Nov 11, 2019 5:28 PM
Has anyone found a good solution for using HubSpot as an Applicant Tracking System (ATS)? We are a recruitment firm and rather than integrating our current ATS, we would like to see if there is a way to leverage the current CRM to track the candidates for our open jobs.
Nov 11, 2019 6:36 PM
In isolation, HubSpot is capable of easily handling all the following essential features of applicant tracking systems (ATS's)...
- Career page hosting.
- Job distribution.
- Receiving and sorting applications.
- Resume storage.
- Collaborating with teammates.
- Messaging and interview schedulers.
- Onboarding tools.
- Social sharing.
Additionally, HubSpot easily handles the following items typically absent from traditional ATS's.
- Webpage hosting.
- Ads management.
- Advanced email marketing.
- Advanced sales CRM (and tools).
- Native video meeting integration.
The above withstanding, challenges will mount as your need to separate applicant data from CLIENT data increases. As long as you plan early and thoroughly, should be able to bring most functionality into HubSpot.
Not recommended as a DIY (do it yourself) project.
Nov 12, 2019 1:12 AM
Dave, we've built a effective hiring engine in HubSpot. Among other basic ATS functions, this automated system:
While it is very flexible to accomodate different companies, processes, and positions, this engine removes a lot of the manual admin work from the process so that the best candidates simply show up on your calnedar when the time is right.
Jan 13, 2020 5:35 AM
I am currently using Hubspot as an ATS but have to admit that it is quite long the procedure to build a page, build a form, build CTA etc - Do you have any tricks for that or shorter ways? Now every time we are pushing a new vacancy online we have to create ( 1. blog page, 1 landing page, 1 form, 1 CTA )
I would be curious to know what others are doing to reduce this and be more efficient
Also is there anyone using a multi-job poster linked to the vacancies they build in Hubspot?
Mar 4, 2021 8:36 PM
Hi markaiello, I'm happy to partner with you as I explore how to build out HS into an ATS. Note, I'm going to use it for headhunting/exe search so I'm less reliant on having a landing page for an advert, simply because I'll be targeting candidates, pulling them into HS as a Contact. Then within their Contact field, I'll label them as a 1) candidate, 2) assigning them to a contact field that denotes the job their being recruited for and 3) tracking their status as they progress through the "sales pipeline" aka the recruitment process (identified/contacted/interested/screened/longlisted/shortlisted/assessed&interviewed/offered/accepted). I'm going to track candidates at each stage via an Active Report which will pull candidates at a particular status into a report build for each recruitment stage. This will act as a snapshot of the number of active candidates at that specific stage which will inform our progress and allow for client reports each week.
Nov 12, 2019 2:59 AM
Hi, I run a Recruitment Firm and yes it is very much possible to replicate the features of an ATS with Hubspot (i would say most of the features). Yet, you won't get that user friendliness while using Hubspot as a standalone ATS and quite a few features would still be missing.
Candidate Management is very crucial and has taken a dramatic turn in the last couple years. Tools like Hubspot although a challenge to be fully deployed still can be meaningful if you havd a dedicated ATS and use Hubspot for Client Management.
I'm using Hubspot to track New/Old clients and also experimenting how it pans out for Candidate Management. (I have a dedicated ATS by the way)
Anyways, Give this a shot, maybe you will dicover new ways which most didn't (using Hubspot as an ATS)
Nov 12, 2020 9:47 PM
I have been using it for client management and it works perfectly.
However, I am still exploring to use Hubspot on the candidate management.
Is there any good tips on the candidate management?
Especially on the ratings scheme and filter the qualifies candidates.
Dec 13, 2019 9:44 AM - edited Dec 13, 2019 9:45 AM
Hi @DaveConnect, I am curious to see if you have been able to test HubSpot CRM's applicant tracking capabilities. I found a product called CandidateZip which claims to be able to parse resumes into HubSpot CRM. It appears to work in the demo however I have not trialed it yet. Please let me know if you have learned more. Thanks, -Mark
Jan 22, 2020 12:59 PM
We're having our Marketing Firm work on some automation within HubSpot and have created specific steps within the Recruiting and Hiring Process within HubSpot. We're just starting to test a few of these newly created features on a new job order. I have some concerns with the parsing of data into HubSpot, or most importantly the time it takes. It's extremely time consuming to setup a candidate in Hubspot vs just dragging in a resume or .pdf profile document from a candidates LinkedIn page. I wish HubSpot integrated better with LI to bring in candidates profile information for Sourcing. I've played with a few products CandidateZip and Zapier but my technical limitations are met quickly with those products - especially Zapier. I just can't figure out how to make it work.
We've been using Google Hire for the last few years but they are sunsetting Hire this year. It takes one second to get a candidate entered into HubSpot, drag a .pdf or other format document and all the info is parsed.
I'd love to hear from anyone who's figured out how to parse information into HubSpot.
I'd also like to see others share specifics on how they candidate candidate information into HubSpot. I saw another reply mention the differentation between "client" and "candidate" information in HubSpot. This is another area that's a little gray and needs more work.
Jan 23, 2020 10:06 AM
so right now we have candidates (b2c--> Job applicants) and clients ( b2b --> Potential partner/clients) we've categorized them like that and we are using the service tools from hubspot for recruiters. We are a recruitment agency for recruiters, this is the reason why we are working like this so I am not sure if it's applicable for you.
Basically, when someone applies on a form it creates a new ticket that is assigned to a recruiter and we also have a live chatbot which also gets assigned to a recruiter or live notification within slack.
When someone applies, they can upload their CV in the form and it gets uploads as a Document in their contact details. We are obviously also missing a CV parser that would be a dream or a new tab on top where the CV gets attached so it's super easy for recruiters to find that info. Now they have to scroll down into the activities to find it.
We are also missing a connection between Linkedin applications and Hubspot ( that would be a dream ).
I would love it if I could have contact from someone at Hubspot to work on an ATS development as we are super far already in this.
Mar 4, 2021 8:41 PM
Hello ajbl, see my reply to markaiello in this thread. I'm happy to partner with you as I explore how to build out HS into an ATS. I will be trialling CandidateZip and will report back to this thread on how it performs within Hubspot.
May 13, 2020 8:13 AM
I too run an Exec. Search firm and am tired of my data being in two systems. Synch helps a bit but we lose context. We don't need the job posting, etc. Just assigning candidates to jobs and managing short and long lists. Seems like it should be straightforward in Hubspot, but we're too busy selling and delivering to do tool development.
Would love to hear if someone knows of a resource to do this.
Mar 4, 2021 8:49 PM
Hi Ken, see my reply to markaiello above. Note, I'm going to use it for headhunting/exe search. I'll be targeting candidates, pulling them into HS as a Contact. Then within their Contact field, I'll label them as a 1) candidate, 2) assigning them to a contact field that denotes the job their being recruited for and 3) tracking their status as they progress through the "sales pipeline" aka the recruitment process (identified/contacted/interested/screened/longlisted/shortlisted/assessed&interviewed/offered/accepted). I'm going to track candidates at each stage via an Active Report which will pull candidates at a particular status into a report build for each recruitment stage. This will act as a snapshot of the number of active candidates at that specific stage which will inform our progress and allow for client reports each week. Hope this helps. Happy to chat directly via email or Zoom/etc.
Mar 4, 2021 9:08 PM
Hi SWilson, I'm still working with my HS Mentor as part of our inital 3 month onboarding. The approach that I'm about to build will see me create two extra Contact fields. See my message to markaiello above and in ore detail below.
Within the candidates Contact field, I'll label them as say/i.e. Label 1) as a candidate, i.e. Label 2) I'll assigning them to a contact field that denotes the job their being recruited for and i.e. Label 3) tracking their status as they progress through the "sales pipeline" (Note, to traack candidates separately from your Sales Pipeline/Deal; you'll need a second pipeline/sales pipeline-which you'll have to pay extra for if not part of your existing package) aka the "Recruitment Process" (which is what I've labelled mine) (consisting of the discrete steps of: identified / contacted / interested / screened / longlisted / shortlisted / assessed & interviewed / offered / accepted). I'm going to track candidates at each stage via an Active Report which will pull candidates at a particular status into a report build for each recruitment stage. Note that this report will have to pull Label 2 and Label 3 in order to see the recruitment pipeline status for each recruitment job. Note that all candidates that you are processing will be tracked in your Sales Pipeline tool/Recruitment process pipeline. I'm only going to use a second Sales Pipeline tool for now from Hubspot. One can pay for more, up to 20 discrete pipelines, I believe. All candidates will progress through this single Pipeline tool/Recruitment Process pipeline. The only way to separate them is to a) build more sales pipelines from Hubspot OR have them all flow through the same pipeline and then separate them by discrete job and status by using an Active Report which will pull canddiates with the atributes of Label 2 and Label 3 - assuming that you want to report on candidates per job. An Active report will need to be build/created for each stage of your pipeline. Candidate progress will need to me/your admin/recruiters to update candidates Label 3 Recruitment Prcess/progress field (in my case a drop down check box, with a check box per recruitment stage of the pipeline). This will act as a snapshot of the number of active candidates at that specific stage which will inform our progress and allow for client reports each week.