Applicant Tracking Systems (ATS) have become a core part of modern recruitment. They help hiring teams manage applications, track candidates through the recruitment process, and keep hiring workflows organised and efficient. The challenge is that while ATS platforms are excellent at managing recruitment activity, they weren’t designed to measure recruitment performance. They can tell you
Most hiring teams still measure recruitment in the same way they measure traffic: applications, clicks, and sessions. The problem is that none of those metrics tell you whether a hire actually happened or whether the money spent on a channel delivered anything beyond activity. That gap creates a false sense of performance. A job board
Hiring is rarely straightforward. As soon as application volumes increase or multiple roles open at once, the process can quickly become difficult to manage. What starts as a simple inbox-based workflow often turns into a fragmented system where candidates are harder to track, compare, and progress efficiently. This is where applicant tracking systems come in.
Employee onboarding sets the tone for a new hire’s entire experience with a business. When it’s done well, it helps people to feel prepared and supported from the outset. When it’s not, it can lead to confusion, inconsistency, and delays in getting employees up to speed. As organisations continue to scale and adapt to hybrid
Hiring the right people has never been more important, or more challenging. Recruitment teams are expected to fill roles quickly, reduce costs, and deliver high-quality candidates, all while competing in a crowded and fast-moving market. With so much pressure on every hire, relying on instinct alone can lead to inconsistent results and missed opportunities. The
Recruitment teams often invest significant time and budget into attracting and hiring the right talent, but many still struggle to measure what actually drives results. Applications, interviews, and hires are often tracked separately from marketing activity and call data, leaving gaps in visibility across the full journey. It can be difficult to understand which channels
It’s essential to hire the right people to drive your businesses towards success. However, the recruitment process can often be overly expensive. Many organisations are often surprised to find that their cost per hire is more than expected, eating into budgets and slowing growth. Understanding why these costs rise – and knowing how to address
The recruitment landscape has undergone a remarkable transformation with the advent of Artificial Intelligence (AI). As organisations strive to attract and retain top talent, AI-driven recruitment tools offer unparalleled efficiency and accuracy throughout the hiring process. From sourcing candidates to onboarding new hires, AI is revolutionising human resources and helping businesses build more effective teams.
Integrating programmatic bidding helps increase quality applicants, reduces costs, and accelerates talent sourcing. Fourth, the leader in workforce and inventory management solutions to the restaurant, hotel, retail, and leisure industries, today announced an exclusive partnership with Doncaster, UK-based Automated Analytics to offer rapid recruitment via AI-powered programmatic bidding to US customers. Integrating Fourth’s PeopleMatter® applicant
One of the UK’s largest employment websites, CV Library is a treasure trove for any recruiting business. With over 14 million CVs on file, it’s vital for companies to make sure they make the most of the resource when scouting for new talent. Below you’ll find our list of top tips to make sure you