Tag: hiring manager

In today’s fast-paced business environment, hiring managers are constantly seeking ways to streamline their recruitment and hiring processes while still ensuring they find the best candidate for the job. One tool that is becoming more prevalent in the hiring process is the Applicant Tracking System (ATS). 

Optimizing Efficiencies with an ATS

Did you know the average job posting receives 250 resumes? But less than 25% are seen by human eyes, and hiring managers spend less than 60 seconds reviewing each one.  

An Applicant Tracking System (ATS) is a software tool used by businesses to manage and streamline the recruitment process to find the best possible matches more quickly and enhance the client and candidate’s experiences. When used correctly, it can streamline the recruitment process by efficiently managing large volumes of resumes, ensuring that no potential candidate is overlooked. 

Despite its efficiency advantages, hiring managers still need to ensure they’re looking at the big picture of hiring and leverage a combination of an ATS, other recruitment tools, and human relationships to maximize their hiring success. Here are some tips to help you optimize your hiring process. 

Tips for Hiring Managers

Connect with Candidates Personally

As you work with your trusted recruiting partner who is helping you get candidates past the ATS stage, make time to connect with that candidate on the phone or through a video chat. Even a quick 15–20-minute call can make all the difference. 

“It’s really hard to value people’s personalities and work ethic straight from a resume. So really do what you can to take the time to speak with that individual. If they’re checking off, you know, seven of the 10 check boxes, we encourage you to have that conversation.”  – Cameron Little, tenured Creative Circle Recruiter. 

 

Take the time to speak to a candidate and get to know them as a person.

Enter the Search with an Open Mind 

When going into your search for a candidate, keep an open mind and consider transferable skills, or candidates who have experience in adjacent industries.  

“There’s a lot of candidates who can bring value to your company versus really trying to focus on finding the perfect candidate. So, I think obviously the skills and the experience need to be relevant, but I think with the when you’re prioritizing those transferable skills, you can find a lot of great people out there.” – Cody Pickett, tenured Creative Circle Recruiter. 

 

Enter your search with an open mind and consider transferrable skills to expand your talent pool.

Find the Balance 

Relying solely on technology can result in missing the nuanced insights that human interactions provide. By integrating ATS alongside human relationships with industry professionals, recruitment partners, and the candidates themselves, managers can cast a wider net to better inform their decisions.  

This holistic approach ensures that hiring managers not only identify the most qualified candidates but also those who will thrive and contribute positively to the organization.

We Can Help

We’re your trusted partner during the hiring process. Creative Circle’s employees come from the creative industry themselves, so they understand your unique challenges and needs. Here are all the roles we place across freelance, full-time and managed service’s needs, including: 

Let’s get started.  

About Creative Circle 

💡 At Creative Circle, our human recruiters identify the right candidates and teams, for your marketing and creative projects. We ensure your pain points are solved with top tier talent, backed by deep industry experience. Whether it’s building creative teams, expanding your capacity with the right contractors, or filling that one critical role, we make sure you exceed your goals and drive meaningful results.   

Today’s job market is consistently evolving across all industries, and finding the right talent to support your team is paramount. Sam Funt, Senior Account Manager at Creative Circle, offers valuable insights on adapting to the changing landscape, and urges hiring managers to be more flexible when looking for talent.

Here are three pieces of advice to maximize your talent pool and avoid putting candidates in boxes: 

  1. Don’t overly rely on traditional hiring methods. Instead of focusing on candidates’ years of experience, focus on the actual experience and skills they bring to the table.  
  2. Don’t make assumptions. This can include making assumptions about someone’s work ethic, temperament, or ability to assimilate into a team based on age, young or old.  
  3. Do consider hybrid work. Does the candidate actually need to be on-site five days a week, or can they work a hybrid schedule?  

 

 

 

 

 

This advice from Sam serves as a timely reminder for hiring managers to review their strategies and embrace a holistic approach to talent acquisition. By setting aside preconceived notions and removing the boxes we may unintentionally put applicants in, organizations can not only broaden their talent pool but also foster a more inclusive and dynamic workforce. 

For additional 2025 hiring predictions, catch the full recording of our latest webinar here.  

💡 At Creative Circle, our human recruiters identify the right candidates and teams, for your marketing and creative projects. We ensure your pain points are solved with top tier talent, backed by deep industry experience. Whether it’s building creative teams, expanding your capacity with the right contractors, or filling that one critical role, we make sure you exceed your goals and drive meaningful results.