People are the absolute foundation of any company’s success, and recruiting is an essential part of creating that foundation. To ensure your company finds the best talent, you need to use the best tools. In this three-part series, we’ll take a look at what you should look for when evaluating recruiting technologies.
Evaluate
No one wants to be left behind. Given the rapid pace of technological innovation in the recruitment industry, it’s a good idea to re-evaluate the technologies you rely on each year to keep up with the market and your competitors. Recruiter.com has compiled a list of ten characteristics to consider when evaluating your current and potential recruitment technologies. In Part I of this three-part series, we’ll look at the first three characteristics you should look for:
1. Augmented Intelligence
Candidate sourcing is a time-consuming activity that doesn’t always guarantee success, but the judicious use of artificial intelligence (AI) can help recruiters find more qualified candidates in less time. “Augmented Intelligence” refers to the use of AI to supplement and support human activities – in this case, candidate sourcing. With the help of augmented intelligence software, recruiters can spend less time searching manually and more time reaching out to candidates and “selling” them jobs. Some augmented intelligence tools have even advanced to the point where a recruiter can train the software to independently search for candidates based on predefined criteria.
2. Sourcing and screening capabilities
Before you even talk to a candidate, you need to know that he or she meets at least the minimum criteria for the job. Otherwise, you are wasting valuable time, for both parties. This is especially true for highly specialized positions that require candidates to have specific skills. Advanced sourcing and screening capabilities are essential in modern recruiting software, and new technologies combine these features in a variety of ways. For example, some tools can gather information about candidates from multiple sources such as GitHub, LinkedIn and Facebook. These tools can then use this information to determine which candidates might be a good fit for a job and surface only those candidates who might be a good fit. This not only gives recruiters a more complete picture of the talent in their pipeline, but also allows them to focus on the best candidates in a shorter amount of time.
3. Candidate engagement features
Once you’ve found a potentially suitable candidate, you need to cultivate their interest in the job. You need to make the candidate want this job, not their current job. To do this, you need to convince that person that the new job and organization are better than what they already have. As companies become more aware of the importance of this kind of personalized interaction in recruiting, more and more software solutions are offering a wider range of tools for contacting candidates and managing communications. Many of these software solutions also implement data tracking capabilities to help recruiters track important data such as open rates, click-through rates, and response rates.
Part II of this triptych will follow shortly. Don’t want to miss it? Subscribe to the newsletter or follow Recruitment Tech on LinkedIn.
Source: Recruiter.com
