What’s Your Recruiting Personality? [QUIZ]

Looking to get into the recruiting profession? Or, maybe you’re already a seasoned pro but just want to better identify your true recruiting strengths? Whatever the case, take ExactHire’s “What’s Your Recruiting Personality?” Quiz to identify your talent acquisition sweet spot.

From recruiting analytics and compliance reporting to social media and screening, this entertaining yet informative quiz will use your answers to ten short multiple choice questions to point you in the direction of your most prominent recruitment personality type.

Whether you’re happy managing metrics, driven by social shares or energized by candidate conversations…there’s a recruitment role that speaks to your passion. No matter which personality type you call your own, one thing is certain across all personalities…the recruitment field is always evolving and challenging professionals to adapt their sourcing styles.

This is especially true when it comes to navigating the mobile recruiting space. As a result, the ExactHire team has included examples of mobile recruiting software features especially well-suited for each recruiter type in each persona description.

What are you waiting for? Take the quiz and then share the results with your friends!

Mobile Social Recruitment Best Practices

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Social Media As Recruitment Tools

As an undergrad at Purdue University, my campus was one of the first beyond the Ivy League to gain access to Facebook. Then, as I recall, it was used for connecting people based on shared courses or majors…but also for creeping (a practice that endures today).

Of course, social networking sites existed long before Facebook. Some of these sites floundered and failed, others still exist today. All of these sites succeeded by connecting people to people in one way or another.

Today, social networking sites do so much more than simply connect people. They have transformed from sites you only visited for fun, to tools you use for gaining knowledge, insight, and opportunities. LinkedIn, Twitter, Instagram, Pinterest and countless others connect people with ideas, news, art, events, brands, and–increasingly–prospective employers.

best practices in mobile and social recruiting | Download

Be There Now

As an organization, it’s tempting to see the top ten growing social networking sites and think “we gotta be there too! Right away! Now!”. But once you begin talking to your audience in a new way, you then must be prepared to answer in that way as well. It’s no different than including your cell number on a business card–you implicitly commit to answering all calls to that number, and you risk losing business should you not.

So you can see that incorporating just a handful of social media channels into your talent recruitment strategy can easily become overwhelming. But with competition for talent becoming fiercer each day, what’s an “HR Department of One” to do? You can’t be everywhere…can you?

One answer is to determine which social media platforms are most popular. A recent survey by the Pew Research Center illustrates that Facebook is still king in terms of number of users, but other platforms are adding users at a faster rate.

% of online adults who use the following social media websites, by year


That’s good information to know, but it’s also important to consider how frequently users are using the platform. When looking at frequency of use, again Facebook leads the way with 70% of its users choosing to interact daily.


Frequency of social media site use


Ok. So we know which platform has the most users and which one has the most active users. So we go with Facebook and call it a day? Or do we choose Facebook and LinkedIn (because LinkedIn is like Facebook for professionals). And we stop there because we don’t have enough time to manage anymore than that.

Sadly, this is still the conclusion that some HR professionals reach today. Facebook is familiar. That’s where everyone is. LinkedIn is for professionals. That’s where the best will be. It’s a decision that allows the organization to answer: “Yes, we’re on social media.” Unfortunately, while an organization may “be on social media”, it may not be leveraging it to meet its business goals.

Social Media As Tools

Social networking sites are not just places to be, they’re tools to be used. The savvy HR professional knows this, and so they utilize multiple social channels to attract talent in different ways–they use the right tool for the right job. But they don’t chain themselves to a screen in order to post to and monitor multiple platforms. By using an Applicant Tracking System that supports social media and job board integration, the “HR Department of One” can now write once and post to multiple channels with one click. These job posts contain links to a branded career portal, where prospective applicants can learn more about the position, the organization, and how to apply.

Social media provides HR departments with a valuable set of tools. Managing these tools in a way that enhances existing processes–rather than bogs them down–is vital to competing for the best talent in any industry. By utilizing an Applicant Tracking System to manage your social media channels, you can maximize your organization’s social media presence as part of an overall talent recruitment strategy.


ExactHire offers hiring technology that helps small to medium sized organizations scale for growth. Our HireCentric Applicant Tracking System features social media and job board integration to maximize an organization’s recruitment operations. Learn more by contacting a member of our team today!

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Choosing an Applicant Tracking System – Best of Breed vs. Single Source

An issue that comes up quite frequently in my discussions with potential new ExactHire customers is whether it makes sense to purchase a stand-alone applicant tracking system (ATS) or utilize those capabilities within their existing payroll/human capital management (HCM) solution. Admittedly, I have a biased perspective on this. Despite that, below is a brief list of the pros and cons for each option, based on feedback from others over the past few years.

Single Source (Integrated with Payroll/HCM Software)


  • Single sign-on from existing solution
  • Core applicant information (name, address, phone, email) passes through automatically upon hire
  • Potentially lower cost (often discounted if purchased with the rest of the payroll/HCM solution)


  • Key features and functionality may be missing
  • Provider’s development budget for this part of the solution may be limited, with more focus on the core aspects of the solution
  • Implementation and support may not receive the same attention as the other core aspects of the solution

Stand Alone Applicant Tracking System (ATS)



  • Separate vendor for support needs (compared to one vendor with HCM)
  • Can be more expensive (ATS pricing varies based on several factors)
  • No ability to automatically transfer core applicant information (name, address, phone, email) to payroll/HCM solution – though may be available via custom integration

There are certainly more factors to consider than what I’ve represented here. Things such as the size of your organization, number of people involved in your hiring process, the amount of hiring you do, your relationship with your current payroll/HCM vendor, whether that vendor offers applicant tracking, etc. are all items you should consider as you weigh options for your organization.

Ultimately, there isn’t a right or wrong answer to this question. The unique aspects of your organization and the factors mentioned above will drive you to the best option for your needs.

To learn more about ExactHire’s applicant tracking software (ExactHire ATS), please visit our resources section

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When Should I Buy Applicant Tracking Software? – Whiteboard [VIDEO]

If your organization has never used an applicant tracking system before, you might be curious about the telltale signs that it might be time to buy applicant tracking software. In today’s Whiteboard Chat, Jeff Hallam shares his insight on the most obvious indicators that it may be appropriate for a small- to medium-sized business to implement a recruiting software solution for the first time.

Video Transcript:

Hi there! Today we’re going to take a look at something that comes up quite a bit as I’m out talking with organizations. And that usually kind of revolves around, for those who aren’t already very large…how do I know if I’m large enough; or, how do I know when the time is right for me to need an applicant tracking tool?

And so today is really just designed to give you some helpful things to keep in mind or some considerations so that you’ve got some warning signs to consider as to when might the time be right for your particular company. So, the obvious one is if you are doing more hiring. And there is no set benchmark, there is no set number of hires. If you hire more than this or fewer than that, it is or isn’t right for you. More often what I find is that it’s relative. It’s relative to what we’ve done before, it’s relative to what we’ve done up to this point, and so for everyone there seems to be this line of demarcation that once we cross that, this becomes a lot more problematic than it has been prior.

So as you continue to grow and you have more openings out there, that is almost always going to be a surefire way to help you kind of keep that in mind. Secondly, if you are seeing instances where candidates are applying, and you’re finding yourself kind of scratching your head and saying I think I’ve heard of this person before. Or, I think we considered them before. Or, other people are looking at the resume and saying “oh, we’ve talked to this person prior.” That’s almost always a good sign if you don’t have a ready way to keep track of that, and if you think about an Excel spreadsheet, Microsoft Outlook folders, or worse yet even just a stack of resumes you might be keeping in a file folder somewhere…that becomes really difficult to cross reference when you have more than a handful of those in there. So again, that’s almost always a good way to know that if that’s happening with more frequency, that means you probably have more openings, you’re getting more candidates. It might be time to look for a more effective way to keep track of those folks.

This is one of those things that comes up a lot…this need to involve hiring managers. So, when you find yourself at a point where it’s becoming more cumbersome to let hiring managers weigh in on certain candidates, it’s becoming more difficult to track and log what their feedback is…who we interviewed, who did we not, why do we not want to interview them or why do we want to interview them…again, that’s typically where Outlook spreadsheets, Excel spreadsheets, Outlook subfolders I should say…those types of things become very difficult to share bits and pieces of with hiring managers who are only focused on a certain opening. So, in other words if I have three openings and I only want Manager One to see this list of candidates, Excel and Microsoft Outlook folders aren’t really designed to do that in a very efficient way.

So again, as you’re finding yourself getting to that point, others are getting involved, and you want their input…almost always going to be something that will tip your hand that it might be time to look at a solution like ours. And then finally if your applicants are hearing crickets. And again, just by way of notice, that is a cricket. The idea here as much as we make light of it is that can be problematic at two different levels…so certainly it can be problematic if you have good candidates and you want to move them along in the process but you’re not getting to them quickly enough. Those folks, if they don’t hear a response very quickly, they’re likely moving on to the next opportunity. And you certainly don’t want to lose access to them. So that’s what we mean on the one side of the fence when we talk about them hearing crickets.

On the other side of the fence though, are the people that you are clearly not moving forward with. When you don’t have an automated tool like an applicant tracking software piece available, it becomes very difficult to keep applicants up to date with where they are and communicate with them effectively. And so even though you may not be worried about them as a potential hire, you don’t want to give those folks incentive to speak poorly of you out in the employment marketplace. Certainly we all have a brand to our potential customers, but that branding also extends over to the employment side of things. So, whether you are talking about your better applicants or your not so good applicants, having a ready way of keeping them apprised of where they are, what the next steps are, and where they fall in that process…is going to be very critical to making sure that you maintain a good presence in the employment brand space out there, and avoid giving people incentive to speak poorly about you to others. So again, hopefully this has been a nice help just to give you a few quick indicators. These aren’t the only ones by any means, and they may not be the exact ones for you…but certainly something to keep in mind as you continue to grow and your business gets to points where you might be considering something like this.

For more information about how ExactHire’s HireCentric applicant tracking system, please visit our resources section.

Using Hiring Software to Find Temporary Help

Finding temporary help can be difficult in any business, but the need to do it can happen in all industries, at any size of company.  This currently hits home for myself as I will be on maternity leave in the near future. (Don’t worry, I will try to keep up the blogs for my loyal followers, haha!)  Regardless of the reason (seasonal hiring, maternity leave, illness or other medical reasons) finding good temporary help can be hard.

Things to remember when hiring temporary help

  • Do not look for the cheapest option – you still need someone that represents your company well, including its culture and product. Spend a little more time, effort and money if necessary, as this will save you in the long run. Having to rehire halfway through a seasonal position is very costly.
  • Treat temp employees as you would any other hired employee – they may become full time employees or come back during other seasons if needed. If not, they still are representing your company and you want them to feel welcome and part of the group. They may also be able to refer other employees in the future if they have had a good experience with your organization.
  • Provide training and resources – do not let the temporary employee “sink or swim”, he/she needs adequate opportunities like all other hires. This is similar to the last item, you want him/her happy at the new position because it will reflect well in the long run. Happy employees make for happy clients as well.

Use Applicant Tracking Software to find temporary employees

When hiring for any job, being efficient and consistent is important. These are two of the biggest advantages of using Applicant Tracking Software (ATS).  This is especially true for hiring temporary employees.  Our ATS allows you to collect all the necessary information about candidates’ past work experience; as well as, ask “knock out” questions that use scoring and flagging filters to allow you to narrow your applicant field efficiently.  Once you have found several candidates that are a good potential fit, you can effectively make your decision after interviewing this smaller group. Don’t worry about cost, there are ATS options that are economical even for small companies.

With these things in mind, you can approach the hiring process for temporary staff similarly to any other hire. Have a plan and follow it. To learn more about our hiring software products, please visit our resources section or contact us today.

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2 Ideas to Get an Applicant Tracking System Approved by Your Boss

I regularly interact with human resource leaders, staff and recruiting teams as part of my efforts to offer our services to their organizations. Most of these folks work for companies in the SMB (small- to mid-sized businesses) space, where the decision to implement new HR and hiring technology is ultimately made by the president or owner of the company.

Inevitably, while the HR and recruiting team members readily see the benefits to applicant tracking software (ATS), their boss needs to be “sold” on the idea and the spend for this to move forward. As with any other purchase, that person’s job is to make sure the dollars are well-spent and that there will be a good return for the company.

To that point, below are two common elements for making this type of pitch to your boss:

#1 – Put it in terms with which the boss can identify

Most owners or presidents likely haven’t had much exposure to applicant tracking, so it’s foreign to them. Try using an analogy to something more familiar — two examples are CRM (customer relationship management) software and accounting software. Either will work and it doesn’t really matter which brand of each you use. The point is to help the boss understand that automating the recruiting/hiring process improves the business the same way automating those tasks does. It’s unheard of today for an organization to sit down and run an ROI analysis on whether to use accounting software or a manual ledger — it’s a given that using software is the answer. Likewise, rarely will an organization be without some type of CRM for current and prospective clients — that data is too valuable to risk losing in manual files or spreadsheets. Going down this path helps your boss better understand the big-picture benefit of bringing automation to your hiring process.

#2 – Make a true business case

The tip above is an excellent way to frame a discussion about ATS in a way your boss can appreciate. Now that the level of understanding is better, it’s time to take the next step. Most owners (and often their key staff) are focused on a core group of metrics that help them gauge how well the company is performing. At the root of most metrics is a common factor — people. While there’s nothing wrong with showing how an ATS can improve operating efficiency for the HR & recruiting team, tying this purchase to existing metrics will almost always result in success.

If an ATS is doing its job, managing the entire applicant process becomes more efficient. In turn, this allows both HR/recruiting and hiring managers to focus more quickly (and easily) on better-qualified applicants. Ultimately, this improves overall hiring results by eliminating the laborious (and unproductive) aspects of the process and allowing more time for better decisions. Finally, bringing better people into the organization on a regular basis will improve other operating metrics.

There are certainly other things that may aid your efforts to put ATS technology in place. These are simply two of the more effective strategies I’ve seen used to help HR teams win approval for their requests.

If you’d like to learn more about our HireCentric applicant tracking system, please visit our resources page or contact us today. –

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Best Applicant Tracking System for Small Business

Not too long ago, the idea of a small business using an applicant tracking system (ATS) was unrealistic. Most solutions were geared to larger companies and were too expensive and complicated for smaller and medium-sized organizations. Thankfully, times have changed and you have options for finding the best applicant tracking system for small business.

Now, even very small employers are seeing advantages to using an ATS. At the same time, the list of providers offering this type of software has expanded dramatically. While there are a number of very good options from which to choose, there is arguably a larger number of “bare bones” offerings that may not help an organization as expected. To that end, below are some things to consider to make sure you can select the best recruiting software for your small business:

  • Will you want/need to push to external job boards — i.e. Monster, CareerBuilder, LinkedIn, colleges, Department of Workforce Development, etc.?
  • Can the solution reinforce your web branding?
  • How user-friendly is the process for your applicants?
  • Is there flexibility to allow for both applications and/or resumes to be gathered from applicants?
  • Is there additional cost for multiple users in or out of HR (hiring managers, executives, etc.)?
  • Are there limits to the number of jobs that may be posted at a single time or how many applicants are allowed to be kept within the system?
  • Will the vendor help you get the ATS configured and ready for live use?
  • How is training done?
  • Is live support available when you have questions?
  • What is your budget for something like this?

Giving thought to some of these factors will help you better define your particular needs and more readily identify a short list of providers who can meet those needs.

To learn more about ExactHire applicant tracking system for small business, please visit our resources section or contact us.

SMB Pre-Employment Screening Guide Ebook

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Employee Referrals – Use Technology to Help Track and Reward

There’s a lot of talk in our market these days about where recruiting is headed. Many experts feel that we are on the cusp of some significant changes in the next few years. Less reliance on traditional job boards, heavier use of social media and allowing applicants to leverage mobile technology are some of the more consistent topics of change that I see on a regular basis.

Whether you see these trends affecting your organization or not, there is a recruiting strategy that is worth considering — employee referrals. This is nothing new. In fact, employers and their staff members responsible for hiring have been trying to find ways to consistently tap this market for years.

Employee Referral Program Benefits

There are several benefits to using employee referrals for sourcing applicants:

  • Better applicants — good people tend to know and refer other good people
  • Passive applicants — this approach reaches people who may not yet be actively looking for work and would never see your opening on your career site or a job board
  • Lower cost — even if you pay employees for referrals, it is widely acknowledged that this cost is far lower than the typical costs born through standard recruiting techniques
  • Better potential for cultural fit — your current employees understand your organization’s culture and are in the best position to help answer questions about the organization from those applicants they refer

Here’s more good news…technological advances are continuing to help make this employee referral process better for both employers and their employees. Social media on its own allows employees to make others in their networks aware of job openings in their organization. However, some of the more progressive applicant tracking software (ATS) tools in the market make this even easier for employees. Employees may click and share openings through their social channels without any copying/pasting. This makes the overall program more sustainable and successful.

To learn more about social referral tools available within HireCentric ATS, please schedule a live demo with ExactHire.

Hiring Solutions and Technology for Auto Dealers

With the automotive industry rebound in recent years, we’ve had the opportunity to customize our applicant tracking system technology for auto dealers around the country. In doing so, it dawned on me that there are some common reasons many of these automotive groups are looking for help with their hiring process:

  1. Turnover — With the improved economy, turnover figures are trending back to pre-recession levels. Salespeople, automotive techs and customer service representatives are the main positions where dealers experience turnover.
  2. Demographics — A high percentage of the applicant pool for auto dealers are job seekers who are very tech savvy. These applicants are used to doing things online and expect potential employers to follow suit.
  3. Limited resources — Managers in most dealerships are busier than ever with their day-to-day jobs. This means they don’t have a lot of excess time to review resumes and try to decide which applicants are qualified for their openings. These managers are looking for ways to automate as much as possible.
  4. Cost — Dealers are seeing margins squeezed like everyone else. This means they want technology solutions with low upfront costs, low ongoing costs, and no long-term contracts.

While not unique to auto dealers, these core reasons certainly seem to resonate in this industry. In particular, these issues are magnified for those dealers who happen to have multiple locations — a more common occurrence than years ago.

Popular Applicant Tracking Features for Car Dealers

Below are some of the features to which our clients have gravitated when using our HireCentric applicant tracking software (ATS):

  • Branded career portal to match the rest of your corporate web presence
  • Flexible employment application setup to gather what’s important to a particular dealer’s needs — this includes the ability to break the application into more than one step, if desired
  • See multiple applications for an individual tied to a central applicant profile — especially helpful for “serial” applicants
  • Track all notes, email correspondence and internal feedback for each applicant in a single database
  • Reach out to previous good applicants when positions open up unexpectedly
  • Communicate with groups of applicants simultaneously to keep them informed of progress in filling a position — this protects your brand for applicants who may also be existing or potential customers
  • Easily see what the “pipeline” looks like for any given position or group of positions

Using applicant tracking software isn’t right for every automotive dealer. However, if any of the features mentioned above resonate as potential options for your organization (automotive industry or not), please contact ExactHire to discuss whether this type of solution is functionally and economically viable for your group.

Use our pricing calculator for HireCentric ATS.

Image credit: Honest John’s Used Car Lot, Los Angeles CA, 1947 by Alden Jewell (contact)

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