Technology can enhance all aspects of your recruiting process, from talent search to screening, interviewing to evaluation. With the help of software and specialized tools, you are able to find high-performing candidates quickly and more affordably. This article will show you four ways tech can change your recruiting team!
1. Save Time With AI
Does it seem like everyone is talking about AI? AI is saving recruiters tons of money and time! AI has many use cases in recruiting but where it really shines is in the early phases of recruiting, particularly in talent search and screening.
Many companies now have chatbots on their sites where potential recruits can chat and ask questions about different roles, availability, and the skills required. Instead of spending hours replying to emails or speaking on the phone, you can automate the entire process and still give potential recruits detailed and instant information about the role. Chatbots are also great for scheduling interviews which can be a frustrating and time-sapping process!
Another incredibly time-consuming activity in recruiting is screening candidates. Staring at resumes and applications and determining if someone deserves to make the cut is a brain-numbing task. Luckily now, with AI, you can train it to quickly analyze a resume and accurately screen based on your desired skills and traits. For example, you can teach AI to only progress applicants with Master’s degrees and at least three years of relevant experience.
Another area where AI shines in recruitment is cutting down on errors. When a company is completely overwhelmed with applications, it is easy to accidentally cull a potential star candidate or fail to respond to an email, or make scheduling mistakes. These little errors can be the difference between hiring a top performer or watching them go work for a competitor. If programmed correctly, AI will not make such errors and ensure that all candidates are properly screened and that all communication is automated!
AI is still in its infancy in recruiting. However, it won’t be long until even interviews are done with AI, and human interaction is limited. It is better to start implementing this new technology now rather than playing catch up with your competitors in a few years!
2. Use Specialized Tools to Find Candidates Online
There are millions of highly qualified and amazing candidates out there who could be massive contributors to your company. However, successfully contacting them and building rapport is often a challenge. While sites like LinkedIn are great, the reply rates for cold messages are often very low. This is where tools like SignalHire are game changers!
SignalHire has an incredible browser extension that you can use to pull mobile numbers, direct landline numbers, emails, and even social media accounts from LinkedIn profiles and company sites. All you do is open a LinkedIn profile and hit your SignalHire extension, and this tool will instantly reveal the potential recruit’s direct contact information. They also have an extensive database where you can search by name or company and quickly find candidates’ numbers and emails.
By using tools like these, your conversion rates will go through the roof. They really simplify the headhunting process and are also a great way to build your company’s brand among candidates. By making lots of calls and blasting out emails, it won’t be long until everyone knows your company. Your candidate pipeline will always be full! Gone are the days of sending hundreds of LinkedIn messages and never hearing anything back. Armed with the candidate’s mobile number and email, you can start effectively contacting them and building rapport. Your next rockstar recruit is out there; you just need to call them!
3. Study HR Analytics to Build the Perfect Candidate Profile
There is now specialized HR software that can track everything. This software records incredibly valuable data which can be used to inform your company’s recruiting decisions. For example, you can find out why employees leave your organization, the types of employees who are more likely to succeed, and their key skills and attributes such as degrees, experience, personality traits, and more.
Data is the secret to making more informed decisions. Thanks to HR analytics software, your company can easily generate huge amounts of data surrounding all stages of the recruiting process. You can then use this data to generate insights that should form the basis for your recruitment strategy. For example, you may conclude that young women with Ivy League degrees and start-up experience thrive as product managers in your company. You then can start targeting these types of candidates and actively recruiting them.
By leveraging the power of data, you can stop guessing the best way to recruit and learn the truth. Data will show you, for example, that most of your recruits learn about job openings from Facebook, but the most successful candidates discover roles on Instagram. Thanks to data, you can quickly optimize your recruitment process and continue to tweak it until it is a reliable, well-oiled machine that allows you to quickly find, hire and retain amazingly talented people.
Companies that can successfully capture data, interpret it and use these findings to improve their recruitment process will have a massive advantage over their rivals. Data-driven decision-making will be a major aspect of recruiting, and user-friendly detailed HR analytics software is driving this trend!
4. Build an Incredible Candidate Pipeline with Recruitment CRMs
A CRM is software that tracks all interactions a business has with customers and is used to build relationships with customers. Traditionally CRMs were only used for customers to help businesses make sales and keep existing customers happy. However, now more and more companies are using them in their recruitment process.
To boost your recruitment process, you can upload thousands of potential recruits to your CRM and keep detailed records about them and record all of your interactions. A CRM helps you organize your recruitment pipeline and makes it very easy to fill vacancies quickly. For example, let’s say you are looking for a junior accountant; you can open your CRM and search through your pipeline and instantly find a range of suitable candidates.
Thanks to a CRM, you can accurately keep track of amazing candidates and know which levers to pull to convince them to sign with your company. For example, if you know a candidate is looking for a remote role and values flexibility, you can offer them a custom package that ticks all of their boxes! If you aren’t using a CRM, you are letting great candidates slip through the cracks!
Wrapping Up
The use of technology in recruitment is ramping up! If you want to consistently find and hire star employees, you need to be leveraging the power of the latest technology. There is no reason not to deploy chatbots to provide candidates with detailed answers about the role and to handle scheduling. Also, don’t forget to use AI to screen candidates and keep your pipeline healthy by using a specialized CRM!
