Webinar Recording - Jumpstart Your Hiring

If your organization is ready to begin hiring again after a pause, it's a good time to review your hiring workflows before reopening positions. Refreshing your openings, reviewing user access, analyzing reports, and taking advantage of remote hiring features can help ensure your recruiting process is ready to go.

This guide summarizes the key recommendations from the Jumpstart Your Hiring webinar.

Refresh and Republish Existing Openings

Before publishing an existing opening again, review its current status and confirm that all information is up to date.

Consider the following:

Verify whether the opening is currently published, archived, or set to No Longer Accepting Candidates.
Review the job description and opening details to ensure they are still accurate.
Republish the opening to your careers site and connected job boards once everything has been reviewed.
If the posting has been live for an extended period, refreshing and republishing it can help improve its visibility on supported job boards.

Review User Access

As hiring resumes, make sure your recruiting team has the appropriate access to participate in the hiring process.

When managing users, you can:

Assign new users to specific openings.
Deactivate users who no longer need access.
Reassign outstanding tasks from deactivated users to active team members.
Use Bulk User Management to add, deactivate, or update multiple users at once when making larger organizational changes.

Use Reports to Evaluate Your Hiring Process

Reports can provide valuable insight into your recruiting efforts and help identify opportunities for improvement.

Two commonly used reports include:

Hiring Pipeline Report to understand how candidates are progressing through each stage of your hiring process.
Candidate Sources Report to determine where your candidates are coming from and which recruiting channels are performing best.

Reviewing these reports regularly can help you make informed decisions as hiring activity increases.

Best Practices for Remote Hiring

Trakstar Hire includes several features that support remote recruiting and remote-friendly positions.

Configure the Opening Location

When creating a remote position, the recommended approach depends on where you plan to advertise the opening.

If the position will be syndicated to free job boards:

Use your company's primary office location.
Select the location from the Google location dropdown so it is geo-tagged correctly.
Alternatively, use your organization's built-in Work Address location.

Enable the Allows remote work option to indicate that the position is remote-friendly.

This approach allows the opening to qualify for automatic syndication while still displaying that remote work is available.

If you are only posting the position on your own careers site or sharing it manually:

You may enter wording such as Remote or Work from Anywhere in the Location field.
Enable Allows remote work so candidates can clearly see that the opening supports remote work.

Create trackable opening links when sharing jobs on remote-focused job boards, such as:

We Work Remotely
Working Nomads

Trackable links allow you to measure which sources generate candidates.

Use Questionnaires for Additional Screening

Questionnaires provide another way to evaluate candidates before scheduling interviews.

Depending on your hiring process, you can:

Send follow-up questionnaires after candidates apply.
Use video questionnaires as an alternative to an initial phone screening.

Enable Self-Scheduling

Calendar integrations with Google Calendar or Outlook Calendar allow users to synchronize their availability with Trakstar Hire.

Once configured, Self-Scheduling enables candidates to select from available interview time slots, reducing scheduling back-and-forth and streamlining the interview process.