As a recruiter or recruitment manager we constantly get asked by the managers we support “how many people have we got in our ATS or pipeline” or we are being told to build talent pipelines ready for when they are hiring. This is all well and good but few of them, if any, truly understand what a talent pipeline is or what it takes to build an effective one. Unfortunately the same can be said for many recruiters and recruitment managers. To the vast majority, a talent pipel

I get asked by an awful lot of people what the best Application Tracking System (ATS) would be, and I see many more ask the same in online f

yet so many of them take it for granted that if you have a good brand or are a sizeable company with a leading market presence in its sector

Good’ will mean different things to the various people in different companies. It will vary over time as priorities and focuses change, and

Whilst things are ‘improving’, if that is the right word, many organisations still suffer from either having a poor employer brand or not even giving it any thought. The lack of attention given to promoting what it is like to work at your organisation, can be very detrimental and a significant hindrance in your ability to attract, engage and entice the best talent in the market. As a candidate I know that if a company showed more of an interest in me and my aspirations, mad

The ATS is a tool, a tool that needs to be used by people, following processes, workflows defined by the company and the Resourcing function