Recruit Smarter, Not Harder! How to Make Technology Do the Heavy Lifting

Recruit Smarter, Not Harder! How to Make Technology Do the Heavy Lifting

We all know that recruiting can be daunting, especially when you have a large pool of candidates to choose from. However, with the right technology, you can recruit smarter, not harder, while maintaining the human touch.

 1. Identifying the Right Tools for Your Team

One of the most critical steps in making technology work for you is identifying the right tools for your organization. Many different software programs and platforms are available to help streamline the recruitment process. These tools can help you sort through resumes, schedule interviews, and even conduct initial screenings.

2. Reaching the Right Audience

Another critical factor in using technology to recruit smarter is ensuring that your job postings reach the right audience. By using targeted job boards and social media platforms, you can increase the visibility of your job postings and attract more qualified candidates.

3. Keep it human 

Finally, it is essential to remember that while technology can be a valuable resource, it should never replace the human touch in recruitment. Make sure you are still taking the time to interview candidates and get to know them personally.

By following these tips, you can make technology work for you and recruit smarter, not harder!


How To Get Candidate Flow Like a Boss

How To Get Candidate Flow Like a Boss


Fix Your Job Ads

Want 10-30% more candidates quickly? Fix your job ads. Kat Kibben is the world’s foremost expert on writing job posts and she laid out how to re-write your job posts in the Pivot2First .  It’s not hard, and the payoff is literally now and forever.

Adjust your budget.

Getting candidates from job boards is getting more straightforward, but it may take a bigger budget. First, the market is competitive, and costs are going up, despite all the talk of recession. Programmatic platforms like Pando and job boards like Indeed are making it possible to budget by applicant.  But if you are budgeted for clicks, paying for applicants may be a bit of a sticker shock. Best to overcome this and get the right budget so you can get enough candidate flow to succeed.

Treat Every Candidate like they are Precious

Because, well, they are. Indeed will charge you for every applicant. Don’t let that spending go to waste by not engaging every candidate. Try to have a conversation via text message with every candidate who applies. First, you’ll be able to identify unresponsive candidates quickly (and ask Indeed to replace them for free). Second, you can cut up the time it takes to get enough candidates into the hiring process from weeks to in some cases the same day!


Stop Turning off the Spigot

Turn on the ads, we’re hiring. Turn them off, we’ve stopped. This is a great way to save a little money now, but if you are doing it right, you’ll want to constantly be building a community of people interested in working for your company. Just lower your budget, but never stop recruiting.

Re-engage and re-engage and re-engage…

People who applied in the past should account for 20-30% of your candidate flow. The best way to re-engage? Texting.  Here’s why: you’ve already paid to get the application. The only cost you have is a text message! You might even be able to speed up the hiring because you already have the applicant in your ATS.


PivotCX Taps HR Tech Industry Expert David Bernstein to Join its Leadership Team

PivotCX Taps HR Tech Industry Expert David Bernstein to Join its Leadership Team


Bernstein brings nearly 30 years of experience plus deep industry and enterprise-level relationships 

INDIANAPOLIS (August 10, 2022) – – PivotCX, an HR technology company that is transforming the recruiting process with its all-in-on talent acquisition communications hub, today announced that it has hired HR technology industry expert David Bernstein as executive vice president of corporate development and strategy. In this role, Bernstein will be responsible for business development, strategic alliances, marketing, and amplifying the brand across multiple stakeholder communities.

Bernstein, who has nearly three decades of experience in human resources, first as a recruiter for PeopleSoft and later as an early adopter, implementer, and leader in the HR technology space. Among his career highlights are implementing global technology platforms for Fortune 500 companies such as Hitachi and serving as a director of product strategy for an early pioneer of total HR software solutions. Bernstein has worked with six startups in the HR technology space, most recently as the vice president of partnerships and industry relations for JobSync. Bernstein is a frequent contributor to Forbes and serves on the Forbes HR Council. He is also an adjunct professor, teaching HR Analytics, at Palo Alto University, and is a noted speaker at HR technology events.

Bernstein’s hiring could not have been better timed, says PivotCX CEO and Co-founder Howard Bates. “The last two years have been extremely challenging for companies to rehire employees post-pandemic, adjust to fast-changing workforce dynamics and an overall shortage of qualified candidates. This has motivated very large companies to reevaluate traditional recruiting practices and embrace PivotCX platform’s unique ability to immediately engage candidates, accelerate the hiring process enabled by live text, and provide an overall excellent experience.

“We are extremely fortunate to have David onboard to drive business development and strategic partnerships for PivotCX as we concentrate on scaling the company to the next level,” Bates said.

PivotCX’s client base has grown exponentially in 2022, which Mike Seidle, PivotCX co-founder and CTO, says he is looking forward to leveraging Bernstein’s role as chief brand evangelist. “We will soon be announcing major corporate clients that are adopting the PivotCX platform because they need quality people now. We’re confident that with David’s focus on delivering the PivotCX message to more companies, more analysts, more journalists and influencers, we can radically redefine the effectiveness of recruiters and the experience of job candidates for companies that want to be first in line to choose the best candidates.”

Bernstein says his decision to be a change-maker for PivotCX was driven by the untenable and unacceptable nature of traditional recruiting where businesses and candidates live in their respective vacuums. “Talent is what drives business outcomes. If you can’t recruit and nurture great talent through the hiring process, companies are dead in the water. I welcome the opportunity with PivotCX to transform the experience for recruiters and candidates so that connections are immediate and positive energy is generated on both sides whether the candidate is hired or not. We’ve got to get back to being responsive to all candidates and the critical human touch in recruiting. I see PivotCX as the enabler.”

About PivotCX
PivotCX is transforming the way recruiting gets done. Through its innovative all-in-one talent acquisition communications hub, recruiting teams are empowered to make better hires faster. With PivotCX, recruiters are able to engage in personalized conversations with candidates and managers at the scale and speed required to meet their hiring needs. The PivotCX communication hub integrates with ATS, CRM, and HRIS systems as well as job boards, social media, and career sites. This enables automated and person-to-person conversations via text, voice, and email. Data collection and comprehensive dashboards for communications and actionable analytics complete the SaaS solution that’s quickly becoming the go-to tool for recruiting teams. Learn more about PivotCX.



Media Contact: Melanie Lux, 803-331-4794 or

Find out: PivotCX helps your company respond with a live person in seconds to candidate inquiries. 

    Want to learn more about how PivotCX can improve your applicant flow? Request a demo.

    Get More Candidates from Indeed

    Get More Candidates from Indeed


    Chances are that you are spending most of your recruitment advertising budget with Indeed.

    Indeed is a wonderful platform but … It is very easy to get lost in the sauce. From getting your job ad seen, to managing the best way to reach out to candidates. In this blog we will go over some indeed best practices to help you understand Indeed a little better.

    Is there a difference between a job description and a job ad?

    Job descriptions are not job ads and job ads are not job descriptions. Descriptions are straight forward. They show the functions of the job, the requirements, and the benefits. On the other hand, a job ad sells candidates to the job. Job ads have 2 audiences: The job seeker ( we’re trying to get them to click on the job post and complete the application ) and the job board search engine ( we want the search engine to index the ad and show it to as many job applicants as possible ).

    In the hyper-competitive candidate market, job ads are more important than ever. If your ad fails to sell the candidate on the opportunity, get them to click and apply, it doesn’t matter where you place the ad or how much money you spend, you’ll lose the vast majority of great candidates.

    Job Post Content, What really matters in my job posts?

    • Keywords always help. If you’re with an agency, ask for a market report for your jobs and that will include a keyword report with the most searched terms.
    • One trick is to add job titles from jobs that people could transition from easily into the job body.
    • Change up your job titles to use what other competitors are using. For example, we changed one job from “Electrical Instrument Assembler” to “Electrical Manufacturing Technician.”
    • Keep descriptions short and make sure the first paragraph is clear. A Job Description is NOT a job ad.
    • Salaries in the ad… do it or not? YES

    How much should I be spending on Indeed?

    Start from the end; keep the goal in mind. Too many recruiters think they have a gut feeling about what a budget should be. Take a look at your recruiting funnel and analyze it, from hire to apply.

    Hires needed → Qualified Candidates to Interview → Applies → Cost per Apply

    How many hires do you want to make? Think about how many people you need to interview to make those hires. How many people should apply to get the number of qualified candidates you need to interview? Finally, Indeed doesn’t sell you applications, they sell you clicks. How many clicks do you need to get a certain number of people to apply?

    How do you find out what you are spending on indeed today?

    Get in touch with your Indeed account manager, and see who is spending what across all your accounts. Go over the past 3-6 months: see how much you’ve spent and how many candidates you’ve received.

    Organic ads… where do they work?

    Organic is free traffic, so always make sure you have an organic job post going. They can be very effective.

    Don’t duplicate jobs or you will lose organic traffic; there can only be one source of truth on Indeed, but duplicating an organic job post will always take your money for sponsored ads.

    Refreshing jobs… myth or not?

    Don’t do that if you’re sponsoring positions. It takes time for jobs to find their CPC bid ( cost per click ) and budgets to work themselves out. If you refresh jobs, you’re losing data that the job has been working to build up. Leave sponsored jobs alone but refresh organic jobs about once a month. If you refresh too often, Indeed’s quality team will flag those jobs and they might not get as much traffic.

    Job Salaries

    “If I don’t put a salary on a job, the candidate won’t have expectations and it’ll be easier on recruiting.”

    The truth is that Indeed has an incentive to put a salary because it increases the click-through rate. If you don’t provide a salary, they’ll provide an estimate since job posts with salaries get 22-28% more clicks.

    There’ll always be employers that pay more and those that pay less than the competition, you can always use a pay range even though it might be skewed to one end or the other.

    Time to Hire!

    The company’s timing to make a hire is not the same as a candidate’s timing.

    Whereas a candidate might be looking to get a job within a week or a month, according to a new Talroo report, the average time to fill an entry level position is around 44 days. Candidates, however, are not waiting 44 days to get hired.

    Want to hear more best practices for Indeeds? Check out the is episode of Pivot 2 First

    Learn More

    Dominic Antonio 

    Dominic is PivotCX’s Recruiting Marketing Manager. He has been a core part of the team for 6 years.
    He’s skilled in digital ad buys, technical recruiting, content marketing, email marketing, website management, CRM management, social media, ad copy writing.

    Favorite Business book: Stephen Covey’s 7 Habits of Highly Effective People
    Favorite Fiction book: John Steinbeck’s East of Eden

    Favorite Movie: Lord of the Rings Trilogy

    Final Thoughts: Good recruiting is relational, not transactional; it’s a conversation.

    Mike and PivotCX:

    Mike’s LinkedIn: 

    Pivot2First Podcast: