how to master tech tools for recruitment

How to Master Tech Tools for a Seamless Recruitment

If you’re still spending days sifting through a massive pile of printed CV’s to fill that help desk role, you’re going about it all wrong. When it comes to recruitment, the working world has moved on from paper-based processes and embraced the digital.

What a difference it has made! The leveraging of technology in the recruitment process has transformed how employers and job hunters connect. The process is now more efficient, and thanks to the effective use of data it’s more effective too. The right candidates are matched to the right jobs more effectively, and everyone is a winner.

The technology is constantly evolving though, and you want to stay ahead of the curve. You want to be certain you’re utilising the most effective technology in your recruitment strategies. Today we’re going to delve into some of the most exciting tech in this space.

Applicant Tracking Systems (ATS)

Applicant Tracking Systems (ATS) are a kind of software used to manage the recruitment and hiring process effectively. They automate admin tasks, manage job postings across multiple platforms and simplify the screening process. They’re like digital matchmakers, a personal hiring Cupid!

What we love about ATS:

Productivity Driver: By automating routine tasks like scouring resumes and booking interviews, ATS frees up time for recruiters to focus on engaging with candidates.

Easy Centralised Management: Having all applications and job postings in one place makes for easy management and access while reducing errors

Data-Driven Decisions: Data analytics allow for accurate and informed decisions made by recruiters.

– Legal Compliance: ATS ensures compliance with any recruitment-related laws, cutting down on your risk exposure.

Small Business Friendly: While being very handy for large-scale recruitment drives, ATS is also beneficial for small businesses or start-ups.

Data Analysis Using Machine Learning

Data is power, right? But data needs to be analysed properly to be effective. That’s what machine learning algorithms do. They sift through mountains of data on candidates, vacancies and hiring trends to identify patterns and present you with insights. Those insights are like rocket fuel to your candidate selection process, helping ensure you match the right person to the right job in a fast time frame.

Benefits of ML in Recruitment:  

Predictive Analytics: You’ll get more of an accurate idea of how likely a candidate is to be successful in a role. It’s no crystal ball, but it’s as close as we can get at the moment!

Efficient Screening: The ML algorithms can evaluate potential employees’ applications and identify those most suited to the role. You don’t need to waste time on unsuitable CV’s.

Bias Reduction: Unconscious bias becomes less of an issue because ML tools can be trained to ignore demographic information.

Improve Candidate Engagement: ML will take the interests and experiences of a candidate into account to help personalise communication with them and improve engagement.

AI Chatbots to Screen Candidates

Who doesn’t love a good chatbot? A recruitment AI chatbot engages in an automated conversation with candidates, getting all their information and asking screening questions that help determine their suitability for a role.

How AI Chatbots Help:

Screening: Screening out unsuitable candidates is a massive time saver for recruiters.

Always online: 24/7 availability means candidates can use the chatbot in their own time.

Scalability: If you’re conducting enterprise-level recruitment drives, you’ll love how chatbots can handle huge volumes of interactions at the same time.

Consistency: They’ll always ask the same pre-determined sets of questions to users, which results in a fair evaluation of everyone who engages.

Data Collection: Chatbots help add to the swathes of data that recruiters can collect through technological sources.

Video Interviews

Videoconferencing is a ubiquitous necessity in our lives, something we’ve all become accustomed to using daily. So it makes sense a lot of candidate interviews take place remotely via video conferencing tools. It allows recruiters to reach more candidates, and it cuts down on travel necessities. Which, tangentially, is good for the environment!

Another plus is that video interviews can be recorded and reviewed later, allowing for in-depth comparisons of people vying for a role.

Social Media Recruitment

While platforms like Facebook and X can be used to engage with potential candidates, LinkedIn is the go-to social media platform when it comes to recruitment. It’s what it was built for! If you’re active on LinkedIn, you’ll be reaching a broad audience of potential employees, including passive candidates who might not even be looking for a job at the moment.

Social media platforms also allow for laser-targeted advertising options to ensure your job adverts reach the specific demographics and skill sets you’re looking for.  Then, once you’ve attracted the right people, you have a ready-made platform for engaging with them answering their questions and building a community.

Digital Employee Referral Software

Digital employee referral software allows current employees to refer candidates for open positions and track the status of their referrals. Its ease of use encourages more employees to engage with the referral process. The hiring cycle can be shortened, as current employees generally will only refer people they know are very well suited to the job. This leads to quality hires and can negate the need to resort to costly headhunting or advertising.

Digital Job Boards

It’s like a job fair of old, but accessible from anywhere at any time! Digital job boards are online platforms for posting job vacancies that job seekers can seek and apply for. They range from generalist boards to industry-specific ones,

Why We Love Digital Job Boards:

Broad Reach: Companies have access to a large pool of candidates.

Targeted Job Posts: Posts can target specific industries, experience levels, or locations, so you don’t get incompatible candidates applying.

Cost-Effective: This is a budget-friendly method for recruiters to advertise their vacant roles.

Analytics and Reporting: Digital job boards will offer analytics on a job post’s performance to help companies improve their strategies.

There you have seven technologies you can start using today that’ll be an incredible help in your next recruitment drive. You’ll reach a wider pool of candidates and enjoy data-driven and informed decision-making around which one would suit your role best. Overall, this will be a better recruitment process for employers and candidates alike!

If you have any questions about using technology to improve your recruitment process, we’re here to talk! Or if you’re looking for an IT job yourself, check out our careers page and see if you’re a good fit for any of the available roles!

When he’s not writing tech articles or turning IT startups into established and consistent managed service providers, Peter Drummond can be found kitesurfing on the Gold Coast or hanging out with his family!

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