Enhancing Your Business Success With Recruitment Automation

If you’re hiring at scale, you might run into problems. With an ever-increasing number of candidates to sort through and open roles to fill—not to mention an under-dimensioned recruitment department—it’s no surprise that you might be having trouble sourcing and selecting qualified candidates for your organization.

That’s where recruitment automation comes in. HRIS software is a powerful HR Software solution. Like it has with so many other industries, automation technology is transforming recruiting as we’ve known it. 

75% of recruiters say technology will play a larger role in their hiring process this year—and we can expect that 100% of recruitment departments will rely on automation to streamline hiring processes sooner rather than later.

We will discuss extensively the subject of recruitment automation and how it can enhance your business success.

• What is Business Success?
• What is Recruitment Automation?
• How Do You Automate a Recruitment Process?
• Why Is Recruitment Important in Business?
• How Does The Recruitment Process Link to Business Success?
• Benefits of Automating Recruitment Process
• Automation in Staffing Industry
• Recruitment Automation Tools
• 9 Uses of Recruiting Automation in Your Hiring Process
• What Are Recruitment Strategies?
• Why Is a Recruitment Strategy Necessary?
• What Are The 7 Stages of Recruitment?
• What Are The Main Purposes of Recruitment?
• What Does an Applicant Tracking System do?
• What Are The Elements of a Successful Recruiting Strategy?
• What Are The Factors Affecting Recruitment?
• How to Succeed as a Recruitment Consultant
• What Are The Advantages of Recruitment?

What is Business Success?

Successful businesses are determined by certain metrics or measurements as well as the ethical manner in which they conduct themselves.

One of the most important aspects of business success is earning a profit. Small businesses that fail to turn a profit will eventually fall by the wayside. You must find a way to get into profit as quickly as possible as a small business owner.

Read Also: How to Make Money After Work Hours

One way is to ensure you are maximizing sales and profits and are charging high enough prices for products or services. Determine the unit costs of producing or purchasing products, and allow enough of a margin to earn a significant profit.

For example, as an online retailer, you may want to earn 20 percent above and beyond your product, labor and advertising costs. Determine the price at which you break even, and factor in 20 percent more. You can also maximize profits by keeping your expenses down.

Always buy wholesale and never retail. For example, purchase office equipment that is slightly used to save money, according to “Entrepreneur” online magazine.

What is Recruitment Automation?

Recruiting automation is a category of technology that allows companies to automate recruiting tasks and workflows so they can increase recruiter productivity, accelerate time-to-fill, reduce cost-per-hire and improve the overall talent profile of their organization.

Recruiting automation is a subset of Human Capital Management (HCM), a category of enterprise software-as-a-service (SaaS) used by companies to manage all aspects of their workforce.

Recruiting automation enables talent acquisition teams to automate processes that were previously performed manually. These technologies leverage artificial intelligence (AI), machine learning and predictive analytics and can be found at all stages of the hiring process (pre-applicant, during the application process and post-hiring decision).

How Do You Automate a Recruitment Process?

there are numerous ways to help you automate the interview process and save you valuable time finding the best candidates, without detracting from the overall candidate experience. Here are six ways to automate your recruiting process.

1. Pre-screen candidates

Minimize the time associated with phone screens by administering pre-recorded video interviews. Select the questions you want candidates to answer, distribute to candidates to complete on their own time, and set aside a block of time to review the videos at once.

This is not only a time-saver but can help you accurately compare and contrast candidates. Pre-recorded video interviews are particularly helpful during the initial screening process when interviewing a high number of candidates.

2. Simplify scheduling

Remove yourself from the scheduling matrix by allowing candidates to schedule – and reschedule- themselves without interrupting your team. Implement interview scheduling software to provide candidates with available time slots, and let them schedule their preferred time, based on availability.

3. Recruit on-the-go

Recruit from anywhere using mobile recruiting apps. Easily capture candidate data/resumes, access real-time candidate information, and oversee interviewing scheduling while online or offline.

Progress through the interview process faster than your competitors, knowing you’ve captured all pertinent candidate information, away from the confines of your desk.

4. Build branded talent pipelines

Speed-up the interview process by building talent communities, so you have a consistent pipeline of engaged candidates. Source candidates directly from your talent community to cut down on candidate discovery and up-front vetting.

Help talent community members get to know your company through videos that showcase the culture, company updates and skill-specific content that might pique their interest.

5. Implement evaluation process

Set-up talent workflows that include online and mobile evaluations to reduce the amount of time required to collect interviewer feedback. Assign evaluations to interviewers and automate follow-up reminders to interviewers to ensure evaluations are completed promptly.

6. Use a CRM to run your recruitment operations

Use a candidate relationship management system to eliminate tedious tasks within the recruiting process. A CRM can help automate the recruiting process and process you with the information you need to make smart hiring choices.

A CRM can integrate with the other tools you use and can help you access your candidates’ information in one place. With a CRM, you can use scheduling software to set-up multiple interviews at once, or use campus recruiting tools to gather accurate information to effectively recruit a particular college campus.

Why Is Recruitment Important in Business?

In a study, companies adept at hiring talent also had two times better profit margins than those that were less capable recruiters. The reason why recruiting is so powerful is that if you don’t bring in the right talent, the other HR functions suffer.

Your ability to retain workers and your overall employer brand deteriorate if your talent pool doesn’t align with your business. In many ways, recruiting should take into account these functions because employer branding makes candidates want to apply in the first place.

Recruiting is the function that attracts and selects future leaders, analyzes organizational requirements and gets the most performance at the lowest cost. It’s the reason why headhunters are paid well by companies, why LinkedIn is thriving in the stock market and why there is a war for talent amidst a bad economy.

How Does The Recruitment Process Link to Business Success?

Why is it worth putting better recruitment strategies into place? The benefits go beyond initially finding the right person for the job – hiring the right candidate will have far-reaching positive effects for the entire organisation. Here are just a few reasons why it’s worth fine-tuning your recruitment strategies:

Get talented staff before your competitors do

When you have an effective recruitment approach, candidates are less likely to duck out for a job elsewhere – plus, employees of your competitors are more likely to come to you! Do your research around what competitors are offering and make sure you’re a viable option for top candidates so you don’t lose out.

Save time and money on training recruits

When you’re making the right candidate choices for the business, you won’t need to spend as much money or time on training initiatives to prepare new employees for their roles.

Instead, qualified candidates can hit the ground running, taking less time to settle into their new position before helping you make a reliable profit. Then you can focus your training efforts on areas that will help the business expand.

Lower your staff turnover rate

When you have an effective recruitment process in place, you’re lowering your chances of employees ultimately leaving the organisation to find a role elsewhere. This will contribute to your staff turnover rate. A high staff turnover rate can have negative effects on the business, so this is worth considering when looking into improving your recruitment strategies.

Benefits of Automating Recruitment Process

Improved cost to hire

The time wastage associated with manual recruitment processes is reason enough to seek alternatives. However, on-premise recruitment software can also be expensive.

You need to cover the price of the software, the maintenance of that software, and even administrators to make sure everything is running smoothly. In addition, you’ll need to pay additional license fees each time a new upgrade is released.

Cloud-based recruitment software such as ELMO Recruitment is considerably more cost-effective, as it typically operates on an annual or monthly subscription fee. Included in that fee is access to the vendor’s support team, and automatic upgrades to the software. Use ELMO’s Recruitment ROI Calculator to determine the savings possible from automating recruitment tasks.

Improved time to hire

Getting the best talent into your organisation as quickly as possible is a key priority, and this is best achieved by automating certain tasks. Automation helps both employers and candidates.

For candidates, in addition to digitising tasks such as filling out forms and submitting CVs, recruitment automation plays a critical role in boosting communication between individuals and organisations, personalising the recruitment process, and building trust between candidates and employers.

By creating talent pools, employers can nurture future candidates by keeping them informed of company news and alerting them to job openings – ultimately resulting in reduced time to hire.

Improved productivity

Cloud-based recruitment software can remove many manual aspects of recruiting or can schedule them to occur for certain times or dates.

Employers are already using automating tools that do everything from sourcing candidates to scheduling interviews, through to screening applicants and even conducting background checks.

This automation allows you to turn your attention to other strategic tasks such as workforce planning – or at the very least, holding in-depth interviews. Also, remember that recruitment is a 24/7 job.

Mobile functionality enables recruitment software to be accessed at any time of the day, which can enhance productivity and allows you to respond to queries and applicants “on the go”.

Improved collaboration

Effective recruitment involves multiple stakeholders. From the decision-makers (direct managers, department heads, HR) to input from future peers and those involved in panel interviews, collaboration is often required to get the best results.

Modern recruiting software allows multiple people to access candidate profiles, add notes, update content and provide feedback. Integrated recruitment, onboarding and payroll software can also ensure the stakeholders involved in each step are kept in the loop whenever a new employee starts.

Paperless processes

For those still burdened with manual HR and payroll processes, it’s likely you’ll have cabinets of employee records dominating the office, bundles of onboarding paperwork, and stacks of resumes, job applications, job descriptions and job ads.

Digitising all these processes dramatically reduces the need to print documents – keeping the dream of a paper-free office alive and benefitting the environment as a result. Using a cloud-based system can also improve the audit trail. Eliminating paper-based systems will ensure that different business units can be easily tracked and monitored.

Automation in Staffing Industry

Staffing automation is a new product category that enables recruiting and staffing firms to create repeatable processes. These processes are automated using software and improve the candidate and client experience throughout the recruiting cycle.

From automatically sending messages to updating internal fields to evaluating the post-hire experience, staffing automation handles it all. Together, this leads to less time spent on non-productive work and more time devoted to driving growth and building better relationships.

Many staffing firms have already adopted some form of automation in their day-to-day businesses. Some ATS’ offer lightweight process automation and there are other products that pinpoint specific parts of the process. Some of these focus on the onboarding experience or the post-hire experience.

From leadership to people on the front line, automation benefits many people throughout the staffing organization.

First, leadership like CIO, COO, CEO and directors of recruiting/sales can leverage automation to ensure top-line activities like processes are adhered to regardless of scale. For example, a company that grows from 10 to 100 recruiters usually has some breakdown of process.

With automation technology, those processes don’t get forgotten and scale along with the company to ensure a great experience for the candidate and client, but also a smooth internal experience.

Second, the front-line personnel (recruiters and salespeople) benefit from all of the normal, repetitive work that takes away time from their day gets completed by the staffing automation platform.

For example, before every interview a text message automatically gets delivered to the candidate or after every interview an interview performance survey gets delivered to the hiring manager. In this example, two key things that would be manual (or wouldn’t happen at all) occur each and every time.

In short, the little things that happen throughout the recruiting process are taken care of by robots which leaves more time per day per recruiter.

Recruitment Automation Tools

With the abundance of candidate relationship management software on the market, how do you know which ones are the best recruitment software for agencies? Below you will find a list of the top recruitment tools to make your recruitment process automation efforts easier to achieve.

Indeed

This job board, and others like it, are essential to your recruitment efforts because direct applicants make up almost half of all hires. With an automated recruiting system like Indeed or CareerBuilder, your company has access to over 100 million resumes, making it much easier to find the best candidate to benefit your business.

Last year alone, Indeed accounted for 72% of interviews and 65% of hires in the U.S. making it an essential hiring tool for all businesses.

Ideal

One of the best recruitment automation tools available for your business, Ideal helps your recruitment managers automate their sourcing, screening and interview scheduling. An important benefit of Ideal is that it works within your company’s application tracking system which eliminates the need for your hiring manager to have to learn a new software.

Textio

This recruitment tool makes the automated hiring process much easier and fruitful by eliminating poorly written job postings. Many recruiting managers agree that poorly written job postings are a major issue for companies and put them at risk of hiring a candidate that is not qualified for the position.

An excellent feature of Textio is that it will identify biased language and suggest alternatives, so your job posting does not turn away qualified potential applicants and ultimately improves the diversity within your company.

Zoom.ai

One of the best AI recruitment tools on the market, Zoom.ai thrives to improve and simplify the employee experience through its automated assistant software. This software offers many features, such as the scheduling of meetings, transcribing calls, and creating departmental knowledge bases to improve all aspects of your hiring process.

Pymetrics

This recruitment tool uses bias-free algorithms to ensure that your company is hiring diverse applicants and creating a diverse company. This tool matches candidates using gamified neuroscience tests to accurately match candidates with job openings. This tool is relatively new but has been a part of Unilever’s digital recruitment process they have recently decided to overhaul.

9 Uses of Recruiting Automation in Your Hiring Process

The first step to getting started is being informed about recruiting automation and the benefits it brings. Below you will find some of the key uses of recruitment automation in your hiring process.

1. Job advertising

One of the best ways to use automation in recruitment is with programmatic job advertising, which is the purchasing of digital advertisements using the software.

Automating placing your advertisements will allow you to target the ideal candidates all over the internet and save money on ads with low (or no) return on investment. Automated advertising budget management makes this possible, helping recruiters reduce cost-per-applicant by over 30%.

Recruiting automation can also improve your employer brand messaging. Many recruiters are turning to advertising automation tools to push out branded content that’s more appealing than your average job posting. Instead, job postings include content that highlights different employee experiences and paints a picture of the company’s culture.

Appcast, Joveo, Recrutics, Wonderkind and Adstream are examples of job advertising platforms that rely on automation to target relevant talent.

2. Applicant tracking

Applicant Tracking Systems (ATS) are one of the most common types of recruitment automation technology. These systems are used by recruiters to collect and track the recruitment process in a hiring database.

Tracking begins as soon as a candidate applies for an open role and continues throughout the hiring process so recruiters and hiring managers can all easily access details on which stage a candidate is in and collaborate in the recruitment process.

With so many candidates competing for so many open positions, this type of solution is invaluable for staying organized—not to mention for ensuring you don’t accidentally lose track of someone who’s an awesome fit!

ATSs have many different functionalities from careers site editor to sourcing extensions and even video interviewing, so consider your needs carefully when choosing your ATS.

Popular ATS vendors are Oracle’s Taleo, Jobvite, RecruiterBox, Greenhouse, Workday, Lever, SAP SuccessFactors, SmartRecruiters, Recruitee, SilkRoad, Workable, and Hire by Google.

3. Social recruiting

98% of recruiters today use LinkedIn to post jobs and source candidates—and chances are, they’re on other popular social media sites like Facebook, Instagram, and Twitter as well. Your candidates are probably already active on social media in their personal lives; so why not reach them where they’re naturally spending time?

There are a few different ways you can employ social media recruiting strategies to reach job seekers in your area. Automating your recruitment social media posts and launching recruiting campaigns can both be highly effective for reaching potential candidates. 

Scanning your employees’ connections and aggregating and sorting data from social networking sites are excellent ways to source potential candidates as well.

In addition to using social sites directly, such as LinkedIn’s Talent Solutions, recruiters utilize social recruiting platforms like HireRabbit and social scheduling tools like Hootsuite to automate their social media publishing processes.

4. Candidate pre-screening

Candidate pre-screening tools can rank and grade candidates to pre-qualify those who are a fit to move forward in the hiring process. For example, intelligent resume screeners contextually evaluate a candidate’s experience, skills, and characteristics based on their resumes and other information and automatically identify the most qualified applicants.

Ideal and Freshteam are popular resume screening tools, however, many ATSs feature at least basic resume screening functionality.

Built-in chatbots, or virtual recruitment assistants, are also becoming increasingly common for pre-screening. The chatbots gather basic information about candidates to determine their suitability for roles— freeing you up to spend more time connecting with potential employees.

They can ask questions, understand answers, and interact with candidates thanks to innovations in machine learning.

Chatbots also improve the way companies engage with candidates by providing immediate answers to common questions applicants might have, leaving recruiters more time to answer more complex questions.

5. Pre-employment assessments

Pre-hire assessment platforms are extremely valuable for assessing relevant skills and characteristics, automatically ranking candidates based on their scores, and mitigating against any potential hiring biases that might skew candidate selection.

There are several types of pre-employment assessments, which are tests designed to assess a candidate’s fit for an open role. Some assessments are focused on measuring actual (e.g. technical) skills, whereas others are geared towards measuring things like cognitive ability, personality characteristics, and situational behavior.

Pre-employment assessment platforms often allow combining different assessments into one online experience, providing recruiters and hiring managers with a holistic view of a candidate.

Most skills assessment platforms also integrate easily with your company’s ATS to ensure you always have the most up-to-date information available on applicants as they take assessments and move through the hiring process. 

Harver, HireVue, ConveyIQ, Pymetrics, Prevue, Plum, and Koru are all examples of pre-employment assessment software that’s used by recruiters to automatically assess and select candidates based on the skills and characteristics you’re looking for.

6. Interview scheduling

Manually scheduling interviews might not sound like a time-consuming task—until you’re tasked with going back and forth to check availability for all the different applicants you’d like to meet with. Scheduling candidates for interviews is actually often cited as one of the most tedious parts of the recruiting process.

Interview scheduling automation saves time and streamlines the interview process, which creates a better experience for candidates and recruiters alike.

Calendly, Clara Labs, GoodTime.io, and X.ai are all examples of automation technology used for scheduling interviews during the hiring process.

7. Candidate nurturing

It’s important to maintain a relationship with candidates throughout the entire hiring process—not just when they’re actively being interviewed and considered. Candidate nurturing tools, also referred to as candidate relationship management (CRM) systems, allow companies to engage candidates through email automation.

Automated email flows nurture candidates throughout the process, ensuring they stay engaged and don’t lose interest in the position. You can also send automated reminders to keep candidates up-to-date on next steps like upcoming scheduled interviews and assessments due.

Beamery, Jibe, Smashfly, TalentBrew, Yello, and Avature are all CRM systems that are commonly used by recruiters to engage candidates throughout the entirety of the hiring process.

8. Background checks

Of course, even the most qualified candidates need to pass a background check before they’re officially hired—and that part of the hiring process can be automated too!

Features like name-matching technology, automated research on candidates, searching for red flags, and removal of false hits help to greatly improve the speed and accuracy of your background checking efforts.

Checkr, OKHire, GoodHire, HireRight, and Intelligo are a few of the leading vendors for background check automation.

9. Candidate rediscovery and ranking

For most of open roles, you probably have multiple qualified candidates but you only hire one. However, in today’s job market, you can’t afford to lose track of great candidates with promising profiles.

So if you’re not already building a talent pool of past applicants who may be qualified candidates for future roles, candidate rediscovery and ranking technology is exactly what you need to start. 

This form of automation technology is used to help companies identify past candidates who might be a good fit for a current role, as well as for candidate scoring and ranking to speed up the selection process.

HiredScore, RestlessBandit, Brilent, Uncommon, and Clearfit are different examples of candidate rediscovery automation technology.

What Are Recruitment Strategies?

1. Develop a Clear Employer Brand

Your employer brand is what will set you apart from other companies and show candidates why they should work for you. It should reflect your business’ mission, culture and values.

Think about questions such as, “Why would someone want to work for this company?” and “What percentage of your employees would recommend your company as a great place to work?” From there, check that your business’ about pages, social media, and advertisements align with your employer brand.

2. Create Job Posts That Reflect Your Company

Your job post is the first impression the candidate will have of you. You want to be sure to come off as organized and professional while still embracing your brand. Is your company built on comedy? Make the job post funny! Strictly business? Make sure your ad is sleek and well put-together. This will help you acquire more applicants and attract people who will fit in with your company culture.

3. Use Social Media

Social recruiting is becoming increasingly popular as companies begin targeting millennials. Social recruiting is simply using social media to find talent, advertise jobs, and communicate with potential candidates. Many brands have been successful with this technique, including Uber, Apple and Zappos! Be sure to create a presence on social media that will align with your values and employer brand.

4. Invest in an Applicant Tracking System

Save your company time and money by investing in an applicant tracking system. An Applicant Tracking System (or ATS) is a software that automates the process of posting jobs and finding qualified talent. This often includes one-click job posting to multiple sites, applicant sorting, and interview scheduling.

There are many options available, so be sure to do your research and find the best applicant tracking system for your company’s budget and size.

5. Explore Niche Job Boards

Depending on what job you are hiring for, it may be difficult to find talent on one of the many large job sites. If your company falls into a smaller, more defined category, try looking into niche job boards.

These are smaller job sites who are devoted to only one type of job and often have a community of job seekers and recruiters. You can find niche job boards covering everything from the retail industry to construction.

6. Consider College Recruiting

Recruiting from college campuses can help you discover upcoming talent for your industry, while also aligning your company with internship opportunities and campus connections. You can recruit from colleges in many ways, including attending career fairs, volunteering to speak at events for your industry, being featured on campus online job boards, and more.

7. Find Passive Candidates and Let Them Know You Want Them

Passive candidates are those who are currently employed and not actively looking for a job. These candidates will often be the most qualified and seem to be the perfect person for the job. Personally reaching out to them will show that you are truly interested in their talent and will be sure to grab their attention. Using social media and connections will help you identify these potential candidates as well as raise awareness for your company.

8. Conduct Awesome Interviews

It is important to remember that interviews go two ways. While you are interviewing your candidate, they are also interviewing you. Whether you are meeting remotely or in person, be sure to make it comfortable and low-stress.

Cater the interview to the position they are applying for. Will they be working with a group? Try group interviewing. Also remember to reflect your company’s culture.

For example, if you are in an office that likes to joke around a lot, incorporate that into the interview. This will insure you find someone who is both talented and a good fit for your company.

Why Is a Recruitment Strategy Necessary?

Ensures Transparency in The Hiring Process

A recruitment and selection policy ensures that all the procedures related to hiring and selection are performed transparently, and all the members involved (the hiring manager, HR, etc.) are following the recruitment process with having complete confidence over the end-result.

Moreover, being transparent also means that candidates are always informed about the status of their application and informed if they are awarded a job.

Paves The Way For Merit-Based Hires

An effective recruitment and selection policy ensures that the overall recruitment process is being conducted in a fair and legitimate manner. It makes sure that discriminatory behavior is avoided at any stage of the overall recruitment process – a candidate should never be discriminated on the basis of his gender, race, age, religion, or nationality.

A fair and authentic policy allows a candidate to take legal action if they feel they’re being discriminated against any factor. Moreover, every job application should be treated in a confidential manner.

Provides Consistency

A recruitment and selection process that is not consistent gives inconsistent results. Thus, consistency is another reason for having an effective recruitment and selection policy.

Organizations should make sure not to set different selection criteria for each candidate as it will then not be possible to determine the effectiveness of each individual. To achieve consistency, a standardized process should be followed.

Instead, it will be more beneficial if organizations apply pre-determined criteria at all stages of the recruitment process as it will eliminate the risks of bias and discrimination. Also, companies should conduct reference checks prior to making any appointment with the candidate and should be performed in a consistent manner.

Lends Credibility to an Organisation

Another reason for having a set recruitment and selection policy is to show that an organization is credible enough for applying. Today, there are several job vacancies that are not genuine and many candidates get trapped into the hands of fake companies. Hence, for gaining reliability, a company should follow specific application procedures that will make the candidates feel confident for the position they are applying.

Helps Write an Appropriate Job Description

Having a good recruitment and selection policy is essential because it assists the organization in writing an accurate job description. An appropriate job description is an integral part of the overall recruitment process as it clearly describes what primary and secondary tasks will be performed along with the core competencies for a particular role.

An effective recruitment and selection policy not only fulfills the requirements of a job but also ensures that an organization will continue to maintain its commitment to providing equal opportunity to employees. Adherence to such a policy will let you hire the best possible candidates for your organization.

What Are The 7 Stages of Recruitment?

Step 1 – Before you start looking

Put together information about the nature of the job, especially it it is a position being created for the first time. Think about:

• The content (such as the tasks) making up the job
• The output required by the job holder (work hours, number of clients etc.)
• How it fits into the structure of the practice/organisation
• The skills and personal attributes needed to perform the role effectively.

This analysis forms the basis of a job description and person specification.

Step 2 – Preparing a job description

A job description states the necessary and desirable criteria for selection.

Increasingly such specifications are based on a set of competencies identified as necessary for the performance of the job. Include:

• Skills, aptitude, knowledge and experience
• Qualifications (which should be only those necessary to do the job – unless candidates are recruited on the basis of future potential, for example graduates)
• Personal qualities relevant to the job, such as ability to work as part of a team.

Step 3 – Finding candidates

Internal methods:

• Staff referrals
• Succession planning
• Secondments

It is important not to forget the internal talent pool, especially in a larger practice. Providing opportunities for development and career progression is an important factor for employee retention and motivation

External methods

There are many options available for generating interest from individuals outside the organisation.

• Online recruitment
• Press advertising
• Networking
• Open days for the larger organisation

Advertising remains the most common means of attracting and recruiting. Advertisements should be clear and indicate the:

• requirements of the job
• necessary and the desirable criteria for job applicants (to limit the number of inappropriate applications received)
• job location
• reward package
• job tenure (for example, contract length)
• details of how to apply.

Advertisements should be genuine and relate to a job that actually exists. They should appeal to all sections of the community using positive visual images and wording.

Step 4 – Managing the application process

There are two main formats in which applications are likely to be received: the curriculum vitae (CV)/résumé or application. These can be submitted either on paper or electronically.

Application forms

Application forms allow information to be presented in a consistent format, and therefore make it easier to collect information from job applicants in a systematic way and assess objectively the candidate’s suitability for the job.

CVs/résumés

CVs give candidates the opportunity to sell themselves in their own way and don’t have the restrictions of fitting information into a form. However, some candidates include irrelevant material that makes them harder to assess consistently.

Step 5 – Selecting candidates

Selecting candidates involves two main processes: short listing and assessing applicants to decide who should be made a job offer.

Shortlisting

Shortlisting depends on the number of candidates.

When deciding who to shortlist, it is helpful to draw up a list of criteria using the job specification and person profile. Each application can then be rated according to these standards, or a simple scoring system can be used.

Assessment

A range of different methods can be used to assess candidates. These vary in their reliability as a predictor of performance in the job and in their ease and expense to administer. Typical methods include:

• General interview
• Competency based interview
• Role play/demonstration
• Sample presentation (for jobs needing presenting skills)

Step 6 – Making the appointment

Contract

Offers of employment should always be made in writing. But it is important to be aware that an oral offer of employment made in an interview is as legally binding as a letter to the candidate.

References

A recruitment policy should state clearly how references will be used, when in the recruitment process they will be taken up and what kind of references will be necessary (for example, from former employers). These rules should be applied consistently.

Other checks

Checks such as working with children or vulnerable adults, police checks, fit to work checks are necessary according to the job.

Step 7 – Induction

Induction is a critical part of the recruitment process, for both employer and new employee. An induction plan should include:

• A clear outline of the job/role requirements
• Orientation (physical) – describing where the facilities are
• Orientation (organisational) – showing how the employee fits into the team, along with details of the organisation’s history, culture and values
• Fair Work Information Statement

What Are The Main Purposes of Recruitment?

The general purposes of recruitment are to provide a pool of potentially qualified job candidates Specifically, the purposes are discussed below:

1. Determine the present and future requirements: To determine the present and future requirements of the organization in conjunction with its personnel planning and job analysis activities. This is one of the most important purposes of recruitment.
2. Increase the pool of job: To increase the pool of job candidates at minimum post cost.
3. Help to increase the success rate: To help increase the success rate of the selection process by reducing the number of visible under qualified or overqualified job applicants.
4. Help reduce the probability: To help reduce the probability that job applicants, once recruited and selected, will cave e organization only after a short period of time.
5. Meet the organization’s social and legal obligation: It should meet the organization’s social and legal obligation toward the composition of its workforce
6. Begin identifying job applicants: To begin identifying job applicants and preparing potential job applicants who will be appropriate candidates.
7. Increase effectiveness: To increase organizational and individual effectiveness in the short term and long term.
8. Evaluate the effectiveness: To evaluate the effectiveness of various recruiting techniques am sources for all types of job applicants. This is the last purposes for recruitment.

What Does an Applicant Tracking System do?

Applicant tracking systems help ease the workload of recruiters and hiring managers, especially now that the internet makes it faster and easier than ever for job seekers to apply for jobs.

In fact, job board sites like Indeed and LinkedIn allow job seekers to apply using a saved resume and only one click.

Glassdoor reported that a corporate job posting receives an average of 250 applications. Of those 250 applicants, only four to six (about two percent) will be contacted for an interview.

The hiring team cannot possibly make the time to read each resume and ATS are the solution to their problem. While applicant tracking systems are not perfect, they are a good way for recruiters to efficiently home in on top candidates.

Many ATS go beyond simple applicant tracking to offer communication, interview scheduling, and onboarding functionality. ATS also save resumes for later. If an applicant isn’t the right fit, recruiters and hiring managers can search the system later to uncover resumes that match new positions. If you’ve ever been contacted months later by a company you applied to, ATS is probably behind it.

Applicant tracking systems are critical for compliance and the law. The Internet Applicant Recordkeeping Rule was put in place to ensure better record keeping of employees.

The Equal Employment Opportunity Commission (EEOC) requires all companies with 100 or more employees to submit an EEO-1 report each September. The EEO-1 tracks employee race and gender information. ATS make the process of tracking information much easier.

Each of the hundreds of applicant tracking systems is different and features unique specialities such as keyword searching, automatic rankings, resume parsing, or candidate experience.

Regardless of each ATS’s strengths and weaknesses, they all follow the same basic process. If you’re looking for specific tips on a particular job posting, you can now add the url in your Jobscan match report and we’ll return specific tips based on the company’s applicant tracking system.

When you apply through an ATS, you will most likely be asked to answer what are called “knockout questions”. Knockout questions can be in the style of check boxes or as short answer questions, and their purpose is to narrow the pool of applicants.

If any of the knockout questions are answered unsatisfactorily, the resume will be flagged and rejected by the ATS. If you answer the knockout questions correctly, your resume will make it through to the next stage.

Recruiters and hiring managers can then search the resumes stored in the ATS by using keywords. These resume keywords are typically the exact same keywords used in the job posting.

They could be based on skills, experiences, location, former employers, or work experience. The image below shows a candidate search window from the perspective of the hiring manager/recruiter.

Recruiters and hiring managers can also make notes or star-rate each candidate. As mentioned above, ATS store resumes, so it’s possible that a candidate will be contacted for another position with the same company later on. If the candidate has no negative feedback on their profile, they might be contacted later on.

SOCIAL MEDIA AND ATS

Believe it or not, your social media profile can actually help your job search, since some ATS use social media to search for potential employees. How does it work? Certain ATS software has the ability to search through social channels for keywords.

So, update your profiles with common keywords for the job industry you are interested in, as well as your work experience, and you might just be contacted about a great job.

What Are The Elements of a Successful Recruiting Strategy?

If you’re among the majority of employers experiencing some hiring pains, it’s time to explore some effective ways of improving your hiring process. When your recruiting team is contending with a large number of openings to fill, here’s how to develop a recruiting strategy in 7 steps.  

1. Make Sure Your Team is the Right Size for the Recruiting Process

Scaling up your business means scaling up your recruiting team. When a recruiting team diminishes, it impedes recruiters’ ability to effectively source candidates and slows recruiting speed.

In order to efficiently source candidates quickly, it is imperative to keep a balance on your recruiting team. FurstPerson recommends 100 – 200 hires per recruiter.

2. Create an Incentive Plan

Consider tying aspects of recruiter compensation or bonuses to performance. If you opt to tie compensation to performance, try including metrics such as attrition and fill rate.

Examples include credits for employees that stay for 90 days and deductions for those who quit or are fired within 90 days. If you choose to apply bonuses, establish a bonus amount, then apply a debit against the bonus for each new hire that does not stay for 90 days.  

3. Give Your Recruiters the Details and Time Needed

Pushing incentives will only lead to rushed and potentially sloppy recruiting efforts if recruiters don’t have ample time (and a solid description with all the must-haves) to do their jobs correctly.

As Mike Wolford points out in a recent recruiting piece, one of the most frustrating events for recruiters is finding a candidate – or group of candidates – only to have them be dismissed for lacking credentials the hiring manager forgot to mention.

4. Choose Your Recruiters as Carefully as You Want them to Choose Your Employees

Carefully determine each role on the recruiting team and hire specifically to that role. While some junior recruiters might be able to handle filling positions with an abundance of applicants, positions requiring candidates with a more refined set of skills – like developers – may require the expertise of a single, senior recruiter.

Recruiters with more industry knowledge will know exactly where the talent pools lie, and are oftentimes well worth the investment.

Each recruiting team should have roles for individuals that are masters in sourcing specific candidates for specific positions. Ensuring the recruiting team is staffed for each role is critical for success.

5. Centralize Your Recruiting Process

Talent acquisition is a key priority for HR executives in companies of all sizes. However, for larger organizations, recruiting processes can become more complex. When it comes to getting a large number of positions filled in a timely manner, it makes sense to have a concerted and centralized recruiting effort.

This is a little trickier (but not impossible) if your company is a large enterprise with multiple locations. If this is the case, talk with your team to determine which processes can be centralized to reduce costs and allow for local resources to be more flexible.

6. Focus on Internet-Based Recruiting and Employee Referrals

Many of the most effective recruiting strategies are those in which recruiters take a step back and look at their efforts through the eyes of a marketer.

These days, a large majority of candidates conduct their job searches via the internet, and research shows internet-based recruiting has proven to drive both candidate volume and quality.

However, getting candidates to apply to a position in your company as opposed to a competitor requires some creativity. Crafting compelling (but truthful) job descriptions boosts your company’s talent brand and creates a profile that allows the truth to be enticing.

Additionally, many companies have opted to start utilizing referral programs, however the effectiveness of such programs varies with how they are structured.

We recommends reworking your employee referral program into something that looks a little more like a sales process (leads/qualified/opportunity/close). Instead of using generic referral programs, break the program down into the following milestones:

• Point of referral
• Date of hire
• First day on the job
• 30 days
• 60 days
• 90 days

Use each referral to reinforce the overhauled program to the rest of the organization.

7. Determine which Sources Provide the Best Candidates

Strengthening recruitment efforts all starts with knowing where your best employees are coming from. Do your high performers come largely from LinkedIn job boards, or do they tend to come from career sites like Indeed.com?

Hiring teams that maximize their quality of hire persistently focus on linking the recruiting sources to the new hire performance data. This way, they can optimize their recruitment efforts.

We recommend analyzing each recruiting source based on the number of applicants generated, the retention rate of those applicants at 30, 60, 90, and 180 days and overall performance based on scorecard, rating, and review.

This way, you can assign each source a ranking that can be used to identify which sources are sending you the most promising prospect versus those that aren’t. 

What Are The Factors Affecting Recruitment?

INTERNAL FACTORS

The internal factors likewise term as endogenous elements are the components inside the association that impact selecting in the organisation

The internal forces i.e. the factors which can be controlled by the organization are:

1. Recruitment Policy

The recruitment policy of the organization i.e. recruiting from internal sources and external also affect the recruitment process. The recruitment policy of an organization determines the destinations or enlistment and gives a structure to usage of recruitment program.

Factors Affecting Recruitment Policy

• Need of the organization.
• Organizational objectives
• Preferred sources of recruitment.
• Government policies on reservations.
• Personnel policies of the organization and its competitors.
• Recruitment costs and financial implications.

2. Human Resource Planning

Effective human resource process and procedure helps in fixing the loops present in the existing manpower of the organization. This also helps in  filter the number of employees to be recruited and what kind qualification and skills  they must possess.

3. Size of the Organization

The size of the organization affects the recruitment process. If the organization is planning to increase its operations and expand its business, it will think of hiring more personnel, which will handle its operations.

4. Cost involved in recruitment

Recruitment process also counts the cost to the employer, that’s why organizations try to employ/outsource the source of recruitment which will be cost-effective to the organization for each candidate.

5. Growth and Expansion

Organization will utilize or consider utilizing more work force in the event that it is growing  its operations.

EXTERNAL FACTORS

The external forces are the forces which cannot be controlled by the organization. The major external forces are:

1. Supply and Demand

The availability of manpower both within and outside the organization is an essential factor in the recruitment process. 

2. Labour Market

Employment conditions where the organization is located will effected by the recruiting efforts of the organization. 

3. Goodwill / Image of the organization

Image of the firm is another factor having its effect on the Different government controls forbidding separation in contracting and work have coordinate effect on enlistment practices.

As taken Example, Govt. of India has the convention of reservation in work for booked standings/planned clans, physically Disabled and so on.

Additionally, exchange associations have the significant part in enrollment. This limits management freedom to select those individuals who can be the best performers.This can work as a potential constraint for recruitment.

A company with a positive image as an employer able to easier to attract and retain employees than an organization with a negative image.

Organizations actions and activities like good public relations, public service like charity, construction and development roads, public parks, hospitals education and schools help earn image or goodwill for organization.

4. Political-Social- Legal Environment

Different government controls forbidding separation in contracting and work have coordinate effect on enlistment practices.

5. Unemployment Rate

The Element that influence the availability of applicants is the  economy growth rate . At the point when the organization isn’t making new jobs, there is frequently oversupply of qualified work which thusly prompts unemployment.

6.  Competitors

The recruitment policies and procedure  an of the competitors also affect the recruitment function of the organizations.Time to time  the organizations have to change their recruitment policies and manuals according to the policies being followed by the competitors.

Recruitment is one of the main departments which place the right candidates to the right job. The recruiters should identify the best candidates from different sources and job sites.

Recruiters have to identify the problems faced during recruitment and find an alternative to make work efficiently which can fulfil recruitment goal on time .

How to Succeed as a Recruitment Consultant

Recruitment consultants find contractors to fill temporary and executive positions in the corporate world. They make money by earning a fee when a contractor is found, and they often receive a bonus if that contractor works out well for the company.

Being a recruitment consultant means balancing sales, customer service and management skills. You must be willing to put a lot of time, energy and drive into this field. There are some ways that you can ensure you’re effective in this position

Remain professional

Many young recruitment consultants make the mistake of trying to be friends with all of their potential contractors. You are likely to lose respect and lose contractors if you don’t focus on your best business and meeting skills.

Focus on your attitude

A positive and realistic attitude is important because you will be dealing with people during a large part of your day. Come to work motivated, ready to listen and focused on motivating others.

• The role of recruitment consultant is a highly social role. If you are not driven to communicate with others and pitch to new clients, you are unlikely to succeed.

Expect to work hard, especially in the beginning

Few new recruitment consultants can get by with a 40 hour work week. While you are developing your list of contractors and your business clients, you will need to spend hours researching and contacting people, outside of producing job descriptions, interviewing contractors and arranging appointments.

• Once you develop a good list of businesses and contractors, you should start to get new customers through referrals. Once business and contractor referrals are coming in regularly, you can cut back your time spent looking for new business, in order to focus on keeping quality contacts.

Focus on developing relationships with businesses

Market yourself to businesses where you believe you can successfully place candidates regularly. Focus on producing a prospective client kit, generating reviews from other businesses and keeping your business contacts happy so that they provide you with a steady stream of positions to fill.

Maintain excellent, open lines of communication

You should be adept and phone calling, interviewing and emailing. Many recruitment consultants struggle with finding a balance of keeping in touch but not pressuring the contractors.

• Check in with your contractors to see if they are happy with their job. If you are trying to find a job for someone who is currently employed, their work situation can change weekly or monthly. Schedule times to meet when you want a more in-depth view of their perspective.

Use a number of avenues to fill your positions

Try recommendations from company employees, word of mouth, job postings and developing your own website to post positions

What is the Difference Between HR And Recruitment?

Are human resources business partners and Recruiters one and the same? Usually not, and there are actually several distinctions between the two. Once you’re big enough, we recommend that you have a different person in each role.

What Does a Recruiter Do?

For example, a Recruiter is tasked with establishing the specifics of what position the company needs filled. This includes speaking with hiring managers, researching past work (if the role is a replacement) and creating an accurate job description to post the open position.

Once the role is well defined, the Recruiter is responsible for getting the word out via a variety of online channels. This could also mean attending career fairs, college recruiting, and other events.

While they’re sourcing candidates, the Recruiter reviews each resume for skills, experience, availability and culture fit or culture add – someone who doesn’t just fit the culture but adds something new to the team dynamics.

They also conduct initial interviews to choose only the best candidates before recommending them to the hiring manager.

Once a final list or slate of candidates is ready, Recruiters will facilitate interviews with the hiring manager and any other members of the team responsible for filling a role.

Your Recruiter will craft a competitive offer based on market data and what’s going to motivate the candidate to join you.

What Does HR Do?

An HR Business Partner will handle onboarding once your new hire joins the team. After that, they can do everything from keeping employees engaged to helping design your pay and performance methodology.

HR is responsible for what we think of as developing and keeping employees – making sure there are career growth opportunities, meaningful recognition for high performers, and that bonuses and pay increases are fairly distributed.

HR can also identify training needs, both for specific job functions and for broader company-wide topics like unconscious bias and anti-harassment programs.

Finally, an HR Business Partner is the person who handles departures, both voluntary and involuntary. That may include exit interviews, and in more sensitive situations, helping with downsizing or management of low performers.

Their job is to protect both the organization and the employees by ensuring a fair, respectful and compliant workplace.

What Are The Advantages of Recruitment?

Recruiting opens up opportunities to develop a diverse team of employees. One of the advantages of hiring is that qualified candidates, some who may have developed a wide range of skills elsewhere, can bring new ideas, perspectives and talent to the organization.

Hiring a skilled and experience external candidate may also reduce training costs and give the organization a competitive advantage.

Recruitment also can provide new, innovative ideas for management strategies, creating a forward-thinking approach that stimulates both advancement and growth.

What is a CRM For Recruiting?

A recruitment CRM (Candidate Relationship Management) system is a tool that allows hiring professionals to build and maintain relationships with job candidates while simultaneously managing the entire recruitment process.

The idea behind a recruitment CRM is treating candidates as if they were customers. In fact, the acronym CRM originally stood for “customer relationship management,” and the first CRM systems were focused on driving sales and retaining customers (think Siebel, Oracle, and now, Salesforce).

In recent years, however, Recruiting and HR departments have realized the need for recruitment CRM systems of their own.

With the rise of the modern job seeker and increased competition in the job market, leading employers realized that manually managing candidates via, paper, pen, email, and spreadsheets would no longer do.

They needed a better way to attract top talent, engage with them, and drive them through the various stages of the hiring process.

Potential Uses for a Recruitment CRM

Realistically though, if you are involved in hiring at your organization in any way (whether it be as an HR professional, a Recruiter, or a Hiring Manager), you should be considering a recruitment CRM system at your company.

What a recruitment CRM can help you accomplish:

• Build a strong talent network from one centralized, searchable database
• Source, attract, engage, and manage candidates
• Facilitate all hiring activities through advanced workflows – automated recruiting emails, job and offer approvals, interview scheduling, background checks and pre-employment screening, digital offer letter delivery, and so on
• Measure your recruiting performance through comprehensive dashboards, analytics, and reports

What Are The Latest Trends in Recruitment?

Focus on company culture

Attracting talent has been a prominent risk for companies in 2020, inciting new strategies for talent acquisition.

Till the last decade, employers saw the concept of employee engagement as fluffy and nice to have addition in their organization. The new decade will shift towards providing an elevated level of employee experience in organizations.

The prioritizing of culture above pay will particularly matter while hiring millennials and Generation Z workers. Employers in 2020 are seeking to provide an improved candidate experience that will align with the candidate’s expectations as well.

Even though money remains the single greatest motivator for today’s employees, a recent Glassdoor survey pointed towards the inevitable outcome where over half of the respondents prioritize culture above compensation.

With the Gen Zers looking to enter the workplaces in the next decade, companies are more obliged to concentrate their effort in improving the employee engagement levels of their organization.

Extensive studies over the years have managed to demonstrate that strong company culture is linked to better performance, innovation, talent attraction, sounder business results, customer satisfaction and more.

Artificial intelligence is aiding the recruitment process

2020 has been a pivotal year for artificial intelligence-related employee dynamics. Artificial intelligence has evolved from an uncertain future dream to a growing suite of affordable and easy-to-use HR applications.

A workplace of the future will be made of a dynamic, fast and digital environment- one that is able to fulfill multiple requirements efficiently.

With the advent of AI technology, 2020 is the year when the traditional hiring process has been upgraded to smart recruiting that incorporates AI.

The rising trend in AI ensures companies become more discoverable by optimizing for voice search. For example, McDonald’s has started harnessing the popularity of the famous Amazon’s Alexa by enabling candidates to use a voice-based job application by just saying, “Alexa, help me find a job at McDonald’s”.

The move is part of a global hiring campaign, which will launch in the United States, Canada, the United Kingdom, Australia, France, Germany, Ireland, Italy, Spain, and soon to other regions, McDonald’s stated.

In the new decade, AI will make the recruiting process faster, easier and safer in general. With email automation and applicant tracking system, recruiting the right candidate has become more efficient.

Potential candidates are finding jobs through a mobile device

Any forward-thinking HR manager would know that the next wave of suitable candidates is most likely to come through a mobile device.

While one might think that the majority of job seekers through mobiles are millennials or Gen Z’ers but the reality is a tad bit different. Glassdoor research revealed that jobs searched through mobiles peaks among Gen Xers with almost 55% of users making use of mobile devices in their job search.

Thus, it’s not only the entry-level jobs being searched for; the bulk of the job applications through mobiles are coming from candidates who are already well established in their careers.

Another intriguing find from the same study was that companies looking to diversify their workforce would benefit much from the mobile job search scenario. Women make up 52% of mobile job seekers compared to only 46 percent of desktop job seekers.

One of the most common ways these candidates will arrive at company job portals will be through a mobile device. Additionally, the interest today in social media recruiting is growing day by day.

Attracting candidates from non-traditional sources like Facebook, Twitter, Instagram, and other social media apps is going to be the future norm.

The future is mobile. The mobile usage job search will increase dramatically in the coming decade. Employers need to optimize the mobile job search and applying experience to tap into the diverse talent pool.

1. Understand Your Audience
   Optimize the hiring process by keeping the key demographics that you are targeting in your talent acquisition efforts. If your preference is to hire for diversity, such as women, mobile should be at the top of the mind.
2. Keep it Short
   Longer job applications are a vital obstacle to mobile job seekers. Making your application quick and easy to go through will yield the most beneficial results.
3. Test It Yourself
   Just because you’ve taken steps to optimize your job applying process for mobile users doesn’t mean that it’s automatically a seamless experience. The most effective method to identify problem areas is to test it out yourself.

HR Managers are prioritizing diversity and inclusion

Workplace diversity has many benefits. A study by McKinsey & Company found that companies with gender and racial diversity were 35% more likely to have higher financial returns

According to Glassdoor’s Diversity & Inclusion Study 2019, 50% of employees across all countries surveyed believe their company should do more to increase diversity and inclusion, with millennials more likely to express the need for change.

The same study proclaimed that 71% of companies chose to remedy the problem by hiring a more diverse workforce ranging across various genders, races, sexual orientations, and ages.

Culture is becoming a priority for a growing number of companies as they face acute talent shortages and struggle with attracting and retaining their talents.

In November of 2019, Dell Technologies went live with its 2030 goals for culture transformation where they proclaimed that they’ll be centering on diversity and inclusion (D&I) to increase the company’s global digital impact.

As part of this culture first decade, employers will view diversity and inclusion as a driver of engagement with a greater return on investment.

During recruiting for a more diverse workforce, HR managers should focus on addressing the following issues of the hiring process:

• Unconscious bias in role descriptions and job advertisements
• Removing barriers to inclusion during the job application process
• Extended exercise on unconscious bias in recruitment interviews
• What can HR managers do to manage their own biases during the hiring process?
• How can you model your organization to make it more inclusive and fit for a diverse workforce?

Establish the 21st century recruiter

The talent industry is undergoing its biggest change to date in 2020. While the catalyst of this development is AI but the hiring managers are the one who has to bear the brunt of it.

A Mercer study revealed, 53% of high-growth organizations consider HR managers as heavily involved in prompting major change as compared to 39% of modest-growth companies.

Companies of today need talent acquisition leaders who are deeply involved with the business side of the recruiting process as well as proficient in the soft skills.

Such managers need to be thought leaders as well as subject matter experts of their niche. They should be able to blend the human side of the process to the technical one.

The responsibilities of the future recruiters are changing. Recruiters should feel comfortable and confident using new and emerging recruitment strategies.

Thus it is not only the candidates themselves but also the recruiting manager that needs to update their skills as well.

With the help of the ever-modifying technology and AI, the 21st-century recruiter brings a new set of skills and expertise in finding the top talents.

Recruiters should also be able to deliver solutions and outcomes designed to be faster and more impactful ways than ever.

How to Attract The Best Talent

1. Hold an open house

It’s one thing to attach a resume to an email–it’s another thing to apply to a job with genuine interest. Here’s a way to ensure the candidate pool includes only the most enthusiastic prospective candidates.

Hold a company-wide open house and send out invitations to promising potential hires. The candidates who show up have self-selected themselves and thereby passed through HR’s initial screening process.

2. Use social media

Every job hunter scours job sites for openings, but how often do recruiters actively seek out candidates? Before opening the opportunity to the general public, use savvy social media search techniques.

Seek out individuals on LinkedIn with applicable prior experience, or locate Facebook or LinkedIn groups that cater to the professionals you’re looking for. In addition, you can even search keywords on Twitter and Instagram associated with the open position’s required skills.

Find candidates where they already spend their time–on social media.

3. Try smart advertising

Don’t let a good listing get lost in the crowd of Indeed or Craigslist. Instead, use smart advertising.

The first step in smart advertising is to identify your target demographic and meet them where they search.

From there, you can purchase relevant keywords so your ad appears when someone searches particular keywords or phrases, or you can advertise on forums where target candidates congregate.

For a flashier, non-digital technique, put your hiring budget to work by investing in an eye-catching billboard.

Job seekers are always told to be proactive networkers. It’s time that companies started to do the same during the recruitment process.

4. Network at candidate-specific events

Tap into local communities in your search for the perfect candidate.

Let’s say you’re searching for a graphic designer. Instead of merely placing a listing online, send a representative from your company to events where graphic design professionals or artists may gather, like Meetups or local lectures.

Tapping into a specific talent pool can yield great results–especially from candidates who aren’t actively pursuing opportunities.

5. Offer referral incentives

While it’s a clever idea, sometimes a deck of recruitment cards isn’t enough to get employees invested in the process.

By initiating a referral incentive program, your current employees will be financially motivated to refer stellar candidates.

In this mutually beneficial setup, your company will gain quality talent, and existing employees will earn rewards, like money, extra vacation days, or a prime parking spot.

What Software do Recruitment Agencies Use?

iCIMS

iCIMS is an enterprise-grade recruiting software system that offers three different product suites: recruitment marketing, advanced communications, and hiring.

You can either use all three products together, or you can select products à la carte to integrate them with your existing ATS or HR software.

The recruitment marketing suite lets you build career sites and gives you access to a hiring CRM.

The advanced communications suite lets you automate messaging across multiple platforms like Facebook Messenger, WhatsApp, SMS, and chatbot.

Finally, the hiring suite includes tools for applicant tracking, offer management, and employee preboarding.

Combined, these products make for a powerful recruiting system that can help reduce the burden of filling tough positions.

Jobvite

Jobvite is a recruiting platform built for businesses of all sizes that uses a continuous candidate engagement (CCE) model for recruiting. Jobvite offers seven different tools for recruiters: Hire (Jobvite’s ATS), Engage, Onboard, Brand, Video, Mobile, and Text.

This system is great for making your team more efficient. Using candidate matching, Jobvite Hire sorts through applicants to show you the most relevant ones.

When it comes to scheduling interviews, the system recommends times that are most likely to work the best for both parties.

What’s more, Jobvite also lets you request video interviews to pre-screen candidates before they come in for an interview. Video interviews are built into the ATS, so candidates enjoy a seamless experience.

JobAdder

JobAdder is a web-based recruiting platform that offers nine different tools for staffing agencies. These tools include an ATS, recruitment CRM, timesheet software, SMS communication, analytics, and database search.

Agencies using JobAdder can manage candidate pipelines and different companies they’re recruiting for within the ATS.

The system automatically distributes job postings to a number of different job board sites and captures applicant details when people apply. JobAdder displays applicant details in the ATS, so you can review them and make interview requests.

JobAdder also offers a recruitment CRM tool, which lets you track candidates from the moment they submit their application to their first day of work.

PCRecruiter

PCRecruiter is a recruiting system built for enterprise sized companies, and it offers features specifically for staffing agencies.

Some notable features for staffing agencies include staffing reports, interview pipeline, EEO/OFCCP handling, boolean search, custom forms, data import, and source tracking candidates.

Read Also: Top 11 Legitimate Work-From-Home Jobs Perfect For 2021

Agencies use PCRecruiter as a database for open positions and candidates that doubles as a communication hub. The ability to automate communication is especially helpful when dealing with high applicant volume, and communication history is stored in every applicant’s record.

Features aside, PCRecruiter is also easy to learn and easy to use. The user interface is clean and intuitive, and a helpful training staff helps new users get up and running quickly.

Zoho Recruit

Zoho Recruit offers a recruitment platform that comes in three different specializations for staffing agencies, corporate human resources departments, and temporary workforces.

The solution for staffing agencies lets you send job postings to job boards, qualify candidates with pre-screening assessments, schedule interviews and conduct background checks, and build reports to analyze your efforts.

Using Zoho Recruit as a staffing agency, you can build custom workflows that suit your client’s terms and automate the application process.

From there, candidates can find your job postings on sites like Monster and Indeed, and they can apply through your custom careers site or through LinkedIn

Final Thought

Recruiting automation can truly enhance your high-volume recruitment process and help you make it more efficient (and pleasant) for everyone involved.

It is not meant to replace recruiters, but rather to free them from manual tasks and let them refocus their attention on getting to know candidates and fully utilizing their interpersonal skills.

And in a job market that requires recruiters to find creative ways to compete for top talent, these are obvious perks that you should start taking full advantage of.