The recruitment process can sometimes be a long and arduous task. From scouting through the hundreds of CVs to having interviews cancelled and precious time wasted.
But with the right tools and advancements in recruitment technology, recruiting is made simple and rewarding. Saving you time, money and resources to put the focus back into selecting the perfect hire for your role.
In this blog post, we will be looking at all the different tools of recruitment available and why you should use them.
1. Job boards
Job boards are a great way for recruiters to find candidates with specific skills or experience. They can also save time, money and resources by not having to search for candidates themselves. What's more, they help find active job searchers, instead of headhunting passive candidates.
Many companies, both large and small, use job boards to fill vacancies. There are a number of key points that a recruiter should keep in mind when posting on a job board.
The first thing to know about job boards is that they are not just for jobs. They are also great places to find freelancers, opportunities, or even collaboration on specific tasks.
We can think of job boards as search engines for jobs. Just like Google or Yahoo, they allow people to find what they need with the click of a button. Unlike the other search engines, however, it is not always easy to find what you are looking for with clarity.
Using keywords on job boards
To find relevant content, using keywords is essential. That way you will not be distracted by irrelevant content that may be interesting but not needed.
It is important that every post includes keywords that are commonly used in your industry. Not only will this increase your visibility on social media, but it will also help with rankings on search engines like Google and Bing.
Keyword density is the number of times a keyword or phrase appears in relation to the total number of words in a document. In other words, it’s how often you use your keywords. Your keyword density should be around 3-5%, which is the average for most industries.
Job descriptions for job boards
Crafting a detailed job description is the key to finding the right person for the job.
It tells the reader what is required to do for this role, what are the benefits and so on.
When writing a job description, you should include basic information about what is expected of candidates for this position.
There are a couple of tools that can help recruiters write great job descriptions.
One of these is a tool called Gender Decoder. This free tool helps reduce unconscious bias in job descriptions and more. It's used to identify any gendered language in your copy and gives suggestions to change it to real more neutral and appeal to the right audience.
Another great tool for wiring job descriptions is Texito. This tool is used for delivering feedback on job descriptions. It will give suggestions to improve the content while improving the copy and helping attract job-seekers.
2. Social Media
The recruitment industry is evolving to meet the needs of an ever-changing job market. Online social networks are just one way that businesses are tapping into to find qualified candidates for their vacancies.
Social media has become an integral part of an organization’s recruitment strategy. It helps recruiters reach out to more candidates and promotes the company brand at the same time, making it a win-win situation for both parties. Social media platforms like LinkedIn, Facebook, Twitter etc., offer a variety of tools that can be used during the recruitment process to attract potential job candidates.
One of the most popular social media platforms for recruitment is LinkedIn. 94% of recruiters use LinkedIn to screen candidates.
LinkedIn allows companies to post job listings, view candidates’ profiles, connect with employees, and more. The company’s network of professionals is one of the largest in the world which makes it easier to find candidates that fit your company culture.
Another tool that companies use for recruitment through social media is Twitter chats. These chats are asynchronous discussions on Twitter where participants share their thoughts on a given topic or question in real-time. This creates opportunities to create meaningful connections with potential candidates that you might not have found otherwise.
3. Professional Contacts
A huge 85% of all jobs are filled via networking!
We rely on our network connections to help us find candidates.
A 2018 Careerbuilder study found that 72% of employers are most likely to hire an applicant they've already met in person. 43% of employers surveyed said networking is the best way to find qualified candidates, while 30% said it's becoming increasingly important.
Some companies use recruitment tools that rely on their network of connections to find new employees. Recruitment tools are designed to help companies find the best candidates for their positions, by targeting the right people.
For instance, LinkedIn allows you to tap into your contacts and see if they know someone who would be a match for your open position.
4. In House Candidate Database
An in house candidate database is an internal database of people who are potential candidates for your company. It can be accessed by various departments within the company, including the HR department.
The benefits of this database are that it saves time in the long run since it has a list of applicants ready to go. It also makes hiring easier since all potential employees are already vetted and you know exactly what to expect from them, which reduces turnover rates.
5. In House Candidate Sourcing
Companies no longer need to spend a lot of money on recruiting agencies and advertising. Instead of spending the company’s money on external candidates, they can use their own in-house candidate sourcing tools to find new candidates for open positions.
Tools such as Lusha and Hiretual are great for in-house candidate sourcing.
Lusha is a sales and marketing tool that doubles as a great hiring tool to connect recruiters with potential candidates. It's used by scanning social media profiles and provides you with the data to make contact within data protection regulations.
Hiretual is used by recruiters to source their talent though using just one channel. It simplifies the searching process by covering over 30 platforms to match your vacancy with possible candidates.
6. Applicant Tracking Systems
An applicant tracking system (ATS) is a software package that automates the process of recruiting and hiring employees. The ATS allows an organization to store all job listings, resumes, candidate information, and tracks the status of open positions. It reduces administrative tasks by managing recruitment data in one place. Furthermore, it can help in measuring success rates for various recruitment initiatives and provide insights for improving future hiring processes.
The benefits of using an applicant tracking system for a hiring tool are: it saves time, it allows you to find the best fit for your company culture and lastly, it helps you find employees with specific skill sets that you need.
90% of large companies use ATSs, proving their success with recruiters.
7. Video Interviews
63% of HR managers advocate using video interviewing.
Video interviews make it easier for recruiters to see how candidates behave in a professional environment through their body language and facial expressions. Candidates also get a better idea of a companies culture, which helps them make a more informed decision about whether they want to work there or not.
With video interviewing, hiring managers can make use of a video interview tool to streamline the recruitment process. It is easier to identify personality traits from a candidate in a video interview rather than a screening call.
Video interviewing is the new standard in recruitment, and it has many benefits over traditional interviewing methods. The most obvious one is that it makes use of technology that most people already have - their smartphone. Another benefit is that because hiring managers don't have to spend time typing up notes during an interview, they can focus on analyzing candidates more carefully.
Tools such as Reworking help recruiters save essential hiring time, eliminates those annoying no shows to interviews and dramatically improves the recruitment process. One of the greatest features is the ability to share and send candidate interview videos to other members of the hiring team using a private link. The videos can be rewatched and even responded to via the app.
Both candidates and employers enjoy using the Reworking app for video interviewing.
8. Innovative recruitment methods
Aside from the mainstream recruitment tools, there are plenty of other innovative alternatives that can be used as great recruitment methods.
One of the most important aspects of recruitment is that it should be as efficient as possible. That's why we now see many companies starting to use trainee programmes.
Some companies have specific trainee programmes for their new employees while some use them internally to review the work of their employees.
Trainee programmes are a great recruitment tool because they can help with improving communication skills, creative thinking, problem-solving and more.
Traineeships are often an integral part of recruitment processes in large companies or organizations. It is used to provide structured on-the-job training for new hires before they are assigned any duties which require them to handle certain responsibilities. This allows the company or organization to assess the performance of its potential workforce before it invests time and resources into hiring them permanently.
On the job training
On-the-job training is one of the most important recruitment tools because it allows the company to assess the trainee’s abilities and see if they are fitting in with the team.
The company can also provide guidance to their employees, specifically new ones, on how they should act and behave at work. This means that new employees will have lower chances of making mistakes which could impact their standing at work.
Internship Programs are a great recruitment tool. They allow companies to get connected with potential future employees and provide service to the community. The internships are beneficial for both the company and the person interning which leads to a win-win situation for everyone involved.
Internships are often seen as stepping stones, which is why many companies choose this method of recruitment over others. Internships also help people get their foot in the door, allowing them to build relationships with managers, other employees, and other professionals in their field of study or interest.
Offering a referral bonus
Introducing a referral bonus to the hiring process is a great way to find the best candidate for the position.
A referral bonus is paid when a recruiter hires a person found through a referral from an existing staff member. It comes in various forms, such as referral fee, prize, commission or other types of compensation.
Offering a referral bonus can be an effective way to recruit top talent that is already familiar with your company culture and values. It can also be used as an incentive to motivate employees to actively search for new staff members and contribute their knowledge and expertise when doing so.
Using recruiting agencies
Finding the right candidate can be a difficult task for any company. Recruiting agencies are an easy solution to this problem.
Recruitment agencies are popular recruiting tools for businesses, especially big companies looking to hire. This is because they have an entire team working on attracting talent and finding them the best match for their company.
Recruitment agencies help companies find some of the best people for their team and they do this by using a number of different methods. They handle a lot of time-consuming tasks for you. They have the resources to take on those jobs that you don’t have time for, such as sourcing qualified candidates from a number of different sources and posting job listings to multiple online platforms.
Using social media
Social media is a great way to find new talent. Companies can post jobs on social media, advertise themselves, and even use it as an interviewing platform.
There are many different ways that companies are using social media for recruitment purposes. Some of these include posting jobs on Facebook or Twitter, advertising their company on LinkedIn or Instagram, and even using it as an interviewing platform.
Introducing a recruitment chatbot
Use it to save time on sourcing, or to save money by not having to recruit an expensive expert.
A chatbot is an AI-powered tool meant for human conversation. It uses natural language processing (NLP) and machine learning (ML) for text analytics. Chatbots are used in various areas of recruitment, including sourcing candidates, conducting interviews, and building enterprise solutions for HR teams.
The advantages of the recruitment chatbot are that it will save time on sourcing, or saving money by not needing to recruit an expensive expert.
Recruitment chatbots are tools that can be used for recruitment. Recruiters can use the bot to screen candidates across multiple channels, by providing a link to a job posting or asking questions about the company on social media.
Chatbots are a great recruitment tool because they offer an interactive experience that is tailor-made for each candidate. For example, the chatbot asks what kind of role the interviewee is looking for and then sends them job offers that match these criteria.
Recruitment tools are transforming the way employers recruit people. Recruiters are able to more easily streamline the hiring process, identify top talent, and have access to more data on potential candidates than ever before.
Recruitment tools can be used by any company or organization that is looking to hire people for any position. The best recruitment tools offer an easy-to-use interface with robust features that can be customized depending on the needs of the employer.
The recruitment landscape is rapidly changing with the help of these new technologies. Employers are now able to reach out to large numbers of potential candidates in a short amount of time. They also tailor their recruiting efforts around specific needs and requirements for vacant positions.
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