The world today is dominated by candidates. It is not enough for an organization to have a name and a brand to attract people. No matter what size your organization is, engaging in active recruiting and focusing on candidate experience are crucial. We’re talking about several technologies here, so if you aren’t using them, it’s time to catch up. In this article, we explore nine key recruitment technologies that can streamline your recruitment process. Then give you the chance to build relationships with candidates on a more strategic level.
Consider your candidate a consumer and treat him or her accordingly. Therefore, by working with your marketing team to first build a persona of your ideal candidate and then targeting them with this persona you will be able to reach out to highly qualified candidates who will contribute great value to your company.
Understanding how employment efficiency can be improved
Using an analytics-driven recruitment technologies program over traditional hands-on recruitment is one of the most substantial benefits. It is important for the tool to be able to collect data across the entire employment pipeline to derive easy-to-understand insights regarding sourcing strategies, time/cost-to-hire sustainability, and candidate discomfort factors.
In time, this function will ensure your employment department becomes much smarter, much more effective, and ready to stand out in a competitive hiring market.
As we’ve reviewed the key features of employment software applications, let’s check out a few of the most popular players in this space, along with a few disruptive players playing a major role in recruitment technologies innovations.
Choose ATS solutions that are ready-to-use
In the past, ATS could do anything you wanted, and many enterprise companies were customizing the technology for their needs. However, adopting a highly customized technology makes it hard to keep up with changes in the marketplace and technology changes.
Kearns says there are some applicant tracking system providers who are making huge gains in the market because they don’t customise the solutions they offer. Contact us now to schedule your demo ats of the best recruitment tool.
AI – the secret workhorse
It is becoming increasingly popular to use artificial intelligence (AI). AI is incredibly important to many businesses, but few understand its impact. Recruiting is beginning to incorporate AI more and more. You can also use AI-based technologies – chatbots – to respond to a variety of candidate questions. So that way, you won’t be tempted to answer every question. Artificial intelligence can help reduce the workload, particularly for repetitive tasks.
Experience must be given priority
Engagement and timely communication are all you need. A tracking system is of course a must. Your company will show the top talent that it truly cares about its people if it designs a good candidate experience! Then, if a referred candidate experiences an exceptional candidate experience, current employees are more likely to refer even more qualified candidates, out of pure loyalty and pride.
You can easily customize and personalize your communication with candidates with the help of an applicant tracking system.
What has been the performance of your recruiting technology in the past?
In the past, did your business invest in recruitment technology? What tools are you currently using? Moreover, what impact have these tools had on your recruiting team’s performance? You should ask yourself these questions before you consider a new tool or recruiting software. Replace these tools with better platforms or products.
Additionally, it’s important to note the tools that have worked well for you in the past or that are working well for you right now. Build your technology stack around these tools, and only add new technologies when needed.
Technology platforms that are difficult to use in HR
For managing your recruiting efforts, there are many great human resources software programs to choose from: Workday, Epicor HCM, Oracle HCM Cloud, Dayforce, SAP SuccessFactors, just to name a few. However, it’s unlikely that one system can fulfil all your needs and wants. It is necessary to supplement many platforms with additional point solutions — such as CRM and scheduling — in order to improve the candidate experience.
Now, how to provide IT personnel to the company
An organization’s executives and recruiters need to create a digital culture if it is going to become a digital innovation company. Top managers must share their views on technological innovation with employees, so they understand the need for innovation. Firstly, it is imperative to ensure maximum awareness among the staff about the benefits of digitalization. Selection should be based on a candidate’s willingness to generate and apply new ideas. The ideal employee should be able to respond rapidly to incoming information, be knowledgeable about technical training and auditing, develop strong relationships with colleagues, think ahead, and act with initiative.
Evaluating candidates more efficiently
The most challenging aspect of recruitment technology is selecting promising candidates from a large pool of candidates. Large amounts of data can be processed by artificial intelligence in order to identify templates or patterns. It all adds up to improved hiring quality.
How Does Perfect Recruitment Technologies Work?
It follows defined criteria, is data-driven, and is automative. A first interview may be about the position, a second about the company culture, a third about compensation.
In order for evaluations to be based on objective criteria, standard procedures are used (such as behavioristic questions).
Documentation and comparison of evaluations are uniforms. Bitkom Research and Personio conducted a study (in German) that found organizations with digital HR processes. Recruiting software and structured interviews are more successful than those with analogue, unstructured selection processes.
Moreover, the tools and channels used to recruit are effective. In this way, they can augment and support other recruitment efforts and, in that way, gain access to and convince talent faster.
Is an all-in-one recruitment technology necessary?
Does investing in a recruitment platform make sense? Recruiting through more traditional methods and using only recruiters who perform the entire process is still possible.
Using an online recruitment platform has benefits for both small businesses and Fortune 500+ companies. Platforms make it easier to streamline processes, which makes them less time- and resource-intensive and reduces costs. This seems like an additional expense for something you already pay people for.
Using a recruitment platform indicates that you have identified issues in your hiring process. Using a single piece of software is one of the easiest ways to improve productivity for all employees and maximize potential.
