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There’s no doubt it is a challenging time to be a traditional recruiter. The hours are long and the competition is fierce. To stay ahead, it’s time to consider updating your HR stack to include the best hiring technology the 21st century has to offer.
It’s time for less spreadsheets and more recruiting quality candidates before your competitors. You just need the right tools on your side. Thankfully, there is a great selection available. From ATSs that save you the headache of manually tracking candidates to CRMs that help you get in touch with the right talent pool, hiring technology has come a long way in just the last few years.
The only challenge that remains is knowing what tool to use and for what. That’s why today we’re going over the tech available to the modern recruiter, how to use it, and the benefits it offers.
There are many types of hiring technology available to recruiters today. Each one performs its own part in streamlining the process and enabling recruiters to realize max effectiveness without burning themselves out in the process. While the tools themselves are remarkably varied, you will see a trend – automation.
Being able to automate tedious tasks from scheduling interviews to sorting resumes is truly the biggest perk of being a recruiter in the 21st century.
So, let’s take a look at the leading hiring tech used by recruiters, what parts of the process they automate, and the other benefits they provide.
Candidate relationship management platforms really came into their own over the last few years. This is of course due to a shift in our work culture where candidates and employees alike expect better communication from their employers. However, where they shine most is how they maintain the relationship with existing candidates and improve the overall candidate experience.
CRMs also help put job listings in front of the most relevant candidates much like marketing software places ads in front of the right customers. As such, recruiters are able to foster larger talent pools of interested candidates. Plus, they also track views, clicks, and received applications to manage this larger candidate pool while allowing for a deeper analysis of your recruiting metrics.
Job posting sites are certainly nothing new in recruiting. However, they remain as valuable as ever to recruiters seeking to tap a broad pool of candidates. This in turn allows you to utilize other talent acquisition tools to reach and handle said pool.
Applicant tracking systems have become remarkably popular amongst talent acquisition teams. These tools help organize and streamline the recruitment process, helping teams keep track of candidates at every stage of the hiring cycle from application to onboarding. However, they’re much more than that. ATSs automate a lot of the administrative work, allowing recruiters to focus on what really matters.
There are a lot of ATS tools out there. As an ATS will form the backbone of your HR tech stack, it’ll take some serious consideration to find the right one. Look for one that offers flexibility and can integrate or work alongside your current tech stack. Otherwise, you’ll find yourself wasting time jumping between tools.
The interview process takes up three-quarters of recruiters’ time. This is no small part of scheduling the interview itself, which Yello reports taking the average recruiter from 30 minutes to 2 hours per candidate. That’s not including the interview itself which will take 15 to 30 minutes. Needless to say, that’s a big-time sink.
Interview tools such as Qualifi’s on-demand interviews, however, eliminate the need to schedule screening interviews entirely, saving hours per candidate so recruiters can focus on screening. What’s more, the screening process itself is faster with these tools. Recruiters can now screen candidates in as little as 5 minutes – perfect for teams that need to interview large groups of candidates in a short period of time.
One of the key focuses of every recruiter is determining if a candidate’s skillset truly matches the position. Successful talent acquisition depends on it. No matter how robust a resume or well-written a cover letter is, they may still belong to a woefully unqualified candidate. As such, skill assessments have become commonplace in the hiring process.
Talent assessment tools are specifically designed to seamlessly integrate assessments without sacrificing precious time or energy.
When it comes to picking the best recruiting tools, there are no one-size-fits-all solutions. You will need to consider your company size and the industry you’re recruiting for. So, let’s take a quick look at the leading recruitment tools to help you on your way.
Let’s begin with ATSs. This software is often designed with a certain company size in mind. JazzHR, for example, is particularly useful for smaller companies looking to grow in the future with a budget-friendly starting plan that can handle up to three jobs at once.
Midsized and larger companies will want to consider a tool like Greenhouse for their ATS. Greenhouse is a GDPR-compliant platform that provides enhanced security and easy integration options with other HR systems.
Then there’s the matter of job boards. Indeed is undoubtedly the most popular. It takes thousands of jobs from company career pages and places them in a single convenient place for job seekers. Many employers post to Indeed directly to ensure they have access to this giant talent pool. Indeed is followed by LinkedIn which adds the benefit of networking potential as well as broad appeal to talent.
When it comes to candidate screening, look no further than Qualifi. Qualifi’s on-demand phone interview platform allows you to screen candidates in as little as 5 minutes and eliminates the need to even schedule an interview. All recruiters need to do is record their end of the interview and send it out to selected candidates at the push of a button.
When it comes to recruiting, sourcing is just as important as screening. That’s why we’re going to take a moment to consider the best sourcing tools for recruiters.
First, you’re going to need the time to source new candidates, which can be hard when your team is already pressed for time. But it’s possible. Start by considering your time-to-hire, where can you get back a few hours each week to dedicate to sourcing? Well, during your screening process of course. As we established, screening takes up the bulk of recruiters’ time, and that makes it a prime target for time savings.
Look for hiring tools for managers like automated phone interviews to cut your overall time-to-hire and save some hours better spent on generating new leads.
Then consider your existing sources - your previous candidates. These are candidates that have already expressed an interest in working for your company. Just because they didn’t fit that exact role, doesn’t mean your relationship with them has to end. This often-overlooked talent pool is likely holding some hidden gems.
Use an ATS to look over your previous candidates and see if they would be interested in a different opportunity.
Don’t forget to utilize posting sites either. A well-written job posting can help tap a broad talent pool. Just be certain to include quality keywords relevant to the position alongside clear instructions and expectations.
Finally, don’t underestimate the importance of pre-sourcing. You need to know your ideal candidate going in. What are their skills? What kind of experience do they need? Defining these variables before sourcing even begins can help you narrow your efforts to the most relevant candidates.
