

Every experienced recruiter knows these situations require follow-up, but maybe they’re not experienced, or they’re overwhelmed with work, or they have a family emergency. 

A modern ATS can identify these issues, and send notifications to the people who need to know about them. 

With full visibility, notifications, and task-setting, the new recruiters you hire perform at a higher level almost immediately. Training time is slashed and automatic notifications give leaders peace of mind. If a new hire isn’t doing something they should, you’ll know about it. Nothing falls through the cracks.

Hubs and Portals for External Input

A modern ATS can help you increase trust with clients by providing immediate visibility to candidate information and stages of the applicant workflow. Busy clients who want an update on the hiring process can access it themselves

When you set up these client and candidate engagement centers/hubs (portals), external parties can securely collaborate with your Applicant Tracking System. But they don’t have full access to every detail — only what you want to show them. Recruiters can grant specific access to specific people or groups of people.

Open Platform Ecosystem to Incorporate Partners and Integrations

Legacy ATSs were usually parts of bigger platforms that made up for their lack of innovation — and increase their sales — by trying to be everything to everyone. Your current ATS might be on the same system as your vacation request forms, performance review portal, and the screen where people sign up for their 401k. 

Modern ATSs are focused on the recruiting process — not all that other stuff. What’s more, they don’t try the worn-out sales tactic of promising they are the perfect solution for everyone.

Brilliant entrepreneurs are creating new software solutions every day, and recruiters should be able to capitalize on them. Want to set up your ATS to post every new tech job to your Slack channel? Want a notification in your ATS every time someone in your database changes their LinkedIn details? A modern ATS should make that possible.

Mobile-friendly and Increasingly Mobile First

Legacy systems were built with desktop and laptop use in mind — and they look like it. Mobile functionality is minimal and buggy (if it’s offered at all). Middle-aged apps will have “mobile versions” as a hack. A modern ATS will have a dedicated app.

More innovative ATS developers are thinking mobile first because they know recruiters have unpredictable availability and need access to critical information from anywhere. Legacy systems are still catching up. 

A recruiter with outside meetings all day gets a call from a passive candidate who’s suddenly ready to look for work, and you know they’ll be contacting other agencies too. With a modern ATS mobile app, your recruiter can give the candidate a full picture of the existing job landscape when they call back — rather than a vague-sounding promise to follow up when they make it back to their desktop.

Lives Where You Want to Work

A legacy ATS may be part of a software system that is licensed to an organization and installed directly into their system behind their corporate firewall. 

That means a company will need to pay a systems integration engineer thousands or millions of dollars to incorporate and install the system. When the software company updates the ATS, all copies of the software need to be updated too. That’s more money that a recruiting organization needs to pay to the integration engineer, or scheduled with the IT team, or interrupt every employee’s day to do it on their own.

Many of the top modern ATSs are SaaS (Software as a Service) programs that live in the cloud. Users don’t need IT help to get to it, they simply log in via a web or mobile device. The ATS developers can make frequent innovative upgrades because the entire system lives with them. And with modern cloud-computing security supported by some of the biggest players in tech, you can be confident your data is safe. 

How Much Is an Applicant Tracking System?

The cost of an applicant tracking system ranges depending on the size of your team and features you need. Most services charge per user, per month. The price goes up or down based on the types of features desired. 

But a good applicant tracking system should return far more value in time savings than it costs — and offer much more opportunity for collaboration, automation, and integration. We recommend that you audit your existing recruiting technology stack, then compare the cost and efficiency of those services to a modern ATS.

The post 12 Reasons You Need a Modern Applicant Tracking System appeared first on Crelate.

What You Should Look for in a Recruiting CRM Tue, 10 Mar 2020 20:29:03 +0000 Choosing a recruiting Candidate Relationship Management system (CRM) is one of the biggest decisions a recruiter will make.  What Does CRM Stand for in Recruitment? Choosing a CRM Is About Choosing the Direction of Your Business Recruiting is fast and fluid, and your CRM tool needs to be too. Candidate Relationship Management is a process […]

The post What You Should Look for in a Recruiting CRM appeared first on Crelate.

Choosing a recruiting Candidate Relationship Management system (CRM) is one of the biggest decisions a recruiter will make. 

What Does CRM Stand for in Recruitment?

For recruiting agencies, CRM can have two different meanings — both candidate relationship management and customer relationship management. At a recruiting agency with full-desk recruiters, a single person sells and recruits. And even in a split-desk agency, the sales team and recruiting team must work closely together — managing demand pipelines along with candidate pipelines in a single solution.

Choosing a CRM Is About Choosing the Direction of Your Business

Recruiting is fast and fluid, and your CRM tool needs to be too. Candidate Relationship Management is a process at its core. A recruiting CRM should facilitate that process, not dictate it. By extension, flexibility is a critically important component of a recruiting CRM tool.

With the right CRM, you’ll be able to run your entire business from the platform, from sales to placements. And since, on average, recruiting companies switch their primary platform every 5.5 years, you need to partner with a company that is growing and listening.

Your decision is less about picking a product and more about determining what sort of recruiting organization you want to build. 

On one end of the spectrum, there’s the strict, assembly-line model. In this model, recruiters are job fillers. Listings come in, recruiters post them, follow a set path to placing candidates, and then move on to the next listing. Typically, recruiters don’t deviate from the path without consulting senior leadership. 

With this approach, you’re looking for a recruiting CRM that can streamline your workflow and reporting — which makes every team member more effective.

At the other end of the spectrum is a looser, more collaborative model. In this model, recruiters are relationship builders. 

They work with peers, clients, and potential candidates to build talent pools, cultivating relationships that lead naturally to placements. They aren’t hemmed in by process — if they think texting a Kermit the Frog gif to a candidate could secure a lunch meeting, they’ll do it.

With this approach, you’re looking for a recruiting CRM that captures all the amazing work your recruiters are doing, making it accessible and actionable across the organization.

Your agency or in-house recruiting team likely fits somewhere on the spectrum between these two extremes. So we recommend that you think about the requirements of your recruiting CRM in concert with the needs of your business and your unique process using a framework we call the 4As.

  • Automation
  • Access
  • Action-taking
  • Analysis

All legitimate recruiting CRMs address the four As on some level. Your task is to figure out how much of each is right for the recruiting organization you aspire to lead.

First, let’s define a few terms.

What Is the Difference Between an ATS and a CRM?

An ATS (Applicant Tracking System) provides visibility into the hiring process, from initial contact, to intake of a candidate, to the acceptance of a job offer. A CRM (Candidate Relationship Management) system tracks people, whether they are active or passive job candidates. The best CRM software also includes an ATS, since both processes are closely related.

CRM Automation

The automation features of recruiting CRMs eliminate the tedium of administrative procedures and the time cost of staying in touch with talent. Partial or full automation can be brought to tasks like sourcing passive candidates at scale, pulling reports, downloading applicant information, parsing resumes, and managing candidate engagement.

Automation = compliance = better reports = better business outcomes. 

Sales people and recruiters hate tracking, but love the data and ability to find things they do. Tracking every email you send, every call you make and every text you send is HARD. Automation makes all of these automatic.

Examples of just a handful of the integrations you can set up with Crelate and Zapier. Source:

How much automation and customization is right for your candidates? 

Here’s an easy win. Set your CRM to send a relevant, monthly job listing email to all passive candidates.

Individual recruiters may prefer to tailor those listings for certain candidates, especially if they’re highly skilled or otherwise in-demand to the point of scarcity. Or they may want to write a personalized email to certain candidates rather than using a generic blast. They might follow-up with a well-timed text message, or simply use that instead of email altogether. Choose a CRM that plays to your team’s strengths.

Do you want recruiters to be able to manage their own automation?

Do you want recruiters to be able to create their own automations based on their preferred workflow? The technology exists to allow recruiters to do things like:

  • Post a new job listing to Facebook from their CRM
  • Send channel messages in Slack when new jobs are added to their CRM
  • Add opportunities and jobs to a CRM from Google Sheets

The best recruitment CRM isn’t a one-size-fits-all solution. Look for a CRM with the flexibility to customize features and options for the organization you want to lead.

Do you want to automate communication and task-setting?

It’s natural to communicate directly with team members at important milestones:

“Hey Lulu, it’s Francisco, I’ve set up Janel’s interview for the Marketing Director position.”

“Corey — the Product Manager position is ready to list.”

This is important information, and you want to make sure your team member has it. But when you communicate this information directly, you set an expectation. Will Francisco tell Lulu about all the Marketing Director interview candidates? Will Corey expect an email before listing any future jobs?

Using automation, you can trigger emails when a candidate reaches a certain stage of the hiring workflow. Or when a job order is completed and ready to list. You can rely on your CRM — not your busy staff — to keep the process moving.

CRM Access

One of the biggest benefits of using a CRM is getting all of your …

  • candidates (and for agencies, customers)
  • their resumes and other information, and
  • the messages you’ve sent to them 

… in a single place. Say goodbye to the days when the perfect candidate for the position that Julio needs to fill is hiding on a spreadsheet that only Candace ever uses. Or losing out on the context of a conversation that spread out across email, text, and phone meetings over the course of several weeks or even months. 

For agencies, a CRM can keep your recruiters on exactly the same page as the biz dev person who’s trying to get the firm hired for a particular search. In a full-desk recruiting situation, where the recruiter is also a salesperson, the information just flows from one process to the next without missing a beat.

A CRM can provide visibility, in a single stream, to all your means of communication with a given contact.

A robust search function with Boolean searching can help you unearth the perfect candidate. Source:

Is it important for your recruiters to have all the information about a candidate?

Say that rising CEO candidate Malcolm loves his current role and isn’t going to leave — unless an opportunity comes up in Denver. With a CRM, that key information is accessible to anyone, not a forgotten text on one person’s iPhone.

And access doesn’t just mean available — it means easily find-able.  

Without a CRM, none of your sourcing or placement efforts meet in a central hub. Every new role kicks off a scramble for candidates. Recruiters must chase down information about candidates within multiple systems and people. Information about the role and expectations of the client that may live in the memory of one recruiter, and can easily be lost or misinterpreted by others. 

A robust CRM will have advanced search tools like Boolean search and filters that your recruiters will master — so that qualified candidates are always at their fingertips.

Do your recruiters have the tools to collaborate effectively?

With a CRM, you can truly operationalize collaboration. Working together becomes the default, not an extra step. 

Your team can also go beyond candidate-by-candidate searching and engagement. They can work together to build and nurture talent pools of qualified candidates for your key industries and positions rather than starting from scratch every time a new listing arrives. 

Can your recruiters access information no matter where they are?

When your recruiter meets the perfect candidate for a tricky job listing, do you want that person’s info captured in your system right away? Or do you want it jotted down on a napkin to enter at the office the next morning. 

If your sales team is meeting a prospective client, do you want them to have key documentation a few taps away? Or at the mercy of a wifi connection you can’t control?

Mobile apps let your recruiters bring the office with them wherever they go.

A good CRM can foster a collaborative environment where recruiters combine strengths and work as a team. 

But you may prefer a different model — a loose confederation of recruiters working independently, and developing their own contacts. 

A good CRM will allow you to determine what information is shared on a team-wide basis, and which is held privately by individual recruiters. What attributes and fields should be universal, required, and tightly controlled. And which should be flexible, at the discretion of each recruiter to fit their unique process.

CRM Action-Taking

By now, every recruiter uses some form of applicant tracking software solution — whether it’s a custom product or a mishmash of spreadsheets and calendar invites.

But tracking is barely an action. It’s more like passive supervision.

When you can assign tasks within your organization, you get more done and encourage more accountability. SOURCE:

Would your organization’s leaders prefer doing less day-to-day management?

A good CRM will ask more of individual recruiters. An effective recruiting CRM allows you to drive action for your business as opposed to idly coasting by. The software can compel action with reminders, visual candidate pipelines, and easily accessible forms.

Notifications that go up and down the chain of your organization keep everyone informed. Peers can assign tasks to each other, documenting and saving action items rather than relying on memory. 

The CRM can help you:

  • Plan for the future
  • Deliver a pre-planned nudge to a recruiter at the key moment
  • Identify under-worked areas of your talent pipeline
  • Coach and manage individual members of the team. 

Can CRM software be enjoyable to use?

Don’t discount the importance of platform design and performance. You wouldn’t be excited to go to work in an office with a pest problem, and you won’t be happy logging into your CRM every morning and dealing with annoying bugs that never seem to get fixed.  

Your CRM should be a joy to use — not a chore to check. Good design works the way your brain does — like this drag and drop functionality that lets you move pieces around a visual board, rather than generating movement with clicks.

Could a CRM help you stay in touch with candidates?

You aren’t the only one who needs to take action — candidates do too. But you can’t expect action if you don’t ask for it. A CRM keeps in touch with the talented people you know, sending emails to thousands of contacts while tracking engagement like open rates, click rates, and failed deliveries. 

Could a CRM tell you when you need to assist with high-value placements?

The value of having all information in one place — and being able to manipulate that information — gives you the ability to create narrow but critical reports that show where action needs to be taken.

For example, with filtering, you can create a view that shows just two things:

  • Highest projected placement value
  • Estimated close date

By filtering everything out except: “What are our mission-critical tasks and when do they need to be done,” you can see where action is required. Take action right away by sending an email, or set reminders for yourself or a colleague.

CRM Analysis

Having all of your information housed in one place gives you the power to measure nearly anything about your recruiting process, initiatives, and overall program.

  • Which job fair led to the most candidate placements?
  • Which recruiter submits the most candidates? (And were they effective?)
  • How many CTO candidates have we interviewed in the past year?

Figure out which key performance indicators you want to track before you start comparing CRMs. Armed with this knowledge you’ll be able to tell which CRMs have what you need out-of-the-box, and which will require customization.

Do clients or hiring managers need you to anticipate their needs?

Beyond the core use of analytics for process improvement and managing your team, great CRM reports can give you proactive reasons to talk to clients and stakeholders. Say Langhorne Industries hasn’t hired a market researcher in six months. Perhaps they are likely to need such a person soon, or their business needs have changed and they’ll be asking you to fill different roles. 

Now you’re anticipating client needs, rather than reacting to them. That’s not only efficient business, it’s a major value-add for clients when you’re asking the right questions and prompting the right discussions.

With a CRM, you can get an instant view of the health of your candidate pipeline and how it got that way. SOURCE:

Do you want to go beyond raw numbers and see true efficiency indicators?

Key metrics and ratios such as submittals, interviews, and placements will allow you to track efficiency across an individual recruiter or the whole team. This allows you to see, month-over-month and even week-over-week, who are the top performers and who still needs a boost. 

Ratio reports are one example of such an efficiency indicator. Say a senior recruiter, Suzy, sends out 5 offers in a month, but junior recruiter, Bob sends out 15. Is Bob a better recruiter? 

You can’t say for sure unless you know the ratio of offers to conversions. If Suzy places 4 candidates from her 5 offers, and Bob places just 2 from his 15 offers — Suzy’s ratio is much higher. 

This is where ratio reports will really come into play to drive home the process of what is and is not working. Ratio reports help recruiting leaders see big picture aggregates. For example, you may know that on average it takes 50 candidates, 25 phone screens, 10 interviews and 3 offers to make a placement. With these targets in mind, you’ll know right away when investigating a position, that if you can’t hit these numbers, you’ll need to bolster your pipeline in order to fill the requisition on time.

Do you want to know how a recruiter contributes to your team’s success?

The power of CRM analysis tools also helps you navigate one of the challenges of a collaborative team model. How do you assess individual performance? How do you identify team members who need more training, and those who need a bigger challenge?

If Alyssa meets a software engineer in her soccer league, and Karly places the person in an executive role, you’ll have the granular data that can add up to knowing your team’s overall strengths. If Alyssa consistently sources new candidates from every imaginable angle, while Karly is an expert at evaluation and placement, you can see that trend develop over time — and adjust team roles accordingly.

A good CRM provider will work with you on this adjustment. You decide what’s important to you, the CRM can help you measure it.

Everything Comes Together: A Basic Talent or Customer Acquisition Process With A Modern Recruiting CRM Tool

Who should I engage with?

A CRM tool displays a view, based on data you’ve tracked, showing the right people to contact to achieve your current goal.

What is the next step? / When did I last meet with them?

Based on the history of engagement with the person I’ve now identified — which is stored and easily accessible in your CRM tool — what’s an appropriate mode of follow-up or next-step?

What is their phone number?

Basic, but convenient — details like this are one click away in a CRM tool. 

What should I talk about with them?

The rich data you’ve been tracking through the CRM tool shows you what you and this person have talked about in the past, and their preferred method of communication, so you can continue the conversation in a natural way.

What Is the Best Recruiting Software?

A good candidate relationship management (CRM) system is the one that actually gets used by your recruiters. Ideally the only thing they’re spending more time on is talking to candidates and hiring managers.

Their days will start in the CRM (sometimes at the breakfast table) and end there adding notes from the day’s calls and meetings. You’ll want to make sure to choose the CRM that fits your needs, but also the one your team will use.

At Crelate we’ve spent thousands of hours building a CRM that our customers love using. Learn more about our features or schedule a live demo.

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