5 Recruiting Technologies You Need to be Using
Finding and attracting the right talent in a pool of talent can be an exercise in frustration, especially if you don't have the right tools. Recruiting technology is essential to your efforts in today’s marketplace, and knowing how to use the right features will prevent you from missing out on solid applicants. Here are a few recruiting technologies you need to know about and how you can apply them to your search efforts.
Features You Want
There are important factors to consider before you settle on a recruiting tech stack. First, make sure that the software you're using has cutting-edge AI. Without advanced artificial intelligence in your software packages, your gatekeeping software amounts to little more than a basic keyword scanner, which could cost you hits.
You also want software that will help you engage potential candidates and convince them you have something better to offer than anyone else. Automated form letters are off-putting to job seekers, who will see through them in a second. You need personalized interaction that augments (but does not replace) human contact.
Your software should help you create an effective, diverse talent pipeline using data analytics and reporting. At the same time, it needs to have cross-platform capabilities allowing you to use the data in as many ways as possible. It also needs to have top-notch information management capabilities and flawless data protection and privacy regulations.
Recruiting Technologies to Employ
Five of the most important recruiting technologies you need to know about are:
1. Automated recruitment marketing.
2. Chatbot technology.
3. Blockchain technology.
4. Virtual reality.
5. Video interviews.
1. Automated Recruitment Marketing
Advertising is essential to attract good recruits, but the days of putting out a classified ad in the local paper are long gone. You need software that can seek out platforms where your potential recruits hang out online. It's important to take advantage of social media, chat rooms, and other platforms across the web where the best and brightest in your field can be found.
This is where automated recruitment marketing comes into play. This form of AI tech can search the web to determine where your best candidates are, and it can also assist you in determining the size of your advertising budget. It can also be used to schedule ads, track expenditures and conversions.
2. Chatbot Technology
Almost every website you come across these days has an automated chatbot designed to engage directly with the viewer. … and chatbots are here to stay. They can reach out to your candidates, perform screenings, and update candidates about where they stand in the process. They’re also able to guide them toward good jobs based on their resumes.
When considering chatbot technology, look for those with advanced artificial intelligence and the ability to carry on natural conversations. It's also important to be very clear with your audience about their limitations and what they can do. If you choose the wrong solution or your chatbot doesn’t work the way someone thinks it will work, you can actually turn off your potential candidates. As a recruiter, be involved with the development and integration of chatbots to ensure they’ll perform well.
3. Blockchain Technology
Blockchain technology isn't yet mainstream; it’s more up-and-coming, so using it can get you ahead of the game. Blockchain has the potential to simplify the hiring process. It allows you to protect your candidate data with ironclad security while at the same time making data verifiable so you can engage in essentials like background checks, verification of educational and salary histories, and other important aspects of the search.
According to a 2018 employment screening report by HireRight, 84% of employers have caught applicants in lies on their resumes. This makes data accuracy vital, and blockchain technology has the potential to verify accuracy and assist in weeding out candidates.
4. Virtual Reality
Virtual reality can take your recruitment experience to the next level. Applicants can tour your entire workplace without ever leaving their homes; for example, or virtual avatars can be used to do initial interviews with multiple candidates in order to present those with the best potential to human recruiters. Current predictions state that by 2030, avatars will be standardized in recruiting across many industries. Getting in now could give you a serious edge over the competition.
5. Video Interviews
Virtual meetings through Skype, Zoom, Teams, and other platforms became prevalent during 2020, and all the evidence shows video isn't going anywhere. Over 66% of job seekers are only willing to wait about 2 weeks before they consider an opportunity missed, and they move on to others. Video interviewing can help you to fill positions faster, keeping candidates engaged and making potential hires feel like they’re applying for a job at a company that knows where the future lies.
If you're looking to streamline and modernize your hiring process, eHire works with companies to develop tailored hiring processes that increase your chances of picking people who are the right fit and shorten your time to hire. As your recruiting firm, 96% of our candidates accept the job offers we bring them. Reach out to us so someone on our hiring team can share how our proven process works.