.webp){kind=icon}
Recruiting is hard. It gets harder every year as the demands of the modern recruiter grow. Recruiters constantly have to hire faster and more efficiently every quarter. However, recruiters face down large hiring pools and countless hours of grueling administrative work to get there. And that can all really slow down the overall recruitment process, especially if you’re doing it manually. Thankfully, modern tech in recruiting automation has made recruiters’ lives immensely easier.
It’s little wonder why recruiters and hiring managers experience such high levels of burnout. The traditional methods that dominated the hiring process for decades just don’t cut it like they used to. And having recruiters burn out from depending on these antiquated methods serve only to increase costs and damage the entire hiring process.
That’s why recruiting automation is so important in the modern HR stack. Software solutions now allow teams to eliminate the most time-consuming tasks in the hiring cycle, such as scheduling interviews or reaching out to individual candidates. Now recruiters can focus on the work that really matters – identifying and hiring the best talent on the market before they’re gone.
So, there’s no surprise when companies turn to platforms like Qualifi to streamline their hiring process. Qualifi seamlessly integrates with existing tools and reduces the time recruiters have to spend jumping between tools throughout their hiring process.
Finding the right recruiting software is just as important, if not more, than updating your HR game. Today’s recruiters have access to a plethora of new and advanced recruitment platforms that make automation as easy as a few clicks. Tools such as on-demand interviews and automated scheduling software, for example, answer the demands for high-volume screening. That can make the difference between recruiting the best talent and recruiting the best talent you can find.
It’s only a matter of finding the right tools out there for your organization’s unique hiring needs and goals. And there are a lot of recruitment software platforms. From CRMS to ATSs to many more – there’s software to help you automate almost every aspect of the hiring process. The choice is yours, but remember, the wrong tools can be worse than no tools at all.
So, look for more than tools that just promise automation. Look for software that can integrate with your existing tools or offers its utility as a standalone.
Qualifi once again offers a prime example. Our platform integrates with more than 30 of the most popular ATS platforms on the market today. This not only helps facilitate tracking candidates throughout your hiring process but allows you to focus on the best candidates while facilitating better team collaboration.
As we said before, there are many types of recruitment software available on the market today. The sheer number of options can be overwhelming. However, this diversity in platforms is frankly one of the best perks of being a recruiter in the 21st century. Software is now able to automate the most tedious tasks from scheduling interviews to sorting resumes.
Take applicant tracking software as a prime example. ATSs have become a remarkably popular talent acquisition software across industries. These tools specifically organize and track candidates as they progress throughout the hiring process. As such, they’re the backbone of many HR tech stacks.
Candidate relationship management platforms became especially important in recent years as the talent market became more candidate-focused. In simple terms, this type of recruitment software allows recruiters to maintain relationships with existing candidates and improve the overall candidate experience. What’s more, they help put job listings in front of relevant candidates. Similar to the marketing software that puts the right ad in front of the right customer, a CRM can help get a job posting in front of the right candidate.
So, when you’re looking for recruitment software, make sure it allows you to quickly and easily streamline the hiring process to reduce your time-to-hire without sacrificing candidate quality in the process. What’s more, find one that offers a positive candidate experience.
Any experienced recruiter can tell you that the job market is constantly evolving. The same tactics that worked last year may lose their spark in the next. That’s why we need to discuss the recruitment trends we’re seeing in 2023.
With this all in mind, we constantly see recruiters looking for new ways to optimize your hiring approach. Recruitment market automation is one such solution. This form of automation specifically refers to automating and streamlining the recruitment marketing process. In essence, we’re talking about automating repetitive tasks, optimizing candidate experience, and enhancing the overall efficiency of the recruitment process by automating wherever possible.
We already see this in hiring cycles that combine a tech stack that includes ATSs, CRMs, and marketing automation platforms. All of these come together to manage and track candidate interactions, execute marketing campaigns, and utilize recruitment data to understand what’s working and what’s not.
Recruitment marketing automation also allows recruiters to tailor their marketing campaigns for specific audiences — such as candidates with particular skill sets and levels of experience. This enables hiring teams to reach broader pools of qualified candidates and build employer brands while improving the overall quality of their candidate pool.
Unless you’ve been living under a rock for the last two years, you’ve no doubt heard how AI is changing everything from warehouse management to your local grocery store. It almost feels like it all appeared overnight. According to Next Move Strategy Consulting, the market value for artificial intelligence (AI) is expected to reach nearly two trillion U.S. dollars by 2023. But what does this mean for AI in recruitment?
Well, here we find a particular problem with AI. The laws are catching up, and recruiters need to be particularly careful about what AI tools they adopt. A recent New York ruling declared that automated employment decision tools, or AEDT, must now adhere to strict guidelines under penalty of the law. And it’s for good reason. AI depends on datasets to operate, and if the data they use is biased, the AI decisions are biased. As such, AI runs a particular risk of perpetuating bias, racism, and sexism.
That’s why recruiters are skirting strictly AI solutions, and are rather looking for the benefits of AI without actually using AI.
And that’s why Qualifi offers a different approach. Qualifi’s on-demand interview platform allows recruiters to share on-demand interviews with candidates at a lightning pace then screen them almost as quickly. At the recruiter's discretion, they can even opt to prioritize responses based on keywords. That way, they get the benefits of AI efficiency without ever relinquishing control of the screening process itself.
