Six Ways Recruitment Technology Can Boost Your Candidate Search

Six Ways Recruitment Technology Can Boost Your Candidate Search

As the population continues to rise, job searches for the unemployed are becoming more and more frustrating.

Though governments and firms are making an effort to lower unemployment while recruiting the right individuals for the posts available, the time and cost involved in this process troubles many companies.

However, the expansion of technology has made job recruitment done right significantly less troublesome, as today’s technology has created exceptional ways of improving recruitment selection and process strategies. Hiring managers can take such methods on board and adapt them for their specific needs. Here are six ways to do so:

1. Follow Up

Companies can easily reduce, if not avoid completely, the loss of resources and finances when recruiting new employees by following up on exceptional candidates that didn't quite fit the expectations of the previous job, rather than creating entirely new recruitment campaigns and strategies.

Follow-up can be easy: social media sites like LinkedIn help you stay connected to previous applicants, encourage them, and monitor their skill growth and employment. Strong connections will improve your company’s reputation, as candidates will feel appreciated and thus more likely to come back for new job offers.

And the opportunities for connection are endless: last year, LinkedIn had 84,851,462 active users in the US and 12,772,853 in the UK, according to Top Dog Social Media.

2. Personality

Technical skills alone aren't enough in the workplace. Business requires people skills, a strong personality, and consistency. Including personality questions in interviews gives hiring managers a greater insight into the character of the potential employee. Traits and abilities like leadership and problem-solving should stick out, depending on your company’s needs and employee benchmarks.

3. Employer Branding

How popular is your company? This is a vital question when it comes to recruiting. Universum explains how companies can treat staff wonderfully, offer excellent wages, and provide the best working conditions, yet struggle to allocate good staff because there is little or no investment in employer branding.

Make sure your online presence and advertising strategy attest to the quality of your company’s work environment, and not just its goods or services.

4. Recruitment Advertising

Hiring managers can remove loads of time and stress with recruitment advertising tools that spread job adverts to multitudes of different third party job boards, including social networking sites.

Advertising tools also give hiring managers options when it comes to scheduling the advertising, what their preferred sites are, and how to track the tools’ effectiveness. Recruiters are then free to affordably source, recruit, and hire while increasing their reach, community, and employee referrals.

5. Streaming

One idea that many companies have already adopted is streaming interviews, or asking interviewees to send hiring managers a video recording of their response to the allocated interview questions. With new forms of software simplifying the process and lending a sense of realism to the virtual interview process, hiring managers and candidates alike are comforted by the flexibility of this recruitment strategy.

Launchpad Recruits established their own software to fulfill the purposes of streaming interviews. Firstly, it enables hiring managers to write their own questions for the interview and/or choose a collection of pre-made questions to send to applicants. The candidates will then be allowed a practice interview with randomly generated questions before the official recorded interview begins.

The software does not give candidates the ability to see the questions beforehand, pause the interview, or start again, thus making the process as close as possible to real life. The hiring manager can then, when time permits, evaluate and score the candidates, and even share the recording with colleagues for their opinions.

6. Reply

When a position is filled, take the time to send a courtesy email to unsuccessful applicants to let them know. It betters the candidates’ overall experience, thus building respect for the company. Whether successful or not, most applicants desire some form of closure, with 86% of them preferring email communication, according to RPOA.

As the times change, don’t get overwhelmed and left behind in this technology-driven era. Instead, look to new strategies as they are invented and disseminated. These six methods, once taken onboard, will speed up and simplify your firm’s recruitment process.