Posting jobs on public sites (like TM) and doing this at the outset - and then sharing that job URL across social media or other networks - is important for inclusivity.
Posting this way not only saves time by enabling recruiters to manage all applications in one place but keeps companies on the right side of HR law.
(Companies can breach equalities legislation if their jobs are posted in closed networks like Facebook or Whatsapp without also – and first – being posted on public sites indexed by Google, like TM.)
By funnelling applications via TM recruiters are able to make full use of the comprehensive Diversity Reporting which shows which communities have viewed their job adverts as well as the communities that applied.
These reports help companies proactively monitor the make up of their organisations and show them where, if any, their areas of underrepresentation lie. (TM has now also embedded these dynamic Job Reach/ Job Response reports into emails sent directly to the recruiter when their job posts have had over 50 views and also over 10 applications.)
Our revamped Applicant Management tools make it easier for companies to respond to applicants.
The system, which allows recruiters to 'categorise' candidates from the get-go (Good Fit/ Maybe/ Not a Fit), means it’s faster and easier to send responses – so freelancers who are not in the running know where they stand.
What’s more, the recruiter's Job Management Dashboard will now give greater visibility on candidates that are awaiting a response and auto response emails will be embedded in reminders so multiple notifications can be sent in just one click.
