We live in the golden age of technology and digital has become the way of life for most. The far-reaching effects of technology have also made a substantial mark in the ever-evolving world of recruitment. With virtual recruitment becoming the new ‘normal’, courtesy of the pandemic, hiring professionals now have even more reasons to rely on technology to make the right hiring calls. In June 2020, compared to a year earlier, LinkedIn saw a 48 % rise in companies publishing jobs on the platform.
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In years past, the only technology recruiters had access to was the Boolean search on job boards. How far we’ve come! Today, there is a plethora of tools available to the recruiter to help them navigate this new hi-tech world. Before we delve into specific instances where technology can help recruiters hire the right talent, let’s look at the various stages of the recruitment process and the different types of software available for each.
Social Sourcing
Talent sourcing is arguably the most important part of the recruitment process. The pool of talent you’re able to accumulate has a direct bearing on the kind of candidate you end up hiring. Without a good set of candidates to choose from, you’ll end up going with the best choice amongst a group of substandard options. One way to source the perfect candidate is social sourcing. For recruitment purposes, social sourcing is the process of locating applicants through social media and their networks. Two of the most popular social sourcing platforms are:
- LinkedIn: LinkedIn is a platform mainly used for professional networking that allows job seekers to post their CVs and employers to post jobs. According to a LinkedIn survey, India has the 2nd fastest digital adoption among 17 major digital economies, and the sector is forecast to deliver up to 65 million jobs by 2025.
- Glassdoor: Glassdoor is a website/app that allows employees to assess companies anonymously. On Glassdoor, users may anonymously post and view salaries and search for and apply for jobs. The platform indicates that 83% of the total user base of 64 million are active users.
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Recruitment Analytics
Recruitment analytics is a blend of data and predictive analysis designed to produce real-time information to assist you in making faster hiring decisions. With recruitment analytics, you can drill down deep into a candidate’s suitability for the role, thereby improving your quality of hire. Analytics can also help you optimise costs and streamline processes, increase diversity hiring, and more. As you can imagine, finding the right recruitment analytics tools has never been more crucial as we go increasingly digital. Here are some top recruitment analytics tools:
- Phenom People: With data on candidates, employees, recruiters, and management experience, Phenom People offer one of the most impressive recruiting analytics solutions. From this experience-centric approach, the tool reimagines the whole recruitment funnel, assuring the greatest potential impact.
- IBM Watson Recruitment: When it comes to artificial intelligence and data analytics, IBM Watson is a name that cannot be ignored. Watson, unlike most other recruiting analytics solutions, doesn’t just measure KPIs. This tool can be used to anticipate a candidate’s success rate, identify unconscious bias while hiring, and prioritise job requisitions based on levels of urgency.
- Yello: Yello offers several solutions to help recruiters improve their processes at the different stages of recruitment. It also provides solutions tailored to certain company use cases, such as recruiting for diversity, high-volume recruitment, and fresh graduate employment. The company’s recruiting analytics solution focuses on key performance indicators (KPIs) such as candidate engagement trends, internal staff evaluation, and more.
ATS
If done manually, publishing job vacancies on different job boards and portals can become laborious. According to a GetApp survey, 86% of recruiters think that adopting an applicant tracking system has boosted the pace with which they hire prospects. Getting the right ATS tool to mobilise your recruitment process then becomes even more crucial. Here are some ATS tools you can consider for your hiring work:
- Greenhouse: Greenhouse is the strongest ATS for the midmarket and for good reason. Their partner network, which is bolstered by best-in-class APIs, allows their clients to use third-party applications for free. Greenhouse is the starting point for nearly every HRTech vendor that integrates with the ATS. This service is used by clients such as Airbnb, Hubspot, and more, to make data-driven hiring decisions and execute their hiring goals.
- RecruiterBox: The user-friendly interface of Recruiterbox has made it one of the top ATS with over 2,000 customers. Video interviewing, scheduling, and automated reminders are just a few of the many capabilities included with this platform. Employees and recruiting managers can cooperate on hiring and interviewing without having to log in to the site. Finally, for smaller businesses, Recruiterbox can be set up in as little as 90 minutes.
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CRM
It’s not recommended to wait for a job opening to start looking for qualified candidates. As a recruiter, you need to create and manage a talent pipeline of candidates instead. You can keep them warm between job opportunities by communicating regularly and frequently. Keep them informed about corporate news and relevant content, communicate to understand their personal and professional growth so you know who to contact for any open positions when the time comes. This is when CRM tools for recruitment come in handy. During the hiring process, they aid in the development of a personal relationship with the candidates. Use a CRM tool to send regular information to your candidates at each stage of the process. You can also shorten time-to-hire with a strong CRM by reducing manual data entry and increasing efficiency with collaborative hiring.
- Beamery: Beamery focuses on recruiting passive prospects for suitable job openings. The recruiting CRM enables recruiters to manage their whole sourcing operation from a single platform where they can make data-based decisions and anticipate applicant performance in the short and long term. Recruiters can utilise Beamery to find prospects from many different sources, including job websites, social media, and by importing existing sourcing lists.
- Talemetry: Talemetry is ideal for large organisations that want to take a more marketing-based approach for their recruitment activities. Recruiters can leverage automation technologies and excellent prospect experience solutions to increase their talent pools, with a CRM; a marketing/recruitment CRM hybrid. Companies can foster their candidates by using Talemetry to establish connections with 24/7 chatbots, predictive job suggestions, smart job matching, and SMS/text messages.
- TalentLyft: TalentLyft is an excellent recruitment CRM to start with since it allows recruiters to post new job openings to numerous free and paid job boards with a single click. It’s a known fact that advertising jobs on a single job board aren’t enough to attract the right candidates for a position. However, posting a job on various platforms takes a lot of time and work. Recruiters can use TalentLyft’s job board integrations to post a job on different platforms with a single click. Recruiters can also gauge the candidate’s suitability for the job based on their skill set by using the CRM’s visual scorecards.
Now that you’re aware of some of the best tools and software that can aid you in recruiting the perfect candidate, here’s a look at how technology can assist recruiters.
Insight-driven specialisation
: Armed with the right technology, recruiters will have access to analytics and insights that can help them identify in which roles or industries they enjoy a higher level of success. This can then become an area of specialisation. While it might seem reckless to limit one’s focus to just one type of role, the level of competition in the recruitment field demands specialisation. A recruiter who is adept at hiring for creative marketing roles will have trouble hiring for tech roles and vice versa. Spottabl a talent experience, AI-powered platform, utilises artificial intelligence and an in-depth 3-part process to identify a recruiter’s strengths.
Performance analytics
Recruitment, like any other vocation, requires constant learning, and the incorporation of technology in your practice allows you to do just that. Once a specialisation has been identified, technology can be used to dig deeper and gain some expertise for better results. Spottabl employs machine learning to provide recruiters with analytics and insights on their performance and how they can improve.
Technology-enabled marketplaces
Finding the right talent is all about choosing from the right group of candidates. By utilising technology-enabled marketplaces like Spottabl, recruiters can get access to more JDs and candidates. This not only increases the possibility of finding the best talent for a particular profile but also helps keep recruiters constantly employed.
Client engagement
For freelance recruiters or small and medium recruitment agencies, managing clients can be a tremendous amount of work. There are a lot of moving parts that need to be factored in to successfully manage every engagement, and Spottabl helps recruiters do that easily. Spottabl allows recruiters to seamlessly manage their client account, including contract sign up, invoice generation, dedicated customer support, and an all-inclusive dashboard.
There’s no denying that technology has altered the recruitment game forever. Stay on the fast track to success by giving your recruitment services a technologically powered boost.
