HR and Recruitment Tools: A New Era

The Great Resignation is becoming bigger and bigger. Employees are leaving the workforce in ever-increasing numbers, and companies have no option but to tackle this rising trend head-on if they want to remain competitive.

The epidemic has been widely blamed for the mass flight, with most HR thought leaders speculating that the outbreak's abrupt changes forced many workers to reassess their career paths and goals.

As a result of this mass exodus from the workforce, HR professionals and recruiters are increasingly relying on technology to help them attract and employ the finest individuals in what has become known as a "Job Seekers Market." Recruiters should bear in mind, however, that passive talent, or those who are open to evaluating new job options, makes up 70% of the worldwide workforce.

HR professionals must next consider what methods they can use to not just access, but also engage, this pool of passive applicants.

Fortunately, recent advancements in HR technology have resulted in a broad range of innovative and effective applicant engagement and recruiting options. With so many businesses, big and small, seeking to invest in the newest innovations in the hopes of gaining a competitive advantage, the quick and widespread adoption of these technologies has reshaped many conventional HR practices.

Recruiting in the 21st century is a kind of strategic marketing

According to a recent poll, 86 percent of HR experts now agree that contemporary recruiting is more similar to strategic marketing than conventional recruitment. More HR professionals are using new recruitment technology to promote their company's work culture on social media in order to nurture a pool of prospects for current and future employment openings in order to be effective at hiring passive candidates.

HR professionals are increasingly embracing digital solutions that have effectively decreased the amount of time they must spend on repetitious recruiting activities, allowing them to focus more on how they may leverage technology to engage potential candidates on social media. As a result, these technologies have effectively digitized not just the recruiting process, but also the whole human resources profession.

The recruitment process is being digitized

The way businesses attract employees is experiencing a transformation. The way we seek, acquire, and train personnel is all highly affected and supplemented by newer and newer technology, which is often referred to as "the future of work."

HR technology has progressed to the point that businesses can now rely on a single centralized system to recruit, manage, and interact with all of their prospects. HR organizations are increasingly turning to these strong and scalable sophisticated applicant tracking systems, which automate monotonous operations and give recruiters more time to construct effective recruiting campaigns.

Remember that a substantial portion of the workforce wants the freedom to communicate with you on their own terms. As we'll see below, digitizing your recruiting procedures gives job hopefuls more alternatives, which leads to a more favorable and engaging candidate experience.

Companies that want to compete for the top personnel must be ready to invest in technology that automates their hiring procedures.

ATS systems – automation

Applicant tracking systems, or ATSs, are the most common technology resource used by businesses of all kinds to manage their recruiting and HR procedures. An applicant tracking system (ATS) stores all candidate information in a single database, making it instantly available and searchable for recruiters and HR personnel.

ATS technology has grown over time to include tools that enable recruiters to search through resumes using algorithms to find the best applicants for a vacancy. Although the technology underlying ATS systems is ever changing, at its heart, an ATS system relieves your HR department of a considerable amount of manual labor.

While an applicant tracking system (ATS) is often a centralized and sophisticated tool that can manage all aspects of screening, recruiting, and onboarding new workers, the finest ATS systems come with a slew of technologies that are proving to be game-changing in terms of recruitment success. Below are some of the most effective recruiting tools:

Virtual recruiting & hiring

Having the ability to conduct virtual job interviews is proving to be a huge help to both recruiters and prospects. Whether you like it or not, office life will no longer be as dominant as it once was. Nearly a quarter of the population of the United States, Gen Zers, say they desire the flexibility to work remotely.

While we wait to see how much of the workforce is still "remote," virtual job interviews seem to be here to stay. One of the trends begun by the epidemic is that firms are now nearly always able to conduct first interviews with applicants remotely.

"Remote hiring," according to HR pros, is a novel technology that can be utilized extremely efficiently in the recruiting process. Due to the resulting time and budget benefits, recruitment tactics that mix virtual and in-person interviewing procedures are becoming more popular and are projected to become the norm in the near future.

Virtual interviewing is an approach that provides interviewees more influence over the employment process and saves a significant amount of time by removing the need to assist the procedures associated with on-site interviews. This is a victory for both parties.

Recruiting using artificial intelligence

For recruiters, Artificial Intelligence, or AI, has become a valuable resource. Indeed, the most sophisticated and innovative ATS systems on the market feature AI capabilities, allowing recruiters to use the AI capabilities of their ATS systems to automate key elements of the recruiting and hiring processes that were previously time-consuming, manual operations.

On the candidate side, AI advantages include a lower risk of biases affecting applicants, as well as a higher possibility of candidates feeling more involved in the recruiting process. Some AI systems, for example, provide applicants more freedom by enabling them to schedule their own evaluations and interviews, eliminating the need for a recruiter to help them with those aspects of the recruiting process.

AI is a fantastic tool that has proved its capacity to use all applicant data to produce thorough "scorecards" and to use both candidate and job information to streamline recruiting procedures using AI-driven suggestions.

Using company culture as a recruitment tool on social media

Earlier in this essay, the phrases "recruitment" and "strategic marketing" were combined, but the fact is that the firms that are most successful in recruiting and employing bright individuals are also the ones that are most effective in promoting their corporate culture on social media. Yes, it's a newer trend, but social media can be a highly effective tool in your talent acquisition efforts if HR professionals can embrace an entrepreneurial mindset and think like marketers.

It's not enough to have a "Career Page" on your website. Social networking platforms, particularly LinkedIn, are excellent tools for promoting your company's culture and fostering a discourse that may help you recruit top personnel. Another strategy in your recruiting toolkit should be posting regular updates regarding corporate news.

Press releases, announcements of key corporate accomplishments, and the like may all be used to spread the word about your company culture. You raise your company's exposure by publishing such material on a regular basis. Even if you don't have any current job opportunities, this activity may help you build a talent pool by engaging prospective candidates. This is one of the most aggressive moves a business can take in its ongoing attempt to acquire top people.

Your present staff may also provide a lot of value to your company. If you can persuade current workers to share their experiences on social media, you'll be able to convey a lot to potential employees. Companies who are effective at using this technique encourage workers to make shareable films in which they describe what they like about working at their company.

This is a tactic that sends a message to workers about how well they are treated by their company.

Features of candidate enrichment

This is one of the most innovative and productive recruiting tools on the market. The candidate enrichment option is often featured in the multitude of capabilities given by the leading ATS systems on the market. Enrichment is a technique that recruiters use to "enrich" a candidate's profile with all the data they can collect from internal and internet sources while working inside their ATS systems.

Enrichment is a strong tool that may access a candidate's email or public social media resources to gather more data about any possible candidate that is publicly accessible on the internet.

Recruitment begins with an applicant's credentials, and the resume remains the most important piece of information that recruiters evaluate to determine whether or not a candidate should be advanced to the next step of the process. If all of the resumes being reviewed are out of date, it might provide a stumbling block in the hiring process.

When candidate data is insufficient or wrong, ATS systems may browse the web for data across a broad range of regularly used social media sites via candidate enrichment.

Recruiters may use the applicant enrichment function to gain a comprehensive evaluation of their candidates, including their skills and ambitions. An ATS platform will present all of the information acquired from the applicant's social media profiles on a single page after the candidate enrichment function has been applied to a resume.

Recruiters may get a thorough applicant perspective with automated enrichment tools that include data and social media integration.

Using analytics to improve hiring results

Leaders in the industry continue to depend on technology that can provide the most precise recruiting statistics. Predictive analysis becomes more precise when recruitment analytics are correctly interpreted, enabling hiring managers to make educated, fact-based judgments based on the acquired data.

If you want to precisely determine why certain recruiting operations succeed and others fail, you'll need to collect and analyze your recruitment data. As your firm creates new recruiting objectives and targets, the raw data you collect from your ATS system might be essential.

A good ATS system should provide your recruiters and HR personnel the tools they need to conduct in-depth analyses of your hiring patterns and create thorough performance reports that are easy to understand.

Sourcing made easier

A job posting on your company's website can only go you so far in terms of achieving your recruiting objectives. To begin with, the proper applicants need to realize an opening has been offered, and believing that a career website will do so is wishful thinking.

However, one area where ATS systems have actually transformed recruiting is streamlined sourcing. Your ATS may automatically create applicants from a broad range of recruiting sources that are typically filled with active job searchers with the click of a button.

When you use an ATS system, each job opening you generate will be instantly listed on your company's website as well as the most prominent job sites.

In this regard, the more complex ATS systems perform well. They may promote job vacancies by distributing them on thousands of free and paid channels across the world in just a few clicks.

Imagine being able to publish to all of the main job boards, including Indeed, Monster, Linkedin, Facebook, Google for Jobs, and a slew of other local and specialty job sites, with the click of a few clicks inside your applicant tracking system!

Software for conducting interviews

Interviewing software is a relatively recent recruiting technology that enables recruiters to manage the complete interviewing process inside the confines of a software program. The exact effect of interviewing software, one of the newest technologies in recruiting, is still being assessed, but the advantages are meant to be a more engaging and favorable applicant experience.

The ability to record and transcribe interviews is one of the tool's most compelling features, as it allows the recruiter to concentrate only on the visuals, such as the candidate's manner and physical answers to queries, while knowing that the interview's conversation will be captured. Some interviewing software systems may provide you with important questions to ask the candidate, ensuring that each interview is performed consistently.

Another feature of interviewing software is its capacity to deliver analytical insights that businesses may find beneficial in fine-tuning questions and the whole questioning process.

ATS solutions that are all-in-one

Technical advancements have accelerated to the point that industry-leading firms are opting for an all-in-one ATS system with fully integrated customer relationship management (CRM) features. These applicant tracking systems (ATS) provide a variety of valuable options, including some of the ones listed above, that enable agencies to manage their leads, clients, and applicants all in one place.

There is no longer a need for two separate systems, which may result in lower administrative expenses, more efficiency, and improved cooperation.

The numerous benefits of investing in an ATS platform that enables agencies to handle all of their leads and clients on the same platform as their candidates continue to be shown throughout history.

Thanks to Stacy Lee at Business 2 Community whose reporting provided the original basis for this story.