Enterprise Recruiting Tools and Solutions
High-volume hiring tools can be hard to find. Use this guide to help select the right enterprise solutions.
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Enterprise businesses are facing more challenges than ever as new economic issues emerge. Many businesses are learning to pivot quickly, reducing workforces in certain departments while increasing hires in others. Recruiters who work with enterprise businesses are facing a growing need for high-volume hiring with cross-departmental collaboration and functional multi-platform integration.
One of the most significant risks high-growth businesses face is the inability to fill vacancies with qualified candidates quickly enough to keep up with their hiring goals. The direct loss of revenue and decreased productivity that results from unfilled positions can hamper a business’s forward momentum or stall new venture growth. The more time it takes to fill those roles with skilled candidates, the more vulnerable an enterprise becomes to its competitors.
Enterprise recruiting solutions must take into account high-volume hiring demand alongside the challenge of finding the most qualified candidates for each role. Time spent on inefficient hiring practices or outdated systems slows the hiring process and decreases candidate satisfaction and retention.
Recruiters need enterprise solutions that seamlessly involve department teams and hiring managers without wasting labor hours. Enterprise recruiters also need the ability to handle large-scale recruitment efforts without confusing interfaces or incompatible technologies. Recruiters can optimize their results by streamlining their recruitment tools. Many recruitment strategies revolve around building a compatible tech stack to support high-volume goals.
It’s not enough to simply get hires, though. With a fundamental skills gap still haunting the economy, recruiters have to be able to judge quality and company culture fit in addition to a candidate’s skill match .The less time spent sorting through candidates, the more roles can be filled and the more quickly training can begin.
Applicant tracking systems, or ATS, are the go-to recruitment technology for almost every large-scale company and organization. It fulfills the need to track hundreds or sometimes thousands of candidates for any given role. While ATS serves a vitally important role in tracking applicants through the hiring process, there are many steps along the way that ATS’ cannot fulfill.
Candidate relationship management tools, or CRMs, help facilitate candidate satisfaction and retention with candidate-friendly tracking technologies and interfaces. CRM and ATS technologies often overlap in functionality, but a CRM is known for cultivating a positive engagement with candidates while tracking vital data and streamlining communication processes.
Ultimately, though, every hiring funnel leads to an interview process. And while most growth-centered companies incorporate enterprise IT solutions like ATS’ and CRMs, quite a few still use outdated and inefficient interview models and technologies.
The interview process is often where recruitment strategies fail and efficiency ends. Interview software can significantly enhance recruitment productivity by simplifying the interview process. It also manages communication channels between recruiters and hiring managers and facilitates candidate comparison so that hiring teams can easily discern who best fits each role.
Interview software that’s compatible with the most popular ATS and CRM technologies dramatically enhances the overall effectiveness of the hiring funnel. It cuts down on the lead time needed for interviews, incorporates team and manager input earlier, and integrates candidate communication into one integrated platform. Qualifi’s phone interview technology works alongside the most popular ATS and CRM platforms, seamlessly integrating the interview process to maximize efficiency, from the moment a job is posted to the moment it’s filled.
High-growth enterprises benefit significantly from scalable recruiting tools. Setting your recruitment department up for success means considering long-term growth solutions from day one. Not every recruiting tool is able to grow at the rate an enterprise venture needs or adapt to the changing demands of seasonal or interdepartmental growth. Whether you need to fill one role with unique qualifications, develop an expanding talent pool, or hire for substantial workforce demands, a scalable recruiting tool is able to flex with you.
Scalable recruitment tools should also be able to adapt if you switch out your current ATS or CRM system. The most valuable recruitment technologies can evolve with you as you refine your recruitment process. Interview software that can’t be integrated alongside multiple enterprise IT solutions is limited and can add yet another hurdle to developing the recruitment strategy you need at various stages of growth.
Ultimately, every recruiting tool’s purpose is to reduce time-to-hire. Valuable time is often lost in the interview stage of the hiring process. But reducing time-to-hire doesn’t need to come at the cost of ending up with underwhelming candidates. Interviews are a company’s greatest asset in truly assessing whether or not a candidate is going to be a good culture fit and value-add. Effective interview software keeps the integrity of the interview process while cutting out unnecessary steps and redundancies.
Scalable interview software keeps up with high-demand hiring processes as your enterprise grows by allowing integration with any new CRM and ATS technologies. It reduces time-to-hire at one of the critical hiring junctures by simplifying interview processes, candidate communication, and hiring team involvement. And it makes sure it can keep up with the fluctuating demands of your business.
One of the best ways to reduce time-to-hire while maintaining the manual control of your recruiters, is to implement on-demand interviews. A significant amount of time is wasted trying to align candidates, recruiters, and hiring team schedules. By utilizing an on-demand interview platform, candidates can interview at their own convenience, and recruiters and hiring teams can review bulk interview responses as soon as they’d like.
On-demand interviews allow candidates to interview outside of work hours and when it is most convenient for them. They also often give candidates a chance to flesh out their responses in a lower stress environment. And it’s a great screening tool for recruiters to compare applicants using the same metrics, guaranteeing that every candidate is being asked the same questions in the same way. On-demand interviews also allow hiring teams to review answers collaboratively, reducing the need for multiple interviews with various team members.
On-demand interviews, also known as asynchronous interviews because the interviewer and candidate are not present simultaneously, can be enacted in various ways. Some utilize video interviews, which increase the human factor but can inadvertently increase subconscious visual bias as well.
One of the most effective ways to conduct asynchronous interviews is by implementing on-demand phone interviews. This supports all of the benefits of asynchronous interviews while maintaining human connection and eliminating visual bias. Qualifi offers a complete on-demand interview platform for businesses at any stage of growth. Contact us today to see how we can increase your hiring power while decreasing the time it takes to find the right person for the job.
