In this day and age, you wouldn’t think of recruiting new staff without using technology. Every day, new recruitment solutions and software appear, which can lead recruiters to feel overwhelmed and lost at times – how do you choose appropriate software solutions?
Despite one’s best efforts to find the most appropriate tools, people find themselves using pieces of software that aren’t very good, more often than not. You’ll be pleased to read that we’ve done work for you, focusing on the essentials you need to get the most out of your recruitment tech stack. Let’s find out more.
Getting started
One of the best ways of approaching the issue of what tech you’ll need is to come up with a “technology backbone” of all the different recruitment processes and every recruiting extension. In this day and age, most people would agree that an applicant tracking system is essential, along with a powerful CRM system. Whatever software you choose, it should be mobile-friendly, with an ability to integrate seamlessly with other software essential to your day-to-day recruitment activities.
It should also feature built-in analytics. A good start will be to take a look at recruitment marketing platforms, pre-employment testing platforms, sourcing tools, and other systems. These are all examples of in-demand recruitment tech.
Sourcing and recruiting extension
If you have sourcing done right, hiring will be a success. However, nothing is simple in the world of recruitment – there are always things that can create challenges, such as making contact with candidates, not finding high-quality candidates, and not being able to locate pools of talent.
The latest candidate sourcing tools use artificial intelligence to automate searches for potential clients, and they can really take some of the workloads off of you. They streamline the whole sourcing process and can even offer some neat tools that optimize job advertisements to make sure that the right candidate sees an open role.
Recruitment marketing tools
Many modern recruitment companies make use of specific recruitment marketing tools such as engaging with candidates, advertising job openings, creating hype around a role, and nurturing interest online.
The sorts of tools with candidate relationship management capabilities can help expand talent pipelines by finding new prospective clients. Suppose you have the right set of recruitment marketing tools as for example SignalHire. In that case, you can make a standout appearance on job portals and career sites, organize and streamline your marketing materials for new jobs, organize and track candidates, as well as facilitate professional employee referrals.
Screening candidates
An essential part of recruitment is screening potential candidates. It’s a time-consuming process – from time wasted on candidates that aren’t the right fit to endless phone interviews, there are many blunders along the way when it comes to screening candidates. Luckily, there are different software solutions that can help make the process a bit easier. CV scraping tools scrape and analyze resumes for important skill sets and keywords.
They are useful for companies that are hiring a high volume of people, helping to automate the otherwise lengthy process of sifting thousands of CVs manually.
A number of tools are also available for video interviewing, proving to make things much more efficient than interviewing candidates in person. Such tools will allow prospective clients to give short answers to various questions from the convenience of their homes. They are especially helpful in these post-covid times and for hiring people in remote locations.
Candidate assessment
Even after you’ve conducted a thorough screening process, you’ll likely find that many candidates just don’t cut it. Perhaps they don’t value the company culture, don’t have the skills, or for whatever other reason, just aren’t the right fit for a team.
Perhaps you need to carry out various candidate assessments such as tests on communication skills, technical skills, cognitive ability, or situational judgment skills? You can conduct personality assessments to see whether a person is right for your organization. There are a number of pieces of tech software that will let you do this. Numerous tools online are effective in providing quick testing and are fully customizable, quick, and cheap.
Onboarding
By no means does the recruitment process stop at candidate selection. The perfect onboarding process creates an engaging and likable hiring experience – this will ultimately set the stage for what is to come. A new joiner needs to feel included in the company from the get-go, or they might be tempted to go elsewhere.
Onboarding software needs to generate a warm welcome and positive image. It should not only help automate the onboarding process but offer new employees a sense that your company is an excellent fit for them. New hires need to have a seamless, organized, and structured first week or so at your company. Tools can be used to create welcome emails, automate paperwork for new hires, facilitate onboarding learning experiences, hand out online learning materials, and much more.
To help businesses select the best software, GoCo listed its recommendations for employee onboarding software.
Make some considerations
Before going out and purchasing all of your dream tools, there are several key considerations to be made. Ask yourself some of these questions to analyze the products available and see how they can fit in with your company’s recruitment needs.
- How is your current tech performing?
- Will any new tools integrate with the existing tech you have?
- How much training will you need to use your new tool?
- Will you need to maintain tools over time?
- Are there add-ons that cost money, such as special features?
- Is the tech optimized for mobile phone devices?
- How much are new tools going to cost?
- What will happen if you stop using a specific tool after integrating it?
Think to the future
Your company’s needs will likely change over time, so even if you feel satisfied with your tech at one point, there might come a time when you decide it’s not worth your while. If you’re ever faced with this in the future, begin to rethink the solutions and look towards investment in new technology.
Always try and think ahead to the future when investing in tech. Transitioning from old to new systems can be either an easy and worry-free process or a total headache. Try and avoid any possible difficulties by discussing exit strategies with vendors before you decide to purchase.
Final thoughts
We’ll end by pointing out that the right solutions for your company may take a lot of work to acquire – you’ll likely need to look far beyond the scope of the solutions we have presented to get the most out of your recruitment tech stack.
Perhaps you have specific goals and ideas? Would you like to use technology to make your company more diverse, extend the breadth of employee referral scenes, or even create a chatbot to foster communication with candidates? There are all sorts of tools for the job.
Today’s recruitment technology is ever more sophisticated than a decade before. You can build your dream recruitment technology stack according to your unique challenges and needs.
We hope to have shown you some of the solutions that your dream tech stack can accomplish. Don’t hesitate to build up a base of software for improving your recruitment process as soon as possible. All the best!
Also Read: Importance of Critical Thinking for Current Businesses
