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. You can read Part I here. In Part II of this three-part series, we’ll look at the next three things you should pay attention to:
4. Talent pipeline management
Talent pipelining is an effective way to recruit proactively, but building and maintaining a pipeline is often easier said than done, especially when recruiters are tasked with filling multiple types of positions simultaneously. For more efficient pipeline management, implement a system that keeps candidates and projects lined up for you. Some of the most advanced pipeline management software allows you to define custom pipeline stages and workflows, add notes and tags to candidates, and share pipelines with team members for more effective collaboration.
5. Cross-platform integration
With all the different specialized tools on the market, it’s important that recruiting teams invest in platforms that can seamlessly connect. Cross-platform integration enables more effective workflows and reduces the time spent copying and pasting candidate information from one database to another. When all your systems ‘talk’ to each other, life as a recruiter becomes much easier.
6. Diversity and Inclusion
When you’re looking for innovative ideas, it’s important to hire a diverse group of employees rather than building teams of people who all have the same background and experience. More diverse teams bring in more perspectives, which leads to more creative problem solving and better decisions. In addition, today’s talent wants to work for companies that value diversity, inclusion and equality. So building a more diverse workforce is not only good for innovation, it’s also a smart recruiting tactic in its own right. When evaluating recruitment technology solutions, look to see if they have features that support your diverse recruitment initiatives. Data on candidate demographics, tools to reach different segments of the talent market, and other features are just some of the features you should look for.
Part III 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
