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Ways to Hire & Onboard Remote Workers

Ways to Hire & Onboard Remote Workers

Ways to Hire & Onboard Remote Workers Recruiting remote workers has shifted to become a main focus for many businesses. Prior to the pandemic, many companies had little to no best practices in place for recruiting, hiring and onboarding remote workers and had to...

Tips & Trick for Onboarding a New Hire

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Using Data to Help the Hiring Process

Using Data to Help the Hiring Process

Using Data to Help the Hiring Process Recruiting employees is vital to the success of your business, but it can be difficult to focus your efforts. Recruitment software can help your business analyze data to produce the best results.  Leveraging the power of data can...

TAM Co-Founder Edna Nakamoto Discusses Her Process to Find the Ideal Customer

The Applicant Manager CEO Edna Nakamoto headshotOver the past 5 years, The Applicant Manager has grown into one of the world’s top applicant tracking systems available today. A large part of our success is due to Co-Founder Edna Nakamoto’s dedication and hard work. But, as any business owner can tell you, a client-based company is only as good as the clients themselves. So, how do we recruit the best recruiters?

We could say it starts with TAM’s features — after one demo, most prospects can see we’ve built an applicant tracking system that meets their needs. But it’s rarely that simple. It starts before that, with the initial conversation.

In this interview, Edna details her approach to sales, how she vets the best possible clients, and her thoughts on client relations.

Q: How do you lead a prospect through a typical sales call?

Edna: “I always start by showing the caller their own website. Nine times out of ten, the recruiter hasn’t actually looked at their website in quite some time. Sometimes there are broken links, or the site doesn’t even work.

This helps me prepare because we can both see firsthand what their current applicant experience is and the challenges that they may be facing   At this point, I may learn that the majority of their applicants come from referrals or that their website is undergoing an update.

Next, I ask them some key questions about how they’ll use the system, and why they’re even looking for a system. This really translates into a basic question: what are their key pain points? This gives me the ability to show them exactly how TAM is going to rock their world and alleviate those pain points.

Then I move on to asking another key question: What are the three factors that will differentiate the top applicant tracking system for you from all the others?

9 times out of 10, the answers include simplicity, ease of use, and configurability — all of the things that we focus on at TAM.

Lastly, I walk them through the system, always confirming our brand promises of simplicity, configurability, and service. After I go through everything, I check in with them — does TAM meet their needs as it relates to what they deem important?

I want to show them TAM, as I’m proud of what we do for our clients, but our first priority is to satisfy our client’s needs so that we can be there for the long haul. For us, the goals are to streamline their recruiting process and to be their long-term ATS of choice; it’s not about making quotas and a quick sale.”

 Q: How do recruiters and hiring managers respond to this approach? Do you ever find that they’re resistant or find it objectionable?

Edna: “Hardly ever. My guess is only 1 out of 70 people I talk to are resistant to this process. The people that I am speaking to are busy.  They appreciate the fact that we care enough to understand their perspective and that we are flexible enough to respond to their needs”

 Q: When a prospect is thinking of moving away from their current ATS, is cost the motivating factor?

Edna: “Yes, but it’s typically more than that. They often come to us saying, ‘I just learned that my ATS is being phased out,’ or ‘My ATS just informed me that they’re  increasing my fees.’  The system hasn’t really been meeting their needs, the service just isn’t there, or they’re paying for a system their managers refuse to use.

Since they’ve used ATS’s before, they’ve done their research and they want to see for themselves if TAM is as good as our reviews suggest. People who see TAM for the first time are wowed by how the features work (the level of simplicity and configurability) and the level of personal service that we provide, starting with the demo and one-week average implementation period.  From the perspective of functionality and service, TAM often exceeds expectations in almost every way.  When looking at price, TAM is a great value.”

Ready to see how TAM can streamline your recruiting process? We can help you integrate with different job boards, screen out under-qualified applicants, manage your talent pipeline, and much more. Reach out to our team today for a Live Demo.