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In today’s competitive job market, attracting and retaining the best professionals is not just a goal – it’s a strategic necessity. Yet, many companies unintentionally lose high-potential candidates during their recruitment process. These mistakes are often subtle, but their impact on business performance and HR management can be significant. 1. Overcomplicated application processes Lengthy and complex forms discourage candidates. According to Glassdoor, candidates are less likely to complete applications that take more than 15 minutes. Simplifying the process and integrating an efficient Applicant Tracking System (ATS) can reduce drop-offs and improve the candidate experience. 2. Slow decision-making Top talent is often off the market within 10 days. Delays in screening, interviews or feedback make it easier for competitors to step in. Streamlining workflows and ensuring faster approvals are crucial to securing the best professionals. 3. Poor communication with candidates Silence from the recruiter after an interview creates uncertainty and damages the company’s reputation. Timely updates, clear expectations, and personalised feedback keep candidates engaged throughout the process. 4. Ignoring employer branding A company’s image on platforms like LinkedIn can make or break a candidate’s interest. Showcasing company culture, career growth opportunities, and employee success stories can make your recruitment efforts more appealing. 5. Not using technology to optimise recruitment Relying solely on manual processes can slow down hiring and increase errors. An advanced ATS offers automation, analytics, and better candidate tracking, helping to match talent with roles more effectively.   Losing strong candidates increases outsourcing needs, recruitment costs, and delays in project delivery. A streamlined, tech-driven recruitment process ensures your organisation stays competitive and secures talent before competitors do.Fullsigth is a powerful ATS designed to optimise every stage of recruitment. With features for automation, candidate tracking, and data-driven insights, it allows companies to reduce hiring mistakes, speed up processes, and attract the right professionals. Whether you’re in IT consulting, business management, or outsourcing de TI, Fullsigth helps ensure you never lose top talent again.

LinkedIn has evolved far beyond being just a professional networking site. For modern recruitment, it is a powerful platform where HR management teams can identify, connect with, and secure top talent more efficiently. Used strategically, LinkedIn can significantly shorten hiring times, reduce costs, and improve the quality of candidates.  Optimise your company page for credibilityBefore reaching out to candidates, ensure your LinkedIn company page reflects your culture, values, and achievements. Include case studies, employee testimonials, and clear information about your business and opportunities. A well-maintained page builds trust and increases response rates.  Use advanced search filters to target the right talentLinkedIn’s advanced search allows you to filter candidates by skills, industry, experience level, and location. Combining these filters with Boolean search techniques can help you find exactly the talent you need, whether for IT consulting, management, or outsourcing.  Share valuable content to attract passive candidatesNot all the best candidates are actively looking for a job. By regularly posting insights, industry trends, and success stories, you position your company as a thought leader. This increases inbound interest from professionals who may not otherwise engage with your job postings.  Leverage LinkedIn Recruiter and ATS integrationPairing LinkedIn Recruiter with an Applicant Tracking System (ATS) streamlines the process from first contact to hire. An ATS can centralise candidate profiles, track interactions, and provide analytics for better decision-making, reducing time-to-hire.  Engage through personalised outreachGeneric connection requests rarely get responses. Personalise your messages by referencing a candidate’s work, achievements, or shared interests. This approach not only improves engagement but also sets a professional tone for future interactions.  Why LinkedIn should be at the core of your recruitment strategyUsing LinkedIn effectively means moving from reactive hiring to proactive talent acquisition. It helps reduce dependency on IT outsourcing, lowers recruitment costs, and ensures a steady pipeline of qualified candidates.  How Fullsigth can helpFullsigth is a smart ATS designed to integrate seamlessly with LinkedIn, enabling recruiters to track candidates, automate repetitive tasks, and use data to make better hiring decisions. Whether your focus is business management, IT consulting, or outsourcing de TI, Fullsigth helps you transform your recruitment process for maximum efficiency.

Recruitment is evolving at a fast pace. Companies that still rely on manual processes, endless spreadsheets, and scattered communications are at risk of losing top talent to faster, more organised competitors. An Applicant Tracking System (ATS) can be the game-changer your business needs, but how do you know when it’s time to invest in one? Here are the six key indicators that it’s time to take the leap. 1. You’re losing candidates in the process If candidates drop out before the interview stage or fail to respond after initial contact, it may be due to a slow or confusing process. An ATS helps keep communication consistent and automates follow-ups, reducing candidate drop-off. 2. Your hiring process is taking too long In a competitive talent market, speed is crucial. If it takes months to fill a role, you risk losing skilled candidates to competitors. With an ATS, you can centralise CVs, streamline communication, and move faster from screening to offer. 3. Data is scattered and hard to track If your recruitment data is spread across emails, spreadsheets, and different platforms, decision-making becomes slow and inefficient. An ATS centralises all information, making it easier to track progress, measure KPIs, and optimise your recruitment strategy. 4. The cost per hire is too high Inefficient processes often lead to higher recruitment costs. By automating tasks like job posting, candidate screening, and scheduling, an ATS helps reduce the cost per hire without compromising quality. 5. Collaboration between teams is chaotic If hiring managers, HR, and recruiters are constantly chasing updates or working with outdated information, collaboration suffers. An ATS allows real-time updates and shared candidate pipelines, improving teamwork and decision-making. 6. You can’t measure recruitment performance effectively Without accurate analytics, it’s impossible to know what’s working and what isn’t. An ATS provides insights on time-to-hire, source of hire, and candidate engagement, helping you improve efficiency and quality in your HR management.  If these indicators sound familiar, it’s time to rethink your hiring tools. Fullsigth is more than just an ATS – it’s a complete recruitment platform designed to give you control over every step of the process. From intuitive pipelines to real-time analytics, Fullsigth helps businesses reduce hiring costs, improve candidate experience, and hire the right talent faster.

In today’s competitive recruitment landscape, finding top talent on LinkedIn has become both a science and an art. With more than 1 billion users and countless professionals updating their profiles daily, LinkedIn is an essential tool for any modern recruitment strategy. But are recruiters using it to its full potential? Here are five actionable strategies to improve LinkedIn sourcing and speed up the talent acquisition process, without sacrificing quality. 1. Define clear candidate personas Before diving into your search, make sure you know who you're looking for. Creating detailed candidate personas helps recruiters avoid wasting time on irrelevant profiles. Define must-have skills, job titles, industries, experience levels, and educational backgrounds. Having these criteria in place enables more accurate searches and better communication with potential candidates. 2. Master Boolean search LinkedIn's search capabilities are powerful — when used correctly. Learn to use Boolean operators like AND, OR, and NOT to refine your searches and zero in on the right talent. For example:(“software developer” OR “software engineer”) AND “JavaScript” AND NOT “intern" This technique dramatically improves your ability to find highly relevant candidates quickly. 3. Personalize your outreach Generic messages are easily ignored. Use the candidate’s name, mention something specific from their profile, and explain why you’re reaching out. A well-crafted message demonstrates respect and effort, and it increases your chances of a reply. A simple personalization formula:“Hi [Name], I noticed your experience at [Company]...”“We’re working on an exciting project in [Area]...”“Would you be open to a quick chat?” 4. Use an ATS to track your efforts An Applicant Tracking System (ATS) helps streamline sourcing, especially when dealing with large volumes of profiles. With the right ATS, you can automatically log interactions, organize candidates by stage, and generate insights over time. This helps avoid duplicated outreach and ensures you’re not missing great talent already in your system. 5. Analyze and adjust your sourcing strategy Track which messages get the most responses, which profiles convert to interviews, and which searches yield the best talent. Data should guide your strategy, not just instinct. Continuous improvement is key to staying competitive.   Efficient LinkedIn sourcing is more than just finding people quickly, it’s about building relationships with the right professionals at the right time. As the recruitment landscape evolves, tools and strategies must evolve too. Discover how Fullsigth can help you recruit smarter and faster.

This comprehensive guide, will walk you through the process of setting up Fullsight, our all-in-one platform designed to boost recruitment, enhance business management, and drive growth for consulting companies. Whether you're new to Fullsight or looking to optimize your setup, this step-by-step guide will provide you with the knowledge and tools you need to get started.Step 1: Account CreationBegin by visiting the Fullsight website and clicking on the "Try it free" button.Choose a domain for your workspace, enter your email address and create a password to create your Fullsight account.Follow the prompts to complete the account creation process and your workspace will be fully ready in a matter of seconds. Step 2: Company Profile SetupOnce logged in, navigate to settings and you'll find the company profile. Review your company name, and other relevant information.Customize your company profile by adding a logo. This logo is very important for invoicing, login page and public workspace pages. Step 3: Customize the user's experienceCustomize your company branding on the settings "Customization" option.Change the colors according to your company branding.Change the login background, the public links preview image and the public pages banner.Change the sidebar logo, add important redirection pages, that will be shown on the public workspace pages, and choose the authentication methods that you want to offer to your employees.Don't worry about the password that you've setup on the account creation - if your email is a Google or a Microsoft email, you'll be able to use such login mechanism on the next login. We switch your account from a email + password account to a Google or Microsoft account. Step 4: Create your recruitment setup We've created a basic setup for you, but we invite you to change it according to your company needs.Navigate to the settings option "Recruitment".Create candidates' types - these type are meant to segregate your type of candidates, and they will be displayed in the form of tabs on the candidates' list.Create favorite list typesAllow your recruiters to segregate their favorite lists between different favorite types.Setup the states your candidates can go through - we've already created the most used setup for you, based on our customers Fullsight's usage. Define candidates' position types.Define the most important skill types your company recruit for.Define weekly recruitment goals per recruiter. Step 5: Design your business setup Again, we've created a basic setup for you, but we invite you to change it according to your company needs.Navigate to the settings option "Business".Create customers contacts' types - these type are meant to segregate your type of contacts, and they will be displayed in the form of tabs on the customer contacts' list.Create lead types - these type are meant to segregate the external customers requests (via integration), and they will be displayed in the form of tabs on the leads' list.Setup the states your contacts can go through - we've already created the most used setup for you, based on our customers Fullsight's usage. Define weekly business goals per business developer. Step 6: Invite your employees to use Fullsight Now that a basic setup is created, your workspace is ready to onboard your recruitment and business teams.Navigate to the users listClick on the button invite and enter the email and choose that employee roleThe user will receive and invitation email and he can now signup and enter Fullsight. You've successfully set up Fullsight and are ready to start boosting your recruitment, enhance your business management processes, and drive growth for your consulting company. Remember to explore Fullsight's additional features and resources to maximize your experience and achieve your business objectives.

Recruitment is an investment, but one that can quickly become costly if not well-optimized. Between advertising, screening, interviews, and onboarding, the hiring process can drain valuable resources. In a time where companies are seeking greater efficiency and return on investment, reducing hiring costs without compromising candidate quality is no longer a bonus; it's a strategic necessity. Here are five actionable strategies to achieve just that. 1. Automate repetitive tasks with an ATS Manual processes are not only time-consuming but also prone to error. By implementing an Applicant Tracking System (ATS) like Fullsigth, recruitment teams can automate tasks such as CV screening, candidate communication, and interview scheduling. This not only speeds up the process but also reduces the need for additional personnel or external help. 2. Leverage internal mobility Before opening a new vacancy, ask yourself: could someone internally fill this role? Encouraging HR management to prioritize upskilling and internal promotion reduces hiring costs significantly while boosting employee satisfaction and retention. 3. Focus on targeted sourcing, not volume Many companies still believe that publishing job posts on multiple job boards guarantees better results. In reality, this often results in a flood of unqualified applicants. Instead, focus on where your ideal candidates are - whether it's LinkedIn, niche communities, or IT outsourcing partners - and tailor your message to speak directly to them. 4. Standardize your recruitment process Lack of consistency leads to inefficiencies. A standardized process, supported by a centralized ATS like Fullsigth, ensures your hiring pipeline is well-structured, repeatable, and optimized over time. This leads to faster decision-making and lower costs. 5. Measure and improve continuously You can't reduce what you don't measure. Use built-in recruitment analytics tools to track metrics like time-to-hire, cost-per-hire, and source effectiveness. These insights help identify bottlenecks and optimize spend on what really works.   Hiring doesn't have to be expensive to be effective. By focusing on process efficiency, internal talent, and data-driven recruitment, companies can achieve more with less. Fullsigth is an ATS designed to support modern businesses by streamlining recruitment workflows and providing real-time data to optimize hiring strategies. Discover how Fullsigth can help you reduce costs without sacrificing quality.

In today’s fast-paced recruitment environment, decisions must be based on more than intuition. Whether you're managing IT outsourcing, running an HR department, or leading a consulting business, data matters. With Fullsigth, an advanced Applicant Tracking System (ATS), you can transform hiring data into actionable insights - without the need for external tools or manual spreadsheets. But how are these statistics actually generated in Fullsigth? Let’s walk through the process step by step. Step 1: Activity is tracked in real time Every interaction - from initial application to final decision - is automatically recorded. This includes:Application dateTime spent in each recruitment stageInterview outcomesReasons for rejectionConversion rates between stagesThanks to this detailed tracking, Fullsigth builds a complete picture of your recruitment process. Step 2: Data is structured by pipeline and role Fullsigth organizes the data based on the specific pipeline used for each role. Whether you're recruiting for technical, business, or management positions, each pipeline provides context-specific stats. This is particularly helpful for IT consulting firms or HR management teams hiring across multiple departments. Step 3: Metrics are updated automatically One of Fullsigth’s strengths is automation. As soon as a candidate advances (or exits) the process, the platform recalculates key metrics. You don’t need to trigger anything manually - the system keeps statistics fresh and relevant in real time. Step 4: Visual dashboards and filters make insights easy Instead of raw tables, Fullsigth presents statistics through intuitive dashboards. Filters by date range, department, recruiter, or role allow HR teams and managers to zoom in on specific areas of interest. This empowers recruitment decisions based on actual performance - not assumptions. Step 5: Data export and reporting Need to report results to management or clients? Fullsigth allows easy export of key metrics. This is especially valuable in outsourced recruitment models, where transparency and performance indicators are critical.   With the pressure to hire faster and better, especially in IT outsourcing and HR management, teams need real-time data to make agile decisions. Having instant access to stats on bottlenecks, delays, or successful hires enables strategic planning and continuous improvement. Beyond candidate tracking, Fullsigth helps you manage recruitment as a business process. With built-in analytics and customizable pipelines, your team can move from reactive to data-driven hiring. Whether you're scaling a consulting business or refining internal HR operations, Fullsigth turns statistics into your recruitment superpower.